Excessive Positivity: A Dangerous Leadership Trait

If you’ve spent any time reading our blogs or content, you know that we believe that inclusive leadership is synonymous with great leadership. We also believe that courage is a critical character trait of an inclusive leader. That said, given the current social, political, and environmental climate, we thought it was worthwhile to demonstrate some of that critical courage and address a leadership trait that can be challenging for those that experience it.

Given the challenges that we are collectively facing, whether within the “walls” of the business or in our personal/social lives, it may feel comforting to default to positivity. While hope is a fundamental human feeling, and in measured amounts has a place in leadership work, it can be problematic if relied on excessively and at the expense of other critical experiences, emotions, or objective data. 

Inclusive leaders are expected to motivate their teams, instill an inclusive work environment, and inspire greater productivity and innovation. However, in the noble pursuit of these objectives, there is a fine line between genuine and excessive positivity — a line that, if crossed, can have deleterious impacts on all of these expectations. While positivity can be a powerful force, when it becomes excessive and dismisses objective truths, a person’s lived experience, or authentic emotions, it can turn into a toxic and dangerous leadership trait.

When leaders are aware of and effectively walk the aforementioned line, positivity can absolutely be a constructive leadership trait. Clifton Strengthfinders recognizes it as such and for those interested in how they think about it, you can learn more here. We all have to work at balancing the balconies and basements (Clifton’s framework, not mine) of our strengths, positivity included. Inclusive leaders also consider the ways in which advantage and privilege manifest in their strengths — for example, it is far easier to be and remain positive when your role, compensation, and authority are assured than when those things feel outside of your control.

In this blog post, we will explore why inclusive leaders must walk this fine line carefully to avoid the detrimental effects that toxic positivity can have on leadership and the overall well-being of individuals and teams.

Defining Toxic Positivity

Toxic positivity refers to an overly optimistic and unrealistic attitude that avoids acknowledging or addressing an individual’s or groups’ experiences, perspective, or emotions. It encourages people to suppress genuine concerns or feelings in favor of forced positivity. Leaders who exhibit toxic positivity may downplay problems, invalidate others' emotions, or even use positive language as a way to avoid confronting difficult issues.

Inauthenticity Breeds Distrust

Leaders who promote toxic positivity risk being perceived as inauthentic and this can undermine their credibility as inclusive leaders. Employees are keen observers of their leaders' behavior, and when they sense a lack of genuineness, trust in the leader and the organization can erode. This can create a toxic work culture where employees feel reluctant to voice their concerns or struggles, fearing they will be met with dismissive responses. 

Suppressing Emotional Expression Hinders Growth

Emotions are an essential part of the human experience, and suppressing them can lead to long-term negative consequences. When leaders consistently ignore or dismiss emotions, they prevent individuals from processing and learning from their experiences. Emotions can offer valuable insights into employee well-being, workplace dynamics, and underlying issues. Failing to address these emotions can hinder personal growth and prevent the organization from learning from its mistakes.

Unrealistic Expectations and Burnout

Toxic positivity often promotes the idea that people should always be happy and optimistic, no matter the circumstances. This sets unrealistic expectations and places immense pressure on employees to mask their concerns, struggles, and difficulties. Gaslighting is a term that has gathered much attention these past years and dismissing genuine concerns, in favor of a positive attitude, can have the impact of feeling like gaslighting. When employees feel the need to maintain a façade of constant positivity, it can lead to burnout, emotional exhaustion, and decreased overall well-being.

Disregarding Valid Concerns

Effective leaders are open to feedback and willing to address concerns constructively. This is why Seek & Give Feedback Courageously is one of our Core Skills of Inclusive Leaders. Toxic positivity, however, dismisses legitimate issues as mere negativity or weakness. When leaders fail to acknowledge and address real problems, they deprive themselves of opportunities for growth and improvement. Ignoring concerns can lead to unresolved conflicts and festering issues that may eventually escalate into more serious problems with significant cultural implications.

Hindrance to Innovation and Creativity

Innovation and creativity thrive in environments where individuals feel comfortable expressing diverse perspectives and ideas. Toxic positivity suppresses dissenting viewpoints, making it difficult for employees to voice potentially groundbreaking ideas or point out flaws in existing processes. Consequently, this stifles creativity and hinders an organization's ability to adapt and innovate.

Impact on Employee Mental Health

The pressure to maintain a facade of constant positivity can take a toll on employees' mental health. Suppressing negative emotions can lead to increased stress, anxiety, and feelings of isolation. A work culture that does not allow individuals to express their authentic emotions may exacerbate mental health issues, burnout, and contribute to higher turnover rates.

While promoting positivity and optimism in the workplace is essential, inclusive leaders must be cautious not to fall into the trap of toxic positivity. Acknowledging and validating genuine concerns is crucial for fostering trust, promoting personal growth, and creating an inclusive and supportive work environment. Effective leaders understand that embracing both the positive and negative aspects of the human experience can lead to stronger teams, better problem-solving, and enhanced overall well-being for their employees. By avoiding toxic positivity, leaders can create a healthier and more sustainable path to success for themselves and their organizations.

Stay tuned for our next blog on this topic where we explore some options for balancing positivity in an authentic way!