Encourage Intentionally

by Jon Close

Mar 02, 2026

Encouragement is not soft—it’s strategic.

Most leaders assume people know they’re doing well. They don’t. Encouragement, when specific and timely, reinforces the behaviours you want repeated and strengthens commitment.

As John C. Maxwell teaches, people rise to the level of belief placed on them. Encouragement fuels discretionary effort—the difference between compliance and commitment.

This Week's Practice

This week, intentionally encourage one person by naming:

What they did well
Why it mattered
The impact it had

Be specific. Be timely. Mean it

DISC Insight - How Each Styles Gives(or Misses) Encouragement

D - Dominance (Results/Pace/Control)

You focus on outcomes and may move on quickly after success. Encourage intentionally by acknowledging effort and ownership—not just results. This reinforces accountability and momentum.

I - Influence (People/Energy/Recognition)

You enjoy encouragement but may keep it general. Encourage intentionally by being specific. Clear recognition strengthens credibility and focus.

S - Support (Steadiness/Loyalty/Trust)

You value encouragement deeply but may assume others feel supported. Encourage intentionally by speaking appreciation out loud. It builds loyalty and emotional safety.

C- Cautious (Quality/Standards/Precision)

You may assume "no feedback means good feedback." Encourage intentionally by recognizing accuracy, preparation, and diligence. This builds confidence without lowering standards.

Bottom Line:

Encourage fuels effort.

Purposeful leaders reinforce the behaviours they want repeated.

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