One of the least appreciated traits of strong managers is their unsung ability to see the positive in others. By spotting what employees do right, you become a more effective motivator and team leader.
Who needs coaching to think negatively? It’s easy to point fingers.
But we can benefit from praising adept performance or exceptional effort. Even if the results aren’t outstanding, be willing to say, “You handled that situation incredibly well” or “Thank you for setting an example for us.”
Keep a written log of how you translate your thoughts into actual comments to your peers and staff. Tally the number of praiseworthy comments versus the number of complaints, criticisms or arm-squeezing jokes.
It’s fine to correct a speaker who’s wrong. But spin it positively. Say, “I know you’re a quick learner, so I want to make sure you’re aware of the latest changes we’ve made.”