Transform Your Workplace Wellbeing
The Power of Practicing Positive Regard and Genuineness
Ever wondered what separates good leaders from great ones? Or how some people seem to effortlessly uplift those around them and get the very best out of their teams?
Is it charisma? Intelligence? Experience? Support? While all of these qualities can certainly contribute to a good manager, there is one crucial factor that’s often overlooked: What if the secret to effective leadership and cultivating workplace wellbeing is more about how we treat people than what we do for them?
In this article, we’ll explore the power of practising positive regard and genuineness in the workplace and how it can transform your team’s wellbeing. I’ll share 5 key benefits of Positive Regard and Genuineness in the Workplace and explore a helpful tool for understanding the different mindsets we bring to our interactions with actionable tips for incorporating these qualities into your leadership style.
Transformative Leadership
As leaders, it’s easy to get caught up in the tasks and responsibilities of our roles and forget the impact our actions and words have on others. However, by incorporating positive regard and genuineness into our leadership style, we can not only transform workplace wellbeing into a positive and thriving environment but also cultivate a more productive and engaged team.
Research consistently highlights a common trait among highly effective managers across diverse fields—an unwavering commitment to positive regard and genuineness in their interactions with others. These foundational principles are not mere management strategies but transformative elements essential for unlocking human potential, fostering wellbeing and promoting healthy habits among your workforce.
What is Positive Regard? – Nurturing Respect and Belief
But what exactly is positive regard and how can we practice it in our daily lives? The essence of positive regard is a profound respect for individuals, irrespective of their immediate behaviours or perceived shortcomings – viewing them as inherently worthy and capable of growth. This perspective goes beyond mere tolerance—embodying a deep belief in the fundamental goodness and potential within every person, even in challenging circumstances.
Reflecting on my time as a Commanding Officer with an RAF Air Cadet squadron, I remember a young recruit who came to us surrounded by cautionary tales of misconduct and disruption. It would’ve been very easy to simply dismiss him based on his colourful past and common preconceptions.
Instead, we chose to extend him a genuine chance to step out from the shadow of his past behaviours and reveal the remarkable qualities we knew he possessed- and the outcome was transformative! He not only thrived within our team but flourished into an exemplary cadet, embodying the untapped potential that positive regard can unleash.
Championing positive regard means confronting our inherent biases—those deeply ingrained judgments shaped by our experiences, cultural influences and societal norms. It challenges us to go above superficial assessments and look beyond surface behaviours to understand and empathise with the core of each individual.
This approach not only empowers others but also cultivates an environment where personal and collective growth can flourish.
What is Genuineness? – Embracing Authentic Communication
Genuineness, on the other hand, is about authentic communication and interactions – expressing our true feelings and reactions honestly and transparently.
It involves open, sometimes courageous conversations, even when they are uncomfortable. In the UK, we often struggle with this, leading to the avoidance of necessary challenges until minor issues escalate into significant problems.
In a previous professional role, I saw firsthand the detrimental effects of avoiding direct communication. Issues like employee punctuality were addressed impersonally through blanket emails instead of direct conversations with the offending individuals. This avoidance, often driven by a fear of conflict or a desire to maintain harmony, undermined the organisational culture, eroded team morale and hindered performance.
Understanding Our Relationships Using the “OK Corral”
Navigating difficult conversations in the workplace can be challenging, but the “OK Corral” is a powerful tool that can help. This concept, written by Transactional Analysist Franklin H. Ernst Jr. M.D., provides a simple and helpful grid for understanding the different mindsets we bring to our interactions.
There are four major classes of outcomes which result from social encounters correlating to a position on the Okay Corral. By recognising this, and striving for the healthiest mindset, we can foster better communication and stronger relationships.
The 4 Mindsets of the “OK Corral”
1. I’m OK – You’re not OK: “I believe that I’m ‘better’ in some way than you. I am more ‘worthy’”.
This mindset reflects a belief that one is superior to others. When leaders or team members operate from this position they may come across as condescending or dismissive, which can damage relationships and erode trust.
