Connected Teamwork: The Power of Appreciation, Feedback & Uplifting Leadership

The Light We All Forget We Can Turn On

How do we learn to truly thrive together? How do we stay connected to our authentic selves, to each other, and to our purpose as a team—especially when the waves of uncertainty crash around us?

That question sits at the heart of this conversation between Hylke Faber and Carson V. Heady on The Connected Teamwork Podcast. Their topic—“Appreciate, Support, and Uplift Each Other”—isn’t just another feel-good leadership slogan. It’s a practice. It’s a decision. It’s a discipline.

When life feels like a storm—AI disruption, layoffs, economic uncertainty—our instinct is to tighten up. We forget the simplest truth: we can turn on the light.

As Hylke beautifully put it, “I can walk into a dark room and forget that I can turn on the light.” Appreciation, support, and uplifting others are how we flip that switch—again and again—in our workplaces and in our lives.

Relationships Are Everything

Carson began with a truth that defines his leadership philosophy:

“Relationships are everything. There’s no greater investment than recognizing someone else and lifting them up.”

People do far more for leaders who see them, recognize them, and trust them than for those who merely manage them. Recognition builds connection. Connection builds culture. Culture builds performance.

The world is heavy right now. People are scared—of job loss, of change, of irrelevance. But as Carson reminded us, “Pressure is a privilege.” It means someone has trusted you with responsibility. Pressure, when managed with grace and gratitude, becomes the fuel for growth.

Leaders have a sacred choice: to transfer that pressure as anxiety, or to transmute it into purpose.

Appreciation Is Oxygen for Ambition

One of Carson’s most powerful lines from the episode has already become a mantra for many:

“Appreciation is oxygen for ambition.”

When we recognize effort—not just results—we breathe belief into others. We ignite belonging. We multiply motivation.

The challenge? We often underestimate how much those small moments matter. A quick “That was an amazing email,” or “You really ran with that project,” can make all the difference.

As Carson shared:

“Recognition is free. It takes seconds. But it lasts for days.”

The most powerful leaders embed appreciation into their operating rhythm. It’s not an afterthought—it’s a strategy.

Accountability Is Respect in Action

Of course, appreciation without accountability becomes shallow. Hylke and Carson both agree—true appreciation doesn’t ignore the hard truths. It creates a foundation from which honest feedback can flourish.

“Accountability,” Carson said, “is respect in action.”

When you hold someone accountable, you’re saying, “You matter. Your work matters. I believe you can rise higher.”

Hylke added, “It’s not about killing or criticizing; it’s about saying, ‘I’ve got you.’”

Great feedback isn’t confrontation—it’s contribution. It’s standing side-by-side with someone and saying, “Let’s look at this together.” It’s giving feedback in partnership, not judgment.

Fix Less. Uplift More.

Hylke summarized this perfectly:

“Fix less. Uplift more.”

We often try to mold others into clones of ourselves. But leadership isn’t replication—it’s revelation. It’s helping people see their potential and live into it.

When giving feedback, Carson emphasized:

“It’s not about creating a clone of myself. It’s about helping someone realize their fullest level of potential.”

Sometimes, that means having hard conversations. Sometimes, it means recognizing that someone’s destiny lies elsewhere. True leadership is seeing that long view—valuing the person above the position.

Carson shared a story of one of his toughest conversations: a termination. Yet even in that moment, his message wasn’t about failure—it was about freedom.

“I told them, this will set you on a path where you can stop worrying about fitting into this role and go out and seize your real destiny. I’ll help you get there. You have greatness in you.”

That’s what it means to lead with compassion. To see not only where someone is—but who they can become.

From Fear to Light

One of the most profound moments in this dialogue came when Hylke described how most people start from a place of fear:

“Most of us are afraid of ourselves and of each other. When we lower our defenses through appreciation, new intelligence comes online.”

When you appreciate someone, you tell them: “You’re safe here.”

That safety is the soil where innovation grows. Teams can only think creatively when they’re not in survival mode. When we choose to see strength—even amidst chaos—we create cultures of courage.

As Carson said:

“Nothing good or bad lasts. What we can control is how we show up, how we interact with others, and how we invest in relationships.”

That’s the leader’s responsibility—to choose light, even in the dark.

How to Bring This Practice to Life

This isn’t theory. It’s practice. Here are tangible ways to embed appreciation, feedback, and uplift into your team culture:

1. Make Appreciation a Daily Habit

Start every meeting with recognition. Celebrate wins—big or small. Make appreciation part of your team’s language.

2. Give Feedback as Partnership

Before giving feedback, ask: “Is this a good time?” Then frame the conversation as exploration, not accusation. Say, “Let’s look at this together.”

3. Recognize Effort, Not Just Outcomes

Don’t just reward results—recognize progress. People crave to be seen trying, not just succeeding.

4. Lead With Curiosity

Ask questions before offering corrections. The best feedback starts with, “Help me understand…”

5. Protect Dignity at All Costs

After every tough conversation, ask yourself: “Can they still look in the mirror and feel respected?” If yes, you’ve led with integrity.

6. Build Light Into the Routine

Turn appreciation into muscle memory. As Hylke said, “When we light a flame in the room, it spreads.”

The Ripple Effect of Recognition

When someone feels seen, they instinctively want to pass that light forward.

“When I feel seen,” Carson shared, “I immediately want to spread that same light to others.”

That’s how cultures change—not through policies, but through people choosing to notice, to care, to uplift.

Hylke calls it “doing five pushups for the mind.” Every moment of appreciation strengthens your team’s resilience, adaptability, and heart.

The Higher Intelligence of Teams

When teams operate from appreciation instead of fear, they unlock something profound—a collective intelligence greater than the sum of their parts.

Two humans in appreciation, as Hylke said, “are capable of more than one human being alone.”

That’s the power of connected teamwork. It’s not just collaboration—it’s co-elevation.

Final Reflection: Lift Up Someone Today

As the episode closed, Carson left us with one challenge that captures the entire spirit of the conversation:

“Lift up others. How can you lift up someone today?”

The answer doesn’t require budget, strategy, or authority. It requires awareness. It requires heart.

Leadership isn’t about hierarchy. It’s about humanity.

So, before you move on from this chapter, take a moment: Think of one person on your team who’s been giving their all. Send them a note. Say thank you. Tell them what they mean to you.

Because appreciation isn’t just good leadership—it’s good living.

In the end, leadership is simple: Appreciate. Support. Uplift.

Because when you light the path for others—you illuminate your own.