Today in this post I will briefly share with you the origins of this methodology and its main principles.

Positive Discipline is an internationally recognized program that has helped millions of people in 70 countries to be effective leaders in their homes and schools, promoting mutual respect and dignity among all people.

But… Can this model be applied to the work environment?

The answer is a resounding yes

and, in addition, the benefits are incredible in terms of collaboration and productivity.

SPREAD POSITIVE DISCIPLINE IN YOUR TEAM AND BECOME A COMPANY WITH VALUE AND PURPOSE.

But what exactly is Positive Discipline?

Positive Discipline is an educational model based on the psychology of Alfred Adler and Rudolf Dreikurs, two Austrian psychiatrists of the 20th century. Years later, two American psychologists (Dr. Jane Nelsen and Lynn Lott), wrote books on Positive Discipline, created training manuals and took charge of systematizing the model and disseminating it. Undoubtedly, this method can be used by mothers and fathers, teachers, couples and business leaders. Their goal: to create responsible and respectful relationships in their communities.

We already know that, in companies, what is important and what adds value are the people who work in them. So we may have many doubts:

• How can we get to know our team better?
• How to encourage participation and collaborative teamwork?
• How do we empower our team?
• And implement a set of tools based on mutual respect that strengthen interpersonal relationships?
• How to foster active listening, connection and empathy among people in the organization?
• How to promote a solution-focused approach to conflict management?

The answer seems obvious, implementing its basic principles and using its tools.

Value and Purpose: Building Companies with Positive Discipline

Positive Discipline is a powerful tool for building valuable companies with purpose.

It is not just about implementing principles of respect and collaboration, but about creating an organizational culture where each person feels connected to a greater purpose.

Through Positive Discipline, companies can foster an environment where employees not only fulfill their responsibilities, but also feel inspired to contribute to their full potential. This is achieved by aligning company values with daily practices that promote dignity, mutual respect and the constant search for solutions.

Thus, Positive Discipline not only improves internal dynamics and productivity, but also strengthens the collective purpose, allowing the company to grow in a sustainable and meaningful way, with a clear focus on what really matters: people and their relationships.

The 6 principles of positive discipline

Positive Discipline is based on 6 principles:

• Horizontal relationships.
• Connection and sense of belonging
• Long-term education
• Animate and cork
• Both kind and firm at the same time
• Viewing mistakes as wonderful learning opportunities

Horizontal Relationships

In a company with horizontal relationships, all employees, regardless of their position, have the same rights and are treated with equal respect. This implies communication on the same level, where everyone’s opinions are valued, and there is no hierarchy that limits active participation.

Examples:

• In team meetings, make sure everyone has the opportunity to speak up and share their ideas, regardless of their position. A leader can encourage this by soliciting input directly from quieter members.
• Implement 360-degree feedback sessions where everyone from the CEO to entry-level employees can give and receive constructive feedback.
• Create open work spaces or integration activities where interaction is natural between people from different departments and levels.

2. Connection and Sense of Belonging

This principle focuses on making employees feel valued and an integral part of the team. Feeling connected and part of the group increases motivation and job satisfaction.

Examples:

• Involve employees in decision making, especially those that affect their direct work. For example, allow teams to choose the tools or work methods that work best for them.
• Organize team building activities that are not only fun, but also meaningful, such as personal development workshops or community volunteering.
• Celebrate successes, both individual and collective, and publicly recognize the contributions of each person.

3. Long Term Education

Instead of quick fixes or temporary solutions, this principle promotes long-term development strategies. It involves investing in the training and continuous growth of employees to equip them with useful and lasting skills.

Examples:

• Implement mentoring programs where employees can learn from more experienced colleagues and develop skills over time.
• Offer professional development opportunities, such as courses, certifications or training in new technologies and methodologies relevant to the company.
• Establish personal and professional development goals in performance evaluations, ensuring that employees see a clear growth path within the company.

4. Animate and Corkscrew

Motivation is more powerful than praise alone. This principle seeks to empower employees not only by recognizing their achievements, but also by encouraging them to overcome challenges and grow.

