Unlocking the Power within Every Leader: Insights from David Novak
Way back when he helped establish Yum! Brands and served as its CEO, David Novak discovered the power of recognition during his Little League days in Kimball, Nebraska. His coach, his father, transformed an unathletic teammate into a vital member of the squad by recognizing his potential.
"He had minimal athletic abilities, but my dad turned him into a catcher," Novak, the CEO of YUM Brands, which oversees KFC, Pizza Hut, and Taco Bell, shared in a recent interview. "He just sat behind the plate. I'd pitch and throw my fastest balls at him, almost knocking him down. But my father believed in him and believed that role was his, so he stuck with him."
Novak appreciated his father's investment in his teammate's growth. This fostering of growth became the foundation of Novak's leadership philosophy, "As a leader, your job is to help people succeed," he said.
Recognizing the importance of recognition, Novak integrated it into Yum! Brands' culture, making employee appreciation a key aspect of his tenure as president of KFC. Novak initiated an unconventional recognition program, involving rubber chickens, handwritten messages, and cash rewards. He would travel across the globe, seeking out exceptional employees, awarding them with rubber chickens, and then snapping a photo together to serve as a permanent recognition of their contribution in Novak's office.
This recognition went beyond symbolic gestures. Novak valued authenticity in recognition. "Recognition is a secret weapon for leaders. It must be done authentically to resonate," he emphasized.
Reflecting on his tenure at Pepsi, Novak experienced a profound realization when recognizing a deserving employee. The employee, Bob, was moved to tears, expressing his surprise at the team's appreciation. This encounter inspired Novak to emphasize recognition in every team he led, saying, "When you recognize people sincerely and wholeheartedly, you give a piece of your heart to someone else."
Other notable CEOs, such as Barry-Whemiller CEO Bob Chapman and WD-40's Garry Ridge, have also embraced innovative recognition techniques, echoing Novak's approach. Recognition, when done sincerely and consistently, not only bolsters employee engagement but also cultivates a culture dripping with appreciation and respect. Companies like American Fidelity Assurance Company, which has been praised for its travel-based recognition incentives, exemplify this ethos.
Experts like Larry Dunivan, a Human Capital Management strategist, advocate for leaders to proactively seek recognition opportunities for their team members' small but meaningful accomplishments. Capturing those moments can lead to a substantial impact on morale and performance, stressing the need for personalized recognition.
Novak's career exemplifies that recognition transcends management strategy, embodying a deeply human practice that reinforces connections and drives organizational success. By making recognition a priority, leaders can foster greatness among their teams while ensuring everyone feels valued and appreciated.
In Novak's words, "I didn't want to have any more Bobs in our company."
- David Novak, the CEO of YUM Brands, which includes KFC, Pizza Hut, and Taco Bell, recalled a time when his father recognized the potential in an unathletic teammate and transformed him into a valuable player.
- In his tenure as president of KFC, Novak integrated recognition into the company's culture, using unconventional methods like rubber chickens, handwritten messages, and cash rewards to appreciate employees.
- Other CEOs, such as Bob Chapman of Barry-Whemiller and Garry Ridge of WD-40, have also adopted innovative recognition techniques, following Novak's lead in prioritizing employee appreciation and bolstering morale and performance.
- Companies like American Fidelity Assurance Company, which promotes travel-based recognition incentives, epitomize the value of authentic recognition in fostering a culture of appreciation and respect, as advocated by experts like Larry Dunivan.
