It is always challenging, difficult, and even frustrating to be performing well, doing everything right, getting closer to your objective, and yet not to achieve it – at that particular time at least. Attitudes can change, blame can arise, and general negativity can flourish if permitted. Compound this experience with successive projects not going to plan and failing. This can foster greater anxiety, dissatisfaction, and even anger. Whilst these are examples of negative behaviour and output, they are often a natural and honest consequence of human reaction and emotion.
Coaching has long been a fundamental part of personal and professional development. It can be a powerfully influential tool that leads to transformative effects. While various coaching methods exist, there is a special emphasis on the transformative power of positive coaching, whether in sports, business, or personal life. Positive coaching and leadership have a number of distinct themes at its core (https://positivepsychology.com/positive-psychology-coaching-guide/), including:
– Strengths
– Mindset
– Resilience
– Positive emotions
– Relationships
– Personal growth
As discussed in the Harvard Business Review, organisations more regularly face the challenges of rapid disruption. This remains true today. As a result, many more organisations adopt a support and guidance framework rather than the traditional command-and-control approach. This leads to empowering employees to adapt and more effectively embrace change. (https://hbr.org/2019/11/the-leader-as-coach)
Positive coaching is an approach that focuses on nurturing an individual’s strengths and potential, rather than dwelling on their weaknesses. It emphasises building on what is already working and adopting an optimistic outlook on future development. Positive coaching, in essence, aims to enhance self-belief, resilience, and overall performance:
Boosting Confidence and Self-Esteem
One of the most noticeable effects of positive coaching is the boost in confidence and self-esteem. When team members are encouraged and empowered, it fosters a belief that they have the ability to tackle challenges and succeed. A confident individual is more likely to take on new challenges, push their boundaries, and reach their full potential. This newfound self-assurance is not limited to the professional sphere. It often spills over into personal life, creating a more well-rounded, self-assured individual.
Enhancing Performance
Positive coaching has a direct impact on performance, be it on the field or in the workplace. The optimistic and constructive feedback provided by positive stakeholders leads to improved skill development, problem-solving abilities, and decision-making. When people feel valued, supported, and believed in, they are more likely to go the extra mile and consistently give their best effort. This, in turn, leads to higher productivity and better outcomes.
Fostering Resilience
Life is full of setbacks and failures, but positive coaching equips individuals with the resilience to bounce back from these challenges. Positive coaching instills a growth mindset, emphasising the value of learning from mistakes and failures. This resilience extends beyond the coaching relationship and helps individuals cope with adversity in various aspects of life.
Building Stronger Relationships
Positive coaching also has a ripple effect on relationships. When people experience positive coaching, they tend to adopt a more optimistic and supportive approach in their interactions with others. This leads to more harmonious team dynamics, improved communication, and a culture of mutual respect. Stronger relationships contribute to a more pleasant and productive working environment.
A Holistic Approach to Success
It is also important to appreciate that success is not limited to a singular aspect of life. It encompasses professional, personal, and emotional growth. A positive coach considers an individual’s overall well-being and encourages a balanced approach to life, which includes time for self-care and personal growth. This holistic perspective helps individuals not only achieve their goals but also maintain a sense of satisfaction and fulfilment in their lives.
Creating the right environment, leading by positive example, and building a positive team around you will not only be both personally rewarding and fulfilling, but also highly productive and valued by your team. Take note: there has never been a better time to sack your boss!
Over the years I have seen and experienced particularly negative behaviour from both senior team members, and from those who believe when the buck stops with them this means profit and not responsibility. So, how and why do these individuals perceive their particular negative traits are essential business tools? Do they believe such behaviour is designed to be inspirational? Does it provide encouragement? Is it expected to yield improved performance? Is the ultimate aim for this negative reaction to elicit a positive response resulting in success?
No-one wakes up in the morning with the aim of failure. No-one spends their day actively attempting to fail. There may be shallow performers for which there are well-established methods to help and support those to improve, and legitimate remedies open to organisations where such methods are not readily embraced. But when you are berating your colleagues, ask yourself how many times has this type of negative feedback actually resulted in an improved performance that is both ongoing and consistent?
There are however more appropriate ways in which ‘negative commentary’ or constructive criticism can sometimes encourage improved performance. But in doing so, such feedback should be delivered effectively and in a supportive context:
Specific Feedback
Negative comments that are specific and focused on particular behaviours, actions, or outcomes can be valuable for improvement. When individuals receive clear feedback on what they need to work on, it can guide their efforts to make the necessary changes.
Motivation
Some individuals may be motivated by negative comments or criticism. It can act as a wake-up call, spurring them to prove themselves or overcome challenges. However, this motivation varies from person to person, and not everyone responds positively to negative feedback.
Learning from Mistakes
Negative comments can help individuals learn from their mistakes. When people understand what went wrong, they can take steps to avoid similar mistakes in the future, leading to improved performance.
Accountability
Negative feedback can hold individuals accountable for their actions and decisions. This accountability can drive them to take ownership of their performance and make necessary improvements. This is most relevant for senior managers and leadership.
Balanced Approach
It is essential to maintain a balance between positive and negative feedback. Excessive negativity can demoralize individuals and lead to decreased motivation and performance. A mix of constructive criticism and positive reinforcement tends to be more effective.
Supportive Environment
The way negative feedback is delivered matters significantly. It should be given in a supportive and respectful manner, focusing on the behaviour or performance, not the individual as a whole. Additionally, providing guidance on how to improve can be more helpful than merely pointing out flaws. Be part of the solution and remove any ‘blame culture’.
Opportunities for Growth
When negative comments are framed as opportunities for growth and development rather than as personal attacks, individuals are more likely to respond positively and work toward improvement.
Open Communication
Encouraging open communication and feedback within a team or organisation can create an environment where negative comments are seen as part of the learning and improvement process rather than as a criticism.
Whilst positive coaching is encouraged, it cannot be overlooked that negative feedback can indeed stimulate improved performance when they are specific, delivered constructively, and within a supportive context. However, it is crucial to use a balanced approach, as excessive negativity can have adverse effects. Ultimately, the effectiveness of negative feedback in driving performance improvement depends on an individual’s response and the way it is delivered. Not everyone responds positively to wholly negative and deconstructive feedback, and so knowing your audience and being able to be flexible in your approach will be key if you are genuinely seeking improvements.
Jason Lysandrides
“…brilliant insight and no-nonsense manner of articulating exactly what’s in his mind every time makes him a true Dirty Harry of the legal profession, capable of putting the bad guy firmly in his place… I recommend his service unreservedly.”
– CEO, Innovative Exercise Products
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