Assume Goodwill!

Reading Time: 5 minutes

Introduction

This is a piece of advice I received many years ago when I entered middle management and it became obvious (even to myself) that I took many things personally.

Let’s explore this idea, given it can significantly smooth out your managerial experience: assuming goodwill. While straightforward, this approach can profoundly impact your well-being, as well as your team dynamics, management style and performance. Not to mention the favour of your life.

Why is this concept worth your attention? Well, the attitude we adopt significantly shapes our workplace environment. Assuming goodwill involves giving the benefit of the doubt and trusting that your team members, peer managers, senior executives, suppliers, clients, in general, your stakeholders are putting in their best efforts, even when outcomes aren't as expected.

Imagine this approach as a transformative tool within your managerial toolkit. When you start with trust and positivity, these qualities can become contagious, influencing your team's interactions, problem-solving capabilities, and overall project momentum.

However, it’s important to acknowledge that it’s not always easy. On days when everything seems to go sideways, assuming goodwill can be challenging. That’s precisely why this topic is crucial. 

It’s on your tough days that this mindset can be most beneficial because it keeps you away from making erroneous decisions, losing your credibility, going astray from what is important to you, and wasting your energy for nothing.

Are you ready to delve into how adopting a stance of goodwill can enhance your role and create a more dynamic, cooperative workplace? Let’s examine how embracing this mindset can elevate you from a manager to a leader who inspires and empowers.

Five Reasons Why Assuming Good Will is a Beneficial Approach

1. Enhances Team Morale

When you assume goodwill, you communicate trust in your team’s intentions and abilities. This trust fosters a positive atmosphere that can significantly boost team morale. Employees feel valued and respected, which encourages them to invest fully in their roles. For example, consider a scenario where a project deadline is missed. Instead of jumping to conclusions about the team's work ethic or commitment, a manager assuming goodwill might approach the situation by acknowledging unforeseen challenges and asking the team how they can collectively address such issues in the future. This approach not only uplifts spirits but also strengthens their commitment to the project and organization, reinforcing a positive feedback loop.

2. Reduces Workplace Conflicts

Conflicts often stem from misunderstandings and misinterpretations of actions and intentions. By assuming goodwill, you set a precedent for viewing actions in a positive light, which can preemptively dissolve potential conflicts. For example, if a team member repeatedly submits reports late, instead of assuming negligence, a manager who assumes goodwill might consider potential external factors affecting the team member’s performance. Initiating a discussion to explore these factors can help identify if they are facing challenges that need support rather than reprimand. This approach minimizes everyday disputes and promotes a more harmonious work environment where issues are resolved more constructively and collaboratively.

3. Fosters a Culture of Trust

Trust is the cornerstone of effective leadership and team dynamics. Assuming goodwill lays the foundation for a trusting culture by default. When team members see that their leaders believe in their good intentions, they are more likely to extend the same trust upwards and amongst each other. For instance, when a manager notices a drop in an employee’s performance, assuming goodwill could lead to a supportive inquiry about the employee’s well-being or any professional hurdles they might be facing, rather than immediate criticism. This action not only builds trust but also empowers the employee to openly discuss and address their challenges, thus maintaining a strong bond of mutual trust that can significantly accelerate decision-making processes, enhance openness, and facilitate a more agile and adaptive work environment.

4. Encourages Open Communication

A team that operates under the assumption of goodwill is more likely to engage in open and honest communication. Knowing that their intentions are seen in a positive light, team members feel safer expressing thoughts, sharing ideas, and voicing concerns without fear of undue criticism or scepticism. For example, if a team member proposes a new, unconventional method for a project, instead of dismissing it outright, a manager assuming goodwill could encourage discussing its merits in a team meeting. This not only validates the team member’s effort and creativity but also promotes a culture where all members feel confident to contribute openly. This transparency is crucial for identifying areas of improvement, innovating solutions, and aligning team goals.

5. Boosts Productivity and Innovation

An environment where goodwill is assumed is inherently supportive and less stressful. Team members who are not weighed down by suspicion or defensive concerns have more energy to focus on their work and innovate. For instance, when a team unexpectedly encounters a technical issue that hampers project progress, a manager assuming goodwill might view this as an opportunity for the team to learn and grow, rather than a setback. By facilitating a brainstorming session to tackle the problem creatively, the manager not only keeps morale high but also fosters an environment where creative ideas can flourish. This proactive approach not only leads to higher productivity but also encourages the team to engage deeply in finding better ways to achieve their goals.

What to Do When Others Do Not Show Good Will to You

In management, as in life, you will notice that displaying goodwill will not return immediately a similar approach from your collaborators. Assuming goodwill is a one-sided decision: yours only. Maintaining alive the expectation that someone would do it immediately for you is an unrealistic expectation or assumption, one that can easily throw you out of your initial good intention to show goodwill.

