Create a Positive Climate Competency Domain

Domain Summary

Leaders create a positive climate by analyzing team climate, earning trust, treating people with respect, enforcing accountability, encouraging people to have fun, demonstrating character, and managing expectations. High morale is a consequence of creating a positive climate. Creating a positive climate is essential for building resilient teams. The Create a Positive Climate competency domain is assessed for RBLP. RBLP-C, and RBLP-T certification.

Create a Positive Climate Leader Tasks:

Task 1: Analyze team climate.

Climate is about the shared perceptions and attitudes of team members. A team’s climate can change quickly, for better or worse, based on the actions of team members and leaders.
Positive climates are characterized by positive emotions. In a positive climate, people are more flexible, creative, and open to new ideas. Positive emotions help people cope with stress.
People that work in a positive climate are more likely to develop cohesion and find purpose in the work that they do. Creating a positive climate sets the conditions for team learning.
High morale is a consequence of creating a positive climate. People that work in a positive climate are more resilient.

Task 2: Earn trust.

People are more willing to accept the influence of leaders that they trust. Because people are naturally skeptical of their leaders, it takes time for leaders to earn trust.
When people perceive leaders as trustworthy, it inspires positive emotions and attitudes. Trust mitigates feelings of uncertainty and stress.
People trust leaders that are authentic and have integrity. Being competent and confident also earns trust.
People are more willing to take creative risks when they trust their leaders. Teams that trust their leaders are more effective at solving problems and overcoming challenges.

Task 3: Treat people with respect.

When leaders treat people with respect, it improves job satisfaction, engagement, and productivity.
Leaders are respectful when they value the opinions of team members. Active listening is a show of respect.
Leaders are respectful when they recognize the hard work and contributions of team members.
Leaders are respectful when they embrace diversity. Being fair, consistent, and inclusive is a show of respect.

Task 4: Enforce accountability.

Enforcing accountability requires that standards for workplace conduct, performance, and learning are clearly communicated to the team.
Leaders must hold themselves accountable. Leaders set the example for accountability by showing people “what right looks like”.
When people learn from their mistakes, they are being accountable. A workplace without accountability is undisciplined and chaotic.
Leaders should enforce accountability fairly and consistently. In most cases, enforcing accountability is about correction and not punishment.

Task 5: Encourage people to have fun.

Having fun at work encourages camaraderie and builds social bonds. Having fun fosters collaboration and creativity.
Having fun at work encourages job satisfaction, engagement, and productivity. A fun work environment helps to recruit and retain the best people.
Having fun at work helps people relax and take a mental break from the challenges they face. Humor and laughter are effective coping mechanisms against job stress.
Leaders can encourage people to have fun at work by allocating time and resources accordingly.

Task 6: Demonstrate character.

A leader’s character will make or break their reputation. People will not give 100% of their efforts to leaders that lack character.
Moral courage, empathy, humility, and honesty are the “must have” components of character for leaders.
Demonstrating character is the best way to lead by example. Moral courage and honesty earn trust. Humility and empathy show respect.
Ethical challenges are a regular source of adversity in organizations. People of character handle stress better.

Task 7: Manage expectations.

Plans rarely go as expected. Managing expectations helps people maintain a sense of control in the face of adversity.
The sense of control that comes from managing expectations is empowering and leads to more effective problem-solving.
Being mentally prepared for the unexpected enables proactive coping by enabling people to find coherence and predictability in adversity.
Being pragmatic and prepared for bad outcomes doesn’t make someone a pessimist. Instead, when people see that challenges are manageable, it helps them remain optimistic and hopeful.

Supporting Knowledge:

Know the relationship between culture and climate.

Know the relationship between climate and morale.

Know why earning trust creates a positive climate and builds collective resilience.

Know how to earn trust.

Know the relationship between authenticity and earning trust.

Know why treating people with respect creates a positive climate and builds collective resilience.

Know how to treat people with respect.

Know the relationship between inclusion and treating people with respect.

Know why enforcing accountability creates a positive climate and builds collective resilience.

Know how to enforce accountability.

Know why encouraging people to have fun creates a positive climate and builds collective resilience.

Know how to encourage people to have fun.

Know why demonstrating the character traits of moral courage, honesty, humility, and empathy creates a positive climate and builds collective resilience.

Know how to demonstrate the character traits of moral courage, honesty, humility, and empathy.

Know why managing expectations creates a positive climate and builds collective resilience.

Know how to manage expectations.

Know why creating a positive climate builds resilience.

Know how to create a positive climate.