Leadership Development for Complaining at Work: The Art of Expressing Discontent

Complaining at Work

Are you working in a company or law firm where leaders recognize the value of people expressing discontent? How do leaders in your company or law firm handle employees complaining? One of the most powerful questions one can ask is “Does our company culture encourage leaders to immediately address the complaints of workers?” Emotionally intelligent and socially intelligent leaders create a culture that encourages open communication and discourages unproductive complaining.

What are people complaining about in your organization?

The objects of disaffections may vary but griping is always in season at work. When things go from bad to worse the discussions end up in the manager’s office. When they don’t, they form an undercurrent of discontent and resentments that is counter-productive.

People spend vast amounts of time complaining. They invest amazingly creative energies coming up with clever ways of expressing their discontent. No matter how sophisticated, however, a complaint is unpleasant to listen to. It can instill an aura of negativity and un-productivity. It becomes contagious. At its worse, it poisons relationships and sabotages team efforts.

We all complain, no matter what our position. No matter what the particular content of complaints, it turns out that most of us have an experience at work that we perceive as obstructing our own well-being, growth and development.

This conversation about what we can’t stand is so universal it goes unrecognized and accepted as normal. Obviously we recognize complaints from others more so than from ourselves. Complaining grows like a weed. The problem is that it does not usually lead to changing anything.

To be fair, complaining may help people let off steam. It can also create alliances and support because one realizes they are not alone. But it rarely accomplishes more than this. It doesn’t transform anyone or anything. It often leaves people feeling worse by virtue of the negative feelings that flourish.

Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become a leader who creates a positive culture that minimizes unproductive complaining. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become happily engaged and aligned with the vision and mission of your company or law firm.

I am currently accepting new executive coaching and career coaching clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to [email protected]