{"id":255426,"date":"2025-04-30T09:00:40","date_gmt":"2025-04-30T07:00:40","guid":{"rendered":"https:\/\/parm.com\/stumbling-blocks-of-appreciative-leadership\/"},"modified":"2026-09-28T08:38:36","modified_gmt":"2026-09-28T06:38:36","slug":"stumbling-blocks-of-appreciative-leadership","status":"publish","type":"post","link":"https:\/\/parm.com\/pl\/stumbling-blocks-of-appreciative-leadership\/","title":{"rendered":"Stumbling blocks of appreciative leadership"},"content":{"rendered":"\n<div class=\"et_pb_section_0 et_pb_section et_section_regular et_block_section\"><div class=\"et_pb_row_0 et_pb_row et_block_row\"><div class=\"et_pb_column_0 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_0 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><h1>Obstacles to Respectful Leadership<\/h1>\n<p>Why Good Intentions Alone Are Not Enough<\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_row_1 et_pb_row et_block_row\"><div class=\"et_pb_column_1 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_code_0 et_pb_code et_pb_module\"><div class=\"et_pb_code_inner\"><div class=\"shariff shariff-align-left shariff-widget-align-left\" style=\"display:none\"><ul class=\"shariff-buttons theme-round orientation-horizontal buttonsize-medium\"><li class=\"shariff-button facebook shariff-nocustomcolor\" style=\"background-color:#4273c8\"><a href=\"https:\/\/www.facebook.com\/sharer\/sharer.php?u=https%3A%2F%2Fparm.com%2Fpl%2Fstumbling-blocks-of-appreciative-leadership%2F\" title=\"Bei Facebook teilen\" aria-label=\"Bei Facebook teilen\" role=\"button\" rel=\"nofollow\" class=\"shariff-link\" style=\"; 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mentally, he\u2019s already thinking about his next appointment. Still, he calls out a quick \u201cGood job\u201d into the room to praise a team member. He means it sincerely and kindly. The employee looks up briefly, gives a forced smile, and nods. But the praise\u2014offered almost in passing, caught between the doorframe and the to-do list\u2014doesn\u2019t really register with him. He knows it\u2019s probably meant to be appreciative, but the remark feels more like an audible pat on the back than genuine praise.<br \/>This is exactly where the dilemma begins: Everyone wants to be led in a way that shows appreciation, and many leaders also believe that they treat their employees with great appreciation. Yet this appreciation does not reach the employees, as numerous obstacles arise between expectations and reality.<\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_row_4 et_pb_row et_block_row\"><div class=\"et_pb_column_4 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_2 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><h2>Appreciation - more than just friendliness<\/h2>\n<p>The term \u201cappreciative leadership\u201d is no longer a niche topic. In the modern workplace, it is regarded as a key factor for success\u2014driving motivation, loyalty, team spirit, and a culture of innovation. But what exactly does it entail?<br \/>Appreciative leadership is an approach that focuses on recognizing employees\u2019 strengths, achievements, and potential, thereby creating a positive and supportive work environment where open communication, mutual respect, and constructive feedback are the norm.<br \/>From a psychological perspective, appreciation is a basic human need\u2014Carl Rogers referred to this as \u201cunconditional positive regard.\u201d Motivation theories, such as those by Maslow or Deci & Ryan, also show that people don\u2019t just want to function; they want to feel seen. However, it\u2019s important to recognize that appreciation is subjective. While one employee, for example, might be pleased by praise as in the example above, another might even perceive it as condescending. To treat others with respect, it\u2019s therefore important to recognize people for their individual personalities. For managers, this means: It\u2019s not enough to be superficially nice\u2014it\u2019s about genuine interest, transparency, recognition, and communication on an equal footing.<br \/>In theory, that sounds wonderful. In practice? You often see the exact opposite.<\/p>\n<\/div><\/div><div class=\"et_pb_text_3 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><h2><span class=\"ez-toc-section\" id=\"7_common_stumbling_blocks_in_appreciative_leadership\"><\/span>7 common stumbling blocks in appreciative leadership<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>1. Unclear Communication<\/strong><br \/>The classic scenario: The manager is certain that they have expressed themselves clearly and precisely. The team, however, thinks, \u201cThey could have said that more clearly.\u201d<br \/>What\u2019s often missing isn\u2019t communication or transparency\u2014it\u2019s clarity. As a result, you may find yourself sitting through one meeting after another without them making a positive contribution to the actual work. Appreciative leadership, however, means conveying messages in a way that truly gets through and valuing the other person\u2019s time. Therefore, communication should be clear, consistent, and easy to understand.