{"id":229,"date":"2007-11-05T00:34:30","date_gmt":"2007-11-04T23:34:30","guid":{"rendered":"http:\/\/progmanager.wordpress.com\/2007\/11\/05\/from-good-to-great-manager-part-3-the-power-of-appreciation\/"},"modified":"2007-11-05T00:34:30","modified_gmt":"2007-11-04T23:34:30","slug":"from-good-to-great-manager-part-3-the-power-of-appreciation","status":"publish","type":"post","link":"http:\/\/realisedevelopment.net\/index.php\/2007\/11\/05\/from-good-to-great-manager-part-3-the-power-of-appreciation\/","title":{"rendered":"From Good to Great Manager – Part 3 – The Power of Appreciation"},"content":{"rendered":"

The third in our occasional series on making the transition from being a good manager to being a great one.<\/p>\n

Great managers know <\/u>who does what.<\/strong><\/p>\n

Good managers are able to get a team to pull together to produce the goods.<\/p>\n

Great managers know exactly who contributed what to the team effort. They take time to acknowledge and appreciate each person’s contribution.<\/p>\n

They also know who has piggy backed on the hard work of others.\u00a0 They give feedback and praise based on their own analysis and understanding of the person’s contribution.\u00a0 They make sure that the feedback is based on firm evidence.<\/p>\n

They use feedback and praise lavishly and effectively.<\/p>\n

They know that by increasing the amount of appreciation in the organisation they increase esteem, confidence and self belief – vital ingredients to building high performing teams.<\/p>\n

What opportunities does the Power of Appreciation hold for helping you to make the transition from good to great?<\/p>\n