The Steps of Positive Thinking:

The Steps of Disputation

1. Evidence: Here you want to attempt to get a good dose of reality. What are the facts in the matter. In the example I just gave the evidence is that three team members are still with me and who are prospering well under my leadership. The key at this stage is to adopt the role of detective "What is the evidence for this belief?" They key is to avoid catastrophizing what has just occurred and search out real evidence.


2. Alternatives: What could be all the possible contributing causes and focus on those that are temporary and specific rather than permanent and pervasive. For example if you failed a test it might have been because you were tired or didn't study hard enough, rather than you are not smart enough. The key is to ask yourself "Is there a less destructive way to look at this?".


3. Implications: If the facts are that reality says your beliefs are true then the most powerful thing you can do is to decatastrophize. You need to say to yourself "What does it imply?" How likely is the worst-case scenario. If you failed an examination does that mean you will never get a job? If one person resigns does that mean that you will never grow this business? At this point go back and search out the evidence


4. Usefulness: Sometimes the consequences of holding a belief matter more than it's truth. Is the belief destructive? The response "I'm no good" is the recipe for giving up completely. A good tactic is to detail all the ways you can change for the future. Get coaching in this area

Example of the Steps of Positive Thinking in action
Adversity: One of my team members just resigned, quoting family reasons

Beliefs: It's because I'm not a good leader that she left. If I had been more inspiring she would have stayed with me. I'm no good at this, maybe I'm just not cut out to be a leader, running my own business.

Consequences: I feel lousy, and sad and thought about giving away trying to build the business.

Disputation: Hang on. I have three other team members who are still with me and who appear to be happy that they are on the team. Maybe the reasons she gave were true and really did have nothing to do with me. Maybe her needs were different from what she had said they were. One team member resigning does not mean that I'm not meant to build this business. As I keep improving my leadership skills I'll be able to attract and retain people in my team. I'll get my coach to help me more in this area.

Energization: I feel much better, more focused and calm. I was able to put my energy into improving my leadership capability. I even feel more reconnected to my dreams and goals for this business.

Let's say:

Adversity: You've just been told of a major change in the way in which you work, which many people fear

Now you work with your team to help them list some of the thoughts and beliefs that are experiencing

Beliefs: This should never have happened, it's not right, this is a crappy place to work, they don't care about us, I hate working here, I'm glad we've still got jobs,

Now talk to your team about the consequences of holding on to these negative emotions:

Consequences: Anger and resentment, internal conflict, uncertainty, increased sick leave, not speaking to managers, poor communication, sadness, not wanting to come to work, sabotage

Now you lead your team through a disputation process, looking at other options on how they could respond, the usefulness of the beliefs they are carrying

Disputation: Sometimes our old way of working has been ineffective and caused us to work harder than we could, it seems we are going to get a lot of training and support to make sure we understand the new way of working, it will mean that we can ensure the security of the company and our jobs for a longer time because we become more competitive, it will be better for our customers in the long term, when we have had changes in the past our team mates have always helped each other and they will surely do the same this time

If you facilitate this process well, you may find your team members begin to laugh at some of their debilitating thinking. Ask your team to create a list of the new behaviours and thoughts they may want to hold to feel more energized by this change:

Energization: New behaviors might include: Take responsibility for learning your part of the change process, be understanding that sometimes communication may not occur in the way that you'd hope, look for ways to help make the change as seamless as possible.

Continue to reinforce the new thoughts and behaviors with your team (collectively and individually) and you should find that they will remain energized.