Finding Positivity in a Sea of Negative

Negativity is contagious. One sarcastic remark in a meeting can shift the tone of an entire room. A constant stream of bad news or complaints can chip away at hope and motivation. I’ve lived through seasons where negativity seemed to flood every corner of work — and it felt almost impossible to stay afloat.

But here’s the thing: positivity is contagious too. And while we can’t control others, we can influence the tone of our own mind, our teams, and even our families.

I’ve had to learn this the hard way. After a really difficult, frustrating meeting, I chose to send a quick message of appreciation to a colleague who had the courage to voice a dissenting opinion. Another time, I thanked a manager for raising a concern I had raised in the past, so I wasn’t left feeling like the only one. And honestly? Some days, the only thing I can find to be grateful for is the sunshine or that my car started. But even those tiny wins count — they keep me from being swallowed by the negative.

You know me by now — I’m not saying you should ignore the bad. Sometimes there’s a lot of it, and you need to be realistic. But it doesn’t hurt to also recognize the good, wherever you can find it.

For individuals:

Name the good, even if it’s small. Barbara Fredrickson’s broaden-and-build theory of positive emotions shows that intentionally noticing positive moments helps build resilience and creativity. Keep a running list of what’s working or what went right each day.
Limit “doom loops.” When conversations spiral into endless complaining, redirect with a question: “What’s one thing we could do about this?”

For teens:

Shift the focus. Encourage them to notice three positives each day (something fun, something they learned, something kind someone did). This aligns with Big Life Journal exercises that train kids to scan for good instead of only stress.
Choose your circle wisely. Gottman’s work on positive interaction ratios reminds us that social energy is contagious — teens benefit from supportive friends and peers.

For leaders & supervisors:

Model it. Fredrickson’s research shows leaders set the emotional tone for teams. Recognize effort publicly, balance critiques with genuine encouragement, and avoid letting negative voices dominate.
Create “positivity anchors.” Start meetings by naming recent wins, sharing gratitude, or highlighting team strengths. Even two minutes of intentional positivity can shift the energy.
Don’t dismiss the hard stuff. Positivity doesn’t mean ignoring challenges. It means acknowledging reality and reinforcing hope that progress is possible.

Positivity in the face of negativity isn’t naive — it’s courageous. It’s how individuals, teams, and organizations protect their energy and keep moving forward, even when circumstances are tough.