The Key to Developing People Is to Catch Them Doing Something Right

A Shift That Changes Everything

Let’s be honest for a second. When was the last time you caught someone doing something right?

Not just noticed it, but paused, smiled, and said something like:
“Hey, that was brilliant the way you handled that client. You stayed calm, showed empathy, and still protected the company’s interest. Amazing work!”

Chances are, if you’re like most people—especially in our Indian setup—you’re more wired to catch what went wrong.

We are excellent fault-finders. It’s like we carry an invisible red pen everywhere—ready to underline mistakes in work, school reports, behaviour, even someone’s tone of voice! But here’s the kicker: that’s not how you develop people.

If you really want to bring out the best in others—whether you’re a leader, a parent, a coach, or just someone who cares—then the magic lies in one simple, powerful shift:

Catch them doing something right.

Now, I know what you’re thinking. “But what if they’re not doing anything right?”
Well, hold that thought. Because what you’ll discover in this article is that they probably are—you’ve just trained your eyes to see the wrong things.

This concept isn’t just a feel-good idea. It’s science-backed, results-proven, and has transformed cultures in high-performing organisations around the world. And the beauty? It works just as well at your workplace in Gurugram as it does in your living room in Ghaziabad.

In the next few sections, we’re going to dig deep.

• We’ll look at why most people struggle to give praise.
• How recognition affects motivation, mindset, and loyalty.
• The exact way to praise so it’s effective (and not cheesy).
• And how Indian workplaces and homes can benefit massively from this mindset.

So, whether you lead a team of 500, teach a class of 50, or just want to build better relationships with your 5-year-old at home—this idea can be your secret superpower.

Ready to flip the script? Let’s go.

The Human Need to Be Seen and Appreciated

Why a Little Recognition Can Do What a Thousand Instructions Cannot

Let me ask you something personal.

How did it feel?

Most of us, especially growing up in India, rarely had these moments. Our culture (with all its beautiful traditions) often values humility over celebration. We’re taught to avoid “nakhre” or “too much praise” lest it leads to arrogance.

The Science Behind Why Praise Matters

According to neuroscience, when we receive praise or recognition, our brain releases dopamine, the “feel-good” chemical. Dopamine improves motivation, boosts focus and literally wires the brain for better performance.

In fact, the Gallup Organization—one of the world’s top research bodies—found in their global workplace study that:

“Employees who receive regular recognition are more productive, more engaged, and more loyal.”

But here’s the shocking stat: 65% of Indian employees say they don’t feel recognized at work.
(Source: Gallup Workplace Report – India)

Let that sink in.

We’re sitting on a goldmine of untapped human potential… simply because we’re not seeing people enough. Not really seeing them.

Maslow Had It Right

You might remember Maslow’s Hierarchy of Needs from school—those five levels that explain human motivation. At the very top sits “Self-actualization”. But before that? There’s a level called Esteem Needs—this is where things like:

• Recognition
• Appreciation
• Respect from others

sit. Without this level fulfilled, it’s very hard to reach one’s full potential.

So, when you catch someone doing something right, even if it’s something small like organising a messy cabinet or helping a colleague without being asked, you’re not just being nice—you’re helping them grow.

It’s like watering a plant. You don’t shout at a plant to grow faster. You nurture it. You give it sunlight, water, and patience.

In the same way, human beings blossom when they are seen, affirmed, and told, “Hey, I noticed that. It was awesome.”

The Indian Conditioning – Spotting What’s Missing

Let’s be honest: we’ve been trained to spot flaws.

• The teacher red-circles the one wrong answer, not the nine correct ones.
• Relatives ask, “Bas 89%? What happened to the other 11?”
• Managers comment, “You’re late on this one,” but forget to notice the five things done early.

We don’t do this because we’re mean. We do it because we were raised in systems that focused more on correction than celebration.

And that, my friend, is not just emotional intelligence. That’s leadership.

Why Most Leaders Get It Wrong

The Habit of Fault-Finding and the Damage It Does

Let’s call this out clearly—most leaders, managers, and even parents are trained (almost programmed) to catch people doing things wrong.

It’s not because they’re evil. It’s because somewhere in our system, we confused “correction” with “development.”
If I tell you what’s wrong, you’ll improve, right?
Well… not really.

