By Carole Jean Whittington
June 5, 2024
Read Parts 1 & 2 here! Where we discuss acknowledgement and building intimacy within teams.
Part 3
Jealousy and envy show up more readily when team members are in burnout. How do you help as their leader?
Principle 3: Acknowledgment Neutralizes Jealousy and Envy
Envy is a feeling of discontent or resentment aroused by someone else’s possessions, qualities, or luck (Oxford Dictionary). Transform envy and jealousy into growth and positive energy today!
Here's how:
- Identify someone you feel jealous of and pinpoint the attributes that trigger envy.
- Acknowledge them genuinely for those very qualities. Watch envy diminish.
- Embrace the valuable input from the person you were envying, fostering a stronger relationship.
Neurodiverse Team Insight:
Envy can be either easy to self-identify or harder to pinpoint no matter your neurotype. However, many attention deficit hyperactivity disorders (ADHD) and autistic humans can have a hard time identifying a particular feeling right away. It may take time to process and explore through reflection.
Part 4
Sometimes we believe, as leaders, for our team to REALLY appreciate acknowledgment or praise, we need to ONLY do it now and then.
In truth, that works against building trust and authentic connection. Join me to learn how you can do this more frequently and harness the Power of Acknowledgment.
Principle 4: Recognize Good Work for Exceptional Results
Key Insight: NOT acknowledging good work causes lethargy, resentment, sorrow and withdrawal. Boost energy and prevent burnout today!
Here's how:
- Identify a colleague’s excellent work deserving acknowledgment (don’t be stingy!).
- Recognize and acknowledge their efforts genuinely.
- Witness the positive ripple effect on energy, feelings, and overall performance.
Neurodiverse Team Insight:
Just like love languages, everyone has a preferred acknowledgment language for both giving and receiving.
Here are a few ways to share acknowledgment with your team members:
- Write it in a message. This can be on slack, email, text message, etc. Bonus points if you write an actual message with pen and paper and deliver it to them.
- Record it in a voice note and send it over to the person.
- Share your acknowledgement with them face to face.
Be mindful that the key here is to give acknowledgment to the person in a way that is most comfortable and best received by them.
We all tend to lean into giving in the way that we prefer to receive, however that may not be your intended recipient’s preference. Give the delivery method some thought and test it out, then ask them what they prefer.
This article contains references to the book, <em>The Power of Acknowledgment</em> by Judith W. Umlas, published by International Institute for Learning, copyright 2006.
Stay tuned next week for the final parts of Navigating Burnout in Neurodiverse Teams!
Carole Jean Whittington, a wellness trailblazer, specializes in burnout research and restoration for neurodivergent and disabled adults. Her three-year global research led to the Whittington Burnout Inventory, offering comprehensive insight into burnout. As Chief Energy Officer of Whittington Well-Being, she pioneers methodologies that include areas outside the occupational burnout category. Her acclaimed talk show, Beyond Chronic Burnout, reaches 96 countries with over 550,000 listeners. Author of “Unleashing Sustainable Energy,” Carole Jean guides individuals in mastering energy with science-backed methods. Through The UnVeiling Method and Micro Recharge Lab, she fosters innovation and connection. Carole Jean aims to make burnout history with relentless passion and boundless spirit.
Visit Carole Jean’s social media links to learn more.
Website: https://whittingtonwellbeing.com/
YouTube: https://www.youtube.com/channel/UC73lo4QgCCkClj7sFm_mrZA
LinkedIn: https://www.linkedin.com/in/carolejeanwhittington/
Instagram: https://www.instagram.com/carolejeanwhittington/
TikTok: https://www.tiktok.com/@carolejeanwhittington
Facebook: https://www.facebook.com/WhittingtonWellBeing/
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Disclaimer: The ideas, views, and opinions expressed in this article are those of the author(s) and do not necessarily reflect the views of International Institute for Learning or any entities they represent
