Encouraging Peer-to-Peer Recognition

The best teams succeed because people co-elevate each other every day. Here’s where that comes from: Shared goals alone won’t build trust ↳ What matters is the courage to speak up and ask for help. Trust is reciprocal ↳ “How can I help you succeed?” replaces “Why didn’t you?” Clear processes alone won’t build respect ↳ Checklists don’t make people feel valued. Respect is earned daily ↳ Recognizing peers, giving credit where it’s due, and holding space for diverse voices creates real respect. Care is intentional ↳ Celebrating wins, acknowledging struggles, and checking in after hard days show people they matter. Safety is modeled ↳ Leaders admitting mistakes and encouraging candor allows the whole team to take risks and learn together. Work transforms when it stops being just about output and becomes about people co-elevating each other every day.

If you’ve ever tried to appreciate someone at work, but it didn’t land the way you intended, you’re not alone. Dr. Gary Chapman found that, just like love languages, we each have appreciation languages, the way we feel valued and seen at work. And when the language we give doesn’t match the language someone receives, it can feel like our effort "missed," even if our intention was heartfelt. Before we dive in, do this with me: Write down the 5 people you interact with most: manager, teammates, direct reports, clients, or collaborators. We’re going to profile them. There are five appreciation languages, and each requires a different expression strategy: 1. Quality Time This isn’t “we were in meetings together.” This is focused, uninterrupted, one-on-one time. Quality-time coworkers feel appreciated when they truly connect, not in group settings, rushed chats, or quick “You good?” check-ins. Ways to appreciate them: • Dedicated 1:1s, not “tacked on at the end” • Learning or planning time together (book clubs, brainstorms, challenges) • Team retreats or shared experiences • Bonus: You can gift them time. For example, “Head out early and take tonight for yourself.” 2. Gifts Not “expensive,” but thoughtful. They love meaningful, personal, “this made me think of you” tokens. This could be: • Their favorite snack • A tiny trip souvenir • A funny desk trinket • Holiday / birthday surprises • Small “inside-joke” objects Spot them: Their desk or shelves are filled with keepsakes they never throw away. 3. Physical Touch (tricky at work, but still real) These people feel reassurance and warmth through appropriate physical contact. Because workplaces are now hybrid or virtual, we must adapt: Ways to appreciate appropriately: • Begin & end meetings with handshakes or high-fives • Supportive shoulder pats (only if welcome) • Eye contact • Consider “indirect touch gifts”: massage chair day, spa / pedicure gift vouchers 4. Acts of Service (my personal #1) These people show and feel appreciation through helping, finishing, anticipating, and removing friction. “I handled that for you” = emotional gold. Ways to appreciate them: • Take tasks off their plate • Handle details before they ask • Send updates proactively • Mental acts of service count too (“I’ve been thinking ahead on next month. Here are three ideas”) 5. Words of Affirmation They need to hear or read it. “Good work” is fine, but specific praise is what nourishes them. Ways to appreciate them: • Verbal praise (1:1 or group) • Thoughtful emails or Slack messages • Public recognition • LinkedIn recommendations • End-of-call acknowledgements: “I love working with you. This was great.”

If you want stronger fundraising results this year, start with how you recognize your team. Research shows when employees feel valued, it leads to increased motivation, performance, and retention. In one of my favorite studies, fundraisers who received personal thanks from their manager increased their outreach by 50%. In advancement, recognition leads directly to increased fundraising outcomes. The good news: Recognizing your team doesn’t require extraordinary expense or effort—but it does require intentionality. Here are 15 ways you can put this into practice with your team: 1. Send a handwritten thank you note to your team member. 2. Acknowledge your team member’s accomplishments at an all-staff meeting. 3. Don’t miss the moment, such as after a meeting or presentation, to recognize what a team member did well and how it helps the organization. 4. Ask a senior academic leader (President, Dean, Provost, etc.) or advancement VP to personally thank a team member. 5. Start a team meeting by asking team members to acknowledge someone else on the team who helped them recently. 6. Extend access by inviting a team member to attend a strategy meeting or board meeting—a seat at the table they might not otherwise have access to. 7. Nominate your team member to lead or participate in a cross-functional committee that advances an important initiative for the organization. 8. Make a meaningful introduction to a trusted mentor in your network. 9. Create clarity on growth within your organization through a career pathways document. 10. Include learning and development goals as part of the performance evaluation process, not just fundraising metrics. 11. Acknowledge work anniversaries with university swag or a balloon at their desk. 12. Build a ritual to celebrate as a team when fundraisers close an aspirational gift. 13. Surprise a team member by sending a $5 Venmo for coffee to cheer them on when they’re en route to an early morning donor meeting or speaking at a conference. 14. Set up a thread (text/email/Slack) to celebrate your team’s Win of the Day (WOTD) where they can chime in with their progress and work wins. 15. Before you move on to the new fiscal year where the efforts start all over again, celebrate your team’s progress and accomplishments for the year. One of my favorite work memories was dreaming up and implementing a New Year’s Eve party (with party hats and confetti) in June to honor all of the work that went into a successful fundraising year. You don’t need to do all 15 at once. Start somewhere. Recognition builds connection, community, and culture in your advancement organization. What’s one of your favorite ways to recognize your team members?

