Issue 10: Today’s Brew: When Was the Last Time You Caught Someone Doing Something Right?
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 10
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
May 07, 2025
Leadership often gets reduced to one phrase: "fixing what’s broken." Address the mistake. Redirect the behavior. Correct the process.
But great leadership isn’t just about correction—it’s about connection. And one of the most powerful ways to connect with your team is to recognize what’s going right.
We live in a culture where feedback often only shows up when something’s wrong. But the real question is:
When was the last time you caught someone doing something right—and told them so?
The Power of Positive Recognition
Recognition isn’t just about making people feel good. It’s a trust-building tool, a performance enhancer, and a leadership responsibility.
According to Gallup, employees who receive regular recognition are:
4x more likely to be engaged
5x more likely to see a path to growth
3x more likely to stay with their employer
This isn’t fluff—it’s foundational. When people feel seen for their efforts, they repeat those efforts. And when they’re overlooked, even their best work can start to feel invisible.
What Gets Praised Gets Repeated
The leadership mindset needs to shift from “What needs fixing?” to “What’s already working that I can build on?”
Recognition isn’t just a thank-you—it’s a message:
“I see you.”
“I value what you bring.”
“You’re moving us in the right direction.”
And over time, that message builds:
Confidence: People believe in their own potential
Loyalty: People feel emotionally connected to their work
Trust: People see their leaders as invested, not just critical
Recognition Through the Martin and Foster Lens
At Martin and Foster Consulting, we teach leaders that recognition is not optional—it’s a discipline. One grounded in emotional intelligence, intention, and the belief that people matter.
In our Building Trust and Coaching Essentials programs, we guide leaders to:
Identify effort, not just outcomes
Give feedback that is timely, specific, and meaningful
Use recognition as a way to develop, not just applaud
We don’t believe in generic praise. We believe in purposeful recognition that connects behavior to impact.
Because it’s not about saying “Good job”—it’s about saying, “That thing you did? It mattered.”
Leadership Self-Check: Are You Looking for What’s Going Right?
When was the last time I gave specific, meaningful praise?
Do I know how each of my team members prefers to be recognized?
Am I balancing constructive feedback with positive reinforcement?
Do I regularly acknowledge small wins—not just big outcomes?
If you’re not sure—it’s time to recalibrate.
Final Thoughts
Leadership is not just about correction—it’s about cultivation.
The more we catch people doing things right, the more trust we build, the more confidence we grow, and the stronger our teams become.
So today, make it your mission to notice. Not the mistake. Not the delay. But the effort, the creativity, the follow-through.
And when you see it—say something.
Because when people know they’re seen, they rise.