Acknowledgement versus praise – and why it matters

One of the most important shifts I’ve made as a coach – and as a leader – is understanding the difference between praise and acknowledgement.

It might sound subtle, but the impact is profound.

Praise often comes from a good place. We want to uplift others. But it typically centres the person giving it. It’s often evaluative: “I’m proud of you” or “I think you did a great job.” While those words can feel good in the moment, they subtly position the leader as the one holding the stamp of approval – the final arbiter of worth or success.

Acknowledgement, on the other hand, is about the other person. It sounds more like: “You really showed up today” or “That must have taken courage.” It’s descriptive, specific, and based on what the person did or how they showed up – not what you think about it.

Transforming leadership

This isn’t just semantics – it’s a shift that can transform leadership. When leaders practise acknowledgement, they help people feel driven by their own sense of purpose. They create space for ownership, growth and self-belief. And they avoid the trap of team members chasing approval instead of pursuing purpose.

I first encountered this distinction during coach training at Royal Roads, in what turned out to be one of the most uncomfortable, and transformative, learning moments of my career. (Let’s just say it involved a lot of sweat.) It forced me to see how often I defaulted to praise, especially with my kids, and how powerful true acknowledgement could be.

That insight has deeply shaped our approach at Vision Coaching. In Module 3 of Using the Coach Approach™, we explore this concept with leaders – and the shift is often immediate. Teams feel more seen. Leaders connect more deeply. And motivation becomes more sustainable.

The invitation

So here’s the invitation: the next time you feel the urge to say, “Great job” or “I’m proud of you,” pause. Consider what you’re truly trying to recognize. Then name the effort, the perseverance, the presence. Be specific.

Because when people feel truly seen – not just praised – their confidence grows from within. And so does your impact as a leader.

Sincerely,

Dave Veale

Founder & CEO

Vision Coaching Inc.