Below is a practical way to make the 7-day plan authentic by design, not “forced by calendar.”
Authentic Praise: The Non-Negotiable Rule
Authentic praise has three signals:
· Truth (it’s accurate and earned)
· Specificity (it points to something real and observable)
· Meaning (it explains why it mattered)
If any one of those is missing, praise feels like noise.
Bottom line: Authentic praise isn’t “more compliments.” It’s better to notice.
The “Authenticity Filter” (Use Before You Speak)
Before you praise someone, run this quick mental checklist:
✅ 1) Can I name the exact behavior?
If you can’t, it’s probably vague filler.
Bad: “Great job this week.”
Good: “You summarized the client’s objections clearly and kept the conversation calm.”
✅ 2) Can I describe the Impact?
Impact makes praise credible.
Good: “That prevented rework and saved us a day.”
✅ 3) Would I say this if no one else heard it?
If the answer is “no,” it may be performative.
✅ 4) Is this about them or about me?
Authentic praise highlights contribution, not your generosity.
✅ 5) Does it match my personality?
You don’t need to sound like a motivational poster. Plain language wins.
Authentic Praise Sounds Like (Simple, Human, Specific)
Authenticity often comes from understating rather than overselling.
SBI (Situation–Behavior–Impact) — the authenticity-friendly format
When you [situation], you did [behavior], and it resulted in [Impact].
Thank you.
Example:
“In yesterday’s meeting, you pulled the conversation back to the decision we needed. That kept us from spinning and helped us finish on time. Thank you.”
Notice: no hype, no exaggeration—just truth.
The #1 Cause of Fake Praise: Trying to Praise “Everyone” the Same Way
Leaders get into trouble when the goal becomes “deliver praise” rather than “notice value.”
Fix: Keep the goal as recognition of fundamental contributions, not “quota compliments.”
A better standard than “praise everyone weekly.”
Instead:
- Everyone should be noticed regularly, and
- Everyone should know what good looks like, and
- Recognition should be honest, not equalized.
Some weeks, one person truly carries a heavy load. Authentic leadership reflects reality.
“But What If I Don’t Have Something Big to Praise?”
Great question—this is where authenticity either holds or collapses.
Authentic praise doesn’t require “big wins.” It requires real wins, including small ones:
Look for these authentic targets:
- Reliability: “You delivered when you said you would.”
- Clarity: “Your write-up made this easy to execute.”
- Judgment: “You asked the right question at the right time.”
- Team lift: “You helped someone else succeed.”
- Professionalism: “You stayed calm and constructive under pressure.”
- Craft: “Your attention to detail prevented a mistake.”
If you genuinely can’t find something honest to praise, that’s feedback too—don’t fake it. In that case, focus on coaching, not complimenting.
Authentic alternative to praise:
“Here’s what I need to see more of, and I’m confident you can do it. Let’s plan it.”
How to Make the 7-Day Plan Authentic (Small Adjustments)
Here’s how to keep the plan without sounding like you’re “doing a program.”
1) Replace “Scheduled Praise” with “Scheduled Noticing.”
Instead of scheduling compliments, schedule 5 minutes to observe:
- Review work output
- Re-read an email thread
- Think: “What moved forward because of someone’s behavior?”
The calendar reminder should say:
“Notice 1 concrete contribution.”
2) Keep it short
Authentic praise is often one clean sentence.
3) Don’t use the exact phrases
Recycled lines (“kudos,” “great work,” “appreciate you”) are authenticity killers.
4) Don’t praise traits you can’t verify
Avoid “You’re a natural leader” unless you can point to behaviors. Traits feel like flattery; behaviors feel like truth.
5) Match the emotional volume to the accomplishment
A small win doesn’t need fireworks.
People trust leaders who calibrate.
The “Recognition Bank” Method (Makes Authenticity Easy)
Start a simple list titled “Recognition Bank”. Every time you notice something real, jot a fragment:
- “Handled upset customer calmly—kept relationship intact.”
- “Caught contract mismatch before signature.”
- “Helped new hire learn system without being asked”
- “Clarified priorities in meeting—prevented scope creep.”
Then recognition becomes effortless and genuine because you’re pulling from real observations, not inventing compliments on demand.
What to Say When Praise Feels Awkward (Authentic Scripts)
If you’re not the “cheerleader” type, use straightforward lines like:
- “I noticed this—thank you.”
- “That helped more than you think.”
- “This is a standard we should repeat.”
- “You made this easier for everyone.”
- “I want to reinforce that behavior.”
These sound like you, not a poster or an online quote.