The One Practice That Changes How Your Team Shows Up
Before people perform, before they exceed expectations, before they become remarkable — they need to feel seen.
Because recognition isn’t just a nice-to-have. It’s the foundation of trust, engagement, and performance. When people feel seen and valued, they show up differently — with more confidence, ownership, and commitment.
And the data backs this up. According to Gallup/Workhuman, employees who feel recognized are 45% less likely to leave their organization. Recognition doesn’t just feel good — it fundamentally changes retention, trust, and commitment.
If you want to activate the remarkable in every member of your team, it starts with seeing them: their strengths, their effort, their potential — sometimes even before they fully see it themselves.
When you do that, you don’t just impact one person. You create a ripple effect that can transform an entire organization.
A moment that changed everything
Isaiah Coley, Chairperson of the Tribal Convenience Store Association
Isaiah Coley, Chairperson of the Tribal Convenience Store Association, understands this deeply.
Years ago, before he ever became a manager, Isaiah was stocking shelves at a tribal convenience store. One day, he was underneath a shelf, rebuilding it, when a leader named Ron Myers walked by.
Ron stopped, kicked Isaiah’s feet just enough to get his attention, and asked what he was doing. When Isaiah explained he was fixing it, Ron pulled Isaiah into his office and told him something that would change the trajectory of his life:
“I don’t need your back. I need your mind.”
Ron saw something in Isaiah that Isaiah didn’t yet see in himself.
He went on to say, “Your job isn’t to do the work anymore. Your job is to teach other people how to do it.”
That moment didn’t just change Isaiah’s role. It changed how he understood leadership.
Ron believed leadership wasn’t a title — it was a responsibility. That every leadership role was a placeholder, meant to prepare the next person to step in. And Isaiah has continued to carry that belief with him.
The ripple continues
Today, Isaiah is the one actively seeing potential in others. Like with his assistant manager at an Olympia, Washington c-store, Rigo Hernandez.
When Isaiah first heard that Rigo would be reporting to him, he was skeptical. He knew about some past mistakes. But instead of writing him off, Isaiah chose to look again — with fresh eyes.
He saw that Rigo was strong operationally, and great with inventory and product. What he needed help with was managing people.
So, Isaiah talked with Rigo. He coached him, He helped Rigo understand when to follow policy — and when to see the person behind it.
Rigo took his feedback seriously and did the work.
These days, Isaiah says Rigo is a completely different leader. One that Isaiah has recommended to manage a brand-new store.
Being seen by Ron taught Isaiah how to be a recognition-first leader. Now he’s created a ripple effect of recognizing and growing emerging talent by preparing someone else to rise.
Who was Ron Myers in your career — the person who saw something in you before you saw it yourself?
The one thing you can do right now
There is one thing you can do immediately to start really seeing your people – Notice what’s already going right!
This might sound simple. But consider how much time people spend at work focused on what’s not working — problems to be solved or challenges to be overcome.
Flipping the script on that and starting with the positive can involve a deliberate mental shift. One where you pay attention not only to what’s working, but people who have tremendous potential.
When managers did that for Audelia Araiza, it changed everything.
Audelia Araiza
Fifteen years ago, Audelia was in a tough place in her life. She had come to visit her mother on a tribal reservation, needed a change, and honestly, just needed a job.
She applied for a part-time cashier position at a c-store and got it. Her supervisors paid attention to Audelia. They noticed how seriously she took her work. How she showed up —again and again — filling in shifts, helping wherever she was needed.
Her part-time job turned full-time. Audelia got promoted to a lead role, which turned into assistant manager. Assistant manager turned into store manager. Every step of the way, Audelia thought, “I’m not ready.” But the people around her thought otherwise. They believed in her before she believed in herself. Today, Audelia is the Retail Director at Island Enterprises, Inc., the economic development arm of the Squaxin Island Tribe. It’s a position with a lot of influence and authority.
But here’s what impresses me the most. Audelia never forgot where she started — and has created an incredible ripple effect with her teams. Leading with gratitude, Audelia recognizes people in ways that are personal and timely. She creates environments where her people feel seen, trusted and valued. Audelia sparks optimism by reminding her team that their work matters — that they matter. “It all started because someone gave me an inch, and I took a mile,” explains Audelia. “Now I encourage my people to stretch and learn, allowing for mistakes because that’s how real learning happens.”
That’s what happens when we activate the remarkable. When we see people and believe in them, it can create a ripple effect that changes lives.
If you want your leaders to stop managing performance and start activating the remarkable — I’d love to help.
My Activating Remarkable keynote and workshops equip leaders to truly see their people, spark optimism, and create the kind of recognition ripple effect that drives engagement, growth, and retention.
If you’re planning a leadership conference, retreat, or team event, let’s talk about how we can help your people feel seen — and perform at their best.
Meanwhile, if you want more insights on seeing your people check out my newsletter article on the 7-Steps to Recognition-First Leadership.