**What defines positive leadership?**

In a world often mired in negativity, many executives are seeking the answer to this question. A recent study focused on energetic, optimistic management teams reveals that positive leadership extends beyond mere productivity or success. It involves senior leaders uniting around a shared ambition for growth.

Working with colleagues from the Henley Centre for Leadership Africa at Henley Business School Africa, we examined examples of positive leadership in South African firms. We interviewed 64 senior leaders and seven executive committees and senior management teams. Our findings confirm broader patterns of positive leadership seen across various African countries.

We explored three main areas: the drivers of positive and negative dynamics, the achieved goals and future aspirations, and the personal significance of being in a senior management role.

Many leaders we spoke with viewed their roles as either positive and rewarding or as challenging but unavoidable. These experiences can coexist and influence each other. While senior management can foster personal growth beyond the business context, it can also entail stress and sacrifices in one's personal life.

Here are five practical lessons from our study that can assist, challenge, and support managers worldwide, particularly those aiming for positive, optimistic, and successful leadership:

1. **Think together to stick together.** Our study highlighted the importance of shared behaviors, emotions, and thinking patterns in building positive executive teams. The companies we studied engaged in activities aimed at shared goals, allowing employees to give constructive feedback on tasks and solutions. Despite pressures, there was a strong shared desire for the company's success and an enthusiastic outlook.

2. **Invest in training.** Skilled employees benefit the company and keep leaders and other employees happy and fulfilled, reducing turnover. Emphasizing learning and development programs is crucial for the firm's growth.

3. **Balance independence and interdependence.** Flexibility in roles fosters a positive dynamic, allowing strong individuals to contribute as part of a collective team. Clarity about complementary strengths and interdependence ensures a collective sense of direction and common purpose.

4. **Focus on solutions in times of stress.** The executives we spoke to faced stress and conflict like everyone else but stood out in their ability to stay focused on tasks without resorting to intimidation. They emphasized identifying factors contributing to negative dynamics, such as challenges in decision-making, conflict avoidance in meetings, and subgroup dominance.

5. **Be open to feedback.** A strong culture of self-reflection was evident among the firms we studied. They acknowledged challenges and learned from mistakes. Being receptive to feedback and prioritizing relationship-building were crucial. Some companies even used external mediators to address blind spots and overcome tensions.