<\/p>\n<p><strong>2. Insincere or Clich\u00e9d Praise<\/strong><br \/>To show appreciation, a manager automatically praises an employee by saying, \u201cYou did a great job.\u201d However, what is intended as friendly praise can be confusing if it is so general that the employee does not understand what the praise refers to. Recognition is important, but it loses its value\u2014especially when, upon request, no precise explanation can be given as to what exactly is being praised. Therefore, praise should not be used excessively, automatically, or vaguely. Genuine appreciation is effective only when it is honest, authentic, personalized, and context-specific. Anything else sounds like boilerplate text from an old management handbook.<\/p>\n<p><strong>3. lack of time<\/strong><br \/>\"I would like to lead in an appreciative manner, but...\"<br \/>Time is a scarce commodity, but appreciative leadership requires presence, as it requires intensive engagement with employees and treating them with attention, goodwill and kindness. This is why appreciation does not work in multitasking mode between Outlook pings and jour fixe meetings. If you don't have time to listen, don't be surprised if no one talks to you at some point.<\/p>\n<p><strong>4. Avoiding Conflict Instead of Being Consistent<\/strong><br \/>Appreciation is often confused with leniency. But taking someone seriously also means addressing misconduct\u2014respectfully, but clearly. Those who avoid uncomfortable situations are not acting with empathy; rather, they come across as insecure. Therefore, respect should also be based on responding consistently to misconduct rather than simply letting it slide. Constructive feedback is a respectful way to address undesirable behavior. Active listening and asking questions can also help to understand such behavior and steer it in the right direction in the future.<\/p>\n<p><strong>5. Role Conflict: Friend or Leader?<\/strong><br \/>It\u2019s human nature to want to be liked, and appreciative leadership can certainly boost one\u2019s popularity. However, it\u2019s important that leadership doesn\u2019t turn into a popularity contest. Appreciation doesn\u2019t mean trying to please everyone. It means recognizing your employees while always staying within your own role to demonstrate reliability. Managers should not be friends, but neither should they swing to the opposite extreme and become controlling. This can be a particularly difficult balancing act for managers who are new to a leadership position.<\/p>\n<p><strong>6. Unconscious Bias (aka the \u201cFavorite Employee\u201d Syndrome)<\/strong><br \/>We\u2019re all human\u2014and humans have preferences. Things get complicated when these preferences, whether consciously or unconsciously, influence decisions or evaluations. Transparency in decision-making processes and feedback mechanisms is essential, because nothing undermines respect more than the feeling of being treated unfairly. To prevent this, it\u2019s important for leaders to be able to reflect on their own behavior\u2014which isn\u2019t always easy at first. However, appreciative leadership always begins with oneself. Only with healthy self-esteem and a clear understanding of themselves and their own behavior can leaders truly show appreciation toward their employees.<\/p>\n<p><strong>7. No real interest<\/strong><br \/>The biggest pitfall: You can\u2019t fake appreciation. If you only ask, \u201cHow are you?\u201d just to check something off your daily to-do list, you won\u2019t earn much trust. That\u2019s why it\u2019s important for leaders to show trust and genuine interest. Keep this in mind: If an employee considers something important enough to share with you, then that information is worth your time to listen to and respond to. This also applies to personal matters\u2014and especially when it comes to employees who are usually more reserved and don\u2019t reveal much about themselves. Those who show genuine interest in others will also discover things about them that they can appreciate much more quickly and easily.<\/p>\n<\/div><\/div><div class=\"et_pb_text_4 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><h2><span class=\"ez-toc-section\" id=\"How_can_appreciation_really_be_lived\"><\/span>How can appreciation really be lived?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>There are numerous ways to create an authentic leadership culture so that this type of leadership can be easily adapted to the respective team and manager. Here are some tips that can help you along the way:<\/p>\n<ul>\n<li><strong>Regular communication:<\/strong> Communication and transparency are important. However, these should not be mandatory meetings, but genuine conversations between equals.