The 6 Most Common Types of Negative Thinking & Feeling that Hurt Team Performance: A Sedona Method Perspective

When teams struggle to collaborate, complete projects on time, or innovate effectively, emotional undercurrents often play a major role. Even the most talented teams can be held back by unaddressed emotions and negative thought patterns. The Sedona Method’s AGFLAP framework is a powerful tool for identifying and releasing the emotional blocks that get in the way of a team’s success. In this article, we’ll explore the six categories of negative emotions in the AGFLAP model and how they manifest in a work environment.

1. Apathy: "Why Bother?"

Apathy is the lowest energy emotion in the AGFLAP scale. In a work environment, it manifests as resignation, indifference, or a sense that no matter what a team does, it won’t make a difference. Apathy often shows up in disengaged team members who have lost faith in their ability to contribute meaningfully. This leads to minimal effort, low morale, and a lack of initiative.

Common Thought Patterns:

• "What’s the point? It won’t work anyway."

• "I don’t care what happens; it’s all going to fail."

Impact on Team Dynamics:

Apathy spreads quickly, draining team motivation. When one or more team members feel that their efforts are futile, the energy of the entire group can be dragged down. Goals are delayed or abandoned, and productivity plummets.

Releasing Apathy:

To release apathy, team members must recognize their underlying sense of helplessness and begin letting go of their attachment to failure. Through guided emotional release, they can re-engage with the team’s mission and rediscover their power to influence outcomes.

2. Grief: "I’ve Lost Something Important"

Grief often stems from loss, whether it’s the loss of a project, a missed promotion, or the end of a working relationship. In teams, grief can manifest as pessimism or a lingering sense of defeat after failure. People in grief often feel stuck in the past, unable to move forward or embrace new opportunities.

Common Thought Patterns:

• "I’ve lost my chance to prove myself."

• "This project is already a failure, and there’s no point in continuing."

Impact on Team Dynamics:

Grief can paralyze a team, causing key members to fixate on past mistakes rather than learning from them. It prevents people from seeing the potential in new opportunities, leading to missed innovations or reluctant team efforts.

Releasing Grief:

Grief needs to be acknowledged and released before the team can move forward. By letting go of emotional attachment to what was lost, team members can focus on the present and future with renewed hope and energy.

3. Fear: "What If I Fail?"

Fear is one of the most pervasive emotions in teams, often manifesting as anxiety about future outcomes, fear of failure, or fear of criticism. People operating from fear tend to overthink, avoid risk, or procrastinate, which hinders decision-making and team momentum.

Common Thought Patterns:

• "What if this project fails and I’m blamed?"

• "I’m not sure how to do this; what if I mess up?"

Impact on Team Dynamics:

Fear paralyzes decision-making and fosters a risk-averse culture. Instead of thinking creatively and making bold moves, teams fall into patterns of second-guessing and hesitation. Fear of failure keeps members from contributing their ideas or taking leadership roles, shrinking the team’s potential.

Releasing Fear:

By releasing fear, individuals can face their challenges with clarity and courage. Instead of being preoccupied with worst-case scenarios, they can focus on problem-solving and contribute to team efforts with confidence.

4. Lust (Desire): "I Need This to Be Happy"

Lust or desire, in this context, refers to an unhealthy fixation on outcomes. Team members may obsess over achieving success, recognition, or power, driven by an inner belief that they need these things to feel satisfied or validated. While ambition can be healthy, lust in the AGFLAP model refers to a state where individuals become consumed by their desires to the detriment of the team.

Common Thought Patterns:

• "If I don’t get this promotion, it’s all for nothing."

• "I need to prove myself by making this project a huge success."

Impact on Team Dynamics:

When individuals are driven by desire, they may start making decisions that benefit them personally, rather than focusing on what’s best for the team. It leads to competition, jealousy, and a breakdown in collaboration.

Releasing Desire:

Releasing desire allows individuals to focus on the process rather than obsessing over outcomes. When team members are no longer consumed by personal ambition, they can collaborate more effectively and stay aligned with the team’s shared goals.

5. Anger: "This Isn’t Fair!"

Anger in teams often manifests as frustration, resentment, or blame. It typically arises when people feel that they’ve been wronged, that the workload is unfair, or that their contributions are undervalued. While anger can sometimes motivate action, it usually creates tension and leads to poor communication.

Common Thought Patterns:

• "It’s not fair that I have to do all this work."

• "Why is no one else stepping up? This is so frustrating."

Impact on Team Dynamics:

Anger disrupts communication and collaboration. Team members working from a place of anger often become reactive, defensive, or aggressive, which creates conflict. Instead of solving problems together, the team wastes energy managing interpersonal friction.

Releasing Anger:

Releasing anger helps team members let go of resentment and find clarity. By releasing the emotional charge, they can approach conflicts from a place of understanding and openness, making collaboration smoother and more productive.

6. Pride: "I’m Better Than Them"

Pride, in the negative sense, leads to a feeling of superiority and prevents people from collaborating effectively. Team members operating from pride may feel that they don’t need help or that their ideas are always the best. This creates division and blocks learning and teamwork.

Common Thought Patterns:

• "I don’t need their help—I can do this on my own."

• "I know more than they do; they should listen to me."

Impact on Team Dynamics:

Pride undermines collaboration. It prevents individuals from seeking help when needed, from listening to others’ perspectives, and from learning. Teams with members who operate from pride often become dysfunctional as communication and shared decision-making break down.

Releasing Pride:

Letting go of pride allows individuals to see the value in others’ contributions. By releasing the need to feel superior, team members can collaborate more effectively and learn from one another, creating a more cohesive team dynamic.

Conclusion: Using the AGFLAP Model to Improve Team Dynamics

The AGFLAP model offers a clear framework for understanding and releasing the different types of emotional blocks that prevent teams from working at their best. Whether the emotion is apathy, grief, fear, lust, anger, or pride, these negative feelings drive unhealthy thinking patterns that impact collaboration, decision-making, and innovation.

By acknowledging and releasing these emotions, teams can move from a place of emotional reactivity to one of clarity, focus, and synergy. The Team Clarity Shift method, built around the principles of emotional release, is designed to help teams navigate these emotional barriers and achieve greater harmony and productivity.

If you’re ready to help your team release emotional blocks and work together more effectively, consider scheduling a Team Clarity Shift workshop today.