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Stop Denying Your Negative Thoughts and Start Embracing Them

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Over the years, many of the talking heads and pundits in the personal development and success science industry have talked about the immediate replacement of negative thoughts with positive thoughts. The logic behind that particular behavioral strategy seems to make sense on the surface. Think about it, when a negative thought rears its ugly head, we should immediately dive into the repository of positive thoughts that we have available to us so that we could immediately begin to dwell on it.

Even further, some gurus of the genre suggest removing any chance of having a negative thought by the constant repetition of affirmations. Again, tried-and-true motivational technology that is very workable and still useful. I would suggest, however, that you view the above behaviors as tactics more than strategies.

I will further suggest to you that you do not abhor your negative thoughts but rather embrace them, examine them, and place them under a spotlight. My reasoning behind this goes back over 100 years into psychology with stimulus/response, that is, the cause and effect of certain behaviors. Many individuals look at a negative thought as a causative driver. The negative thought exists as a cause, and our behavior toward that cause will determine the effect.

So, following this logic, if an individual has a negative thought which makes them feel sad, and that sadness causes them to binge drink, by removing the negative thought you’ll have removed the motivation for binge drinking. Doesn’t that sound kind of silly? The suggestion here is to turn off the negative thought so that it will turn off the consumption of alcohol.

Of course, this makes sense if we view the negative thought as a primal force in behavior. So, what if we started to think of the negative thought more as the result of something else? It means that the “something else” must change first. What if we took a different approach? What if we looked at a negative thought as an effect of some larger causal factor?

“You’re going to go through tough times – that’s life. But I say, ‘Nothing happens to you, it happens for you.’ See the positive in negative events.” – Joel Osteen

By reversing the cause-and-effect motion of negative thinking (saying that the negative thought is an effect), we now can ask a deeper, more penetrative question: Why are we thinking that negative thought? What is the underlying cause of that specific train of thinking? By reversing the cause-and-effect relationship of negative thinking, it allows the negative thinker to assume the role of diagnostician!

Below is a three-step process you can use to examine your negative thoughts, the role of it in your life, and how you can get rid of them:

1. Simply acknowledge the negative thought

Recognize the fact that there’s a negative thought in your mind instead of trying to go through a process of emotionally overlaying positive thoughts on top of it. Can you see how this exacerbates the issue? You have a negative thought, you immediately recognize that it must be changed, and you frantically scurry through the museum of your mind to find a positive thought to replace it.

In the meantime, while you are trying to find that positive thought, you’re feeling anxious, nervous, and guilty! When you finally find a positive thought to replace that negative thought, the normal process is to squash it. But you can’t! It’s like trying to get rid of weeds by covering them with rocks.

They will always find another way around the rock. It is the same with negative thoughts. Consequently, try acknowledging the negative thought.

2. Affirm the negative thought

It is a part of you. Instead of denying its existence, accept that it is there in front of you and that you are now willing to deal with it. If any of you reading this are dog lovers, you will know that the best way to get a dog next to you is by attempting to push it away from you. Every time you push the dog away it gets closer. This is the same with negative thinking because the harder you push the closer it gets.

“Always turn a negative situation into a positive situation.” – Michael Jordan

3. Acquit the thought

Give it permission to leave you. Thank it for its past importance in your life and allow it to be on its way! At this point feel free to replace the negative thought with a positive thought. What will begin to happen when you place the negative thought under the spotlight is that you will see how insignificantly small it actually is.

This is a process I’ve been using for quite some time, and it works! Oh sure, I still use affirmations on a daily basis; as a matter fact I have them right here in front of me. I find that affirmations are a tremendous way to stay positive because it doesn’t allow any room for bad things to grow. But since the average person thinks 60,000 to 65,000 thoughts per day, let’s face it, a few negative thoughts have to squeak in there!

The best advice that I can give is to not freak out over a negative thought. Acknowledge it, affirm it, and acquit it! This is magic. Watch what happens!

How do you handle negative thoughts? Let us know your tips below!

Image courtesy of Twenty20.com

Biagio Sciacca, known to his friends as Bill, was a lifelong resident of Pittston, PA. He is the owner of Intelligent Motivation, Inc. a global consulting and training firm specializing in management and leadership training as well as psychological assessment for hiring and staff development. He is the author of several books relating to goal setting, and his third book, Provocative Leadership, is publishing soon. Now residing in Tamarindo, Costa Rica, he divides his time between his international coaching and training clients, writing his next book and wandering aimlessly on the beach. Feel free to contact Bill at bill@intelligentmotivationinc.com or schedule a call with him by going to www.intelligentmotivationinc.com and clicking on the “set up a call” tab.

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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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