<\/li>\n<li><strong>Feedback:<\/strong> Being able to give and accept honest feedback is the basis of appreciative leadership. This also includes an appreciative <a href=\"https:\/\/parm.com\/en\/embracing-mistakes-in-leadership-the-crucial-role-of-a-positive-error-culture-in-corporate-success\/\" target=\"_blank\" rel=\"noopener\" title=\"Leadership That Embraces Mistakes: Why a Positive Culture of Mistakes Is Crucial to a Company's Success\">error culture<\/a>.<\/li>\n<li><strong>Communication:<\/strong> Clear, understandable communication is particularly important in stressful times. If time is allowed for this, unpleasant misunderstandings and the resulting problems can be easily avoided.<\/li>\n<li><strong>Interest:<\/strong> To be a positive role model, managers should show genuine interest in their employees - not just performance.<\/li>\n<li><strong>Consistency:<\/strong> Decisions should be implemented consistently. Transparency, fairness and traceability are important here.<\/li>\n<li><strong>Self-reflection:<\/strong> Appreciative leadership starts with yourself. Good self-esteem and regular self-reflection make it easier for managers to cope in stressful and conflict situations and prevent them from becoming dependent on attention, status symbols or a sense of achievement. Those who treat themselves with respect can also do this more easily in their dealings with employees.<\/li>\n<\/ul>\n<p>Appreciation is not a method, but an attitude. Those who take it seriously quickly realize that it is not an extra, but the basis for teams to function - and for people to develop.<\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_row_5 et_pb_row et_block_row\"><div class=\"et_pb_column_5 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_5 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><h2><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Appreciative leadership isn\u2019t a panacea, but it\u2019s the foundation for trust, motivation, and commitment. And it\u2019s also challenging. That\u2019s because it requires leaders not only to be strong communicators but also to practice self-reflection, consistency, and dedication. The good news: It\u2019s worth it. Employees who feel valued contribute in a different way. They are more loyal, more creative, and more resilient. And they stay with the company\u2014not because they have to, but because they want to.<\/p>\n<\/div><\/div><div class=\"et_pb_text_6 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><p>Appreciation thrives on encounters, but also benefits from structure. This is precisely where modern tools such as the myPARM CorporateNavigator come in. The software helps managers to support their teams individually and transparently.<br \/>From the communication of strategies and goals, to data-supported decision-making and the communication and management of tasks, myPARM CorporateNavigator helps managers to shape leadership not just situationally, but continuously. And all without Excel lists or paperwork - but with a focus on what counts: real connection. Because sometimes the difference between \"well-intentioned\" and \"well done\" is just a click.<\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_row_6 et_pb_row et_block_row\"><div class=\"et_pb_column_6 et_pb_column et_pb_column_1_2 et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_7 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><p>Learn more about the myPARM CorporateNavigator management software:<\/p>\n<\/div><\/div><div class=\"et_pb_module et_pb_button_module_wrapper et_pb_button_0_wrapper preset--group--divi-button--divi-button--hi917qs--default_wrapper preset--module--divi-button--default_wrapper\"><a class=\"et_pb_button_0 et_pb_button et_pb_bg_layout_light et_pb_module et_block_module preset--group--divi-button--divi-button--hi917qs--default preset--module--divi-button--default\" href=\"\/?page_id=37074\">Go to the myPARM CorporateNavigator<\/a><\/div><\/div><div class=\"et_pb_column_7 et_pb_column et_pb_column_1_2 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_8 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-text--default\"><div class=\"et_pb_text_inner\"><p>Would you like to learn more about the myPARM CorporateNavigator through a demo? Then schedule an appointment with us today!