by Jessica Prater
For those of you who aren't familiar with How Full is Your Bucket? or the theory of the dipper and the bucket, here is a nutshelf version: Everyone has an invisible bucket; everyone also has an invisible dipper.
We are at our best when our bucket is overflowing and at our worst when it is empty. In any and every interaction we can dip from other's buckets making them feel bad and despaired, or we can dip to fill their bucket, making them feel uplifted. When we fill other's buckets, we also fill our own. The book goes on to discuss the affects of positive and negative interaction.
In Chapter 5 of this book it is explained that "there are unique and specific ways to fill each person's bucket - and most certainly inappropriate ways as well. Generic, one-size-fits-all awards don't work. Neither does recognition that seems forced or false."
At the end of Chapter 5 it is explained that "if you want people to understand that you value their contributions and that they are important, the recognition and praise you provide must have meaning that is specific to each individual. Not only is individualized bucket filling more effective in boosting productivity in the workplace, it builds sustainable relationships and changes people's lives forever."
We can fill someone's bucket by when we talk to them by specifically referring to their strengths and/or the way that they use them. (For instance...Jessica, it was a great idea and very "strategic" of you to see that we needed the wonderful excel spreadsheet you created.) Not only will you be filling their bucket by giving them a compliment; you will be filling it by showing them that you acknowledge their talent and ability, and doing so just makes that drop BIGGER!
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