I met Zach Mercurio, Ph.D. last month when we were both speaking at O.C. Tanner’s Influence Greatness conference. He had me at “Hello,” and I couldn’t wait to dive into his book, The Power of Mattering. I loved so much about the book, but one line really stood out to me: “Hurry and care can’t coexist.” In today’s world of back-to-back meetings, instant replies, and relentless urgency (both real and imagined), that idea feels counterintuitive. But it makes sense. People don’t just want to be seen at work. They want to feel like they matter. And when they do, the impact is real: Research shows that employees who feel they matter are less stressed and burned out. Mattering is also connected with “thriving, belonging, inclusion, fairness, well-being, and agency.” Here are three ways great human leaders can show care (without slowing progress, just slowing down enough to notice): 1️⃣ Notice first, transact second: Zach encourages leaders to observe, note, share. He describes a supervisor who kept a notebook: every Friday, she wrote something she’d heard from each team member—fear, frustration, goals, even small personal details. Then on Monday, she followed up: “Hey, last week you mentioned X. How’s it going?” That small act turned information into connection. 2️⃣ Use “liminal space” as leadership space: Zach calls informal moments in teams liminal spaces. Not big ceremonies or meetings but the pause between: in the hallway, before or after a meeting, the time between agenda items. He tells a story of a school janitor who said the time he felt he mattered most wasn’t at some award dinner, but when a student paused to call his name in passing. That little in-between moment mattered more than any formal recognition. We tend to rush through those moments, but that’s where care often lives. 3️⃣ Make it a ritual: If you want to build mattering into the daily work cadence, build it into your work rituals. If you’ve been following me for a while, you may recall the study I often cite about the ritual of the firehouse meal: Firefighters who eat together (shooting the breeze and getting to know each other), perform better. Aka, they save more lives. This ritual has mattering embedded at the center of it. How can you imbue a sense of mattering into the work rituals you have? If you don’t have any, maybe it’s time to create some? (Check out my book, Rituals Roadmap.) If we always prioritize speed, we risk our people losing a sense of mattering. Hurry doesn’t build trust, care does. And showing people daily that you care and that they matter can transform a culture. The good news is, it’s not rocket science. And it doesn’t have to cost anything…just slow down and notice. Link to The Power of Mattering in the comments!

