The Art of Affirmation

Most of us will agree that positive leadership and affirmation are critical in times of crisis. How can you get the best out of people?

The answer is praise. But we’re not just talking about complementing people. You need to start addressing their most treasured traits and values.

This is where affirmation steps in. It’s all about creating a structure that supports and encourages people to put their best foot forward. Doing this is a skill that, much like others, can be learned.

Affirmation is much more effective than just a simple compliment

Hard evidence has proven that the human brain craves affirmation. Neuroscientific research carried out over the last twenty years shows that the brain responds physically to positive emotional feedback. It releases neurochemicals that increase our sense of wellbeing and that boosts our performance overall.

“Affirmation” comes from the Latin noun affirmatio, derived from the verb “to strengthen” or “fortify”. Real affirmation, then, is deeper than just a compliment. It’s all about accompanying someone through a process and offering consistent reinforcement, constructive feedback and high praise when it’s deserved.

When working with a team, the best way to convey your support for a team member is to focus on their strong points — what they really care about.

You’ll find four different personality types in the workplace:

The Doers: they are all about getting things done. Sometimes that is synonymous with a bullish insensitivity to other teammates. In order to affirm a doer, you’d better praise them for doing a great job on a presentation or meeting a tough deadline.

The Advocates: they are people-oriented and are seeking to be included. To show them support, focus on their role of holding the team together and keeping the morale up among the team members.

The Idealists: they are the dreamers who think big and care about integrity. In order to affirm their work you would thank them for reminding everyone of the original values of the team or company.

The Challengers: they question the status quo and are always on the lookout for new ways to approach the job at hand and get it done. To affirm them, emphasize on the value of their original way of looking at projects.

Highlighting these qualities in people in the workplace has two possible outcomes. Firstly, it shows them that you’re interested in and aware of their hard work and achievements rather than focusing on company goals. Second, that type of deep affirmation leaves people feeling supported and they are even more determined to go forward.

Avoid criticism — it has a lasting negative effect on the brain.

Criticism undermines our ability to think abstractly and creatively and engage in self-reflection. This weakens our resourcefulness and self-confidence. A study showed that criticism activates the amygdala part of the brain which is responsible for the flight-or-fight response to life-threatening situations.

If you really want to affirm others, it’s important to develop a high level of self-awareness and be able to manage your emotions, thinking and ideas.

The takeaway? Keep affirmation and praise public and criticism private!