Earlier this week Merriam-Webster announced this year’s “word of the year” – Authentic. While this word might feel overused, misused, and sometimes (ahem)…inauthentic, it IS a powerful word. Why? Because it starts with being true to yourself, “true to one’s own personality, spirit or character.” Leading with authenticity towards yourself naturally translates into showing up with genuine intent with your teams.
Leading with authenticity has presented an interesting dilemma for many of my clients as we welcome December and the expected year-end wrap up traditions. Their core issue is this:
How can I even consider a year-end “celebration” after a year of layoffs, project eliminations, reorganizations, return to office mandates, and now announcements about scaled back incentive pay?
It feels…toxically inauthentic.
It’s a fantastic question. And, for anyone asking this type of question, I’m giving you a virtual high five for being a caring, empathetic leader.
Let’s be frank. The last thing anyone wants to do is put on a mask of false positivity to create a forced celebration. Toxic positivity is a very real, very dangerous culture that leaders should avoid if possible because it creates an unsafe environment to express your true self. At the same time, to do nothing at year-end simply feeds the negative energy that might already exist within a team or organization.
To that end, I firmly refuse to believe – no matter how difficult the year has been for your company, team, leadership, financial markets, geo-political events, and more – that there isn’t at least one accomplishment, one milestone, one event on your team that deserves acknowledgement and recognition. Chances are that every single person on your team has at least one thing – personal or professional – that deserves a team cheer.
Notice, I didn’t refer to a “celebration” but, instead, recognition. Validation that the team has worked hard, and it’s been noticed. Noticed by you, by their peers, and perhaps even by senior leadership.
This doesn’t require an in-person gathering, or any type of budget. What it does require is some good collaboration tools (virtual whiteboard, perhaps?) and a leader who enters the dialogue with productive energy. With gratitude. And gratitude is contagious!
Allow space for the team to recognize each other. And space for them to simply share of themselves (New degree or professional certification! Engagement or marriage! New house! Finally conquered a home improvement project!), with others. Just typing this brings a smile to my face.
The bottom line is this: It doesn’t have to be a “celebration” to be truly heartfelt and meaningful.
