This morning I’m focusing on RECOGNITION – specifcally why you deserve it and what to do if you’re not getting it.
There are PAs worldwide who feel undervalued in their organisations and who aren’t getting the recogntion they deserve. Very often, when a PA has reached the point of booking me as a coach, their motivation levels have already been impacted and they’re experiencing “tummy-wobble-dreads” and a frown on a Sunday night boding the imminent Monday morning’s return to the office.
If this is you too, today’s content is your little ray of sunshine – your little bottle of metaphoric “Pepto-bismol” to get rid of those “tummy-wobble-dreads” as I share with you what you can do about this recognition thing.
Feeling warm and fuzzy…..
Recognition is a good thing, right? We all want that pat on the back, that gold star, that warm, fuzzy “I feel valued” feeling which boosts our morale and motivation. Admittedly, some of us crave this more than others (keep reading to find out if you’re internally or externally referenced).
In an ideal world, we want our organisations to embrace the whole praise and recognition thing with open arms. But, hang on a minute. Let’s be realistic. We don’t live in an “ideal world” and there are companies with no formal recognition strategy in place. There are managers who don’t understand or value the importance of praise and recognition for their staff members and whose referencing is different to our own.
And, if we have to ask for this recognition….if we have to put forward a “bid” for it, does that not take away the sincerity of any recognition that we subsequently receive and spoil the process? Are we going to be seen as the “moaning Myrtle” or “whining child” of our offices if we do have that conversation with our manager? Hold that thought.
It’s time to consider this “referencing” thing so we can have a new appreciation and understanding of an individual’s makeup – this could be a “light bulb” moment for you as you discover the dynamics of your own and your manager’s referencing preference.
You can continue reading the full article here,
