I had an awesome conversation earlier this week with a principal and assistant principal. Both are somewhat newer to their campus but not in their first year. They reached out wanting to talk about culture building in their school, having seen me speak at an event this summer. Our conversation quickly made its way to that small faction of staff who always seem to have something negative to say, to share by email, or who just love (it seems) to make everyone else miserable.

Negativity can be a significant roadblock in a school’s journey toward achieving its mission and vision. As a principal, you’re not just managing day-to-day operations—you’re cultivating a culture where students and staff can thrive. But when negativity shows up, whether through complaints, unhelpful emails, or resistance to change, it can harm morale and disrupt your efforts. Here are three key strategies to address negativity head-on and maintain a positive, mission-driven environment.

1. Anchor Discussions in the Mission and Vision

One of the most effective ways to counter negativity is to continually refocus conversations on your school’s mission and vision. When people are resistant to change, express doubt, or focus on obstacles, remind them of the larger purpose driving your work. Questions like these can be powerful:

• “How does this concern relate to our core mission?”
• “In what ways can our vision guide us in addressing this challenge?”

Framing discussions in terms of the mission and vision not only shifts the focus from problems to possibilities but also helps people see the bigger picture. When everyone is anchored in a common purpose, negativity has less room to take root. Over time, consistently connecting decisions and actions back to your mission and vision helps build a culture where positivity and progress are prioritized.

2. Set Clear Expectations for Communication and Accountability

Emails and other written communication can be especially harmful when they carry a negative tone. As a leader, it’s crucial to set clear expectations for how staff should communicate, particularly when addressing sensitive topics or providing feedback. Establish guidelines that encourage constructive, solutions-focused dialogue:

• Promote the use of solution-oriented language, where concerns are paired with suggested actions.
• Encourage staff to address issues in person or via phone rather than through email if they involve sensitive or emotionally charged topics.
• Model these practices yourself by responding calmly and purposefully, even when faced with negativity.

Additionally, hold staff accountable for following these guidelines. When someone sends an email that undermines the culture, meet with them privately to discuss how their communication could be more aligned with your shared values. By setting and reinforcing these expectations, you can create an environment where negativity is less likely to spread through written communication.

3. Confront Negative Talk with Curiosity and Compassion

When someone expresses negativity—whether in meetings, informal conversations, or through passive-aggressive comments—address it promptly and directly. Instead of responding defensively or avoiding the issue, approach the person with curiosity and compassion. Ask questions like:

• “I noticed you’ve raised concerns about this. Can you help me understand what’s behind those feelings?”
• “It sounds like there’s some frustration here. What can we do to address this together?”

By seeking to understand the root cause of their negativity, you not only validate their feelings but also create space for constructive dialogue. Often, negativity stems from fear, misunderstanding, or feeling unheard. Your willingness to listen and engage with these concerns can defuse tension and turn a potentially toxic situation into an opportunity for Growth.

Bonus – Proactive Leadership Tip:

I am asked often how you address the negative people in a proactive way. I recommend being intentional with your time and communication with them. I had 5 (yeah FIVE) on my campus as a principal. I regularly spent time with them in their rooms (when kids were not there) to get their input and ideas. Often, those who are negative simply want to be heard. So, ensure those individuals have had a chance to be heard. (remember, being heard and getting your way are NOT the same thing).

Conclusion

Negativity in the workplace is inevitable, but how you address it can make all the difference in your school’s culture. By approaching negative talk with curiosity, setting clear communication expectations, and continually anchoring discussions in your mission and vision, you can turn these challenges into opportunities for growth and alignment. As a principal, your leadership in this area sets the tone for the entire community. Lead with Clarity, compassion, and a relentless commitment to your school’s purpose, and you’ll find that even negativity can be transformed into something that propels your mission forward.

Have a #RoadToAwesome week

Darrin

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Tune in this Sunday to “Leaning into Leadership” where I welcome in Jonathan Alsheimer, author of the new book “School of Engagement: 45 Activities to Ignite Student Learning”.

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Darrin Peppard Dr. Darrin Peppard

Dr. Darrin Peppard is an author, leadership coach, consultant, and speaker focused on organizational culture and climate, and growing emerging leaders. Darrin is the best-selling author of the book Road to Awesome, and is the host of the Leaning into Leadership podcast. As a ‘recovering high school principal’, Darrin shares strategies and lessons learned from 26 years in public education to help leaders gain clarity, find joy in their work, and walk in their purpose.