𝑻𝒉𝒓𝒆𝒆 𝒕𝒚𝒑𝒆𝒔 𝒐𝒇 𝒍𝒆𝒂𝒅𝒆𝒓𝒔 𝒘𝒊𝒍𝒍 𝒓𝒆𝒂𝒅 𝒕𝒉𝒊𝒔. 𝑶𝒏𝒍𝒚 𝒐𝒏𝒆 𝒘𝒊𝒍𝒍 𝒎𝒂𝒔𝒕𝒆𝒓 𝒓𝒆𝒄𝒐𝒈𝒏𝒊𝒕𝒊𝒐𝒏 𝒕𝒐 𝒖𝒏𝒍𝒐𝒄𝒌 𝒕𝒆𝒂𝒎 𝒍𝒐𝒚𝒂𝒍𝒕𝒚. 𝑻𝒉𝒆 𝑮𝒆𝒏𝒆𝒓𝒊𝒄 𝑷𝒓𝒂𝒊𝒔𝒆𝒓 → Drops "Great job!" emails. No specifics. No impact. → Team feels unseen. Motivation flatlines. → 𝘍𝘪𝘹: Give specifics - “Your data dive yesterday uncovered the risk we avoided. That saved us weeks." 𝑻𝒉𝒆 𝑺𝒑𝒐𝒕𝒍𝒊𝒈𝒉𝒕 𝑯𝒐𝒈 → Takes credit publicly. Praises privately (maybe). → Top talent starts updating their LinkedIn profile. → 𝘍𝘪𝘹: Tag them first—"Thanks to [Name]'s insight, we pivoted before the deadline." Here's what happened when a manager did neither: His top performer quit. Not for more money. For feeling invisible. "I delivered results. He took credit. I was done being his ghost writer." 𝑻𝒉𝒆 𝑹𝒆𝒄𝒐𝒈𝒏𝒊𝒕𝒊𝒐𝒏 𝑨𝒓𝒄𝒉𝒊𝒕𝒆𝒄𝒕 (You?) → Builds systems: Weekly wins in standups. Peer shoutouts. Milestone celebrations. → Result? 2x retention. Innovation surges. → 𝘛𝘩𝘦 𝘴𝘪𝘮𝘱𝘭𝘦𝘴𝘵 𝘴𝘺𝘴𝘵𝘦𝘮: Name one person's contribution every day - Out loud, With specifics. 𝑻𝒉𝒆 𝒕𝒓𝒖𝒕𝒉: Generic praise is noise. Specific recognition is signal. People don't leave because you didn't recognize them. They leave because you made them invisible. 𝑹𝒆𝒇𝒍𝒆𝒄𝒕: → Who on your team deserves specific recognition today—and what exactly will you say? → Which type are you today—and who will know you've shifted by tomorrow? Next week: 𝑮𝒓𝒐𝒘𝒕𝒉 𝑴𝒊𝒏𝒅𝒔𝒆𝒕 — fostering learning that sticks. 𝘗.𝘚. 𝘞𝘢𝘯𝘵 𝘮𝘰𝘯𝘵𝘩𝘭𝘺 𝘳𝘦𝘧𝘭𝘦𝘤𝘵𝘪𝘰𝘯𝘴? → Subscribe on LinkedIn 𝑻𝒉𝒆 𝑰𝒏𝒏𝒆𝒓 𝑬𝒅𝒈𝒆 https://lnkd.in/gi-u8ndJ #TheInnerEdge #Recognition #LeadershipCoaching #ExecutiveDevelopment

Picture walking into your favorite coffee shop, a new boutique, or a busy hotel lobby. Who welcomes you? Who keeps things running smoothly & ensures you receive excellent service? 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗵𝗲𝗮𝗿𝘁𝗯𝗲𝗮𝘁 𝗼𝗳 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀, 𝘆𝗲𝘁 𝘁𝗵𝗲𝗶𝗿 𝗵𝗮𝗿𝗱 𝘄𝗼𝗿𝗸 𝗼𝗳𝘁𝗲𝗻 𝗴𝗼𝗲𝘀 𝘂𝗻𝗻𝗼𝘁𝗶𝗰𝗲𝗱. 𝗕𝘂𝘁 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗿𝗲 𝗺𝗼𝗿𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗱 & 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲. 𝗙𝘂𝗹𝗹 𝘀𝘁𝗼𝗽. The connection is undeniable. Gallup polling shows that 73% of workers are less likely to feel burned out when their employers recognize & care about them. And 26% of frontline workers say a lack of recognition negatively impacts their productivity. For businesses that depend on frontline workers, recognition isn’t just a nice-to-have - it’s a performance driver. ❌ Unfortunately, frontline workers often don’t receive the same recognition as office-based employees. ❌ With limited face-to-face time with managers & HR, their contributions can be overlooked in traditional recognition programs. ✅ Working in fast-paced, high-pressure environments, they need a recognition approach that’s immediate, relevant & impactful. Anyway, let’s get to the point. 𝟰 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗙𝗿𝗼𝗻𝘁𝗹𝗶𝗻𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗺𝗼𝗿𝗲 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹: 1️⃣ Celebrate achievements in real time  Recognition should be immediate & visible. Call it out as it happens. Practical Tip: Equip managers with a tool like Beekeeper that makes it easy to spotlight accomplishments in team chats, newsletters & company-wide announcements - all from a single mobile app embedded in the frontline worker’s flow of work. 2️⃣ Encourage peer-to-peer recognition  Create a peer recognition program where employees can nominate colleagues for going above & beyond with instant recognition posts on your Employee App. 3️⃣ Tailor rewards to individual preferences  Not all employees want the same type of recognition. While some value financial incentives, others prefer additional time off or career development opportunities. Practical Tip: Integrating Beekeeper with a rewards platform like Snappy or Bucketlist Rewards, managers can instantly deliver personalized rewards to employees, all with just a few clicks. 4️⃣ Make recognition part of everyday conversations Practical Tip: Implement monthly or quarterly recognition initiatives, such as “Frontline MVP” awards or milestone celebrations. Small, frequent acts of appreciation have even greater influence than one-time ceremonies that could feel scripted or lack authenticity. Recognition isn’t just a feel-good gesture - it’s the key to higher engagement, stronger retention, & better performance of your frontline sheroes & heroes. A culture of recognition starts today. ➡️ 𝙒𝙝𝙤 𝙖𝙧𝙚 𝙮𝙤𝙪 𝙜𝙤𝙞𝙣𝙜 𝙩𝙤 𝙧𝙚𝙘𝙤𝙜𝙣𝙞𝙯𝙚 𝙩𝙤𝙙𝙖𝙮? 🍯

