Stop Waiting for Someone Else to Speak Up
Transform Your Organization Through the Power of Mutual Advocacy
Have you ever left a great team only to realize, too late, just how special it was? Or watched silently as a colleague or leader did exceptional work without recognition? It's time to break the silence and transform our teams through the power of 360-degree advocacy.
Here are three powerful actions you can take today to create a culture of mutual support and recognition:
1. Be the Catalyst for Change
Think about the last time someone spoke up on your behalf in a meeting, or amplified your ideas when they weren't being heard. Remember how that felt? Now consider this: across your organization, great ideas are being missed and valuable perspectives are going unheard simply because no one is willing to be the first to speak up.
Being a catalyst isn't just about supporting others – it's about fundamentally changing how your team operates. When you consistently amplify others' voices, you create a ripple effect. Others begin to follow your example, leading to more diverse perspectives being heard, better decisions being made, and a stronger, more inclusive team culture emerging.
Moreover, by being the first to advocate for others, you demonstrate both courage and leadership, regardless of your position in the organization. You show that advocacy isn't just a top-down responsibility – it's everyone's job to ensure good ideas and contributions are recognized.
Action Step: In your next three team meetings, make it your mission to amplify at least one colleague's contribution. Don't just agree – explain why their input matters and how it could impact the team's success.
2. Start the "One Good Thing" Practice
Most of us wait for formal review cycles or major milestones to recognize our colleagues' contributions. But think about how many small, yet crucial actions go unnoticed every day: the team member who stays late to help a colleague meet a deadline, the leader who takes time to mentor others despite their packed schedule, or the quiet problem-solver who prevents issues before they even become visible.
These everyday actions are the foundation of great teams, yet they often go unrecognized. By implementing a regular practice of recognition, you not only ensure these contributions are valued, but you also help create a more complete picture of how your team succeeds. This practice helps combat recency bias in performance reviews and creates a documented history of positive impact.
Furthermore, regular recognition helps build psychological safety within your team. When people know their contributions will be noticed and appreciated, they're more likely to take initiative, share ideas, and support others.
Action Step: In your next one-on-one with your manager, start by sharing something specific and impactful that a colleague or leader has done. For example: "I want to mention that Tom's approach to our last client challenge taught me a new way to handle difficult conversations. He's really helping our whole team level up."
3. Connect the Dots
In today's complex work environment, it's easy to miss how individual actions contribute to larger successes. Often, team members (including leaders) don't even realize the full impact of their own contributions. By actively connecting these dots, you perform two vital services: you help the organization understand the true value of its people, and you help individuals understand their own impact.
This practice is particularly powerful because it transforms vague appreciation into concrete recognition. Instead of just saying "good job," you're creating a clear narrative about how specific actions drive team and organizational success. This kind of detailed recognition not only boosts morale but also helps everyone understand what excellence looks like in practice.
Additionally, by documenting these connections, you create a powerful resource for performance reviews, team celebrations, and even your own career development. You become known as someone who not only recognizes value but helps others see and create it too.
Action Step: Keep a simple "Team Wins" document. Each week, note at least one specific example of how a teammate or leader's actions positively impacted the team or project. Share these observations in team meetings or appropriate channels, being specific about both the action and its impact.
Why This Matters Now
In today's fast-paced work environment, it's easy to focus solely on our own path forward. But the strongest teams are built on mutual support and recognition. When we advocate for others – regardless of their position in the organization – we create an environment where everyone can do their best work.
Remember: The best time to recognize great leadership or teamwork isn't after someone leaves, but while you're still working together. Don't wait until you're looking back with regret to realize you could have been a stronger advocate for your colleagues and leaders.
To omni-directional advocacy!
Josh Anderson
Editor-In-Chief
The Leadership Lighthouse
Want to dive deeper into building a culture of advocacy? Check out our recent podcast episode where we explore this topic in detail, including real-world examples and strategies for overcoming common obstacles to advocacy.
What's your experience with advocacy in your team? Share your stories and strategies in the comments below. Let's learn from each other and build stronger, more supportive teams together.