When was the last time you caught somebody doing something right—and provided immediate, specific feedback that recognized the person, not just the action?
As leaders, we must earn the right to give effective corrective feedback.
Yes, we always have the authority to correct. That comes with the role.
But authority does not guarantee effectiveness.
If we haven’t taken the time to recognize people when they are doing things right, our corrective feedback is far more likely to fall on deaf ears—or worse, create defensiveness and unhealthy conflict.
So how do you earn the right to provide constructive feedback?
You earn it through the relationship.
When you consistently catch people doing things right, you begin to build trust. You make deposits into the emotional bank account. You demonstrate that you see them—not just their mistakes, but their effort, their progress, and their value.
When people believe you are genuinely invested in their growth and well-being, they begin to see you as an ally rather than an adversary.
And something even more powerful happens…
When you recognize positive behaviors, you reinforce them.
You shape the culture.
You create an environment where people feel valued, motivated, and engaged—leading to better performance and stronger results.
The challenge is that our brains are wired to spot what’s wrong. It’s a survival mechanism. Most of us are naturally better at identifying errors than we are at recognizing what’s going right.
And sometimes we justify it with, “That’s what we pay people for.”
But great leaders don’t think that way.
They make a conscious decision to catch people doing things right.
Because it costs nothing…
And the return is enormous.
So ask yourself:
Who can you recognize today?
