Thinking hats to the ready.
It’s been a minute since we learned that toxic positivity refers to the practice of maintaining an upbeat, optimistic attitude even in situations where it may be inappropriate or unhelpful.
But get ready to get a fresh understanding of toxic positivity.
In fact, our experts contend that in the workplace toxic positivity can manifest as leaders are pressuring employees to maintain a positive attitude, despite challenges or setbacks.
No matter your overall preferred interpretation, we know that while maintaining positivity can be beneficial in some cases, taken too far it can lead to suppression of natural emotions and avoidance of important issues.
This guide examines toxic positivity in the workplace and provides steps leaders can take to foster a culture of openness and balance.
What is Toxic Positivity?
Toxic positivity refers to the excessive promotion of positive emotions and avoidance of negative ones. It involves dismissing or suppressing any emotions perceived as negative rather than processing them in a healthy way.
Background on Toxic Positivity
The roots of toxic positivity can be traced back to the positive thinking movement which emerged in the late 20th century. This movement emphasized the benefits of maintaining an upbeat attitude and visualizing positive outcomes.
While positive thinking has its benefits, taken too far it can cross over into suppression of natural human emotions and avoidance of real challenges.
In the workplace, toxic positivity often manifests as leaders pressuring team members to maintain a positive attitude regardless of circumstances.
It can create an environment where employees feel unable to express real concerns or negative emotions for fear of backlash.
Features of Toxic Positivity
- Suppressing “negative” emotions
- Dismissing concerns or challenges as purely negative thinking
- Minimizing problems or serious issues
- Overemphasis on positive thinking and attitudes
- Pressure to put a positive spin on all circumstances
Summary of Benefits of Reducing Toxic Positivity
Fostering a balanced, realistic perspective in the workplace rather than suppressing negative emotions can provide many benefits such as:
- Employees feel comfortable raising issues or concerns
- Problems are addressed early before escalating
- Natural emotions are expressed and processed in a healthy way
- Morale improves because employees feel heard and understood
- Workplace culture becomes more open, honest and inclusive
8 Steps to Reduce Toxic Positivity in the Workplace
1. Acknowledge the Drawbacks of Excessive Positivity
Purpose: Recognize that constant positivity has downsides
Potential Learning Outcomes: Understand toxic positivity concept, reflect on own tendencies
Delivery: Training workshops, presentations, leadership coaching
Leader’s Role: Admit issue exists, own past role in promoting excessive positivity
2. Create Safe Spaces for Sharing Concerns
Purpose: Provide channels for employees to voice worries without judgment
Potential Learning Outcomes: Employees share concerns, leaders learn about issues
Delivery: Surveys, small group discussions, anonymous feedback channels
Leader’s Role: Actively listen without negating concerns, thank employees for honesty
3. Validate All Emotions as Natural and Human
Purpose: Employees feel comfortable expressing range of emotions
Potential Learning Outcomes: Employees express themselves authentically, leaders empathize
Delivery: Presentations on emotional intelligence, coaching, leading by example
Leader’s Role: Share own experiences feeling range of emotions, be vulnerable
4. Set Realistic Expectations
Purpose: Align expectations with reality to avoid pressuring excessive positivity
Potential Learning Outcomes: Improved planning, reduced burnout
Delivery: Clear guidelines on goals and timelines, updated policies
Leader’s Role: Admit challenges, help set achievable targets, check in on workload
5. Cultivate Self-Awareness
Purpose: Recognize own tendencies toward excessive positivity or negativity
Potential Learning Outcomes: Increased emotional intelligence
Delivery: Workshops, seminars, coaching focused on self-reflection
Leader’s Role: Model self-awareness, share personal development experiences
6. Focus on Growth Mindset
Purpose: Frame setbacks as learning opportunities rather than failures
Potential Learning Outcomes: Improved resilience, reduced fear of failure
Delivery: Training on growth mindset, post-project reviews on lessons learned
Leader’s Role: Admit own mistakes, model curiosity and learning from failures
7. Foster Open Communication
Purpose: Create open channels for exchanging ideas and concerns
Potential Learning Outcomes: Increased trust, collaborative problem-solving
Delivery: Team building activities, regular check-ins, anonymous surveys
Leader’s Role: Ask open-ended questions, actively listen without judgment, admit uncertainty
8. Lead with Empathy & Balance
Purpose: Demonstrate understanding and model balanced perspective
Potential Learning Outcomes: Employees feel heard, culture shifts to balance over time
Delivery: Coaching, leading by example, addressing toxic positivity directly
Leader’s Role: Check in on employee wellbeing, share own experiences, call out excessive positivity
Challenges Leaders May Face
Some potential challenges leaders may encounter in reducing toxic positivity include:
- Struggling to adopt a more balanced mindset after years of embracing positive thinking
- Facing initial resistance from employees used to suppressing negative emotions
- Feeling vulnerable or exposed when being more open about challenges
- Old habits creeping back in during stressful times or when problems arise
- Balancing transparency with avoiding demoralization
Progress takes time. Leaders should focus on small steps forward rather than expecting overnight change.
Conclusion
While maintaining a positive outlook can be beneficial, taken too far it can create a toxic culture of suppression and avoidance.
Leaders play a key role in fostering an open, realistic perspective focused on growth and communication.
With self-awareness, empathy and balance, organizations can reduce toxic positivity and enable employees to feel heard, express themselves, and address problems early on.
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