Navigating Negativity

Organizational Impact of Negative People

Drain everyone’s energy.

Impede progress and change.

Turn students off to learning.

Create a pessimistic culture.

Know Who’s Officially Negative~Dr. Mike Weber, Superintendent, Port Washington-

Saukville (Wisconsin)

The “helpful complainer” has a problem/issue, but offers a solution to help resolve it.

(Not Notoriously Negative)

Image courtesy of monsterworking.com

Know Who’s Officially Negative~Dr. Mike Weber, Superintendent, Port Washington-

Saukville (Wisconsin)

The “therapeutic complainer” is experiencing a “moment” and just needs to vent.

(Not Notoriously Negative)

Image courtesy of examiner.com

Know Who’s Officially Negative~Dr. Mike Weber, Superintendent, Port Washington-

Saukville (Wisconsin)

The “malcontent complainer” has ongoing, persistent problems with seemingly everything, but is not interested in solutions. (You should be hearing warning bells with this one!)

(Notoriously Negative)

Negative People…

Need attention (even if it’s negative).

Use fear and guilt to manipulate and intimidate. Want you to fear a confrontation with them

regarding their behavior and attitude. Want you to feel bad about not seeing issues

their way or pursuing their plan. Want you to worry about what they might say

about you.

Love to criticize others.

Create drama to elicit sympathy.

Derive pleasure from negative responses—enjoy “getting you going.”

Navigating the Negativity

At the core should be a leader’s personal belief that "most people are good, that they want to do a good job, and want to do right by the students.”

~Dr. Mike Weber - Superintendent, Port Washington-Saukville (Wisconsin)

Navigating the Negativity

Don’t own the person’s issue.

Drain negative energy by staying calm, avoiding a defensive stance, and letting the person vent so that he/she can begin to think more rationally.

Model positivity—smiles, compliments, and positive comments.

Be introspective—”How did I contribute to this situation?”

Be visible.

Navigating the Negativity

Listen with open curiosity – ask open-ended questions.

Strive to understand: understanding ≠ agreement.

Indicate specifically what you understand: Try saying…“You are upset with…” or “You are frustrated with…”

Explain your position clearly using ‘I Statements’. Try saying… “I am not sure I understand…” or “I am worried

that…” or “I need you to… because…”

Be aware of your own emotions. If you feel the situation escalate, you might say, “I see that we are both getting frustrated (angry, etc.). I really want to resolve this situation, but I think we need to return to our conversation tomorrow (or name another date/time).

Get the Right People on the Bus

During interviews, ask yourself the following and look for specific examples and evidence:

Do they express the belief that all students can achieve at high levels?

Do they see colleagues as a valuable support system?

Do they seem excited, energetic, and motivated to be successful?

Do they talk about what they have or do they focus on what they think they need?

Negativity

Reference:

Managing Difficult People: Turning 'Negatives' Into 'Positives’, Available at: http://www.educationworld.com/a_admin/admin/admin313.shtml