Implementing The Collaborative Way
For more than a decade, Lloyd Fickett & Associates has been supporting companies in implementing The Collaborative Way. These already successful companies had reached a point where the owner or company leaders recognized that to realize their vision for the company and/or meet perceived threats from an increasingly competitive marketplace they needed a more powerful way of working together. Through practicing The Collaborative Way, our clients have gained the competitive edge they were looking for.

You are invited to contact us to explore how we can work with you to produce this result for your company.

Incomplete Acknowledgement
When there is a scarcity of acknowledgement in a company, “coasting” can become the common work mentality. We feel unappreciated when there’s little acknowledgment and tend to only do the things we have to do; we’re unlikely to take on big tasks that might put as at risk or require more of us, but which are essential to a company’s productivity and innovation. Our lack of a sense of appreciation also contributes to the unproductive complaining we do about our jobs, our work environment and our co-workers. Unfortunately, when we are given acknowledgement, it’s often incomplete and unspecific and easy for us to write off or mistrust. We are left with the sense of still being unappreciated. The practice of Acknowledgment and Appreciation addresses these issues; it develops our sense of belonging and encourages us to contribute to a company’s success.

Acknowledgement and Appreciation
Establishing Acknowledgment and Appreciation in a company is key to realizing the full potential of its workforce. However, the power of acknowledgment is limited when it’s constrained in a top-down funnel, where only superiors acknowledge those who work under them. Acknowledgement is most powerful when everyone in a company is looking to give it, regardless of the direction. When Acknowledgment and Appreciation becomes a company-wide activity, we are:

• Giving acknowledgement that is specific and meaningful
• Receiving acknowledgement openly and expressing our thanks
• Requesting acknowledgement be given when it is missing somewhere in the company
• Taking on things we wouldn't normally do

“I found I really had to spend time before I acknowledged someone, making sure I really understood what happened: what all the implications and ramifications of the actions were, how it benefited the customer, how it benefited the organization, how it was taking us closer towards the company we want to be someday. When the acknowledgement was given with those facts, it became much easier for people to receive it and trust it, because they understood why they were getting it. I really believe if we all look at our organizational goals and the things we are trying to achieve and then find people that are taking us closer to those goals, private acknowledgement will bring out their energy and public acknowledgement will become an extremely powerful tool to get everyone going in the direction we need to go in as an organization. It becomes more of, ‘OK, that’s where we all want to go.’ It becomes a lot of fun. It brings fun into the work place, which I find, without some fun, work is work."
- Ross Myers (CEO, American Infrastructure)

Company-wide benefits of Acknowledgement and Appreciation

• More committed and energetic workforce
• Satisfying and positive work environment
• Ability to attract and keep the best talent
• Increased effectiveness in implementation of change efforts
• Greater company-wide partnership in the mission of the company