My sister-in-law just completed and mailed off her doctoral thesis this spring. After years of school, marriage, and raising four young children, she added this to her list of accomplishments.

This is huge! But I submit that she and few people really take time to savor and celebrate success these days. It seems like the protocol in our personal and professional lives is to say, “Okay, what’s next?”

It’s little wonder that Hallmark makes a mint off of special days throughout the year. We have placed the idea of celebrating into little boxes called Mother’s Day, Graduation, Wedding, Baptism, and holidays. Unfortunately, the sections for “Just Because” or “You are Great” are quite small.

When we were children, our parents likely measured and monitored our successes by First Smile, First Tooth, and First Step. They took pictures, made albums and scrapbooks, kept locks of our hair and our first pair of shoes.

Once we went to school, we probably received stars for Good Behavior, Best Helper, or Perfect Attendance. Naturally, the stakes have gotten higher since we’ve moved into the big wide world, but there are still many things worth celebrating.

Are we too busy to stop and soak in a sense of accomplishment? Do we feel pressure from others to forge ahead to the next mountain of paperwork and challenge without a breath? Or could it be that we think very little of the contribution we make, that if we don’t keep moving we may be discovered as complete frauds?

I wonder when I see people shrug off praise as though it was unwarranted. This is not humility. This actually demonstrates disrespect to the person who is praising them.

So, I challenge you in the next quarter to find ways to celebrate your success and the success of others. Send a card, buy a new handbag, acknowledge your colleagues on the successful completion of a project before you jump into the next one. Host a gathering of friends. Add a charm to your bracelet. Light a candle. Give each other high fives and handshakes.

The next time your boss or colleague or friend acknowledges your talents and hard work, respect them with genuine thanks and appreciation for the gesture. Return the favor when they accomplish a goal and you will build a culture of “Just Because” celebration wherever you go.

By the way, I just sent my sister-in-law a card and told her that she was awesome. The card wasn’t from Hallmark.

Question: How have you celebrated your success?

Many professional service firms are looking for business development people. Not only are these people difficult to find but it can take up to three years before your investment in them really pays off. I have met quite a few and can usually tell quite quickly if the firm has made a good investment. In the very best, I have consistently seen these qualities:

Loyalty. This is a sterling quality in people unless they work for someone else and you want them to work for you. Expect good business development people to be employed and feel a strong sense of loyalty to their employer. Their key skill is developing relationships, which works against you if you are trying to move them over. It will take a lot of wooing on your part. A normal courtship can last a year or more. Find out what is really important
to them – and keep showing them how your firm is a good fit. Do not give up.

Big Picture Thinking. It is unlikely that the BD person’s major concern is your 401(k). They want to know how you think, what the vision for the future is, and how they can make a difference. They want to see the big picture of growth and how they fit. If you have not organized your language into key messages and a strong brand, it is harder to get them to come on board.

Creativity. Don’t woo an experienced BD person by asking them to send a résumé Send them flowers. Send them a gift. Invite them to your firm events. Send them newspaper clippings about your firm.

Credibility. Every time I see a firm hire someone who is not “top drawer,” they lose. Most BD people do not have the same credentials as you do – they are not CPAs or lawyers and that is their value. However, they are the face of the firm. Not only do they have to have a top drawer image, they need to ask smart questions, offer assistance, and take up some serious space at the table. If they are not instantly credible to you in the first meeting, do not make the hire.

Great relationships. Good BD people have many friends. They have put deals together before. They know how to join an association and get on the board. They know how to move and to shake. If you see no track record of this, it will be a long, uphill three years.