Coaching against negativity
So, what can you do to improve the 'emotional climate' of your team?
1. Deal with the 'bad apples'.
2. Lead by example.
3. Don't be afraid to show emotion.
4. Even if you are not the boss, you can still have a positive influence on the emotional climate.
ike,
this is a good idea as it corrects the problem & offers solutions.
Ryan Meers, Ph.D.
Taken the time to bring the negative attitude to her or her attention privately then give customer service and tools that build hi how are you today leading them to come out side of themselves reminding them to building new relation start with them
Nicole,
I agree & we should do all we can to help them regain & save the removal for extremes.
Ryan Meers, Ph.D.
Leading by example, showing others how you want your team or coworkers to treated. There are always going to be negative people in every group, sometimes removing those from the situation can help and hurt . I beleive all should have that second chance to regain what they have lost. Positivity, Positivity!
Have open and honest dialogues about the behaviors a person is exhibiting. Too often a person is labeled as "negative," which leaves him or her feeling defensive, thus justifying further negativity. However, if you confront the behavior and not the person, you can then seek corrective action. Using "I" statements about how you perceive the behavior also is less threatening that the accusatory "you." If a person says something negative, point out how the statement can be perceived as such, and discuss the possible consequences such a statement can have on morale.
Another thing I've found effective is when I have had supervisors who have required that with every complaint, the person also provide a potential solution to the problem. It reinforces the idea that we are all accountable to our environment and our goals, and that no one will magically just remove all obstacles or problems without problem-solvers.
Liane,
absolutely, there is no place for favoritism in the workplace.
Dr. Ryan Meers
Likewise, I have found it important to be consistent with the consequences for not meeting those expectations or standards. Cannot let one team member get away with a negative behavior and then enforce it with another. That typically contributes to the initial negativity that can build within a team setting.
Farley,
yes we want to give folks enough room & space, but we need to make sure we clearly define the lines.
Dr. Ryan Meers
I have found that changing the negativity sometimes comes in making expectations clear. If someone feels like the gray area is too broad they may not be able to see the warning signs of failure or the step need toward success.
I try to recognize good behavior. For example, I will take pictures of good whiteboards or great examples of organization or students enjoying their time in class and share them with the whole faculty. Soon, several instructors started getting competitive on who could do a better job and get recognized more often, rather than focusing on negativity.
Donald,
yes the impact on the overall climate must be taken into account.
Dr. Ryan Meers
I totally agree! If you weed out the ones that are not trying to improve the situation and focus one the ones that are working at improving
the climate the work place will be more effective at helping our students succeed.
We used to have "safety Meetings". After the announcements, Employees were allowed to bring anything up for discussion. This allowed me to get the general climate of how everyone felt.
If, afterwards, I felt that there should be another meeting with a smaller group of employees to discuss issues, I would do so.
This gave everyone a chsnce to provide input on the direction of events, and allow me to make more informed decisions.
sheila,
these are all great examples of that loyalty & support of your team. This is key to effective leadership.
Dr. Ryan Meers
Iagree with leading by example and also lead your team by being and showing them that you are loyal to them and that you have their best interest. I have a team of 9 and all of my staff have to have a bachelors degree. I finished my bachelors while working with my staff and I didn't keep it a secrect. I encouraged them and they saw that if I could do it they could too. Also, I make sure to let my staff have days off if needed for family and children and they do not abuse it because they know that if they need I will cover for them. Also, they are loyal to me if I really need them to work more and extra they are asking me what can I do to help out to complete the task on time.
Stu,
yes these think tank meetings can be a great way of getting others to share their ideas.
Dr. Ryan Meers
keelan,
and along with this, be humble about what you've accomplished.
Dr. Ryan Meers
have meetings and a think tank always listen to all the people take notes see who follows up and does and who does not. who wants to be here.
lead by example, if someone see the good that you've done to become successfull in your career field they too will want the same for themselves
