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Tag: praise

  • Maryland leaders applaud Hoyer’s ‘immeasurable’ impact after retirement announcement – WTOP News

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    In the hours after Rep. Steny Hoyer announced his retirement, the praise coming from elected leaders at all levels in the state of Maryland was like a tidal wave.

    In the hours after Rep. Steny Hoyer announced his retirement, the praise coming from elected leaders at all levels in the state of Maryland was like a tidal wave.

    Democrats, and especially the ones from Prince George’s County, couldn’t stop gushing over the impact Hoyer had as a lawmaker and as a person.

    “Steny Hoyer’s impact is immeasurable on the state of Maryland, on the United States of America, to all of us personally,” Gov. Wes Moore said.

    He then told a story about his first interaction with Hoyer, which came well before the governor entered politics.

    “I remember when I was deployed to Afghanistan,” Moore said. “I received a care package … one of the things in the care package was a flag, a Maryland flag, that was sent to me from Steny Hoyer. I did not know Steny Hoyer at that point. He just knew that a Marylander was protecting the country overseas. So he asked for a flag to be sent to that Marylander, who happened to be me.”

    “He’s someone who has shown us what public service looks like,” Moore added, joking that Hoyer will get some “very well deserved time off. And frankly, knowing Steny Hoyer, I have no idea what retirement actually looks like. I’ll believe it when I see it.”

    Sen. Angela Alsobrooks, a longtime friend of Hoyer’s, credited him with changing her life.

    “He said to me years ago, ‘no matter what you run for, I am always going to be basically the first to support you. I will support any endeavor you undertake,’” Alsobrooks said in an interview with WTOP. “And that’s the penultimate of trust and belief is he felt that I was talented enough, and that I offered the kind of service that he felt he could support.”

    She also noted how strong his support was among African American voters in Prince George’s County, and how much he treasured that trust Black voters put into him.

    “Steny Hoyer is popular all around the state and the country, but he is beloved among African Americans,” she said. “You can see it in his annual Bull Roast that, routinely and without effort, calls out over 1,000 people, and many of them are African American families from Prince George’s County who have supported him in all 20 plus of his elections. And he noted that, and he thanked specifically the African American community for their solid support. And I think that was classy.”

    She said because of that support, Maryland could count on Hoyer to deliver for the state.

    “We always knew that in Steny, we had a staunch advocate,” Alsobrooks told WTOP. “We knew we had a person who would not only appear on our behalf, but would be prepared for whatever the issue was, that he would build whatever relationships were necessary for us to be successful.”

    In a statement, Sen. Chris Van Hollen praised Hoyer.

    “He never wavered in his focus on delivering results for his district and our state,” Van Hollen wrote. “From his efforts to secure federal support for important military bases like Naval Air Station Patuxent River to our institutions of higher learning, like the University of Maryland, to so much more — Steny is Team Maryland through and through.”

    Rep. Glenn Ivey, whose district is adjacent to Hoyer’s, called Hoyer one of the “greats of all time” during an interview with WTOP.

    “He’s had a huge impact, certainly on Prince George’s County in Maryland, but really the nation,” Ivey said. “There’s a lot to show for it within the congressional district. The federal courthouse, for example, was something that he put in place, helped to build out the University of Maryland. There’s a lot of activity that he’s done with respect to WMATA, building out the Metro system. The list goes on and on. So it’s a huge loss for not just Maryland, but for the nation.”

    Ivey also noted the depth that Hoyer’s roots extend through the region.

    “Three of my kids went to Judy P. Hoyer Elementary School,” Ivey said. “When they first met him, they called him Mr. Judy P. Hoyer, because his family’s had that kind of an impact across the board too.”

    Maryland Third District Rep. Sarah Elfreth said her career in politics began with an internship in Hoyer’s office.

    “From millions of dollars of investment in Prince George’s County and Southern Maryland to his work to uphold democratic values around the globe, you would be hard-pressed to find an issue he hasn’t led on,” she said.

    Hoyer was born and raised in Prince George’s County and graduated from Suitland High School.

    “He’s just been amazing with the resources that he’s been able to bring back to Prince George’s County and to the state of Maryland,” said Del. Nicole Williams, who chairs the Prince George’s County delegation in Annapolis. “We are really going to miss his leadership, but we’re also very happy for him in his retirement and wish him a lot of rest for all of his years of service.”