The Fault-Finding Reflex

Think about it—how many performance reviews in India begin with:

• “Let me tell you where you went wrong.”
• “Here’s what I didn’t like.”
• “You could’ve done this better.”

Even feedback sessions are often post-mortems—digging into what failed, what lacked, what missed the mark.

We’re constantly in “red pen” mode.
From school days to boardrooms, we’ve been conditioned to highlight what’s broken, not what’s working.

❝ In Indian classrooms, a student scoring 92 is asked about the ‘missing 8 marks’, not applauded for the 92 earned. ❞

❝ In corporate India, a project delivered on time is seen as ‘expected’—but a delay of one day is magnified. ❞

This conditioning shapes how we lead, teach, and even love.

The Corporate Leader’s Blind Spot

Let me give you an example from a company I coached in Pune.
A mid-level manager told me, “I only point out mistakes so they can grow. If I praise them too much, they’ll stop pushing themselves.”

Classic myth.

So, we ran a simple experiment. For one week, the manager agreed to catch one person doing something right every day—no matter how small.

By Friday, two team members had taken on additional tasks without being asked, one shy executive finally spoke up in a team meeting, and overall engagement went up noticeably.

Why? Because recognition is fuel, not fluff.

What Poor Praise Looks Like

Even when leaders try to give praise, they often get it wrong. They say things like:

• “Good job.”
• “Keep it up.”
• “Thanks.”

But if you say “Good job” to everyone—no matter the effort or quality—it becomes white noise.

The high performers feel unappreciated.
The low performers get confused.
And everyone learns one thing: praise means nothing.

This is what one of your reference paragraphs beautifully highlights:

“If you say great job to a poor performer and great job to a good performer you sound ridiculous to the poor performer and you demotivate the good performer.”

So, what do you do instead?

That’s what we’ll cover in the next section—but before that, here’s a truth bomb you should never forget:

You don’t develop people by pointing out what’s wrong.
You develop them by showing them what’s right—and how to do more of it.

And that starts by learning the art of effective praise.

The Power of Catching People Doing Right

A Simple Shift That Ignites Confidence, Commitment, and Capability

Let me give it to you straight:
If you want to build people up, you’ve got to see them up.

The moment you catch someone doing something right—really see it, call it out, and appreciate it—you are not just giving them a compliment.

You’re creating a ripple of belief.
You’re saying: “I see you. You matter. Keep going.”

And in a world that’s obsessed with finding faults, this kind of leadership is rare—and powerful.

It’s Not Just Nice—It’s Strategic

When you praise someone for a specific behaviour, you’re reinforcing it. The brain says, “Aha! This worked. Let me do more of it.”

It’s what psychologists call positive reinforcement.
In simple terms: what gets recognized, gets repeated.

Neuroscience tells us that positive feedback triggers dopamine—the “reward” chemical. This makes people feel good and makes them want to repeat that action to feel that high again.

So next time your employee handles a tough client call with patience, or your kid puts their shoes back where they belong—catch it.

Call it out.
And you’ll see magic unfold.

Corporate India Is Catching On

Some of the most admired Indian companies are already doing this.

Infosys

Implemented a peer recognition system where employees can “thank” or “appreciate” others instantly for even small wins. Engagement went up. Collaboration improved. People felt seen.

Tata Group

Known for its people-first culture, Tata focuses on celebrating not just end results but values-driven behaviours. A security guard helping a visitor, a junior staff member showing integrity—these things are acknowledged and rewarded.

Google India

Employees can nominate peers for “You Rock” shoutouts—tiny notes of appreciation that become part of team rituals. It’s not about bonuses. It’s about belonging.

These aren’t gimmicks. They’re culture-builders.

And you don’t need fancy systems or HR software.
All you need is a shift in mindset—from critic to coach, from monitor to mentor.

Small Moments. Big Impact.

Let’s talk about real-life, on-the-ground India:

• A school principal in Jaipur started appreciating teachers who went beyond the textbook. Morale in the staffroom skyrocketed. Teachers began creating more engaging classes, not because they were told—but because they felt valued.
• A supervisor in a Noida factory began praising workers for wearing safety gear without being reminded. Compliance improved, not by fear, but by feeling seen.
• A Mumbai café owner noticed his staff greeting customers with warmth. He started calling out those moments of service in morning huddles. The team felt proud. Customers noticed the vibe shift. Sales went up.