<\/p>\n<\/div><\/div><div class=\"et_pb_module et_pb_button_module_wrapper et_pb_button_1_wrapper preset--group--divi-button--divi-button--hi917qs--default_wrapper preset--module--divi-button--default_wrapper\"><a class=\"et_pb_button_1 et_pb_button et_pb_bg_layout_light et_pb_module et_block_module preset--group--divi-button--divi-button--hi917qs--default preset--module--divi-button--default\" href=\"https:\/\/calendly.com\/parmag\/fuehrungssoftware-webdemo\" target=\"_blank\">Termin vereinbaren<\/a><\/div><\/div><\/div><div class=\"et_pb_row_7 et_pb_row et_block_row\"><div class=\"et_pb_column_8 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_code_1 et_pb_code et_pb_module\"><div class=\"et_pb_code_inner\"><div class=\"shariff shariff-align-left shariff-widget-align-left\" style=\"display:none\"><ul class=\"shariff-buttons theme-round orientation-horizontal buttonsize-medium\"><li class=\"shariff-button facebook shariff-nocustomcolor\" style=\"background-color:#4273c8\"><a href=\"https:\/\/www.facebook.com\/sharer\/sharer.php?u=https%3A%2F%2Fparm.com%2Fpl%2Fstumbling-blocks-of-appreciative-leadership%2F\" title=\"Bei Facebook teilen\" aria-label=\"Bei Facebook teilen\" role=\"button\" rel=\"nofollow\" class=\"shariff-link\" style=\"; 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Vielen Dank!\n                      <\/span>\n      <\/div>\n    <\/div>\n    <div><\/div>\n    <div id=\"sib-container\" class=\"sib-container--large sib-container--vertical\" style=\"text-align:center; background-color:rgba(27,62,144,1); max-width:1080px; border-radius:3px; border-width:0px; border-color:#C0CCD9; border-style:solid;\">\n      <form id=\"sib-form\" method=\"POST\" action=\"https:\/\/272a17fd.sibforms.com\/serve\/MUIEAOo1vFGWS7d0cvncbnGo6ZIm0MV83UA-ApqLz0GJgUd38j-GsNKlhCPZ1kVJVEGx5yChU7xjEUZEVAhHli4H01njDJsY0TOLof7HNzi7lZJvWMes1-Je1GVxivY9c8XrMzqbTrnQ9SuHnjhsRe5vXL8U5STdopGqk00vm6RWgZiOpVABZMg1kUY8-KjUWzt-Tpk5-zC9XQ2j\" data-type=\"subscription\">\n        <div style=\"padding: 8px 0;\">\n          <div class=\"sib-form-block\" style=\"font-size:32px; text-align:left; font-weight:700; font-family:\" helvetica=\"\" sans-serif=\"\" color:=\"\" background-color:transparent=\"\">\n            <p>Newsletter<\/p>\n          <\/div>\n        <\/div>\n        <div style=\"padding: 8px 0;\">\n          <div class=\"sib-form-block\" style=\"font-size:16px; text-align:left; font-family:\" helvetica=\"\" sans-serif=\"\" color:=\"\" background-color:transparent=\"\">\n            <div class=\"sib-text-form-block\">\n              <p>Melden Sie sich zu unserem monatlichen Newsletter an und werden Sie \u00fcber Produkte der Parm AG, Neuheiten, Trends im Projektmanagement sowie Angebote und Veranstaltungen informiert.<\/p>\n            <\/div>\n          <\/div>\n        <\/div>\n        <div style=\"padding: 8px 0;\">\n          <div class=\"sib-input sib-form-block\">\n            <div class=\"form__entry entry_block\">\n              <div class=\"form__label-row \">\n\n                <div class=\"entry__field\">\n                  <input class=\"input\" type=\"text\" id=\"EMAIL\" name=\"EMAIL\" autocomplete=\"off\" placeholder=\"EMAIL\" data-required=\"true\" required=\"\">\n                <\/div>\n              <\/div>\n\n              <label class=\"entry__error entry__error--primary\" style=\"font-size:16px; text-align:left; font-family:\" helvetica=\"\" sans-serif=\"\" color:=\"\" background-color:=\"\" border-radius:3px=\"\" border-color:=\"\">\n              <\/label>\n            <\/div>\n          <\/div>\n        <\/div>\n        <div style=\"padding: 8px 0;\">\n          <div class=\"sib-optin sib-form-block\" data-required=\"true\">\n            <div class=\"form__entry entry_mcq\">\n              <div class=\"form__label-row \">\n                <div class=\"entry__choice\">\n                  <label>\n                    <input type=\"checkbox\" class=\"input_replaced\" value=\"1\" id=\"OPT_IN\" name=\"OPT_IN\" required=\"\">\n                    <span class=\"checkbox checkbox_tick_positive\"><\/span><span style=\"font-size:14px; text-align:left; font-family:\" helvetica=\"\" sans-serif=\"\" color:=\"\" background-color:transparent=\"\"><p>Ich bin damit einverstanden, dass der Newsletter individuell auf meine Interessen abgestimmt wird. Zu diesem Zweck gestatte ich der Parm AG mein \u00d6ffnungs-, Klick- und Downloadverhalten im Newsetter zu analysieren und ein personenbezogenes Nutzerprofil von mir zu erstellen. Die <a href=\"https:\/\/parm.com\/datenschutzerklaerung\" target=\"_blank\" rel=\"noopener\">Datenschutzerkl\u00e4rung <\/a>habe ich gelesen und akzeptiere diese. 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Bitte \u00fcberpr\u00fcfen Sie die Felder und versuchen Sie es erneut.\";\n\n  window.REQUIRED_ERROR_MESSAGE = \"Dieses Feld darf nicht leer sein. \";\n\n  window.GENERIC_INVALID_MESSAGE = \"Die eingegebenen Informationen sind nicht g\u00fcltig. Bitte \u00fcberpr\u00fcfen Sie die Felder und versuchen Sie es erneut.\";\n\n\n\n\n  window.translation = {\n    common: {\n      selectedList: '{quantity} Liste ausgew\u00e4hlt',\n      selectedLists: '{quantity} Listen ausgew\u00e4hlt'\n    }\n  };\n\n  var AUTOHIDE = Boolean(0);\n<\/script>\n<script src=\"https:\/\/sibforms.com\/forms\/end-form\/build\/main.js\"><\/script>\n\n<script src=\"https:\/\/www.google.com\/recaptcha\/api.js?hl=de\"><\/script>\n\n<!-- END - We recommend to place the above code in footer or bottom of your website html -->\n<!