    Prince George’s County Council member Wala Blegay, who may be interested in succeeding Hoyer in Washington, credited him with helping her make the contacts needed to get her political career off the ground, too.

    “He just showed me what true constituent services (looked like) and how you how you actually go and meet people’s needs,” she said.

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    John Domen

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  • 5 Things You Can Start Doing Today to Instantly Become a Better Leader, Backed by Organizational Science

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    Everyone who leads people wants to be a better leader. (If that’s not the case, you shouldn’t be leader.)

    Like most things worth doing, though, wanting to be a better boss and becoming a better boss are two different things. Training, education, experience… all take time.

    Or not. Here are five things, backed by workplace and organizational science, you can start doing.

    Today.

    Stop holding so (darned) many meetings.

    Ninety percent of employees feel meetings are “costly” and “unproductive,” and they’re right: a Journal of Business Research study found that employee productivity increases by over 70 percent when meetings are reduced by 40 percent. 

    Why? Fewer meetings gives employees more time to get things done. 

    And makes them smarter; a Philosophical Transactions of the Royal Society of London: Biological Sciences study found that when employees attend meetings, the average IQ of each individual drops by between 15 and 20 percent. For one thing, if you feel like a “junior” member of a group, your IQ drops. (As with most things, confidence matters.) If you feel your contributions won’t be valued, your IQ drops more. And if other people overtly or implicitly criticize your contributions, your IQ drops even more. 

    That’s why great bosses hold fewer meetings, especially when the goal is to brainstorm or problem-solve. Research shows idea generation dramatically improves when people first come up with ideas by themselves, or with at most one or two others. That typically leads to greater diversity in ideas, better analysis of the pros and cons of those ideas, and much greater odds of a larger group (if you eventually decide to convene a larger group; more on that in a moment) eventually identifying the best idea.

    So be present, but in the real work world. Not the make-believe work world of meetings.

    Embrace the ‘mere presence’ effect.

    Speaking of presence: being “present,” giving people your full attention, is obviously important. But so is simple presence.

    A study published in the Journal of Experimental Social Psychology found that physical presence matters. You don’t have to talk a lot. You don’t have to interact a lot. You just have to be there.

    As the researchers write, “Mere exposure had weak effects on familiarity, but strong effects on attraction and similarity,” a fancy way of saying the more often we see you, the more we will like and respect you.

    That’s especially hard, though, when you’re in a new leadership position. You’re naturally unsure and uncomfortable; you might be asked questions you can’t answer. You might be asked to handle situations you don’t know how to handle. 

    It’s tempting to spend less time with the people you lead, not more. (I’ve done that.)

    But shying away actually makes your leadership life harder: not only do you get fewer chances to gain skill and experience, but you also lose out on the positive effect of just being present.

    If you’re nervous about not having the answers, flip it around and ask questions. If you’re unsure you can handle certain situations, ask people for advice. Let people help you lead.

    Not only will you become a better leader, you’ll also build a better and more engaged team.

    Stop serving feedback sandwiches…

    Conventional wisdom says to deliver constructive feedback by starting with a positive, sharing the negative, and then closing with another positive.

    Don’t, because feedback sandwiches — a negative wrapped in two positives — are really tough to swallow. According to a study published in Management Review Quarterly, a feedback sandwich almost always fails to correct negative or subpar behaviors.

    Three out of four recipients feel manipulated. Nine out of ten feel patronized. And only seven percent actually change the behavioral meat inside the feedback sandwich.

    Just be clear. Direct. And encouraging.

    While few employees want to hear how they can improve, good employees appreciate the feedback. And they’ll respect you for being open and candid, especially when you don’t patronize them in the process.

    … and start focusing on positives.

    No matter how feedback is delivered, a University of Bonn study shows that after a few days or even hours people typically forget the negative feedback they receive. 

    Yet they remember positive feedback for a long time.

    Not just the positive (“You did a great job reworking our fulfillment process”) but also the facts accompanying the positive (“and as a result, our shipping costs are down five percent and our on-time delivery rate is up nine percent”).

    That’s especially true for new employees. A series of studies published in Proceedings of the National Academy of Sciences found that praising a new employee — oddly enough, whether they deserve it or not — tends to dramatically boost their performance.

    Want employees to be more patient when dealing with customer complaints? Praise them when they take extra time to make things right. Want them to spend extra time training struggling employees? Praise them when they step in, unasked, to help a person in need.