At times it feels unfair you are put in a very disadvantageous situation. It is then that judging others or circumstances can come very “handy” and “natural”. Resist temptation.  

Because it is exactly at this point you need to remain open and act with goodwill. Remember:

• What you feel at this juncture, however legitimate, is the product of a perception

• What you think at this point, can be just an assumption you make (not the reality) 

• Your thought may be rather a judgement than reflecting objective reality

• You might still not have all the pieces of the puzzle although you may believe it

• Your unchecked ego will lead you after to regret, shame, guilt, or another negative emotion

This is the point of highest vulnerability if your resilience is low. At this point, knowing your thinking saboteurs and how you act whenever they “visit” you, is gold. Because at this moment you can choose your next step strategically, instead of reacting. 

How you can respond strategically? Here are some ideas I applied and made a difference for me.

Maintain Professionalism and Perspective

As a manager, when faced with scepticism, resistance or negativity from others, maintaining your professionalism is key. By responding with goodwill, you set a high standard for behaviour within your team. For example, if a colleague questions your decision publicly, respond calmly and with openness to feedback. This not only diffuses potential conflict but also reinforces your role as a fair and composed leader, enhancing your reputation and setting a positive example for your team.

Build Resilience and Understanding

Adopting goodwill in the face of adversity can significantly bolster your resilience. Understand that others' lack of goodwill often stems from their own pressures or misunderstandings. One’s response is largely influenced by their thinking saboteurs, which makes it paramount for every manager to become aware of their self-sabotaging tendencies. By choosing to respond with empathy and patience, you not only protect your mental well-being but have the opportunity to transform a contentious relationship into a constructive one, benefiting your professional network and personal growth.

Encourage a Culture of Positivity

Responding with goodwill encourages a broader culture of positivity and respect, even in challenging circumstances. Your behaviour is watched. When your team observes you handling difficult interactions gracefully, they are more likely to emulate this behaviour. This can lead to a more supportive team environment where members feel safe to express ideas and concerns, knowing they will be met with understanding rather than conflict.

Enhance Communication and Collaboration

Choosing to act from a perspective of goodwill can break down barriers to communication and foster collaboration. By asking questions to clarify intentions rather than assuming negativity, you open up lines of communication that can lead to more effective teamwork and problem-solving. This approach not only resolves immediate issues but also builds a foundation for stronger collaborative relationships in the future.

Strengthen Leadership Credibility

Finally, consistently demonstrating goodwill strengthens your credibility as a leader. Your team and peers will recognize your commitment to positive values and your ability to handle adversity with grace. This credibility is invaluable, as it increases your influence within the organization and makes you a more effective leader. Your example also teaches your team valuable lessons about resilience, integrity, and the power of a positive outlook.

Closure

As we conclude this short exploration of the power of assuming goodwill, it’s clear this approach is not just about maintaining a positive outlook; it's a strategic asset in your leadership toolkit. By choosing to see the best in people, you foster an environment where trust, openness, and collaboration thrive. This enhances your team's morale and productivity and solidifies your credibility as a leader who is respected and valued.

Remember, assuming goodwill does not mean ignoring problems or overlooking poor performance. It does not mean either ignoring how others react or behave or agreeing with their approach. Instead, it involves approaching such challenges with a mindset that seeks to understand and resolve issues constructively. This perspective encourages solutions that are beneficial for all involved and promotes a culture of continuous improvement.

Let this be a call to action: start small by reflecting on your daily interactions and identifying moments where you can assume goodwill more consciously. The impact of these small changes can ripple through your team, transforming your leadership and the productivity of your projects. As you implement this approach, watch how it changes the atmosphere of your workplace while enhancing your development as a leader equipped to navigate the complexities of management with integrity and effectiveness.

And remember: assuming goodwill means you cease making any assumption. All you will do is act with curiosity to understand or capture what you have not seen or known to that point, to inform your next decisions better.

Success!

                  ∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞∞

If you resonate with this article and want to give it a try to the idea of assuming goodwill in your relationships in management, let's talk. I know firsthand hand this is not a straightforward process and having a coach as a neutral witness, outside your system, to talke to, helps a lot.

Until next time, keep thriving!

Alina Florea

Your Management Performance Coach 

How can I support you?

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Summary:

Assuming goodwill in management is not just an approach but a transformative tool that enhances team morale, reduces workplace conflicts, and fosters trust, open communication, and innovation. By starting with trust and positivity, these qualities become contagious, improving team dynamics, problem-solving capabilities, and overall project momentum. However, adopting this mindset can be challenging, especially on tough days when things do not go as planned. It's during these times that maintaining an attitude of goodwill is most critical, helping to avoid erroneous decisions and energy waste.