How to Make Your Team Feel Truly Valued and Appreciated In today’s fast-paced world, recognizing your team’s efforts is no longer optional—it’s essential. When people feel valued, they’re more engaged, motivated, and productive, fueling a workplace culture where everyone thrives Recognition works best when it’s specific. A vague “Good job” might feel empty, but something like, “Your detailed planning ensured the Smith project exceeded expectations,” connects their effort to real outcomes, showing them their work matters. Tie praise to results, whether it’s improved customer satisfaction, cost savings, or innovative problem-solving. Not everyone enjoys the same type of recognition. While some appreciate public shoutouts in meetings, others prefer private words of gratitude or a thoughtful note. Knowing how each team member prefers to be acknowledged ensures your appreciation feels personal and meaningful. Recognition isn’t just for leaders—encourage peers to celebrate each other, creating an environment where appreciation is a shared responsibility. Small moments of acknowledgment between team members foster camaraderie and make the workplace more inclusive. As a leader, you can set the tone by celebrating wins, big or small, and making recognition part of the daily rhythm. Timeliness and authenticity are key. Acknowledging efforts soon after they happen makes your appreciation feel genuine, and consistency builds trust over time. Even with constraints like tight budgets, small yet sincere gestures—like a team-wide email or a simple “thank you” in the moment—can have a lasting impact. Finally, keep evolving. Ask your team how they want to be recognized and adapt your approach based on their feedback. A willingness to listen and improve shows that you value not just their work, but their experiences too. When recognition is intentional and authentic, it boosts morale, builds trust, and fosters a workplace where people feel motivated and valued—a small effort with big rewards. #nyraleadershipconsulting

Our work experiences should bring more fulfillment than they take away. Does yours?" Work is hard. There are always going to be days when we feel drained, burned out, or fried—that’s part of the deal, and it’s why we’re compensated to do the job. But beyond the grind, at the ned of the year our net experiences should ultimately bring more fulfillment than they take away. Ask yourself: Does my work experience give more than it takes? Does it spark pride, growth, and connection—or does it leave you feeling stuck, unseen, and undervalued? As leaders, we can’t eliminate every challenge,nor should we, but we can create environments where the effort feels worth it. Here’s how: 🌟 Celebrate Contributions: Recognition is essential, not optional. Use simple, meaningful gestures like handwritten notes, shoutouts in team meetings, or specific praise that highlights the "why" behind someone’s work. Acknowledge effort, progress, and impact—not just results. 🌟 Build Relationships: Strengthen connections by prioritizing regular one-on-one check-ins, team-building activities, and open dialogues. Create space for authentic conversations and shared experiences that foster trust, empathy, and collaboration. 🌟 Balance the Scales: Show that you value your team’s well-being by encouraging unplugged vacations, flexible schedules, and regular breaks. Consider lightening workloads during intense periods or redistributing tasks to avoid burnout. 🌟 Invite Meaning: Help employees see the purpose behind their work. Tie daily tasks to broader goals and celebrate how their contributions support the team, organization, or community. Personalize the message to reflect their unique impact. A fulfilling workplace doesn’t mean every day is easy—it means that even on the hard days, you know your work matters, and so do you. Does your workplace create this balance? If not, what’s one small shift you can make today? Let’s build workplaces that give more than they take. 💡 #Leadership #WorkplaceCulture #EmployeeFulfillment #MeaningfulWork

