Assume Positive Intent

A significant advantage of working in a manufacturing environment is working with many people, diverse personalities, disciplines, and departments. Diversity doesn’t only refer to the color or ethnic background of the person; sometimes, it’s differences in point of view, ways of solving problems, and even motivations. When we are working in groups, it is the diversity that makes us better teams, better groups, and better companies. But diversity also can bring misunderstandings, misinterpretations, and misjudgments. 

I have often heard the phrase: “Assume positive intent.” It is a lovely sentiment but tricky to do when we are in the middle of a hectic manufacturing issue. In such situations, we tend to hastily draw conclusions, pass judgment, and prevent ourselves from considering alternative perspectives. Our minds may create a narrative suggesting that others don’t understand, care as deeply for the company as we do, or have the team or company’s best interests at heart.

Approaching situations with a calm mindset and applying emotional intelligence allows us to recognize that our colleagues are knowledgeable and possess a genuine passion for the company. With few exceptions, I have observed that a productive day’s work is sufficient motivation for performing well in the workplace.

Another critical component is the diverse backgrounds and information each individual brings. For example, I’m a microbiologist, which gives me an edge in Food Safety, Environmental Monitoring Programs, and Sanitation Verification. Others are more mechanically inclined and understand how food manufacturing equipment works. Others are better communicators and can fully explain the ideas that they want to share.

Throughout my journey, I've explored various personality tests like the Myers-Briggs Type Indicator, Coach Wooden Leadership Styles, DISC, Emotional Intelligence tests, and StrengthsFinders. Each assessment has its unique value, aiding in self-awareness and enhancing our understanding of others. As I delved into self-reflection, I found myself asking probing questions: What perspectives drive their actions and beliefs? Why do they exhibit unwavering positivity, negativity, or enthusiasm toward certain subjects? What motivates their tendency to sow seeds of doubt, and why do they shy away from offering solutions to problems? As I continue to grow more attuned to myself, I find that my ability to understand the complexities of others and offer more empathy is greatly enhanced.

In her book Dare to Lead, Brene Brown defines the value of ‘assume positive intent’ as “extending the most generous interpretation possible to the intentions, words, and actions of others.” Imagine if we could consistently apply this mindset toward others and the great things that could happen if they did the same for us. Here are some pointers:

• State the problem in a neutral, non-accusatory way. Often the “Why-Why” exercise can turn into a “Who-Who.” Try to avoid that. 

• Ask questions that encourage the person to talk openly. Avoid leading questions. 

• Be clear that you want to work together to find a solution. Use terms like “we,” “us,” “partners,” “Cooperation,” and “collaboration.” Use sentences like “Let’s brainstorm some ideas together” or “How can we work together to address this issue?” and try to stay away from “me,” “I,” and “you.”

Remember — to assume positive intent means to believe in the best version of people. If you ever feel yourself jumping to conclusions about someone’s intentions, remind yourself that the person can’t be at their best if you constantly doubt their abilities. “By embracing the principle of assuming positive intent, we open ourselves up to a world of understanding, collaboration, and shared success, fostering an environment where the true potential of individuals and teams can thrive.”

“Everyone you meet is fighting a battle you know nothing about. Be kind. Always.”