You see what’s happening here?

When people feel seen for what they’re doing right, they want to do it again.
They become more confident, more committed, and more capable.

This isn’t management jargon. This is human science.

And it works whether you’re leading a corporate team, running a shop, managing your home—or even coaching your colony’s cricket team.

How to Praise Effectively – The Three Golden Rules

Because “Good Job” Isn’t Good Enough

So, you’re on board. You get that catching people doing right is powerful.
But now comes the question: How do you actually do it?
Because let’s face it, not all praise works. In fact, done wrong, praise can backfire.

You’ve probably heard this before:

• “Thanks, yaar.”
• “Nice one.”
• “Great work, buddy.”

These sound fine… but they’re not effective. They’re too vague. Too casual.
And if you use the same words for everyone, it loses meaning. Your team starts thinking, “He just says this to everyone. Why bother?”

So, let’s break it down. Here are the Three Golden Rules of Effective Praise:

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Rule #1: Be Specific

This is non-negotiable.
Generic praise is like junk food. Feels good in the moment, but it doesn’t nourish or motivate. If you want your praise to build confidence and reinforce good habits, it needs to be crystal clear.

Wrong: “Good job!”
Right: “I really liked how you calmed the angry client without escalating the situation. You listened first, reassured them, and found a solution quickly.”

Why this works: Now the person knows exactly what behaviour to repeat. You’re not just praising—they’re learning what success looks like.

Example:

In an IT company in Hyderabad, a team leader started praising developers for clean, well-documented code. Within a month, coding standards improved across the team—without a single formal training session. Just by making praise specific.

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Rule #2: Give It Immediately

Don’t wait. Don’t add it to your to-do list.
Recognition is like chai—it’s best served hot. ☕

When you praise someone immediately after the action, the connection between effort and reward is strongest. It tells their brain:
“This! This is what we want more of!”

Wrong: Waiting till the end of the month to say, “You’ve done well.”
Right: Saying the moment the report is submitted: “You turned this around quickly and with no errors. Brilliant work under pressure.”

Example:

A principal in a Bengaluru school started giving handwritten “Wow Notes” to teachers right after observing a great class. Teachers felt deeply respected—and started sharing those notes with their families at home. That’s impact.

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Rule #3: Encourage Continuation

End your praise with a forward-pull.
Don’t just say “Well done.” Say something like:

“Keep this up, and you’ll set the benchmark for the team.”
or
“This attitude is what great leaders are made of—stay with it.”

This gives the praise momentum. It tells the person:
“You’re on the right track. Don’t stop now.”

Wrong: “Good presentation.”
Right: “That was a strong presentation—especially the way you answered questions confidently. Keep sharpening this skill; you’re growing into a real leader.”

Example:

In a Gurgaon-based startup, a founder would end every recognition with a “power statement” like, “You’ve raised the bar.”
Soon, team members started quoting these lines to each other. It became cultural currency.

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Quick Recap:

• Be Specific – Tell them exactly what they did right
• Give It Immediately – Don’t wait. Celebrate now.
• Encourage Continuation – Push them to keep going

This is how you make praise powerful—not cheesy, not over-the-top, but authentic, actionable, and deeply energising.

And here’s the best part:

You don’t need a fancy title or HR role to do this.
Anyone—at any level—can lead through positive recognition.

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Using This Principle at Home

Parenting, Relationships & the Magic of Noticing What’s Right

Let’s flip the spotlight from the office to the ghar ka mahaul—where some of the deepest development (and damage) happens.
Because here’s a truth bomb:
The people we love the most are often the ones we criticize the most.

We do it out of concern. We do it to “improve” them. But the more we focus on what’s wrong, the more we disconnect. The more we point out mistakes, the more we dim their spark.

Let’s Start with Parenting

Indian parents are some of the most loving in the world—but also some of the most fault-finding.

• Your child comes second in class: “Why not first?”
• They draw a beautiful picture: “Nice… but the lines could be cleaner.”
• They make their bed: “Finally! You should do this every day.”

This is not praise. This is passive-aggressive correction.

Instead, what if you caught your child doing something right—and told them exactly what you liked?

• “I noticed you put your shoes away without me telling you. That’s being responsible. I’m proud of you.”
• “The way you helped your sister with her homework—that’s what kindness looks like. Keep being that person.”

