The topic of controlling bosses and perceived negativity comes up quite often in my executive coaching sessions. My clients want to have more input into decision-making and how work is done to stay engaged. It’s human nature that most people seek positive feedback on their progress to perform at their best.
I often suggest to my coaching clients that in-the-moment positive feedback based on progress helps motivate people. It can also help avoid those outdated performance evaluation meetings where people can be demoralized and become disengaged by negative performance feedback not balanced by a higher ratio of positive comments.
Facilitating Progress
When you focus on small wins and facilitate progress, your employees will find the energy and drive required to perform optimally.
Two key forces enable progress:
- 1. Catalysts — Events that directly advance project work, such as:
- a. Clear goals
- b. Autonomy
- c. Resources, including time
- d. Reviewing lessons from errors and success
- e. Free flow of ideas
- a. Clear goals
- 2. Nourishers — Interpersonal events that uplift workers, including:
- a. Encouragement and support
- b. Demonstrations of respect
- c. Collegiality
- a. Encouragement and support
Dealing with Setbacks
Three events undermine people’s inner work lives:
- 1. Setbacks — The biggest downer, yet inevitable in any sort of meaningful work
- 2. Inhibitors — Events that directly hinder project work
- 3. Toxins — Interpersonal events that undermine the people doing the work
Negative events carry a greater impact than positive ones. We pay more attention to them, remember them, and spend more time thinking and talking about them.
That’s why it’s so important for managers and team leaders to counteract negative events with positive perceptions and comments. Research shows it takes three positive messages to balance a negative one.