Developing Self:

Recognition

Online Courses

Gone are the days when rewards and recognition could be centered around tangible goods like how many widgets a worker assembled. The knowledge, gig, and global economies require major changes to how leaders recognize and reward workers in ways to drive performance. In this course, behavioral science expert Beck Saltzman shows you how to employ recognition and reward strategies for motivating workers in the modern economy. Learn how to measure the real impact of recognition and rewards, optimize the right kind and avoid the wrong kind of recognition, make rewards personally and culturally relevant, finesse the timing of recognition, and step up your efforts when times are tough. Use these techniques to celebrate your team’s wins and create a culture of recognition—complete with performance dividends—for your entire organization.

If you’re a manager, paying attention to employee engagement is crucial. The ways in which you recognize and value the contributions of your employees can make or break the success of your team. But how do you build new practices for sincerity and recognition when traditional approaches no longer seem to work? In this course, instructor Christopher Littlefield shows you a practical, evidence-based approach to recognition that can help your employees feel valued and respected as individuals, so they’re committed to your team and organization long term. Explore skills fit for modern-day managers to cultivate lasting forms of engagement, promote employee retention, and create a healthy, sustainable work culture. Christopher gives you tips leading diverse, multicultural teams, regardless of your background or level of leadership experience. By the end of this course, you’ll be equipped with a more effective management mindset, replete with new methods and tools for daily action.

It’s no secret that high achievers are more productive, but how do you get them, unlock their productivity, and keep them satisfied and challenged by their work? In this course, instructor Dr. Ruth Gotian shows you why high achievers are crucial for business success, how your organization can avoid common blind spots, and how to identify what your high performers want so you can give it to them and raise the bar. Explore the importance of high achievers as problem-solvers, puzzlers, and innovators. Get tips on where most organizations fail their highest achievers by focusing on the wrong people, avoiding change, flatlining company culture, and not promoting advancement. Discover the secret to retaining high performers and giving them exactly what they want: from metrics and engagement to praise, recognition, mentorship, and values-based development.

Books

- Author: Michael Salone
- Summary: Tagging for Talent introduces a breakthrough approach for human resources, senior executives and line managers to find hidden talent from within their own organizations. This unique method challenges the status quo of talent identification and succession planning with an easy crowdsourcing approach to competency recognition. This is not a book about using social media, but a true business solution using the natural behaviors of your workforce to self-identify potential myriad of talent. It speaks to HR professionals and senior leaders who are looking for simple to use, real-life solutions that can be implemented in business today. Employees already see the power of tagging and view this innovative approach as a fun way to recognizing talent, versus the old method of waiting for their manager to see or perceive their strengths. For years, executives have been asking, “Why am I spending all of this time and money when I keep getting the same results?” Tagging for Talent inspires leaders to tap into the power of the crowd, along with practical guidance on how to put a peer-based tagging system in place—and take their company up a notch!

- Authors: Gary Chapman, Paul White
- Summary: A bestseller—having sold over 300,000 copies and translated into 16 languages—this book has proven to be effective and valuable in diverse settings. Its principles about human behavior have helped businesses, non-profits, hospitals, schools, government agencies, and organizations with remote workers. PLUS! Each book contains a free access code for taking the online Motivating By Appreciation (MBA) Inventory (does not apply to purchases of used books). ***Please contact mpcustomerservice@moody.edu if you purchased your book new and the access code is denied. The assessment identifies a person’s preferred languages of appreciation to help you apply the book. When supervisors and colleagues understand their coworkers’ primary and secondary languages, as well as the specific actions they desire, they can effectively communicate authentic appreciation, thus creating healthy work relationships and raising the level of performance across an entire team or organization.

- Author: David Novak
- Summary: When was the last time you told your colleagues how much you value them? It sounds like a trivial thing in the middle of a busy work day. But as Novak discovered during his years as a hard charging executive, there’s nothing trivial about recognition. It can make a life-or-death difference to any organization, when people see that someone important really notices and appreciates their contributions. The story of O Great One! opens when Jeff Johnson becomes the third-generation CEO of his family business, after the sudden death of his father. The Happy Face Toy Company had many hits in the 1950s and 60s, including Crazy Paste, but its results have been declining for more than a decade. The board has given Jeff just one year to turn the business around, or else they’ll have to sell it to the highest bidder. As Jeff races to save his family’s legacy by getting the company back on track, he meets downtrodden factory workers and an uninspired executive team. Then a birthday gift from his grandson gives Jeff an important insight into why Happy Face lost its culture of innovation and excitement, along with its profitability. He comes up with an idea that seems crazy… But is it crazy enough to work?

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