Assuming the Best About Others is Hard—But Necessary - HBR IdeaCast Recap

Podcast: HBR IdeaCast

Published: 2026-02-24

Duration: 29 min

Summary

In this episode, the hosts discuss the importance of adopting a positive intent mindset to foster better workplace relationships and enhance collaboration. Professor Amir Kaise argues that assuming others have good intentions can lead to improved trust and engagement, ultimately benefiting both individuals and organizations.

What Happened

Allison Beard and Adi Ignatius kick off the episode by addressing the challenges of working with individuals whose views clash with our own. They introduce their guest, Professor Amir Kaise from Trinity University, who emphasizes the need for a positive intent mindset at work. Kaise explains how negativity in the current social climate seeps into workplaces, causing employees to assume negative intentions about their colleagues, which in turn diminishes trust and collaboration.

Kaise shares insights from his research, highlighting that when employees assume negative intent, their well-being suffers, leading to a toxic work environment. He argues that leaders play a crucial role in modeling this mindset, stating that positivity breeds positivity. By assuming that others are trying their best, leaders can create cycles of trust that ripple throughout their organizations. Kaise also addresses the misconception that being vigilant equates to success, proposing a balanced approach of 'accountable positivity' where leaders can check in on intentions while maintaining high standards of accountability.

Key Insights

• Assuming positive intent can enhance workplace collaboration and trust.
• Negativity from the external environment affects employee engagement.
• Leaders who model a positive intent mindset create organizational trust.
• Accountable positivity balances optimism with the need for accountability.

Key Questions Answered

How does negativity impact employee engagement?

According to Amir Kaise, negativity in the workplace is exacerbated by societal influences like social media and news, leading employees to assume negative intentions about their coworkers. This perception results in diminished engagement and collaboration as employees feel distrustful and unhappy at work. The overall negativity can create a toxic atmosphere, further disengaging employees and impacting morale.

What is the positive intent mindset?

The positive intent mindset encourages individuals to assume that others have good intentions, even when their behavior may not align with those expectations. Kaise emphasizes that this approach does not mean ignoring bad behavior but rather starting with a presumption of goodwill. This mindset can lead to improved interactions and relationships at work, fostering a healthier collaborative environment.

How can leaders foster a culture of trust?

Leaders can foster a culture of trust by embodying a positive intent mindset and demonstrating accountability. Kaise notes that when leaders approach others with the assumption that they are trying their best, they set the tone for the organization. This creates what he terms 'cycles of trust,' where positivity proliferates, leading to enhanced collaboration and engagement among team members.

What is accountable positivity?

Accountable positivity is a concept introduced by Kaise, which involves assuming positive intent while also checking in with others to ensure accountability. This approach allows leaders to maintain high standards without falling into naivety. By starting with a question about others' intentions and then confirming those intentions, leaders can create a balanced work environment that promotes trust and accountability.

Why do we often assume negative intent?

Kaise explains that there are psychological factors at play that lead individuals to default to assuming negative intent. Evolutionarily, humans may have been conditioned to view unfamiliar entities as threats, which has carried over into modern interactions. Additionally, the fundamental attribution error causes people to judge others by their actions rather than their intentions, which can further skew perceptions in the workplace.