Negativity, Doubt, and Rebellion - this behavior is more than annoying. It is destructive, counterproductive, and primarily hindrances. The term commonly used to refer to this type of behavior is pessimism.
The pessimist has a tendency to only see, anticipate, and emphasize the bad, the unfavorable, the problems. Pessimists tend to question, complain about, or criticize rather than offer contributions towards productivity, can do attitudes, or offer solutions.
How can we work towards a shift in this behavior?
Self identification -
Let us take the time to evaluate one's self first. Identifying and understanding how our own conduct is contributing to the situation is an important role we need to observe consciously when making an attempt to influence others.
Environmental tone -
Evaluate the environment around you or the structure in operation. Is the "Standard" or "Norm" Negativity, Pessimism, Sarcasm, Criticizing, questioning authority, or resisting change? As unusual as it may sound, there are both professional and non-professional environments operating within this scheme of beings. Therefore, honestly ask yourself, "am I exhibiting any of these behaviors?" If the answer is no, check again, there are many areas to examine and the key is identifying in which area are the possibilities are.
Good words go a long way -
Are you one to offer praise, compliments, encouragement, support, or job well done credits?
Or are you enabling the behavior because you either avoid addressing issues (good or bad) or have decided constructive criticism is the best and only way to go and there is no need to get too personal.
Tackling the culprit -
Let us outline the issue, gather the facts, and demonstrate through examples. Beating around the bush, or taking a long road trip to the beach, does not accomplish anything. It only prolongs the change. Therefore, be specific in your approach and addressing the issue. Addressing issues with pointed fingers usually does not solve anything. On the contrary, it tends to only initiate defensiveness and shuts down the process of change.
An alternative approach would be to address why or how the behavior is inappropriate or unproductive. Offer examples of how change can benefit or offer rewards for positive contributions. Offer examples that will help him or her understand how negative tones can and do impact the collective goal, the corporate unity, environmental tone, and overall goal as a whole.
Close -
After addressing the behavior, providing the examples and discussing the issues, express the importance of his or her cooperation and positive participation in the matter. Set expectations for change and set expectations for commitment. Follow through with your end of the agreement, be a part of that change; contribute where you can and make yourself available through the transitions of change.
Your commitment -
Following through on your part of the commitment is equally important. Keeping in tuned with our own attitudes is just as vital as our expectation of others. Regardless of whether we are at home, work or business, or in the midst of social interactivity, we all have the ability to be negative impacts when faced with adversity or unfavorable situations or circumstances we do not prefer.
In asking for commitment, remember, we are neither asking for identity change nor asking anyone to change who they are as a person. We are simply asking for adaptation or modifications of how we interact with others as we keep in focus our collective goal and efforts towards - Success!
Comments