We’ve covered the first two E’s of leadership:
Engagement.
Empowerment.
Here’s the third and final one…
ENDORSEMENT.
What do I mean by endorsement? Let’s start with the definition:
“…an act of giving one’s public approval or support to someone or something.”
This stands as a cornerstone of effective leadership and means much more than just approval or recognition. It connects the organization’s goals with employee ENGAGEMENT through a liberal dose of EMPOWERMENT.
At its most basic level, endorsement is a strong driver of organizational growth while developing employees. When leaders actively endorse and support their team members’ efforts and initiatives, they create a culture of trust and safety.
The timing of effective endorsement also plays a crucial role. Offering a vote of confidence before a project starts or as it progresses boosts employee morale and motivation. Public recognition for a job well done also serves as a powerful tool for shaping future performance, not to mention its effect on employee retention.
The use of endorsement requires careful consideration and, most of all…
Authenticity.
Leaders must balance being generous in their support while maintaining its value through selectivity and sincerity. It should be specific and timely. Not doing so can diminish motivation since employees can readily recognize insincere recognition.
ENDORSEMENT.
It’s a fundamental leadership responsibility that is much more than simple recognition. It’s a strategic tool that builds organizational capability, drives innovation, and sustains high levels of employee ENGAGEMENT. When paired with EMPOWERMENT, it creates a cycle of achievement and growth that benefits both individuals and the organization.
That combination is dangerous to the health and welfare of competitors.