-- End Sendinblue Form --><\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Good intentions are not enough &#8211; where appreciative leadership really fails. Many managers believe that they already lead in an appreciative manner &#8211; and are surprised when their message does not reach their employees. This is because there is often a world of difference between quick praise in passing and genuine appreciation. In our article, we highlight the 7 most common stumbling blocks and provide practical tips on how managers can build a genuine connection with their teams &#8211; for more motivation, commitment and cohesion.<\/p>\n","protected":false},"author":1,"featured_media":235372,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1256,1],"tags":[1258],"class_list":["post-255426","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-fuehrung","category-unkategorisiert","tag-projektmanagement"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Stumbling blocks of appreciative leadership<\/title>\n<meta name=\"description\" content=\"Appreciative leadership is the basis for trust, motivation and commitment. We show what stumbling blocks there are when it comes to implementation. Read now!\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/parm.com\/pl\/stumbling-blocks-of-appreciative-leadership\/\" \/>\n<meta property=\"og:locale\" content=\"pl_PL\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Stumbling blocks to appreciative leadership: why good intentions alone are not enough\" \/>\n<meta property=\"og:description\" content=\"Good intentions are not enough - where appreciative leadership really fails. Many managers believe that they already lead in an appreciative manner - and are surprised when their message does not reach their employees. This is because there is often a world of difference between quick praise in passing and genuine appreciation. In our article, we highlight the 7 most common stumbling blocks and provide practical tips on how managers can build a genuine connection with their teams - for more motivation, commitment and cohesion.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/parm.com\/pl\/stumbling-blocks-of-appreciative-leadership\/\" \/>\n<meta property=\"og:site_name\" content=\"Parm AG\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/myparm\" \/>\n<meta property=\"article:published_time\" content=\"2025-04-30T07:00:40+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-09-28T06:38:36+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/parm.com\/wp-content\/uploads\/2025\/04\/Post_pitfalls_EN.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"630\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Natascha Schleutker\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"Stumbling blocks to appreciative leadership: why good intentions alone are not enough\" \/>\n<meta name=\"twitter:description\" content=\"Good intentions are not enough - where appreciative leadership really fails. Many managers believe that they already lead in an appreciative manner - and are surprised when their message does not reach their employees. This is because there is often a world of difference between quick praise in passing and genuine appreciation. In our article, we highlight the 7 most common stumbling blocks and provide practical tips on how managers can build a genuine connection with their teams - for more motivation, commitment and cohesion.\" \/>\n<meta name=\"twitter:image\" content=\"https:\/\/parm.com\/wp-content\/uploads\/2025\/04\/Post_pitfalls_EN.jpg\" \/>\n<meta name=\"twitter:label1\" content=\"Napisane przez\" \/>\n\t<meta name=\"twitter:data1\" content=\"Natascha Schleutker\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/\"},\"author\":{\"name\":\"Natascha Schleutker\",\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/#\\\/schema\\\/person\\\/c24699ce0d4e2f1a102409a36cc80953\"},\"headline\":\"Stumbling blocks of appreciative leadership\",\"datePublished\":\"2025-04-30T07:00:40+00:00\",\"dateModified\":\"2026-09-28T06:38:36+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/\"},\"wordCount\":5,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/parm.com\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/Post_Stolpersteine.jpg\",\"keywords\":[\"Projektmanagement\"],\"articleSection\":[\"F\u00fchrung\",\"Unkategorisiert\"],\"inLanguage\":\"pl-PL\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/\",\"url\":\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/\",\"name\":\"Stumbling blocks of appreciative leadership\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/parm.com\\\/pl\\\/stumbling-blocks-of-appreciative-leadership\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/parm.com\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/Post_Stolpersteine.jpg\",\"datePublished\":\"2025-04-30T07:00:40+00:00\",\"dateModified\":\"2026-09-28T06:38:36+00:00\",\"description\":\"Appreciative leadership is the basis for trust, motivation and commitment. 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