Practice Gratitude: It’s Good for People and Organizations

Last year I received a nice card from Patrick’s daughter thanking me for being her dad’s boss.
Over the years we did gratitude events at work that encourage employees to write a thank you note to someone in their life who had made a positive impact. Getting a note
from Patrick’s daughter was a special treat for me.

According to Harvard Health, gratitude is simply “a thankful appreciation for what we
receive.” It doesn’t have to be material. By acknowledging the goodness in our
lives—and where it comes from—we sleep better, strengthen relationships, and become
more resilient in the face of adversity.

As William Arthur Ward wrote:
“Gratitude can transform common days into thanksgivings, turn routine jobs into joy, and
change ordinary opportunities into blessings.”

For leaders, gratitude is more than a feeling—it’s a strategy. The Center for Creative
Leadership (CCL) reports that 80% of employees would have stayed at a previous job if they’d
felt more appreciated. Teams that work in a culture of gratitude even take fewer sick
days.

CCL offers four simple practices to build that culture:

1. Be grateful for people, not just performance. Acknowledge willingness,
   enthusiasm, and effort—not only results.
2. Customize your appreciation. Tailor your gesture to what each person values.
3. Be specific. “Great job” is nice. “Thank you for setting up this morning’s meeting”
   is meaningful.
4. Be sincere. People can spot fake gratitude immediately—and insincere thanks
   can hurt more than silence.

In my industry, we’re fortunate to be surrounded by the natural world every day. We get
to shape environments that are beautiful, welcoming, and meaningful—and we’re paid
to do it. For that, I’m grateful: for my team, my work, and for you, my readers.

Thanks for being part of this journey.
Jeff