Examples:

• Instead of saying “Good job” in a generic way, mention specifically what the person did well and how he or she contributed to the success of the team.
• Use coaching rather than directing, asking how they think they can improve or what support they need to reach their goals.
• Recognize and celebrate efforts, not just results. For example, recognize someone who took on a difficult challenge or showed persistence in a complicated project.

5. Kindness and firmness at the same time.

Boundaries are necessary, but they must be applied in a respectful and empathetic manner. This principle balances the need for firmness in management with the importance of maintaining a kind and considerate manner.

Examples:

• When a performance issue arises, approach the conversation with empathy: “I understand it may have been complicated to accomplish this task, how can we solve it together?”
• Clearly define expectations and consequences in a positive manner, emphasizing that boundaries are there to support both the individual and the team.
• Use questions to engage the employee in the solution, such as, “What do you think about trying this option? How do you think you could address this challenge?”

6. Viewing Mistakes as Opportunities to Learn

Mistakes should not be seen as failures, but as opportunities to learn and improve. This approach fosters innovation and continuous growth within the team.

Examples:

• It implements a “fail fast, learn faster” policy, where mistakes are openly discussed and analyzed to identify key learnings, rather than looking for culprits.
• Organize project review meetings where not only successes but also mistakes are analyzed, with the objective of extracting valuable lessons for the future.
• Foster a culture where employees feel safe admitting mistakes, offering support and solutions rather than sanctions.

Conclusions: Keys to Implementing Positive Discipline in Your Company

Positive Discipline offers practical and effective guidance for transforming your company culture, making respect, collaboration and growth the norm. Here are some practical take-aways for implementing these principles in your team:

1. Promote Horizontal Relationships

• As a manager, make sure your team feels comfortable contributing ideas, regardless of their position or experience. Create an environment where everyone can express themselves freely.
• Idea: At weekly meetings, actively solicit input from every team member, especially those who tend to speak less. Use questions such as, “What do you think about this proposal?” to include everyone.

2. Strengthening Connection and Sense of Belonging

• Reinforces the importance of each member feeling part of the team, recognizing their value and contribution in the daily work.
• Idea: Assign small projects where more experienced employees can collaborate with newer employees. This not only builds relationships, but also improves team cohesion.

3. Investing in Education for the Long Term

• Don’t focus only on immediate results. Invest time in the professional development of the team, setting long-term goals that allow them to acquire new skills.
• Idea: Schedule regular individual development reviews with each team member to discuss their progress, challenges and training opportunities. Ask, “What would you like to improve or learn in the next few months?”

4. Motivating and Encouraging Effectively

• Rather than generic praise, recognize your team’s specific efforts, focusing on how they can improve and move forward.
• Idea: Instead of just saying “Good job,” highlight what part of the project was done well and how that benefited the team: “Your attention to detail in the report was key to the client approving it without corrections. Good job.”

5. Applying Kindness and Firmness Simultaneously

• As a manager, you need to set clear expectations, but do so with empathy. Be firm in your goals, but flexible in how they are achieved.
• Idea: If a team member is not meeting deadlines, address the issue directly but sympathetically, “I understand that the project has been challenging, but we need to find a way to meet the deadlines. What support do you need to make it happen?”

6. Turning Mistakes into Opportunities for Growth

• Don’t let mistakes go unnoticed, but don’t use them as a reason for punishment either. Treat mistakes as learning moments to improve team performance.
• Idea: After a major mistake, bring the team together for a constructive review. Ask, “What can we learn from this and how will we prevent it from happening again in the future?”

As a leader, applying the principles of Positive Discipline will allow you to build a more cohesive and productive team. It’s not just about leading, it’s about being a facilitator of your employees’ growth and well-being. By applying these ideas, you will most likely see a tangible improvement in collaboration, motivation and, ultimately, team results.

Take the First Step towards a Company with Purpose and Value!

Are you ready to transform your team or company into a place where respect, collaboration and growth are the norm?

Don’t wait any longer to implement Positive Discipline in your team.

Start applying these principles today and watch your organization not only improve in productivity, but also in employee satisfaction and motivation.

Become the leader who inspires and builds a positive and respectful work environment.

Contact us for more information on how to bring Positive Discipline to your company and begin this transformative shift to a workplace with true purpose and value. Your team and your results will thank you!