The Power of 'Validation'

Have you ever shared a problem with someone only to hear: "Don't worry about it" or "You'll be fine"?

How did that make you feel? Probably not great, and definitely not 'heard'!

This week, I listened to Adam Grant's podcast featuring Caroline Fleck discussing the power of validation in relationships. It got me thinking about how this applies to our work environments.

Before diving into how to validate effectively, let's clear up some misconceptions:

• Validation is NOT agreement. You don't have to share someone's perspective to validate their feelings. "I understand why you'd feel that way" doesn't mean "I agree with your assessment."
• Validation is NOT problem-solving. When team members share concerns, our instinct is often to jump straight to solutions. While helpful in the right context, this can make people feel dismissed.
• Validation is NOT empty praise. "Great job!" without specificity isn't validation—it's a pat on the back that often feels hollow.
• Validation is NOT enabling negativity. You can acknowledge someone's feelings without reinforcing unproductive attitudes or behaviors.

How to Validate Effectively!

Here are a few practical ways to incorporate validation into your leadership approach:

1. Listen fully before responding. When a team member expresses frustration or concern, resist the urge to interrupt with solutions. Count to three silently after they finish speaking to ensure they've fully expressed themselves.I find this easy with colleagues and clients, but phew it's a 'stretch' at home!
2. Name the emotion you're observing. "It sounds like you're feeling overwhelmed by the timeline on this project" shows you're paying attention to their emotional experience. Acknowledge the reasonable nature of their reaction. "Anyone would find this challenging" normalises their response and reduces shame or isolation.
3. Reflect back what you hear. "So what I'm hearing is that you're concerned about X because of Y..." This simple practice ensures you've understood correctly and shows you're engaged.
4. Get specific with recognition. Instead of "nice presentation," try "I appreciated how you simplified that complex data in your third slide—it made the insights accessible to everyone."

I have been researching the Business Impact.

Validation isn't just about being nice—it delivers real results:

• Increased psychological safety leads to more innovation and risk-taking
• Reduced defensive responses create more productive problem-solving sessions
• Higher engagement from team members who feel truly seen and heard
• Better retention of talent who feel valued beyond their outputs

Two months of 2025 have flown by! As we enter March: start VALIDATING - it takes seconds but its impact lasts much longer!

#ValidateForBetterBusiness #BeKind #BounceForward #BeResilient

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