Let me tell you a story—one that made me rethink my approach to parenting.

It was a Tuesday night, and as I walked through the living room, I noticed something unusual. Plates, cups and mystery crumbs were missing from their usual hiding spots (like under the sofa).

I investigated further and found my kids loading the dishwasher--not just dumping dishes in the sink, but actually sorting forks and knives into the right compartments! It was like spotting a unicorn in the wild.

The old me would’ve ignored it, assuming this was just a fluke, but I remembered Dr. Hacker’s advice. Instead, I gave my kids my best smile and said, “Wow! I’m impressed! You’re loading the dishwasher like pros. This makes our home so much more organized and cleaner. Thank you!”

You should have seen their faces. They looked like I’d just handed them a trophy for household excellence. That small moment of recognition turned into a habit. Now, instead of hiding dishes like they’re part of a scavenger hunt, they take pride in cleaning up.

Whether you’re managing a corporate team or leading a project, there’s one universal truth: people want to be seen, heard and appreciated.

Yet, in the hustle of deadlines and deliverables, leaders often focus on what went wrong rather than what went right. Sound familiar?

Dr. Colleen Hacker is a famous sport psychologist who worked with the US women’s National Team when they were Olympic and World Champions. Hacker developed a simple methodology to build excellence across the team: Catch Them When They’re Good.  Instead of spotlighting mistakes, focus on catching people in moments of excellence. It’s a mindset shift that can supercharge your team’s morale and performance. The research backs this up. According to a Gallup report, employees who feel recognized are 63% more likely to stay with their organization and nearly twice as likely to describe themselves as engaged at work.

So how do we apply this principle in the workplace?

Recognizing Initiative

Scenario: An employee notices inefficiencies in a process and suggests a creative solution.

Leader’s Response: Instead of waiting until the next performance review, acknowledge their effort immediately. “I noticed your idea for streamlining our onboarding process. That kind of forward-thinking saves us time and resources. Thank you!”

Impact: Research from The Journal of Positive Psychology shows that timely praise enhances feelings of competence, leading to greater job satisfaction. Recognizing initiative encourages proactive problem-solving, benefiting the whole team​.

Celebrating Small Wins

Scenario: During a large-scale project, a team member consistently meets deadlines and maintains quality, even for less visible tasks.

Leader’s Response: “Your work on the financial report last week was awesome. Thanks to your attention to detail, we avoided potential errors during the review. I really appreciate the effort you’re putting in.”

Impact: Small wins may seem insignificant, but they are crucial. Teresa Amabile, a Harvard professor, found that celebrating incremental progress is one of the most powerful motivators for employees​.

Acknowledging Growth

Scenario: A team member improves after receiving constructive feedback on their presentation skills. 

Leader’s Response: “Your presentation in today’s meeting was excellent—clear, concise and engaging. It’s clear you’ve worked on this, and it’s paying off.”

Impact: According to psychologist John Gottman’s research, maintaining a 3:1 ratio of positive to corrective feedback strengthens trust and collaboration. Leaders who balance praise with constructive input create an environment of continuous improvement without fear of criticism.

Avoiding the Pitfalls of Generic Praise

Here’s the catch: not all praise is created equal. Generic comments like ‘Good job!’ lack impact. Effective recognition should be:

• Specific: Detail what the person did well.
• Timely: Praise them as close to the action as possible.
• Authentic: Be genuine in your acknowledgment.

The Ripple Effect of Positive Leadership

Leaders who embrace the ‘Catch Them When They’re Good’ philosophy create ripple effects that go beyond individual performance. Teams led by supportive and positive leaders are more collaborative, innovative and resilient.

This approach also creates a culture of appreciation. When employees see their peers being acknowledged, they are more likely to adopt a similar mindset, fostering a workplace where positivity and productivity thrive.

Bringing It All Together

Leadership isn’t about finding faults. It’s about finding strengths. Whether you’re guiding a team through a major project or managing day-to-day tasks, the moments you recognize and celebrate success define your effectiveness as a leader.

So, here’s my challenge to you: This week, catch someone when they’re good. Highlight their efforts, celebrate their growth, and watch how it transforms your workplace. Catching someone when they’re good isn’t just a nice-to-have; it’s a must-have for fostering a thriving team culture.

Let’s make it a habit to see the good in people, and amplify it. Who’s with me?