2. I’m not OK – You’re OK: “I believe that you are ‘better’ in some way than me. You are more ‘worthy’.”
In this mindset, an individual sees themselves as inferior to others. This can lead to a lack of confidence and assertiveness, making it difficult to address issues directly. People operating from this position might avoid difficult conversations altogether, fearing rejection or conflict.
3. I’m not OK – You’re not OK: “You’re not OK; Neither of us are ‘worthy’ or good enough.”
This mindset is the most negative, where neither party sees themselves as worthy or capable. Interactions from this position are often characterised by frustration, resentment, and a lack of constructive dialogue. It is a detrimental stance that hinders problem-solving and growth.
4. I’m OK – You’re OK: “I believe we are ‘equal’. We are both ‘worthy’.
This is the ideal mindset, where both parties see themselves and each other as worthy and capable.
Striving for the “I’m OK – You’re OK” position encourages open, honest and respectful dialogue in addressing performance issues. It not only creates a foundation for effective communication and problem-solving but helps build a collaborative culture where everyone feels valued and understood.
5 Benefits of Positive Regard and Genuineness in the Workplace
Embracing positive regard and genuineness in the workplace offers numerous benefits that extend beyond individual interactions to influence the entire organisational culture. Here are 5 key advantages:
1. Boosted Wellbeing and Resilience: Positive regard and genuineness promote a positive work environment. Knowing they are accepted, supported and valued, employees are better equipped to handle stress and bounce back from setbacks – leading to less stress and improved mental health and overall wellbeing.
2. Enhanced Employee Engagement: When employees feel respected and valued, their engagement levels rise. Positive regard fosters a sense of belonging and purpose, motivating employees to contribute their best efforts.
3. Elevated Trust and Collaboration: Authentic communication builds trust. When leaders and colleagues communicate genuinely, it creates a foundation of trust that elevates collaboration and teamwork.
4. Increased Innovation and Creativity: An environment where positive regard and genuineness are practised encourages open exchange of ideas. This fosters creativity and innovation, as employees feel safe to share their thoughts and suggestions without fear of judgment.
5. Improved Loyalty and Retention: When employees feel genuinely cared for, they are likely to develop a strong sense of loyalty towards their organisation. Additionally, positive regard can help retain top talent as employees are more likely to stay in an environment where they feel valued and respected.
The Transformative Power of Human Connection
When it comes to effective management and personal development, attitudes wield remarkable influence over outcomes. In turn, attitudes focussed on positive regard and genuineness are powerful catalysts for change. They can transform not just a divided office of unhappy employees into an environment of sustainable workplace wellbeing but an entire organisation’s culture as well.
Ultimately, cultivating wellbeing through positive regard and genuineness transcends managerial strategies—it is a philosophy that enriches both professional and personal realms.
By championing respect, empathy, and authenticity, we unlock the potential within ourselves and others. This fosters a culture of growth, resilience and wellbeing within environments where individuals thrive and collective aspirations are realised – harnessing the transformative power of human connection.
This commitment underscores the enduring truth that human connection, rooted in respect and authenticity, is the cornerstone of successful personal and organisational growth.
How to Unlock Your Leadership Potential
If you are inspired to cultivate a culture of wellbeing and leadership in your organisation, I invite you to explore the Liberating Leadership program with More Than Motivation. This initiative is designed to empower leaders with the tools to create an environment where positive regard and genuineness are the norm and cultivate workplace wellbeing – driving both personal and professional success.
For more information about Liberating Leadership and how to help improve communication and leadership skills with practical tools and techniques, please Get in touch with Fiona at More Than Motivation for a chat.
As a professional member of the International Stress Management Association, holder of a CPCAB-accredited Level 5 Diploma in Mental Health & Wellbeing Awareness and an accredited Practitioner of Motivational Maps and Liberating Leadership, I can help you develop a wellbeing strategy, undertake stress risk assessments to protect your workforce, and provide team and leadership development for your organisation.
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