RPI Blog
Why Recognition Requires a Learning Mindset
26 March 2026
Theresa Harkins-Schulz, CRP, CCP, SPHR, Senior Vice President of Customer Experience, Inspirus, LLC
Growing up, my parents instilled in me the value of continuous learning. They weren’t climbing a corporate ladder. They weren’t chasing titles. But they were deeply committed to growth. They believed you can learn something from everything you do, every job, every conversation, every challenge.
That belief shaped my career.
Over the course of the last six months, I had the privilege of facilitating the Certified Recognition Professional® (CRP) curriculum. 20 years ago, RPI supported a vision to design a training for Recognition Practitioners that teaches them how to design Recognition & Rewards programs and connected them with other practitioners. The CRP framework has stood the test of time and has now been modernized to adapt to new learning styles and insights. I’ve spent over 25 years in the recognition and rewards space, on the practitioner side designing enterprise-wide, sustainable programs, and on the vendor side sharing best practices and strategy.
And yet, I walked away with new learning. That’s the thing about continuous learning. It doesn’t stop when you become experienced. It accelerates when you stay curious.
Learning Requires More Than Attendance
Continuous learning doesn’t just happen because you show up to a training. It happens when you show up with:
- An empathetic listening ear
- An inquisitive mind
- The intention to grow
When we truly listen, not to respond, but to understand, we absorb perspectives we might otherwise miss. In recognition work especially, empathy is everything. If we don’t understand how people feel seen, valued, and motivated, we miss the point entirely.
When we stay inquisitive, we avoid the trap of, “I already know this.” After 25 years in this industry, I could easily sit in a session and assume I’ve heard it all before. But learning doesn’t happen in assumption. It happens in curiosity.
What I Learned (Again, and Differently)
One key takeaway that resonated deeply: Recognition is a form of feedback. That sounds simple. It’s not.
If recognition is feedback, then delivering it effectively is a skill. And like any skill, it requires coaching, practice, and intention. We can’t assume managers know how to recognize well just because they mean well.
- Done right, recognition:
- Reinforces behaviors
- Strengthens culture
- Builds trust
- Improves communication
Done poorly, it becomes noise. The shift is realizing that recognition is not just a moment. It’s a communication competency.
Continuous Learning is a Daily Choice
You don’t need a formal certification to keep learning, though I strongly believe in investing in development opportunities like the Certified Recognition Professional® (CRP) certification, whether you’re becoming certified or recertifying.
Continuous learning can happen every day when you:
- Ask one more question
- Seek feedback on how you delivered feedback
- Listen to someone’s perspective without defensiveness
- Reflect on what worked and what didn’t
Growth compounds over time.
In the Recognition & Rewards industry, I’ve seen trends evolve, technology transform delivery models, and employee expectations fundamentally shift. What hasn’t changed is this: the best professionals remain students of their craft.
So, here’s my encouragement, no matter how long you’ve been in your field:
Stay coachable.
Stay curious.
Invest in training.
Listen deeply.
You will always walk away with something new if you’re willing to receive it. And that’s the real certification that matters.