5 Tips for Leading with Good Intentions

In today’s complex workplace dynamics, assuming good intentions can serve as a foundation for building trust and collaboration. It is also crucial to balance this approach with accountability to prevent yourself or others from excusing poor behavior. Understanding when to apply this mindset can lead to healthier relationships and improved performance.

Assuming good intentions means approaching interactions with the belief that colleagues are acting with positive motives. This mindset can defuse conflicts, promote empathy, and create a more positive work culture. 

Beyond the qualitative, there are quantitative benefits as well. According to SHRM’s research report, 2024 Talent Trends, 59% of organizations reported that a positive workplace culture was among the reasons they experienced ease of recruitment for full-time regular positions in the last 12 months.

3 Common Scenarios

1. Imagine a manager who receives an email from an employee that seems curt and uncooperative. Instead of jumping to conclusions, the manager chooses to believe the employee may be under stress or rushed and initiates a face-to-face conversation to clarify the issue. The employee appreciates the chance to explain their situation, and the misunderstanding is resolved, strengthening their relationship.
   
   
2. Consider a situation where an employee misses a project deadline, affecting the team’s progress. Rather than reprimanding the employee immediately, the manager asks about any obstacles or challenges the employee might be facing. The employee reveals they were struggling with a personal issue, and the manager offers support and resources, leading to improved performance and loyalty.
   
   
3. Envision two team members who have differing approaches to a project, leading to tension. By encouraging open communication and emphasizing that both members have valuable perspectives aimed toward the project’s success, the team leader helps them find common ground and develop a more innovative solution together.

Why It Matters 

There are many benefits to approaching the workplace with the attitude that others have good intentions. By giving the benefit of the doubt, you can build trust and strengthen relationships. A positive mindset fosters a cooperative atmosphere, which enables better teamwork, minimizes misunderstandings and conflicts, and leads to a more harmonious workplace.  

Potential Pitfalls

If not balanced with accountability, assuming good intentions might lead to excusing repeated bad behavior or poor performance. It is crucial to address issues as they occur and set clear expectations to maintain standards and productivity.

5 Actionable Tips

Assuming good intentions is both a mindset and a skill that can be cultivated through training. HR leaders can implement workshops on effective communication, empathy, and conflict resolution. Encouraging a culture of regular feedback and open dialogue helps reinforce positive behaviors. Leaders should also model the behavior they wish to see, demonstrating trust and empathy in their interactions.

A “trust but verify” approach can be effective in balancing good intentions with accountability. Here are five tips to make this approach actionable:

1. Set Clear Expectations: Clearly define roles, responsibilities, and performance standards for employees. Make sure everyone understands what is expected of them.
2. Monitor Performance: Regularly review employee performance and provide constructive feedback. This ensures that employees are aware of their progress and areas for improvement.
3. Address Issues Promptly: When issues or conflicts arise, address them directly and fairly. Balancing empathy with accountability ensures that problems are resolved without fostering a culture of complacency.
4. Encourage Open Communication: Create an environment where employees feel comfortable sharing their challenges and concerns. Open communication helps prevent misunderstandings and promotes a supportive workplace.
5. Lead by Example: Demonstrate the behavior you wish to see in your employees. Show trust, empathy, and accountability in your interactions to set a positive example.
    

By integrating the principle of assuming good intentions with a structured approach to accountability, HR leaders can navigate the complexities of workplace dynamics and create an environment where employees feel valued, supported, and motivated to perform at their best.

Lucinda Smith is an executive coach and advisor, as well as a SHRM Executive Network executive advisor. Previously, she was a senior executive at AGCO Corporation.