How can you use recognition and rewards to develop leadership skills for conflict resolution?

Article Powered by AI and the LinkedIn community, where Nicole Van Valen also contributed in. Nicole’s contribution is in the image inserted below, as well as in the tweet quote below.

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1. Why recognition and rewards matter

Recognition and rewards are powerful tools to influence behavior, performance, and attitudes. They can increase self-esteem, confidence, and satisfaction, as well as foster trust, cooperation, and loyalty. When you recognize and reward your team members for their conflict resolution skills, you are sending a clear message that you appreciate their efforts, that you value their contributions, and that you support their growth. You are also reinforcing the desired behaviors and outcomes, and encouraging them to repeat and improve them. Recognition and rewards can also help you create a positive feedback loop, where your team members feel more motivated to engage in constructive conflict resolution, and more willing to give and receive feedback.

2. How to use recognition and rewards effectively

However, not all recognition and rewards are equally effective. To use them well, you need to follow some best practices. First, you need to align your recognition and rewards with your goals and values. You need to be clear about what you want to achieve with your conflict resolution efforts, and what behaviors and outcomes you want to recognize and reward. You also need to make sure that your recognition and rewards are consistent with your organizational culture and values, and that they do not contradict or undermine them. Second, you need to make your recognition and rewards specific and timely. You need to give them as soon as possible after the conflict resolution event, and you need to explain why you are giving them, and what they mean. You also need to tailor them to the individual or the group, and their preferences and needs. Third, you need to make your recognition and rewards sincere and authentic. You need to show genuine appreciation and respect, and avoid being manipulative or patronizing. You also need to avoid overdoing or underdoing them, and balance them with constructive feedback and support.

Recognitions and rewards are most effective when they are laced with genuine gratitude for something someone has said or done to make a positive impact in alignment with the goals of the team, department and organization as a whole. It is the ability to:
1. See and recognize the value of a team member
2. Communicate it in a way that would be warmly received.
3. Know your team member - what they value and reward them based on this knowledge.
Ultimately it is about relationship building and fostering a sense of inclusion and belonging. #inclusion #keaneinsights

3. What types of recognition and rewards to use

There are many types of recognition and rewards that you can use to develop leadership skills for conflict resolution. They can be divided into two categories: intrinsic and extrinsic. Intrinsic recognition and rewards are those that come from within, such as personal satisfaction, pride, or enjoyment. Extrinsic recognition and rewards are those that come from outside, such as praise, feedback, awards, or incentives. Both types have their benefits and drawbacks, and you need to use them wisely and appropriately. In general, intrinsic recognition and rewards are more effective and sustainable, as they can foster intrinsic motivation, autonomy, and competence. Extrinsic recognition and rewards can also be useful and motivating, but they can also have negative effects, such as reducing intrinsic motivation, creating dependency, or causing resentment. Therefore, you need to use extrinsic recognition and rewards sparingly, and only when they are aligned with intrinsic recognition and rewards, and when they are fair, transparent, and meaningful.

4. Examples of recognition and rewards

Developing leadership skills for conflict resolution can be recognized and rewarded in a variety of ways. Intrinsically, self-reflection and self-reward can be used to recognize your own conflict resolution skills. Additionally, peer recognition, feedback, and support can be used to recognize and reward team members. Creating opportunities for learning, growth, and development, such as coaching or mentoring, is also a great way to recognize potential and progress. Extrinsically, verbal or written praise, appreciation, or acknowledgment can be used to recognize and reward team members’ conflict resolution skills. Public recognition through announcements or social media is another way to acknowledge their achievements. Tangible recognition and rewards such as certificates or trophies can also be used to recognize excellence. Finally, material recognition and rewards such as bonuses or gifts can be used to reward contributions.

5. How to measure the impact of recognition and rewards

Finally, you need to measure the impact of your recognition and rewards on your leadership skills for conflict resolution. You need to track and evaluate the results of your recognition and rewards, and see if they are helping you and your team to improve your conflict resolution performance, satisfaction, and relationships. You can use various methods and tools to measure the impact of your recognition and rewards, such as surveys, interviews, focus groups, observations, or analytics. You can also use indicators and metrics, such as conflict resolution frequency, duration, intensity, outcome, or feedback, to measure the impact of your recognition and rewards. You can also use benchmarks and goals, such as conflict resolution standards, expectations, or targets, to measure the impact of your recognition and rewards. By measuring the impact of your recognition and rewards, you can assess their effectiveness, and adjust them accordingly.


For comments, questions, and future article requests please contact Nicole Van Valen at

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