The Best Things I Learned in Training: Assuming Positive Intent

A Leader’s Superpower

Assuming positive intent (API) is a powerful mindset shift that leaders can adopt to create more trusting, productive environments. At its core, API means choosing to believe that your colleagues and team members act with good intentions, even when their actions seem confusing or frustrating. This practice isn’t about being naive or overlooking performance issues but about starting interactions with an open mind, which leads to better communication, stronger relationships, and more creative problem-solving.

Benefits: API can reduce misunderstandings and conflict, as it helps us see beyond the immediate situation to the bigger picture. Leaders who assume positive intent are often perceived as more empathetic and trustworthy, which fosters loyalty and a collaborative culture. It’s a way to set the tone for respectful interactions and keep morale high, even during challenging times.

How To:

1. Begin by pausing: When you feel frustrated and ask yourself, "What might their good intention be?" Then, approach conversations with curiosity—invite team members to share their perspective. In meetings, try verbalizing positive assumptions, like saying, “I know you’re bringing this up because you care about the project’s success.”

2. Ask Clarifying Questions: When you’re unsure of someone’s actions or decisions, instead of jumping to conclusions, ask open-ended questions like, “Can you walk me through your thought process here?” or “What were you hoping to achieve with this approach?” This gives the other person a chance to explain and often uncovers intentions that weren’t initially clear.

3. Reframe Assumptions in Real-Time: If a comment or action feels negative, try mentally reframing it by considering a positive angle. For example, if a team member seems critical, reframe it as “They’re passionate and want to make this project better.” This simple shift can help keep your response calm and constructive, rather than defensive.

4. Model API in Feedback Sessions: In one-on-ones, explicitly practice API by expressing confidence in your team member’s intentions. For example, say, “I know you always want what’s best for the team,” before addressing a performance issue. This approach helps team members feel respected and understood, making them more open to constructive feedback.

Pitfalls: Assuming positive intent isn’t an excuse to avoid tough conversations. Sometimes, people do make mistakes or act out of alignment with the team’s goals. API works best when paired with accountability. It’s also important to recognize when a pattern of behavior consistently undermines trust; in these cases, API should guide you to engage constructively, not ignore issues.

In practice, assuming positive intent opens the door to deeper connections and more effective leadership.