Recognition

Recognition is not like attention, as attention is usually given as the result of something either negative about a person or situation, or just something that “is”. For example, if a person IS blind, and they receive attention for it, they are not being given that attention based on qualities they have honed, good things they have done, their accomplishments, their compassion, or any other thing that they are as a person, but just for a fact that they had no control over. Recognition on the other hand carries a very prestigious quality to it. Recognition is something that is handed down, and is not only rewarding for the one receiving it, but for the one giving it as well. It is a quality in and of itself if you are qualified to give it to someone else. It says that either you are able to truly recognize the talents in someone else even if you do not share them (in this way akin to empathy) or from another point of view that you have earned this recognition yourself, and are able to now pass it down to the next generation of hard workers who you recognize as going through the same struggles as you did and having the same potential as you (in this way, it shows qualities of self-awareness, as well as openness and willingness to pass information and training down to the next generation).

Recognition seems to be part of a cycle. You behave properly, live up to a standard, go through the appropriate hoops, and reach a certain level of achievement. In turn, others who have already reached those standards or that level of achievement acknowledge your accomplishments, and encourage your behaviour with positive feedback. This can be the most difficult element in dealing with others, especially if they seem to need it to move forwards. But we ALL need it, and we ALL need to bestow it on others. When we share encouragement and recognition of each other, we create the external cycle of progress in production, and a successful system. When this cycle is broken, power struggles, lack of motivation, decreased standards, and conflict usually ensues.

There is also an internal cycle of recognition, which is just as important as the external cycle, and cannot exist in isolation. In this cycle, each person needs to realize when she/he does things that are aligned with their goals, and reward themselves for that behaviour. They need to encourage wanted behaviour in themselves, and recognize that there is a growth process, one that includes making mistakes along the way, in achieving their goals. Every success should be recognized from within, and every unnecessary fear should be something they just let go.

These two cycles of recognition need to work in tandem in order for motivation and positive production to result. If a person recognizes themselves internally, but receives no outward recognition, they will most likely slow down, and lose motivation. They may simply be dealing with no outward recognition, or they may even be dealing with a system that, however subtly or outright, degrades their position and denies them status. On the other hand, if a person receives recognition, but denies themselves the right to it; tells themselves that they in fact do NOT deserve it and that those bestowing the recognition (if it is genuine) are too stupid to see reality they are engaging in an equally destructive process.

External recognition is especially important if someone is just learning a new process, and cannot be expected to know whether or not they are doing the right thing. But it can’t end there. Recognition needs to be constant, and there are even whole courses of study that examine the different forms recognition can take. The point is that recognition is necessary, and it is a positive and productive path towards growth, one that invariably rewards all parties involved.