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“Creating Successful Leaders”

Category Archives: Teamwork

October 8, 2025 Why to Promote Positive Gossip

woman in teal t-shirt sitting beside woman in suit jacket
Photo by Amy Hirschi on Unsplash

Office gossip can be a problem. If people are constantly belittling or criticizing others behind their backs, that can lead to a toxic and unwelcoming environment. No one wants to feel as if they have to constantly be on guard around their co-workers, lest they become the next subject of the workplace rumor mill. As a leader, your first inclination might be to shut down office gossip entirely. But what if I told you that might not be the best approach?

It’s Tough to Battle Human Nature

Human beings are naturally social creatures, and it’s exceedingly difficult to fully shut down the gossip pipeline. Our tendency to talk about others is part of what makes us human. We like to be kept in the loop, hear the latest news, and be part of the circle that’s “in the know.”

This can be especially true for those who are more social and extroverted. Their dynamics with other people are part of their core identity, and it’s important to be part of the office “connective tissue.” Looking at this through an Insights® Discovery lens, these individuals may lead with yellow or red energy. These two personality types are defined by extroversion, overt communication, and relationships with others (often more collaborative for “yellow energy” folks and more hierarchal for “red energy” folks).

For many offices, with their wide array of personalities and tendencies, stopping gossip and chitchat is like trying to dam a roaring river with only a few sticks. Rather than fight human nature, it is a good idea to try a different approach.

Promoting Positive Gossip

Rather than prohibit gossip, full stop, it’s possible to approach gossip differently. If people are going to talk about each other no matter what, why not put a positive spin on it? Encourage the good kind of gossip—the kind that compliments and uplifts others, and praises their actions.

The easiest and most natural way to promote this type of gossip is to model it. When you encounter a team member in the hallway or are having a one-on-one conversation on Zoom, throw in a compliment or two about other teammates:

“It’s a good thing Marissa is so on top of deadlines. That’s really helping us reach our client goals this quarter.”

“Ari is so creative. Did you hear his ideas in the last brainstorming session?”

“Juana is working so hard lately, even though I know she’s juggling work with childcare.”

When you bring up these types of compliments, make sure they naturally fit the flow of the conversation and come across as sincere. Make them part of your everyday discussions, and soon they will become second nature.

The other part of this effort is flipping negative gossip into positive statements. If, for example, someone complains about Juana missing the last deadline, you might say, “That is frustrating. However, I’ve talked with her and I know she’s juggling childcare with work. Because of that, she is working harder than ever lately, which is pretty admirable.” It’s possible to turn an office that engages in negative gossip into one that emphasizes the positive. Take it one conversation at a time, making sure you’re modeling the type of behavior you want your team to embody. After all, the river of gossip may want to keep flowing, but you can direct it into more positive territory, rather than attempting to stop it completely.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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September 24, 2025 Building Can Be Better Than Creating

Photo by Imagine Buddy on Unsplash

As a leader, it can be easy to get swept up in the excitement of change. We might attend a conference or discover a new program and want to implement what we’ve learned in the workplace. But large changes might seem more daunting than exciting to your team. Where you might see innovation and opportunity, they might see more work and tension. Or they may wonder what was so wrong with the old system. Rather than overhauling the system, there is a better approach to change. 

Building on Strengths 

Even in a flawed system, there are usually elements that work. Maybe a software program isn’t as efficient as it could be, but it’s easy to use. Or maybe your team is great at brainstorming new ideas, even if they never get implemented. Or perhaps individuals have many skills and strengths, but they do not tend to collaborate well with others. It’s a good idea to look for strengths before considering a complete system overhaul. Even if everything doesn’t work perfectly, you’ll likely find some elements that do work just fine. 

Once you’ve identified the positive skills, habits, strengths, or attributes of your team, you can begin building on them. If the team is excellent at coming up with creative ideas, lean into that. Convey that you appreciate their talents and get them excited about stretching those skills even further while developing additional skills, such as time management or attention to detail. Set aside time for your team to really shine while also asking them to try something new. 

When people are in their element, they are more likely to be open to constructive feedback and additional asks. Additionally, your team will probably be more willing to make changes when they play an active role in deciding how to approach the change.

Thinking about the creative team from the above example, you may challenge your people to come up with five potential solutions to improve meeting deadlines. Or you could ask them to brainstorm ideas for more effectively collaborating with the data analytics department.

Another part of building on knowledge and abilities involves language. Instead of focusing on and talking about deficiencies, start talking about positive traits that can be made even better. In the improv comedy world, the phrase “yes and…” is commonly used. Essentially, when someone is presented with a new, improvised situation, they can keep the scene going by accepting what is happening and building on it. This can create a back and forth that moves the action forward in new and often unexpected ways.

