How improved performance can be developed through negative language
Jason L.
Business Contracts | GDPR | Intellectual Property | Available at: 01242 323548 | [email protected]
Last week on 10 October, I was one of the 1,000 who went to support Cheltenham Town FC in its EFL cup clash with Newport at Cheltenham’s Completely-Suzuki Stadium. For those of you who do not know, the Robins have been competing in League 1 since the 21/22 season, and this season has been particularly challenging for them. Nonetheless supporters were hopeful of a cup distraction. You can read the match report here (https://www.ctfc.com/matches/fixtures/first-team/202324/october/cheltenham-town-vs-newport-county-on-10-oct-23/). For around 20/25 minutes Cheltenham Town maintained good possession, dominated Newport’s half, and created chances. There was every expectation that such a positive start would result in a goal! It did not come. Instead, and against the run of play Newport scored from a corner. Such a blow.
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It is always challenging, difficult, and even frustrating to be performing well, doing everything right, getting closer to your objective, and yet not to achieve it. At that particular time at least. Attitudes can change, blame can arise, and general negativity can flourish if permitted. Compound this experience with successive projects not going to plan and failing. This can foster greater anxiety, dissatisfaction, even anger. Whilst these are examples of negative behaviour and output, they are often a natural and honest consequence of human reaction and emotion. ?
Unfortunately, the Robins were unable to take back control of the game and the standard they had set for themselves in those first 20/25 minutes. Their style of play changed. Confidence became elusive. And perhaps the spectre of previous match results started to prey on the players’ minds? Perfectly natural but unwanted. The players are now in the midst of two games: the physical effort and skill to return to their style of play to win, and the psychological barrier of perceived failure to overcome. This is where positive support and encouragement is most needed.
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Coaching has long been a fundamental part of personal and professional development. It can be a powerfully influential tool that leads to transformative effects. While various coaching methods exist, there is a special emphasis on the transformative power of positive coaching, whether in sports, business, or personal life. Positive coaching and leadership have a number of distinct themes at its core (https://positivepsychology.com/positive-psychology-coaching-guide/), including:
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-?????? Strengths
-?????? Mindset
-?????? Resilience
-?????? Positive emotions
-?????? Relationships
-?????? Personal growth
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As discussed in the Harvard Business Review, organisations more regularly face the challenges of rapid disruption. This remains true today. As a result, many more organisations adopt a support and guidance framework rather than the traditional command-and-control approach. This leads to empowering employees to adapt and more effectively embrace change. (https://hbr.org/2019/11/the-leader-as-coach)
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Positive coaching is an approach that focuses on nurturing an individual's strengths and potential, rather than dwelling on their weaknesses. It emphasises building on what is already working and adopting an optimistic outlook on future development. Positive coaching, in essence, aims to enhance self-belief, resilience, and overall performance:
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One of the most noticeable effects of positive coaching is the boost in confidence and self-esteem. When team members are encouraged and empowered, it fosters a belief that they have the ability to tackle challenges and succeed. A confident individual is more likely to take on new challenges, push their boundaries, and reach their full potential. This newfound self-assurance is not limited to the professional sphere. It often spills over into personal life, creating a more well-rounded, self-assured individual.
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Positive coaching has a direct impact on performance, be it on the field or in the workplace. The optimistic and constructive feedback provided by positive stakeholders leads to improved skill development, problem-solving abilities, and decision-making. When people feel valued, supported, and believed in, they are more likely to go the extra mile and consistently give their best effort. This, in turn, leads to higher productivity and better outcomes.
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Life is full of setbacks and failures, but positive coaching equips individuals with the resilience to bounce back from these challenges. Positive coaching instills a growth mindset, emphasising the value of learning from mistakes and failures. This resilience extends beyond the coaching relationship and helps individuals cope with adversity in various aspects of life.
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Positive coaching also has a ripple effect on relationships. When people experience positive coaching, they tend to adopt a more optimistic and supportive approach in their interactions with others. This leads to more harmonious team dynamics, improved communication, and a culture of mutual respect. Stronger relationships contribute to a more pleasant and productive working environment.
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It is also important to appreciate that success is not limited to a singular aspect of life. It encompasses professional, personal, and emotional growth. A positive coach considers an individual's overall well-being and encourages a balanced approach to life, which includes time for self-care and personal growth. This holistic perspective helps individuals not only achieve their goals but also maintain a sense of satisfaction and fulfilment in their lives.
