Impact of forced optimism on trust

Why Good Vibes Can Be Bad for Your Team: Avoiding Toxic Positivity I love optimism. I believe in resilience. And I’ve seen firsthand how a positive mindset can help teams push through the toughest of challenges. But I’ve also learned that positivity, when forced or misplaced, can sometimes do more harm than good. We’ve all experienced it - someone shares a struggle, and the response is: ✨ “Stay positive!” ✨ “Everything happens for a reason.” ✨ “It could be worse!” Whilst well-intended, these phrases dismiss real emotions, making people feel unheard, invalidated, or even guilty for struggling. In the workplace, this can manifest as: 👉 Ignoring challenges – Brushing off legitimate concerns without addressing root causes. 👉 Forcing enthusiasm – Expecting unwavering energy, even when people are overwhelmed. 👉 Minimizing struggles – Responding to anxiety instead of offering real support. 👉 Shutting down honest conversations – Making people feel like expressing doubt or frustration is a weakness. In my leadership team meeting this week we discussed the importance of confronting reality in order to build trust. Stephen Covey, in The Speed of Trust, writes: "People don’t trust leaders who are unwilling or unable to acknowledge the truth.” Blind optimism erodes trust just as much as negativity. When leaders avoid hard conversations or downplay struggles, teams start to feel disconnected from reality. A Personal Reflection As we approach go-live for an upcoming organizational change, I’ve had a number of conversations regarding concerns about feeling uncertain and disconnected in the new team dynamic. The easy response would have been, “Let things settle. It’ll be ok. Change is always tough at first.” But I knew that wouldn’t help. Instead, I acknowledged their discomfort: “I hear you. This is a shift for you and it makes sense that it feels unsettling right now. What’s been the hardest part for you?” Instead of forcing positivity and dismissing their concerns, we had an open conversation about what they needed to feel more anchored. How Can We Do Better? ✅ Acknowledge the struggle. Instead of rushing to fix things, try: “That sounds tough. How can I support you?” ✅ Balance optimism with realism. Hope is powerful, but so is honesty. “This is hard, AND we will get through it” is stronger than “It’s fine, don’t worry.” ✅ Create space for real talk. Encourage open conversations where people feel safe sharing challenges without fear of judgment. ✅ Model vulnerability. Leaders who admit when they’re struggling set the tone for a culture that values authenticity over perfection. The best teams don’t just celebrate successes - they acknowledge struggles, navigate challenges together, and create environments where people feel seen and supported. Real strength isn’t about pretending everything is always fine. It’s about facing reality, together. How are you ensuring that positivity in your organisation is empowering, not dismissive?

I wrote this piece for Forbes to shed light on a leadership trap that’s easy to fall into—and hard to spot: toxic positivity. When leaders over-index on optimism, they can unintentionally silence hard truths, discourage honest feedback, and create cultures where people feel pressure to "stay positive" even when things aren't okay. It’s not about being negative—it’s about making space for the full human experience at work. That’s where real trust, resilience, and innovation live. https://lnkd.in/gXn-7Y4z

7 ways positivity can be TOXIC - And how it harms your team: When positivity becomes forced or dismissive, it stops being helpful— It becomes toxic. Here are 7 ways toxic positivity is hurting your team: 1. It shuts down real conversations. When concerns are met with “Just look on the bright side,” people feel unheard and stop sharing. 2. It invalidates emotions. Telling someone to “stay positive” dismisses their struggles and creates disconnection. 3. It adds unnecessary pressure. Forcing positivity makes people feel like they’re failing if they can’t stay upbeat all the time. 4. It creates a culture of avoidance. Ignoring challenges instead of addressing them prevents growth and problem-solving. 5. It damages trust. If leaders dismiss struggles with empty positivity, team members lose faith in their ability to empathize. 6. It leads to burnout. Masking real stress with forced optimism piles on pressure and delays real solutions. 7. It discourages accountability. Saying “It’ll all work out” avoids addressing real mistakes or issues that need fixing. True leadership means balancing optimism with honesty and empathy. Support your team by creating space for honest conversations. Positivity is powerful— But only when it’s authentic and balanced with action.  Have you ever experienced toxic positivity? 💫Repost to help others 🌻Follow Cassie Lincoln for more insights

Leaders, the biggest threat to your culture may be the sentence, “We’re fine.” Forced positivity hides missed deadlines, quiet resignations, and the fear no one names. When a team sees the mask but can’t mention the cracks, trust evaporates. This article breaks down how fragile ego and the need to look good - destroys real progress, and what to do instead.