The Power of Encouragement: Catching People Doing Things Right

Back in May, we talked about strategic encouragement—how intentional, well-timed recognition can fuel sustainable high performance. The focus then was on the broader system: how leaders can use encouragement as a strategic tool to build engagement, motivation, and resilience across teams.

This time, I want to bring it closer to the ground. Because encouragement isn’t only a leadership skill—it’s a human one. It happens in small, everyday moments: a quick word after a meeting, a nod of appreciation when someone speaks up, or a simple “That was really well said.”

And the truth is, these moments matter—on the field, in classrooms, in offices. They change how people feel seen, valued, and connected. And that changes how they perform.

Encouragement in Action

If you’ve ever watched a teen soccer game, you can see this principle in motion. The energy on the field shifts depending on the tone of communication.

When players shout encouragement—“Nice pass!” “You’ve got this!” “Keep going!”—the team moves with confidence and cohesion. But when the talk turns corrective—“Why didn’t you cover that?” “No, the other side!”—you can almost feel the tension rise.

From what I’ve seen, corrective comments rarely improve performance in the moment. If anything, they make players hesitate. Encouragement, though, does the opposite—it builds rhythm, trust, and responsiveness. The same is true in the workplace, classrooms, or project teams. Encouragement amplifies focus and connection; criticism contracts it.

Why Encouragement Matters More Than We Think

Encouragement might seem simple, but it taps into something deeply human. Neuroscientists call it negativity bias: our brains are wired to pay more attention to what’s wrong than what’s right. That’s why even one critical comment can outweigh several positive ones—and why encouragement is such an essential counterbalance.

Gallup’s research shows that employees who regularly receive recognition are more engaged, productive, and resilient. The same holds true for students and athletes—those who receive consistent positive reinforcement are more likely to persist through challenges.

And as Marcus Buckingham and Ashley Goodall pointed out in The Feedback Fallacy, people don’t grow most from being corrected. They grow most where they’re already strong—when someone notices what’s working and encourages them to do more of it.

Encouragement builds momentum. It says, “You’re on the right track. Keep going.” That message sticks far longer than correction.

Encouragement as Everyday Leadership

Whether you’re coaching a youth team, teaching a class, or leading a project, encouragement can be the spark that sustains effort.

On the field: A simple “Good hustle!” after a missed shot keeps motivation alive. Correction might stop a mistake—but encouragement invites learning.
In meetings: When someone adds a new perspective, respond with “That’s a great point,” to show their contribution matters.
In training or mentoring: Recognize effort, not just outcomes—“You stayed with that problem until you found a solution” helps build perseverance and pride.
In everyday interactions: Notice the small wins. The teammate who supported others, the student who asked a thoughtful question, the coworker who stayed calm under pressure.

Encouragement builds trust, and trust builds courage. When people feel supported, they take more risks, share ideas, and stay engaged through difficulty.

The Science Behind Encouragement

Positive reinforcement isn’t new—it’s been studied for decades. B.F. Skinner’s early behavioral research showed that actions followed by positive outcomes tend to be repeated. But today’s organizational psychology goes deeper: encouragement doesn’t just shape behavior; it strengthens relationships.

Shawn Achor, in The Happiness Advantage, found that consistent recognition helps teams “rewire” their thinking toward optimism and problem-solving. It shifts the focus from avoiding mistakes to building success.

Kim Scott’s Radical Candor adds another layer: effective feedback combines challenge with care. Encouragement creates the psychological safety needed for honest dialogue. It’s not about avoiding correction—it’s about creating enough trust that correction can be heard.

Receiving Encouragement—and Criticism

Encouragement also affects how we receive feedback. When people are used to hearing only what they did wrong, even neutral feedback can feel like a threat. But when encouragement is part of the culture, feedback lands differently—it feels like guidance, not judgment.

Psychologist Barbara Fredrickson describes this as an upward spiral: positive emotions expand our thinking and increase our resilience, which in turn helps us process setbacks more productively.

That’s as true for a teen learning to dribble under pressure as it is for a professional learning to lead through change. Encouragement gives us the emotional buffer to keep trying.

How to Build a Culture of Encouragement

Whether you’re leading a team, coaching young people, or simply collaborating with peers, encouragement is something you can intentionally practice.

Notice and name what’s working. Be specific: “I liked how you moved into space before calling for the ball,” or “I appreciated how you summarized that idea so clearly.”
Make it visible. Recognition shared aloud builds connection and collective energy.
Ask for it, too. Invite others to share what’s working in your own approach—it normalizes mutual feedback.
Pair praise with purpose. Tie your encouragement to impact: “Your patience helped the group stay focused.”
Encourage the encouragers. When someone takes time to lift others up, acknowledge that too. Culture grows through modeling and repetition.

Encouragement isn’t a soft skill—it’s a sustaining one.

A Challenge for This Week

Start by noticing. In your next meeting, conversation, or team huddle—how many positive things did you say?

Just observe first. Then, try increasing it by one more each day for a week and see what happens.

John Gottman’s research on healthy relationships found that the “magic ratio” of positive to negative interactions is about five to one. Five moments of appreciation, kindness, or encouragement for every corrective or critical one. Relationships—whether personal, professional, or team-based—tend to thrive at that balance.

So try it. Offer one more encouragement than you did yesterday. Watch how it changes not just others, but you.

You might find that the real power of encouragement isn’t just in giving it—but in noticing how much more connection it creates when you do.

Candid