As technology, AI, automation, and hybrid work reshape, R&R should be personalized, data-driven, inclusive, and aligned with business outcomes and organizational values. 𝐀 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤: The Future of Rewards & Recognition in the AI Era 1. Shift from Annual Recognition to Real-Time Appreciation * Enable instant recognition through digital platforms. * Encourage peer-to-peer appreciation, not just manager-driven recognition. * Celebrate small wins that contribute to larger business goals. 𝟐. 𝐔𝐬𝐞 𝐀𝐈 𝐟𝐨𝐫 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧 * AI can analyze employee preferences and suggest meaningful rewards. * Offer flexible reward options instead of one-size-fits-all benefits. * Predict disengagement and proactively recognize employees. 𝟑. 𝐑𝐞𝐰𝐚𝐫𝐝 𝐒𝐤𝐢𝐥𝐥𝐬, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 𝐑𝐨𝐥𝐞𝐬 * Recognize employees for acquiring future-ready skills such as AI, analytics, cybersecurity, and leadership. * Introduce digital badges, certifications, and skill-based incentives. 𝟒. 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 * Reward experimentation, continuous improvement, and calculated risk-taking. * Celebrate ideas that improve productivity, customer experience, or sustainability. 𝟓. 𝐌𝐚𝐤𝐞 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐃𝐚𝐭𝐚-𝐃𝐫𝐢𝐯𝐞𝐧 𝐓𝐫𝐚𝐜𝐤 𝐦𝐞𝐭𝐫𝐢𝐜𝐬 𝐬𝐮𝐜𝐡 𝐚𝐬: * Recognition frequency * Participation rates * Cross-functional recognition * Employee engagement * Retention of high performers * Business impact of recognized contributions 𝟔. 𝐇𝐮𝐦𝐚𝐧-𝐂𝐞𝐧𝐭𝐫𝐢𝐜 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 Technology should enhance—not replace—the human element. Employees still value: * A sincere “Thank You” * Personalized appreciation from leaders * Career growth opportunities * Meaningful feedback 𝟕. 𝐀𝐥𝐢𝐠𝐧 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐰𝐢𝐭𝐡 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐕𝐚𝐥𝐮𝐞𝐬: Every recognition should reinforce behaviors that support: * Customer centricity * Collaboration * Innovation * Integrity * Inclusion * Sustainability 𝟖. 𝐆𝐚𝐦𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧 * Leaderboards * Achievement milestones * Digital badges * Team challenges * Innovation points redeemable for rewards 𝟗. 𝐑𝐞𝐰𝐚𝐫𝐝 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧 𝐎𝐯𝐞𝐫 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞: * Knowledge sharing * Mentoring * Cross-functional teamwork * Communities of practice * Collective achievements 𝟏𝟎. 𝐌𝐞𝐚𝐬𝐮𝐫𝐞 𝐑𝐎𝐈 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐞: * Employee engagement * Productivity * Innovation outcomes * Attrition reduction * Internal mobility * Employer brand impact 𝐀 𝐒𝐢𝐦𝐩𝐥𝐞 𝐅𝐨𝐫𝐦𝐮𝐥𝐚 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 = 𝐓𝐢𝐦𝐞𝐥𝐲 + 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞𝐝 + 𝐏𝐮𝐫𝐩𝐨𝐬𝐞𝐟𝐮𝐥 + 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲-𝐄𝐧𝐚𝐛𝐥𝐞𝐝 + 𝐇𝐮𝐦𝐚𝐧-𝐂𝐞𝐧𝐭𝐞𝐫𝐞𝐝 “As AI transforms the way we work, are we investing as much in recognizing human potential as we are in advancing technology?” #RewardsAndRecognition #EmployeeExperience #FutureOfWork #ArtificialIntelligence #HRLeadership #EmployeeEngagement

Can small gestures of #recognition transform employee morale? A simple "thank you" takes seconds to give but can reshape an employee's entire work experience. In high-pressure environments like logistics, where margins are tight and deadlines tighter, recognition isn't just nice, it's necessary. Some findings that support this: - Employees who feel recognized are 5x more likely to stay with their organization (Gallup) - Teams with strong recognition cultures see 31% lower voluntary turnover (Workhuman) - 69% of employees say they'd work harder if their efforts were better appreciated (O.C. Tanner) In logistics operations, recognition has measurable #operational #impacts: ➡️ For drivers: Spot bonuses for perfect safety records reduce preventable accidents by up to 27% ➡️ In warehouses: Public recognition of efficiency leaders improves average pick rates by 12% ➡️ Across teams: Peer-to-peer recognition programs decrease interdepartmental friction by 41% The most effective recognition follows three principles: 1️⃣ #Specificity: "Your creative routing solution saved 14 hours last week" lands better than "Good job" 2️⃣ #Timeliness: Recognition within 48 hours of the action has 3x the impact 3️⃣ #Authenticity: Scripted praise feels hollow; personalized notes show real appreciation The ROI is clear: Companies that excel at recognition are 12x more likely to have strong business outcomes. In an industry where every minute and dollar counts, that's not soft, it's strategic. #EmployeeEngagement #Leadership