I was thinking hats to the ready.
It’s been a minute since we learned that toxic positivity refers to maintaining an upbeat, optimistic attitude even when it may be inappropriate or unhelpful.
But get ready to get a fresh understanding of toxic positivity.
In fact, our experts contend that toxic positivity can manifest in the workplace when leaders press 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.
Trainer Bundle – Limited Time Offer
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 healthily processing them.
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 lead to the suppression of natural human emotions and the 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 cannot 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, taking too far 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.
We encourage you to explore our frequently asked questions, special offers, and our ready-made training course material.
With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.