Does getting tough ever boost performance?
Yes—but only up to a point. 🧵👇
Yes—but only up to a point. 🧵👇
The setup
Researchers analyzed 304 real halftime speeches from 23 high school & college basketball teams—then ran a follow-up experiment. Goal: see how a leader’s unpleasant affect (disappointment/anger/frustration) affects team performance.
Researchers analyzed 304 real halftime speeches from 23 high school & college basketball teams—then ran a follow-up experiment. Goal: see how a leader’s unpleasant affect (disappointment/anger/frustration) affects team performance.
The curve, not the line
Results showed an inverted U:
Moderate intensity → teams played better.
Very low or very high intensity → teams played worse.
Results showed an inverted U:
Moderate intensity → teams played better.
Very low or very high intensity → teams played worse.
Why moderate works
At a firm-but-controlled level, negative emotion redirects attention: “We’re off—here’s what to fix.” That clarity → more effort → better outcomes.
At a firm-but-controlled level, negative emotion redirects attention: “We’re off—here’s what to fix.” That clarity → more effort → better outcomes.
Why too much backfires
Crank the intensity and people stop focusing on the task—they focus on you. They feel attacked, tune out, or shut down. Effort drops.
Crank the intensity and people stop focusing on the task—they focus on you. They feel attacked, tune out, or shut down. Effort drops.
Surprise finding
Constant positivity during task feedback had a linear downside: too much cheer can accidentally signal ‘good enough’, which can reduce effort in the short run.
Constant positivity during task feedback had a linear downside: too much cheer can accidentally signal ‘good enough’, which can reduce effort in the short run.
Practical takeaway
Aim for firm, not furious. Use specific, task-focused dissatisfaction—no sarcasm, no personal digs, no venting.
Aim for firm, not furious. Use specific, task-focused dissatisfaction—no sarcasm, no personal digs, no venting.
A 60-second script
-Name the gap: “We’re 10% below target on [metric].”
Point to cause: “We’re rushing handoffs and skipping checks.”
-Give the fix: “Slow first pass; verify; then accelerate.”
-Belief + standard: “We’ve done this. Let’s meet our standard.”
(Voice at 5–6/10, never 8–10. Two minutes max. End with a next play.)
-Name the gap: “We’re 10% below target on [metric].”
Point to cause: “We’re rushing handoffs and skipping checks.”
-Give the fix: “Slow first pass; verify; then accelerate.”
-Belief + standard: “We’ve done this. Let’s meet our standard.”
(Voice at 5–6/10, never 8–10. Two minutes max. End with a next play.)
Calibrate your edge
Ask before you speak:
-Is my goal redirection, not release?
-Can I state what to change in one sentence?
-Will people leave with a clear first action?
If not, you’re about to over-shoot the curve.
Ask before you speak:
-Is my goal redirection, not release?
-Can I state what to change in one sentence?
-Will people leave with a clear first action?
If not, you’re about to over-shoot the curve.
When it helps most
Tight timelines, clear standards, repeatable execution (sales sprints, ops shifts, product launches, game day). For exploration/learning phases, keep critique specific and the volume low.
Tight timelines, clear standards, repeatable execution (sales sprints, ops shifts, product launches, game day). For exploration/learning phases, keep critique specific and the volume low.
Bottom line
Intensity is a dial, not a switch.
Turn it up enough to focus the room; never so high you become the problem.
What’s one phrase you’ll use this week to be firm, not furious?
Intensity is a dial, not a switch.
Turn it up enough to focus the room; never so high you become the problem.
What’s one phrase you’ll use this week to be firm, not furious?
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