“I see you have a parrot.”

“Yes, and his name is Bill.”

“Yes, and I noticed he has a special diet of spaghetti and meatballs.”

“Yes, and he sometimes hosts pasta nights for his friends.”

This is a silly example, but the main idea is this: accept your team’s positive attributes and talk about how to build on them. 

Yes, the team is great at customer service, AND they can use that skill to reach new markets.

Yes, the team is comprised of excellent individual performers, AND they can brainstorm ways to work better as a team.

The point is to leverage the skills and knowledge your team already has to make productive changes. Start noticing your people’s skills, tendencies, and attributes. Think about goals and areas of improvement. Then, work with them to co-create solutions to take the team to the next level. This is about building on what already exists, not starting from scratch.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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April 23, 2025 Help Others to Adapt (by Leveraging Your Strengths)

Photo by Andreea Avramescu on Unsplash

In my last post, I discussed the variety of ways in which people process and cope with change. While change might excite and energize some, others may feel discouraged or frightened by it. This, of course, can depend on what type of change we’re dealing with, and the circumstances around it. It also depends on a person’s personality and ways of processing change.

These concepts can all be tied to Insights® Discovery, a science-based program which helps people become better acquainted with themselves, their personal tendencies, how they react or adapt to certain situations, and more. (See my last post for more information on the program.) Suffice it to say, we all have different methods for dealing with change, and some of that is driven by our personal attributes and inclinations.

No one is flawless when it comes to fielding change. We all have areas of improvement, but we also have areas of strength. To help others cope with change, I’d like to challenge you to think about your personal strengths and how they can be an asset. Let’s discuss some of the strengths you might have:

You’re Research- or Data-Oriented

If you’re the type who likes to have the full, evidence-based picture before proceeding, you can play into this strength to help facilitate change. During times of uncertainty, research and data can assist us by painting a better picture of a situation (whether for better or worse!). And that, in turn, can help people understand how to move forward.

When leaning into this strength, keep in mind that not everyone sees the world as you do, so it’s a good idea to present the data in a way that is easily understood and digestible.

Note: these traits are associated with “blue energy” on the Insights® Discovery color wheel.

You’re a Go-Getter

For some, change is exciting and energizing. It feels like an opportunity to create a new, better reality. Even if a situation may seem negative on the surface, someone with a go-getter personality will want to move forward, experiment, and try out the new normal. While it is often a good idea for gregarious types to slow down, consider repercussions, and examine the data, it is also a good thing to have this type of movement-focused energy.

To help others, it’s prudent to channel some of this energy into concrete actions. Pinpoint a few reasons to get excited about the change and/or discuss a few ways of implementing the change as effortlessly as possible. Alternatively, if a certain change seems wholly terrible, a go-getter will develop strategies to refute or rework the change into something better. In short, let your enthusiasm be contagious and propel positive change.

Note: these traits are associated with “red energy” on the Insights® Discovery color wheel.

You’re Empathetic and Big-Hearted

Some people are defined by being caring and empathetic, often placing others’ wellbeing before their own. These compassionate souls can help either facilitate a change or soften its blow by considering how certain people (or groups of people) will react to or be affected by the change. Since the world (and workplace) is comprised of all types of people with different background and beliefs, it is tremendously valuable to be able to think beyond yourself and put yourself in others’ shoes.

This way of thinking can lead to adapting plans that work for a wide array of people, OR personalizing strategies to cater to certain groups. Perhaps certain aspects of a certain change will work for specific people, while other aspects should be rejected or reconsidered. Whatever the case, those with empathy are well-equipped to lead people-centered actions.

Note: these traits are associated with “green energy” on the Insights® Discovery color wheel.

You’re Creative

Some moments require creative minds and out-of-the-box thinkers to take the lead. These personality types can examine a difficult situation and start thinking of ways to rework it, move around it, or reject it. Creative solutions can help people dealing with a major change OR they can help to reinvent/rethink the change so it works better for more people.

If we pair creative types with those who prefer to lean on evidence and research, we can create a powerful team that, in theory, balances data with innovative solutions.

Note: these traits are associated with “yellow energy” on the Insights® Discovery color wheel.

No matter your personality, you have the capability to help others deal with change. Whether you’re opposed to or supportive of the change, you have the power to navigate it, using your unique strengths and personality traits. Start thinking about your personal attributes as your superpowers!

BONUS: Insights® Discovery provides a chart for the four major personality types (color energies) to manage change. I encourage you to take a look:

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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