Let’s be honest—most of us are really good at spotting mistakes. But catching people doing things right? That takes a little more intention.

Even when we do recognize good work, it often comes out as a quick “Good job!”—well-meaning, but not all that helpful.

I’ve been there too. It’s easy to toss out a vague compliment and move on, especially when we’re buried in tasks and deadlines. But if we want to build strong, healthy teams—teams that thrive—we’ve got to get better at noticing what’s working and letting people know exactly why it matters.

Let’s dive into why this is so important, and three powerful (and practical!) ways you can use moments of recognition to coach your team toward continued success.

Why We Miss the Good Stuff

Here’s something you might not expect:
Most things in your organization are going really well.

But it might not feel like that, right?

That’s because of something called the negativity bias. Our brains are wired to notice what’s wrong faster than what’s right. It’s great for survival, but not so helpful when you’re leading a team.

So even if:

• Most of your team is doing great work

• Projects are moving forward

• The culture is largely positive

…you might still feel like something’s off—because your brain is zooming in on the 10–30% that isn’t working. And let’s be honest, that part is usually louder, messier, and more urgent.

But here’s the truth: In most healthy organizations, 70–90% of things are going just fine.

And if we want more of that to continue, we need to start naming it, celebrating it, and replicating it.

What a 4-Year-Old’s Artwork Taught Me About Leadership

Each of my kids, around age four, went through a phase where they started caring deeply about the quality of their artwork. They’d be working so hard, doing beautifully—and then one tiny mistake would make them crumble up the paper and quit in frustration.

They completely discredited the entire picture because of one small imperfection.

Sound familiar?

We do this all the time. Not just with our own work, but with our team’s work. We focus on what’s wrong and miss the bigger picture of what’s going well.

That’s why we need tools and habits that help us intentionally see the good stuff.

Four Simple Practices to Start Noticing What’s Working

1. Keep a Simple “Wins” Log

At the end of each day—or week—jot down one win and who was responsible. It doesn’t need to be fancy. Use a sticky note, Google Doc, or your phone’s notes app. This small habit trains your brain to start looking for what’s working.

2. Slow Down and Observe

Give yourself permission to just watch for a few minutes each day. Notice who’s stepping up, solving problems, or quietly keeping things moving. As leaders, we’re often too busy to see the good—but it’s there.

3. Ask Your Team What’s Working

Seriously—just ask. In meetings or 1:1s, try questions like:

• “Who helped you out this week?”

• “Whose work made an impact?”

Their answers will help you see what you missed and help your team notice each other’s wins.

4. Reflect on Your Commute

Ask yourself:
What worked well today? Who made that happen?
Even if it feels like everything was chaotic, if the lights stayed on, the bills got paid, and the mission moved forward—it’s because someone made that happen. Recognize it.

From Recognition to Coaching: Turning Praise Into Impact

Catching people doing things right isn’t just about being nice—it’s about building momentum.

Let me take you back to my childhood for a moment.

I grew up doing musical theater, and in 4th grade I was in a production of The Pied Piper. I didn’t even have a speaking part. But after rehearsal, the director pulled me aside and said, “I love your stage presence—you’re using your face so well!”

That small moment of recognition? It changed everything. I turned up the drama immediately. I doubled down on what I had been doing quietly because someone saw it, named it, and told me it mattered.

And that’s the power of specific, clear recognition—it gives people permission to keep going.

How to Coach When You Catch Something Good

Let’s say you notice that Jen, a team member, took initiative early on a project. She saw the need, jumped in, and helped the team hit a tight deadline.

Instead of a quick “thank you” or “great job,” here are three coaching strategies you can use:

1. Coach for Connection

Thank them for how they showed up, not just for completing the task.

“Jen, the way you stepped in early showed real ownership—and it helped the whole team stay on track. How did you know we’d need that extra time?”

You’re showing her that what she did mattered—and why.

2. Coach for Development

Help them see their strengths. Most people don’t know what they’re good at, especially if they’ve only been corrected, not celebrated.

“Jen, the way you anticipated the team’s needs—that shows how dependable and proactive you are. That’s a huge asset to us. Is that something you’ve always been able to do?”

You’re naming a strength and inviting reflection.

3. Coach for Culture-Building

Tie the moment to your team’s values.

“Jen, that was such a great example of how we prioritize collaboration and initiative here.”

You’re saying: This is who we are.

And here’s a little bonus step that turns this from praise into development:

“What made you decide to step in like that?”
“What do you think made it work so well?”
“Would you do anything differently next time?”

That kind of reflection? It sticks. And it grows.

Remember This: See. Share. Reflect.

If this all feels like a lot to remember, just keep this rhythm in your back pocket:

See what went well.
Share the strength, value, or impact.
Reflect by inviting them into a quick conversation about it.

No fancy systems required. Just leadership that pays attention and speaks up.

Imagine a Culture Like This

What if this was normal in your workplace?
What if your team felt seen for their strengths?
What if they knew what to keep doing, and why it mattered?

You’d have a culture where people thrive—and one where you’re not the only one trying to fix what’s broken, because people are repeating what’s working.

And that’s a game-changer.

Want More Tools Like This?

If you’re ready to make feedback a regular, powerful part of your leadership, check out my Free to Lead workshop. It’s a free on-demand training that will help you identify exactly where your team needs coaching and how to start making progress this week.
Grab it now at heykaralist.com/workshop.

Let’s keep building cultures that catch people doing things right—and make it impossible for them not to thrive.

Until next time, friend—I’m cheering you on!