Negativity is contagious, and if left unchecked, it can poison a team’s energy and derail progress.
Executive coach and author Peter Bregman offers a grounded, empathetic three-step approach to managing it in a recent HBR article.
First , Bregman warns against the most common leadership mistake: trying to shake people out of their negativity, either by countering it with cheerfulness or by matching it with frustration.
As Bregman explains, both of these instinctive reactions are often ineffective. Positivity can feel dismissive, and piling on more negativity just adds fuel to the fire.
What does work?
Bregman recommends changing the tone this way:
Validate the feeling. Acknowledge what the person is experiencing. This doesn’t mean agreeing or justifying — it simply means letting them know they’ve been heard. Don’t just say, “I get it,” but reflect back what you’re hearing.
Find shared ground. Identify a part of their issue that resonates with you. Maybe you also feel pressure, confusion, or frustration. Let them know. This builds trust and rapport.
Reinforce the positive. Without forcing optimism, highlight what’s going well. Shine a light on efforts, smart ideas, or team wins. Positivity grounded in truth, not spin, is what helps a person or team move forward.
As Bregman points out, we don’t need perfection from our leaders — we need their presence. This is often enough to shift the mood from defensive to collaborative.
Don’t ignore negativity. Recognize it, understand it, and find a path forward that enlightens and inspires.
Have a great week-
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