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Creating the right environment, leading by positive example, and building a positive team around you is not just confined to football, but such an approach is endorsed by the English FA (https://www.thefa.com/news/2018/nov/26/the-impact-of-positive-coaching-261118). Fans take note…
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So, back to the Robins. What then started to develop from some supporters, albeit not new in football, was enhanced due to the proximity of supporters to the pitch, and the stillness of that flood-lit warm autumn evening. Sounds carried easily and audibly. As the match evolved a few home supporters became restless and began expressing negative views some of which were directed at individual players. The irony will not be lost on those who appreciate the significance of this match day date. Imagine a team of players, 0-1 down, at home, struggling with league form, and playing under a newly appointed manager. The last thing that you want is some of your more vocal fan-base offering up negative commentary to you personally. Is this designed to be inspirational? Does it provide encouragement? Is it expected to yield improved performance? Is the ultimate aim for this negative reaction to elicit a positive response resulting in success?
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Supporters are incredibly important and influential stakeholders. They are integral to the club they support. It is a symbiotic relationship where one cannot survive without the other:
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“Football without fans is nothing” – Jock Stein.
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There is no doubt that fans have an enormous impact on their clubs, and so negative commentary has to be recognised by those fans as potentially instrumental in potentially perpetuating a downward trend for those clubs that are struggling with form. Moreover, to what degree of harm is being experienced by individual players? Whilst I acknowledge that for some fans it can be a wholly frustrating experience to watch your team falter, care still needs to be taken when expressing those frustrations to players especially when it is from the stands. No-one wakes up in the morning with the aim of failure. No-one spends their day actively attempting to fail. There may be shallow performers for which there are well-established methods to help and support those to improve, and legitimate remedies open to organisations where such methods are not readily embraced. But whether you are berating your colleagues or your team’s players, ask yourself how many times has this type of negative feedback actually resulted in an improved performance that is both ongoing and at least consistent?
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There are however more appropriate ways in which negative commentary or constructive criticism can sometimes encourage improved performance. But in doing so, such feedback should be delivered effectively and in a supportive context:
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Negative comments that are specific and focused on particular behaviours, actions, or outcomes can be valuable for improvement. When individuals receive clear feedback on what they need to work on, it can guide their efforts to make the necessary changes.
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Some individuals may be motivated by negative comments or criticism. It can act as a wake-up call, spurring them to prove themselves or overcome challenges. However, this motivation varies from person to person, and not everyone responds positively to negative feedback.
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Negative comments can help individuals learn from their mistakes. When people understand what went wrong, they can take steps to avoid similar mistakes in the future, leading to improved performance.
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Negative feedback can hold individuals accountable for their actions and decisions. This accountability can drive them to take ownership of their performance and make necessary improvements. This is most relevant for senior managers and leadership.
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It is essential to maintain a balance between positive and negative feedback. Excessive negativity can demoralize individuals and lead to decreased motivation and performance. A mix of constructive criticism and positive reinforcement tends to be more effective.
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The way negative feedback is delivered matters significantly. It should be given in a supportive and respectful manner, focusing on the behaviour or performance, not the individual as a whole. Additionally, providing guidance on how to improve can be more helpful than merely pointing out flaws. Be part of the solution and remove any ‘blame culture’.
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When negative comments are framed as opportunities for growth and development rather than as personal attacks, individuals are more likely to respond positively and work toward improvement.
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Encouraging open communication and feedback within a team or organisation can create an environment where negative comments are seen as part of the learning and improvement process rather than as a criticism.
Whilst positive coaching is encouraged, it cannot be overlooked that negative feedback can indeed stimulate improved performance when they are specific, delivered constructively, and within a supportive context. However, it is crucial to use a balanced approach, as excessive negativity can have adverse effects. Ultimately, the effectiveness of negative feedback in driving performance improvement depends on an individual's response and the way it is delivered. Not everyone responds positively to wholly negative and deconstructive feedback, and so knowing your audience and being able to be flexible in your approach will be key if you are genuinely seeking improvements.
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So, as an influential stakeholder in your own organisation, whether as a football supporter, player, employee, temporary consultant, team leader, coach, or leader, your words and actions will directly affect those around you. If you are attempting to garner greater performance from your team you will need to consider the different personality types that you are leading, and the different methods of feedback to employ. After all, if you only want to shout and scream aimlessly, just go up onto Cleeve Hill. At least you can then have a pint in The Rising Sun on the way back.
Feel free to get in touch with me at [email protected] - available for initial no charge/no obligation guidance, whilst maintaining your confidentiality at all times.
Some useful links for help if needed:
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