Thread by @NLad84

Gratitude.

This week's @PepsMccrea evidence snacks was on idea of fuzzy feedback due to the nosiy relationship between teaching (the action) and learning (the impact).

This made me think about gratitude, and why specificity matters.

A thread on specific gratitude 🧵

Displaying and receiving gratitude can be a joyous process. A real fulfillment can be felt when showing thanks to others, and being on the receiving end of gratitude can be hugely motivational and transformational.

Benefits:
Improves wellbeing
Reduces stress
Build resilience

However, gratitude can become diluted and lose its impact.

How often do we say thanks, thank you etc.?

When we say this, does it lead to the benefits described above?

How can we ensure gratitude is not diluted?

Be specific with the gratitude you give.

When expressing gratitude, describe what the action was that you appreciated, explain why it was meaningful, and include the positive impact it had.

Express the gratitude as soon as possible after the action, but again, avoid doing this so often it becomes bland.

Here are some examples:

As a leader, try and encourage your team members to display gratitude to each other in the same way through modelling this behaviour.

We often have a tendency to talk about overselves when talking about the impact of gratitude, rather than focussing on others. @heidigrantphd discusses this here:

hbr.org/2016/06/stop-m…

In summary, make gratitude specific and focussed on the impact people are having. Model these behaviours, and you'll see people around you doing the same very quickly.