Is Your Negativity in the Workplace the Problem?
You’ve noticed your team doesn’t seem overly eager to accomplish challenging tasks. Their performance is lack-luster at best. Have you looked in the mirror to see if your leadership might be the problem? Specifically, could it be that your negativity in the workplace is creating a toxic environment and de-motivating the team?
When you as the leader are negative, you give the entire team the license to also be negative. When you speak poorly of others, you give the team license to talk negatively about others (including you!). When you whine about how difficult, or nearly impossible, a certain goal is, you’ve given the entire team an excuse to ignore the goal or perform half-heartedly. This is not a recipe for success!
Many managers get years into a mediocre management career before someone holds up that mirror and forces them to confront their own toxicity. In the meantime, they’ve done immense damage.
Change or Fail
Your negativity is distracting. It is destructive to morale and engagement. It will result in poor achievement levels. You must change, or you will fail.
So how do you change? Here are some tips;
1. Positive phrasing is key
When faced with a difficult, but critical, goal that must be accomplished, do not ask the question “Can we do this?” Instead, ask the question, “How can we do this?” This change in wording is subtle but sends a distinctly different message. If failure is not an option, don’t make it an option, instead work on ‘how’ the team will succeed. What resources are needed? What support from other teams is needed? What does the team need from you?
2. Acknowledge difficulty but don’t dwell there
It is okay to acknowledge well-known facts, like accomplishing 30% more output on this equipment is going to be difficult. That is being transparent and will often be accepted by the team as you being realistic, genuine, and having integrity, however once you acknowledge that fact, you need to shift the discussion to why it needs to be done, and how the team can get it done. Dwelling on the fact that it will be difficult, helps no one. Move on quickly after the acknowledgement to steer the team positively.
3. Be factual and then shift to what can be influenced
Having a positive outlook does not mean we say it’s sunny outside when we’re in the middle of a blizzard. We must be factual. However allowing people to dwell on a negative fact that they cannot influence, is pointless. It is often better to shift the discussion back to a meaningful topic of what the team needs to accomplish and how that will be done.
4. Do not engage in gossip. Do not tolerate gossip within your hearing
Even tolerating others’ gossip will say to the world that it is okay to bad mouth others and spread garbage around. Gossip often includes a lot of unverified or unverifiable information. This misinformation may be interpreted as fact if you tolerate it – and that will cause damage.
5. Be transparent about the reason an objective is needed
Practice being factually transparent where you are able, but always direct the conversations towards what can be done to support the team accomplishing the needed objectives. If people understand the ‘why’ behind what is being asked of them, they are far more likely to buy-in and be constructive towards the goal.
Conclusion
Being a role-model for your team includes having a positive outlook. Your team can likely achieve more than you, or they, initially think is possible. Do not undermine success by being negative, petty, gossipy, or telling the team something cannot be accomplished! If you suspect you are being negative in your workplace, seek the input of trusted colleagues, or a coach.
For more on this subject see The Power of Consistency.
Do you want more tips or guidance to improve your leadership skills? Take our Executive presence course or get an experienced coach to assist you in fulfilling your career ambitions.
