Creating Positive Cultures: A Leadership Model for Resilience, Energy, and Growth
In a time when employees are voicing a need for healthier work environments, leaders have an opportunity to redefine their approach and embrace “positive leadership.” This new model emphasizes human-centric leadership that fosters a collaborative, creative, and optimistic workplace. If you’re witnessing burnout, low morale, or a need for cultural renewal, positive leadership could be the answer.
Introducing Positive Leadership
Developed by Dr. Chak Fu-Lam and myself, this leadership model has emerged from over 25 years of research and extensive employee assessments. Positive leadership focuses on four core areas:
- Positive Feedback – Rather than emphasizing errors, focus on recognizing employees for what they do well. Positive feedback is proven to inspire better performance and uplift morale.
- Positive Energy – Positive leaders bring optimism and emotional intelligence into every interaction, energizing teams. They reward positive energy by recognizing those who foster a collaborative spirit, instead of getting bogged down by negativity.
- Positive Outcomes – Using “gain framing” instead of “loss framing,” positive leaders show employees the potential benefits of new processes or behaviors. This focus on growth and opportunity is essential for building a forward-focused, adaptable culture.
- Positive Cultures – When an organization routinely prioritizes positive feedback, energy, and outcomes, the culture gradually shifts, creating a more cohesive and resilient environment.
Implementing Positive Leadership: Practical Steps
Bringing positive leadership to life isn’t about adopting an unrealistic outlook. It’s about creating a positive environment that produces real results. Here are three practical steps to build a culture rooted in positive leadership:
Step 1 – Identify Your “Rowers”
Research shows that organizations are made up of three basic personality types: Rowers, Sitters, and Drillers. Each type influences team dynamics and affects organizational culture.
- Rowers are proactive and positive, striving to propel the team forward with enthusiasm, collaboration, and emotional intelligence. These individuals are usually natural leaders.
- Sitters are generally neutral – not significantly moving the team forward, but not holding it back. Sitters can be guided and inspired by positive leadership to become more engaged and aligned with the team’s goals.
- Drillers are inherently negative, often criticizing or undermining others, and introducing toxic behavior into the team environment.
Identifying these types allows leaders to see where to focus their energy: fostering the Rowers and guiding the Sitters, while taking corrective action with the Drillers.
Step 2 – Remove the “Drillers”
Many leaders make the mistake of giving attention to the loudest voices, which often belong to the Drillers. Drillers are frequently negative and tend to create friction, which can demotivate Rowers and create unnecessary tension within the team. Positive leadership requires that leaders do not reward negative attitudes or behaviors, and, when necessary, take decisive action to manage out the Drillers. This step is crucial for creating a sustainable, positive work culture.
Step 3 – Prioritize and Reward Your “Rowers”
Rowers, who are often overlooked because of their high performance, need acknowledgment and support to stay engaged. Positive leadership involves recognizing and celebrating these high performers regularly, as ignoring them can lead to frustration and attrition. Leaders should spend time supporting Rowers, helping them grow, and ensuring they feel valued. A culture where positive behavior is rewarded will encourage Sitters to rise and contribute to the team’s success.
The Power of Positive Leadership
The transformation to a positive leadership style is not an overnight change. Yet, over time, organizations that emphasize positivity report stronger cultures, greater employee engagement, and improved overall performance. Positive leadership is a sustainable approach that unleashes energy, inspires collaboration, and fosters growth in a way that benefits both people and organizations.
In the words of Zak Brown, CEO of McLaren, “Decision-making is data-driven, but personal experience and intuition are just as important. At the end of the day, it’s about making the right call.” Positive leadership allows leaders to tap into that intuition, blending rational strategy with emotional intelligence, leading their teams with resilience, energy, and vision.
For leaders willing to embrace positivity, the results speak for themselves: a stronger team, a healthier culture, and a brighter path forward.
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