We dive into a commonly asked question: how to effectively affirm your team. In this episode we're shedding light on what affirming your team isn't. Firstly, affirming your team isn't about handing out participation stickers. It's not about blanket praise for every little thing. While workplace affirmation is valuable, it's important to tie it to specific successful behavior. Affirmation should be used to encourage and reinforce positive at or above standard that you see when working with your team. For instance, in a client meeting, recognizing how a team member's introduction set a positive tone for the meeting is a great example affirming your team. Understanding your team's DISC profiles (Dominance, Influence, Steadiness, Conscientiousness) is also key. Tailoring your approach to their communication styles enhances the impact of your affirmation. Direct feedback for Dominant types, enthusiastic praise for Influencers, detailed recognition for Conscientious workers, and appreciative remarks for Steady team members can make a significant difference. Secondly, affirming your team isn't about praising inherent character traits. It's about highlighting specific behaviors that lead to success. For example, rather than praising someone for being a natural presenter, focus on the presentation preparation that would be best in class behavior regardless of natural abilities. Lastly, affirmation shouldn't be scheduled so that a specific team membe gets affirmed ever Tuesday. It should always be tied to genuine observations of successful behaviors. Look for daily opportunities to affirm your team, whether through a quick conversation, text, or email, to keep it authentic and impactful, regardless of the team member. Remember, timely feedback is important. While one-on-ones can be a natural place to provide positive feedback, immediate recognition after observing the behavior has the greatest impact. New managers, in particular, can benefit from providing frequent positive feedback to boost team morale and build loyalty.