    In short, focus on positives. Tell people you appreciate their hard work, not just in general but in specific. Explain why that makes a difference, not just to your business but to you. 

    They’ll remember how good it feels to do something well, and will want to experience that feeling again.

    Which also makes it a lot less likely you’ll need to share negative feedback. 

    And if nothing else, start saying ‘thank you.’

    A Deloitte study shows nearly nine out of ten people wish they heard “thank you” in their daily interactions. A Psychology study shows a direct link between gratitude and job satisfaction: the more “thank you” becomes a part of a company’s culture, the more likely employees are to enjoy their jobs. A Wharton study shows that when people are thanked for their efforts, they’re more likely to engage in prosocial — cooperative, helpful, encouraging, etc. — behaviors.

    Granted, pay is an exchange for effort. It’s a transaction. You pay people to do their jobs. As Don Draper would say, “That’s what the money is for.”

    But you should also thank the people you work with — as often as possible — for doing their jobs. For being responsive. For being proactive. For being cooperative, helpful, and supportive. 

    Because every employee is also a person, and every person wants to be thanked more often.

    And because we all flourish in environments — whether at work or at home — where expectation does not preclude appreciation. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

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    Jeff Haden

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  • The Compliment Sandwich: How to Give Constructive Feedback That Sticks

    The Compliment Sandwich: How to Give Constructive Feedback That Sticks

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    Want to make your advice and feedback more digestible? Learn how to make a “Compliment Sandwich” to deliver constructive criticism in a more positive and motivating way.

    Have you ever struggled to share your thoughts with a colleague or friend without sounding too harsh? Being able to offer advice, feedback, and constructive input is an essential skill in both personal and professional environments. However, striking the right balance between positive reinforcement and helpful critique can be tricky.

    The “Compliment Sandwich” is one effective technique for delivering constructive criticism. It works by balancing both positive and negative comments, making it easier for the recipient to agree and act upon your suggestion. Here’s how it looks in action.

    What Is the Compliment Sandwich?

    The main goal of the “Compliment Sandwich” is to deliver criticism while maintaining a positive tone throughout the conversation.

    It involves three key parts:

    • Positive Opening (First Slice of Bread): Start with a genuine compliment or acknowledgment of something the person is doing well. This sets a positive tone and makes the recipient feel valued right away.
    • Constructive Critique (The Filling): Present the main feedback or critique in a clear, supportive way. This is the heart of the feedback where you address what needs improvement or adjustment.
    • Positive Closing (Second Slice of Bread): End with another positive or encouraging statement to reinforce your support and motivate the recipient. This leaves them feeling confident and balanced.

    Practical Applications and Examples

    Here are some hypothetical examples to show how the Compliment Sandwich works in practice. Remember, these aren’t scripts to follow word-for-word, just guidelines to inspire your own approach.

    1. Workplace Feedback

    Scenario: Addressing an employee’s inconsistent communication with the team.

    • Positive Opening: “I really appreciate the effort you put into your work and the unique insights you bring to our projects.”
    • Constructive Critique: “Lately, I’ve noticed some delays in team updates, which can make it harder for everyone to stay aligned and avoid miscommunication. Improving this will help the team function more smoothly.”
    • Positive Closing: “I look forward to seeing what you contribute to the team’s future success.”

    2. Teacher and Student

    Scenario: A teacher providing feedback on an essay.

    • Positive Opening: “Your thesis is engaging, and it’s clear you put a lot of thought into your argument.”
    • Constructive Critique: “To strengthen your essay, consider adding recent studies or relevant examples to support your ideas.”
    • Positive Closing: “You’re on the right track, I’m excited to see how this will evolve with the added research—I have no doubt it will be excellent!”

    3. Personal Relationships

    Scenario: Talking to a friend who tends to dominate conversations.

    • Positive Opening: “I always enjoy talking with you because you have so many great stories.”
    • Constructive Critique: “Sometimes I don’t get a chance to share my thoughts as much. It would mean a lot to me if we could balance our conversations a bit more.”
    • Positive Closing: “I love our chats and look forward to many more. Your energy makes them lively!”

    4. Coaching in Sports

    Scenario: A coach providing feedback on a player’s performance.

    • Positive Opening: “I love the energy and determination you bring to every game.”
    • Constructive Critique: “Your defensive positioning needs some improvement, I can help you work on that during practice this weekend.”
    • Positive Closing: “Keep up the hard work, and I know with some adjustments, you’ll be a better player all around.”

