A while ago, I worked with a leader.

He didn’t understand why his team seemed… disengaged.

He had given them autonomy.

He’d challenged them to hit clear targets. He was transparent, efficient, and focused on results.

But despite delivering solid outcomes, the energy in the room was flat.

No one seemed excited.

No one was taking initiative. And in 1:1s? People kept things surface-level.

He was a DC-style leader (I know this for a fact because that’s the first step in our executive coaching process: completing our Maxwell Communication Assessment.)

He was driven, decisive, and exacting.

Results motivated him.

Pressure energized him.

And praise? He didn’t think he needed it. So naturally, he assumed others didn’t either.

When he did offer recognition, it sounded like this:

“Good. You did what I expected.”

“That’s what we needed. Thanks.”

He wasn’t being cold — he was being clear. But to his team, it felt transactional. Like a checklist, not a compliment.

The Leadership Mistake That’s Easy to Miss

In our coaching sessions, we uncovered three unintentional mistakes he was making:

1. He tried to motivate others the same way he motivates himself. With pressure, deadlines, and outcome-driven rewards.

2. He withheld praise unless someone significantly exceeded expectations. “Good work” wasn’t enough to comment on.

3. He assumed no one needed recognition, because he never looked for it.

4. His communication style made praise feel cold and mechanical, even when he meant it sincerely.

And the result?

A high-functioning team that was slowly disengaging — not because of poor leadership, but because their emotional fuel tank was running on empty.

The Bigger Insight

Most leaders give recognition the way they would want to receive it.

We call this the Golden Rule: treat people the way you want to be treated. But that’s not leadership. That’s projection.

Real leadership means adapting your communication style to meet others where they are. Especially when it comes to praise and motivation.

We need to forget the Golden Rule and learn the

Platinum Rule: treat people the way they want to be treated.

That’s how you close the Recognition Gap — not just with more words, but with the right words, spoken the right way.

What Personality Teaches Us About Recognition

Each DISC profile (which is the backbone of our Maxwell Communication Assessments) is wired to respond to a different type of validation.

When you understand that, you stop guessing and start connecting. Here’s how to make recognition land with each personality type:

🔴 D-Style (Dominance)

What they need: Recognition for results, initiative, and wins.

What to avoid: Fluffy compliments or emotional praise.

Say instead: “Your strategy on the project cut our delivery time in half. That kind of efficiency is exactly what we needed.”

🎯 Tip: Recognize them publicly when tied to achievement.

🟡 I-Style (Influence)

What they need: Enthusiastic, social, and personal praise.

What to avoid: Cold, transactional acknowledgment.

Say instead: “You brought so much positive energy to the team this week — everyone felt it. You make a difference just by showing up.”

🎯 Tip: Recognize them in group settings, with energy and warmth.

🟢 S-Style (Steadiness)

What they need: Genuine, private appreciation for consistency and support.

What to avoid: Over-the-top praise or being put on the spot.

Say instead: “I’ve noticed how you’ve supported your colleagues through the system change. That kind of quiet leadership means a lot to this team.”

🎯 Tip: Use 1:1s or written notes. Make it personal and sincere.

🔵 C-Style (Conscientiousness)

What they need: Recognition for quality, accuracy, and thoughtful problem-solving.

What to avoid: Vague compliments or emotional appeals.

Say instead: “Your attention to detail on that report prevented a serious client issue. I really value how precise and reliable your work is.”

🎯 Tip: Acknowledge their expertise and logic. Bonus points for writing it down.

From Insight to Action: What Changed for That Leader?

We had his team take the Maxwell Communication Impact Report — a powerful tool that identifies how each person prefers to communicate, be led, and be recognized.

The results gave him a roadmap:

• Some needed warmth and emotional tone.
• Others wanted quiet, 1:1 acknowledgment.
• A few thrived when their effort (not just results) was acknowledged.

He didn’t change his personality. He just stopped using the same style for everyone.

And the impact?

Meetings felt more open. 1:1s became meaningful. And his team started going the extra mile, again.

Your Next Step

You don’t need to roll out a full assessment with your entire team tomorrow.

But if you want to start leading with more clarity and connection, try this:

👉 Take the assessment yourself. You’ll not only learn how you prefer to communicate, but why others might be misreading you.

👉 Then join me on June 3rd for a free live session where I’ll show you how to identify someone’s recognition language without needing a full profile.

Because people aren’t asking for applause.

They’re asking to be understood.

Florin

P.S. Want to take the Communication Impact Report for yourself?

Start here: Maxwell Leadership Communication Assessment

And join me live on June 3rd to get The Recognition Blueprint and learn how to close the gap in real time. Register here: Zoom Registration Link