These moments don’t just boost confidence—they shape character.

Real-Life Example:

A mother from Indore shared this after attending one of our workshops:

“I started praising my son for coming to the dinner table without being called twice. Within a week, he began showing up on time every day—and even started helping me set the table. He just needed to feel noticed.”

That’s the magic.

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Now Let’s Talk About Relationships

Whether it’s your spouse, sibling, or life partner—appreciation is the oxygen of love.

We often assume, “They know I care.” But relationships don’t run on assumption. They run on affirmation.

• “You handled that tough conversation with your brother really well. You were calm and clear—I admire that.”
• “Thanks for making chai even when you were tired. It means a lot.”

It doesn’t have to be grand. It just has to be genuine.
Small praise, spoken sincerely, can heal years of silent distance.

A Note from Real Life:

One husband from Delhi shared during a group coaching session:

“I never realized I hadn’t appreciated my wife’s patience with my parents. One day, I simply said, ‘The way you handle things with them is incredible—I learn from you.’ She got teary-eyed. That one sentence changed our equation.”

Don’t underestimate the emotional power of catching someone doing right in personal spaces. It builds trust, warmth, and safety.

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Even With Yourself: Self-Praise is Not Arrogance

Hold on—we’ve talked about teams, kids, and partners.
What about you?

Most of us in India are taught to be humble. “Don’t praise yourself, it’s ego.”
But here’s a better truth:
If you never acknowledge your own efforts, you’ll start feeling invisible—even to yourself.

So go ahead—when you finish a hard task, stay calm during a tough moment, or show up when it was hard—say it to yourself:

• “That was not easy, but I did it.”
• “I kept my cool when I could’ve snapped. I’m proud of that.”

This is not boasting. This is self-respect.

Because when you get into the habit of catching yourself doing right—you build self-worth, self-trust, and unstoppable confidence.

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Bringing It All Together

Imagine Indian homes filled with these words:

• “I noticed that.”
• “That was thoughtful.”
• “You’re growing.”
• “That helped me.”
• “You’re showing real maturity.”
• “Keep doing this. It matters.”

These are not just words.
They’re seeds.
And when you plant enough of them, you grow stronger relationships, responsible children, happier families, and emotionally healthier individuals.

Leadership begins at home.
Development begins with noticing.
Start catching people doing right—and you’ll create a ripple of transformation that goes far beyond what you can see.

Research, Science & Numbers – Why This Actually Works

Because Motivation Needs More Than “Good Job” Stickers

Here’s the truth:
When you catch someone doing something right, you’re not just boosting morale—you’re literally rewiring their brain.

Let’s dive into the data.

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1. Dopamine, Baby! – The Brain’s Natural Reward System

Every time someone receives specific, timely praise, their brain releases dopamine—the “feel good” chemical.

Dopamine is what keeps us coming back for more. It’s what makes habits stick.
It’s the brain’s way of saying, “That felt good. Let’s do it again.”

According to a study by the National Institutes of Health, when people receive positive feedback, the brain’s reward system activates similarly to receiving money.
Source: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3474595

So no, appreciation isn’t just emotional. It’s neurological.
You are literally creating a positive addiction to good behaviour.

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2. Praise Beats Punishment – Every Single Time

An experiment at the University of Iowa found that teams who received positive, behaviour-based feedback outperformed teams who only received corrective feedback.

“The group that was praised showed a 30% improvement in task performance compared to the group that was only corrected.”

And guess what?
They didn’t just perform better—they reported higher job satisfaction, lower stress levels, and stronger loyalty to their team leaders.

A Gallup report found that employees who receive recognition at least once a week are:

• 5x more likely to feel valued
• 4x more engaged
• 3x more likely to stay with the company

Source: https://www.gallup.com/workplace/236441/right-recognition-motivates-employees.aspx

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3. What India-Specific Research Says

A 2022 study by Great Place to Work® India

Found that companies that prioritized recognition practices saw:

• 53% higher retention rates
• 35% better employee well-being
• A significant rise in internal promotions from junior to mid-senior levels

Because when people feel seen, they show up with energy. They own their work.

A case study by NHRDN (National HRD Network)

Analysed two call centers—one in Pune, one in Ahmedabad. The Ahmedabad branch, where managers praised specific actions in real time, had:

• 18% lower attrition
• 20% higher customer satisfaction scores

The Pune team had more focus on audits, corrections, and checklists—but less praise.
Which team do you think people were happier to work in?