    Tips for Effectiveness

    • Be Genuine: Sincere compliments are essential to avoid feedback feeling manipulative. Always be truthful.
    • Learn to Find the Good: Practice recognizing positive traits in others. This makes it easier to offer genuine compliments and feedback.
    • Remember the Positivity Ratio: Aim for a 3:1 ratio of positive to critical feedback to maintain motivation and foster growth.
    • Share Good News: Inject positivity by sharing good news, which can have a “bless the messenger” effect, where people feel more positive towards a person delivering uplifting information. 
    • Adjust for Context: Tailor your feedback based on the recipient and situation. Some prefer gentle handling, while others want direct feedback.

    Limitations of the Compliment Sandwich

    The Compliment Sandwich has been widely used as a feedback tool, originating from management and communication training programs, typically in a corporate or organizational setting. Despite its popularity, it has drawbacks. One major criticism is that it can feel formulaic if used too often. When feedback follows the same pattern every time, it risks sounding insincere, reducing its effectiveness. The best feedback is organic and authentic. Use the Compliment Sandwich as a flexible guideline, not a rigid formula. Adapt your specific feedback based on the situation and the individual. Keep your communication fresh and spontaneous.

    Psychological Foundations: Priming and the Recency Effect

    The effectiveness of the Compliment Sandwich can be better understood through psychological principles like priming and the recency effect.

    Priming is about how an initial stimulus can influence how someone perceives a subsequent one. In this context, the initial positive statement can make someone more open to subsequent feedback. Starting with praise sets a receptive tone, reducing defensiveness when delivering constructive critique.

    The recency effect means people remember the last part of an experience most clearly. Ending feedback with a positive comment leverages this effect, leaving the recipient with a favorable impression and motivating them to act on the critique.

    The main takeaway? Start and end on a good note. It’s a simple yet powerful and scientifically-backed way to boost the effectiveness of your communication while maintaining truth and honesty.

    Conclusion

    The Compliment Sandwich can be an effective way to deliver balanced and constructive feedback when used thoughtfully. The key is to avoid being scripted and to ensure that your feedback is sincere and unrehearsed. Try using the Compliment Sandwich the next time you give feedback and see if it changes the way people respond to your feedback and suggestions.


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    Steven Handel

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  • Pelosi sends signal to Biden: ‘Time is running short’

    Pelosi sends signal to Biden: ‘Time is running short’

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    WASHINGTON — 

    Former House Speaker Nancy Pelosi, one of the most influential voices in President Biden’s sphere outside of his family, sent a rare public signal Wednesday morning that suggested she is trying to nudge him to consider dropping out of the election.

    “It’s up to the president to decide if he is going to run,” she said on MSNBC. “We’re all encouraging him to make that decision because time is running short.”

    Pelosi sandwiched her comments between praise for Biden and his record. But Pelosi is notably careful and calculating in her public comments and well aware that Biden has repeatedly and forcefully said he has already made that decision. She spoke on MSNBC’s “Morning Joe,” Biden’s favorite cable news show and the same venue where on Monday he gave one of his most defiant declarations that he would remain in the race.

    Pelosi, a San Francisco Democrat, is no longer in Democratic leadership but remains in the House after one of the most consequential tenures in history. At 84, she is three years older than Biden and served alongside him for most of his political career. She also had the experience of watching close friend Sen. Dianne Feinstein deteriorate before dying in office last year.

    Pelosi said Biden would have the “overwhelming support” of House Democrats. “He’s beloved, he is respected, and people want him to make that decision.”

    She also suggested that she would not make a more direct call for him to withdraw.

    “I’ve said to everyone, let’s just hold off, whatever you’re thinking, either tell somebody privately, but you don’t have to put that out on the table until we see how we go this week,” she said.

    The comments preceded a high-profile call to withdraw from a different sort of influencer: George Clooney. The actor, who is a major backer for Democrats, headlined a Hollywood mega-fundraiser for Biden last month.

    “The one battle he cannot win is the fight against time,” Clooney wrote in an op-ed published Wednesday in the New York Times. “None of us can. It’s devastating to say it, but the Joe Biden I was with three weeks ago at the fundraiser was not the Joe ‘big F— deal’ Biden of 2010. He wasn’t even the Joe Biden of 2020. He was the same man we all witnessed at the debate.”

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    Noah Bierman

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