“When [educators] are unable to receive validation that what they’re doing is having an impact, it can lead to disillusion and dissatisfaction with the job” (Sweeney and Harris, p. 47).

Reading through Sweeney and Harris’ work, The Essential Guide for Student-Centered Coaching, this quote encourages and challenges me to reflect on the role of leaders in giving positive praise and feedback. I wonder how we as leaders are validating the excellent work of faculty and staff within schools, especially those educators who are often going above and beyond and excelling with teaching and learning? Human nature would tell us that all individuals need validation and to know that their work is making a difference. Rather than trying to figure out who might need more or less positive praise and validation, how can we as leaders find ways to validate all individuals within organizations?

1. Building positive and professional relationships with colleagues opens up opportunities to get to know one another and can naturally lead to validation. Most people will tell their “boss”, when an opportunity presents itself, about something exciting or positive happening in the workplace. During these conversations, leaders can show appreciation for the work and encourage continued efforts.
2. Public recognition is an excellent way to show appreciation. At the beginning of meetings, make a commitment to having five minutes of “shout-outs” and/or recognizing the work of various people in the organization. Only doing this one time, or rarely, may show favoritism to certain employees. Having a consistent approach will spread around the appreciation and allow for a variety of people to be recognized.
3. Allowing all people to have a voice and opening up discussion and dialogue can show the appreciation and respect that leaders have for all employees. I have found that people show an incredible amount of passion and dedication to their work when they feel part of the conversations, feel as though their voice is being heard, and are included in difficult dialogue and decisions. Be sure to open up these conversations to everyone.

Leaders, what strategies do you have for validating colleagues?