Health is contagious: here’s how to pass it around


[vimeo id="103732758"] You know, the workplace culture and atmosphere depend largely on the attitude that people choose to bring with them. You can definitely tell a difference between a “can-do” and “won’t-do” work place. The organizations that encourage positive “can-do” cultural trends will be more productive, while others that don’t operate in a positive culture will remain stuck in the same old routines.

The questions is however, can you change a poor work environment? Can you really be a game changer in an organization? I think so, and here are a few ways you can do exactly that.

First, have a positive outlook on challenges. Problem solvers create healthy trends in organizations. Most people will run from problems or they will just ignore them. However, if you choose to be a solution-oriented person, I guarantee that you will stick out as a leader. Leaders view problems as opportunities to accomplish something great. The leaders of organizations know that problems will surface and they want those “can-do” people on their team.

Second, look out for the well being of others. People who are looking out for their teammates create positive trends in organizations. These people are the glue that holds teams together in challenging times. They may not be the CEOs, but at that time, they’re the ones that people count on because they’re looking out for their teammates. If you share the credit of victories with your team and take a little more of the blame than you deserve, you’re establishing yourself as teammate that ensures the success of everyone – together.

Third, expect to make a difference. People who show up to make a difference will turn around the negative cultural trends in organizations. Don’t just show up to punch a time card, but come with an attitude of excellence. Believe that your work is actually making a difference in the lives of the people you serve. This enthusiasm will be a hallmark example in your workplace. It will inspire others.

Fourth, believe in the people on your team. This is not just about believing, but it’s about empowering people. If you believe in the potential of your teammates, then you have to allow people to do their part for the project. Many people say that they believe in their team, but won’t let the team do their part. Insecure leaders are micromanagers and extremely territorial while confident leaders just get out of the way. Believe in your team and let them do what you hired them to do.

Thanks for checking out my blog today. If you have some ideas that you would to add to this list, please feel free to let me know. You can post comments below. Thanks again and have a great day!