Negativity is often framed as something to be avoided, but as a new leader, what if you could reframe it as a tool for growth? Instead of merely overcoming negativity, consider how you can actively use it to foster development within yourself and your team.

I remember when I first stepped into a leadership role, I found myself on the defensive, constantly trying to suppress or avoid conflict and negativity. It wasn’t until I shifted my mindset that I realized negativity, whether it’s in the form of feedback, resistance, or doubt, can actually be an asset if approached correctly.  

Here are some steps you can take to make that happen.

First: Understand the Roots of Negativity

Before addressing negativity, it’s essential to understand its roots. Is the resistance you’re feeling stemming from fear of change? Or perhaps a lack of trust in leadership? Negativity is often a mask for deeper issues. By asking probing questions and engaging in deeper conversations with your team, you can uncover the real concerns driving the negativity. For instance, in one instance with my own team, what seemed like resistance to a new process was actually a reflection of their insecurity about lacking the right skills to succeed. Once that was uncovered, the negativity turned into a productive discussion on how we could all improve.

Second: Don’t Take it Personally

As a new leader, one of the hardest lessons is learning not to take negativity personally. It’s easy to feel like every criticism is a reflection of your worth or ability, but negativity is often situational. The team might be battling with previous leadership styles, organizational changes, or personal stressors that have little to do with you. By detaching your ego from the situation, you can respond more thoughtfully and with less emotional reactivity.

And Then: Turn Resistance into Engagement

One unexpected trick I’ve found is using negativity as a springboard for engagement. For instance, if you sense that your team is resistant to a new initiative, ask them for their input on how to improve it. This doesn’t mean letting negativity take control of the narrative but involving your team in the solution, turning critics into contributors. This shift not only builds trust but also taps into the collective intelligence of your team, which often leads to better outcomes than any top-down directive could achieve.

Negativity doesn’t have to be the enemy; in fact, it can be a crucial steppingstone in building a more resilient, adaptive team culture. So rather than avoiding it, use it as an opportunity for growth—for both you and your team.