Praise is not fluffy. It’s profitable.

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4. Positive Reinforcement Works Across Age Groups

Whether it’s kids in school, adults in offices, or elderly in communities—everyone responds to being appreciated.

A study in Delhi schools showed that classrooms where teachers used specific praise for student efforts (instead of scolding or silence) had:

• Better attendance
• Higher homework submission
• More student participation

[Source: Azim Premji Foundation, 2021 Action Research Papers]

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Bottom Line: This Isn’t Soft. It’s Smart.

Let’s be brutally honest.

Most people think:

• “If I praise too much, people will stop working hard.”
• “Appreciation makes them lazy.”
• “I don’t want to spoil them.”

But the data says the opposite.
People rise to the level of belief you place in them.
And specific praise isn’t spoiling—it’s sculpting. You’re reinforcing the best in them.

• What you focus on grows.
• What you recognize gets repeated.
• What you catch, you cultivate.

And that, my friend, is why this works. Not just in theory—but in performance, psychology, engagement, and human connection.

The Leadership Shift

From Fault-Finder to Strength-Spotter: The New Age of Influence

Let’s be real.
Anyone can find what’s wrong.
Spotting mistakes is easy.
Complaining is easy.
Judging is easy.

But leadership? Real, transformational leadership?

That’s a whole different game.
Real leaders are not fault-finders.
They are strength-spotters.

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The Old Way vs The New Way

Let’s paint two clear pictures.

The Fault-Finder Leader

• Walks into a meeting and scans for what’s broken.
• Starts conversations with, “Why did this go wrong?”
• Believes motivation comes from pressure.
• Gives praise only in annual reviews or farewell speeches.
• Thinks “catching people doing wrong” keeps standards high.

Outcome?
Fear. Low morale. Defensive culture. People hide mistakes. Growth suffers.

The Strength-Spotter Leader

• Walks in looking for what’s working.
• Starts with, “I saw you handled that well.”
• Uses praise as fuel, not fluff.
• Makes praise specific, sincere, and regular.
• Believes people perform better when they feel valued.

Outcome?
Trust. Ownership. Growth mindset. Confidence. And a team that wants to do more.

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How Do You Shift?

This isn’t about being fake. Or sugarcoating.
It’s about recalibrating your lens—from finding faults to finding strengths in action.

Here’s how to start:

1. Schedule “Praise Rounds”

Like the concept says—spend an hour a week just walking around, noticing people doing things right.

See someone handling a difficult customer with grace? Acknowledge it.
Someone submitting work ahead of time? Appreciate the initiative.
A junior showing curiosity or asking smart questions? Praise it.

Make praise part of your weekly ritual, not just an afterthought.

2. Balance Corrections with Compliments

Feedback is important—but if it’s 100% critical, people tune out.

Use the 3:1 ratio.
For every correction, offer three observations of what’s working.

This creates psychological safety. People don’t fear feedback—they value it.

3. Use Specific Language

“Great job” is too vague. But…

“The way you structured that client pitch—tight, clear, and compelling—that was impressive.”

That? That lands. That stays.

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Leadership is About Light, Not Just Heat

You can light a fire under someone with pressure.
But you can light a fire within them with recognition.

And the second one lasts longer.

“People work for money,
but they go the extra mile for meaning.”
— Simon Sinek

And where does that meaning come from?
From being seen.
From being valued.
From being recognized for what they’re doing right.

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India Needs This Leadership Shift

In India, where the traditional model of “boss is always right” still holds strong in many places, this shift is radical. But it’s necessary.

Because today’s workforce—especially the millennials and Gen Z—is not motivated by fear.

They’re hungry for purpose. For autonomy. For authentic encouragement.

And the leaders who will succeed in this new India?
They’re the ones who coach, not command.
Who praise, not pounce.
Who raise people by catching them doing right.

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 Final Thought

You don’t develop people by pointing out how far they’ve fallen.
You develop them by showing them how far they’ve come—and how high they can rise.

So whether you’re leading a team, parenting a child, or influencing your peers…

Start looking for what’s right.
Say it when you see it.
Make it a habit.
And watch how people rise—one praise at a time.