Description
Transform leadership in your institution Develop leaders in all levels Instill the principles of a positive work environment Be a role model for leadership.
©FSEAP. All rights reserved.
Positive Leadership
in a Positive
Workplace
©FSEAP. All rights reserved.
Objectives
Transform leadership in your institution
Develop leaders in all levels
Instill the principles of a positive work
environment
Be a role model for leadership
©FSEAP. All rights reserved.
develo
p
po
sitively
engag
ed
em
plo
yees?
YOU want
me to do
WHAT?
©FSEAP. All rights reserved.
Definition of Positive
Organizational Behavior (POB)
The study and application of positively
oriented human resource strengths and
psychological capacities that can be
measured, developed and effectively
managed for performance improvement in
today’s workplace.
Fred Luthans, University of Nebraska
©FSEAP. All rights reserved.
What we do know about leadership…
Leaders Make Themselves
©FSEAP. All rights reserved.
100 Years of Leadership
Development through in-depth
cost/benefit analysis
“ The largest developmental impact was
raising the positive beliefs of followers,
instilling in them the conviction that they
were better at a performance task then
they thought.”
Avolio and Luthans 2006
©FSEAP. All rights reserved.
A thought….
“ When faith is present in the leader, it
communicates itself to followers with a
powerful effect. In the conventional mode
people want to know whether the
follower believes in the leader; a more
searching question is whether the leader
believes in the followers.” John Gardner
©FSEAP. All rights reserved.
Expanding capital for competitive
edge- F. Luthans
?Confidence
?Hope
?Optimism
?Resilience
?Relationships
?Network of
contacts
?Friends
?Experience
?Education
?Skills
?Knowledge
?Finances
?Assets
?budgets
Who you
are
Who you
know
What you
know
What you
have
Positive
Psych
Capital
Social
Capital
Human
Capital
Financial
Capital
©FSEAP. All rights reserved.
Positive Psychological Capital
( Psycap)
Value to your business of the psychological
capacity people have to move an
organization to the outcomes it wants.
The positive and developmental state of an
individual as characterized by high self-
efficacy, optimism, hope and resiliency.
©FSEAP. All rights reserved.
Positive Organizational Outcomes
of PsyCap
Work performance
Work commitment
Work Satisfaction
Positive Organizational Change
Relationships
Collaboration
Team effectiveness
©FSEAP. All rights reserved.
©FSEAP. All rights reserved.
One of many Stress Statistics
68% of employees say they are highly
stressed, fatigued and feel out of control
27% have constant but manageable stress
5% low stress levels
CompPsych 2010
©FSEAP. All rights reserved.
Causes?
Workload by 35%
People issues 33%
Lack of job security 20%
Findings from positive psychology argue that
successful positive leadership focuses on
identifying employee strengths, giving praise,
supporting people to become good self-managers
and encouraging an optimistic attitude. ( HERO)
©FSEAP. All rights reserved.
“Our brains are designed to work better
when they’re in a positive state as
opposed to a negative or neutral one.
When positive, it raises productivity rate
by 31%. Doctors when they’re positive
perform diagnosis 19% more accurately.”
Shawn Achor, Harvard University
©FSEAP. All rights reserved.
So is positive leadership just a…
Or is it the opportunity to experience joy,
gratitude, serenity, interest, hope, pride,
amusement, inspiration while @ work?
©FSEAP. All rights reserved.
Positive emotions flood our brain
Produces more dopamine and serotonin,
neurochemicals related to pleasure. These make
us feel good.
Creates more neural connections to think more
quickly and creatively.
Activates the learning sensors in our brains.
Infuses our brain with energy for seeing greater
possibilities and thus productivity rises.
Lets try it…
©FSEAP. All rights reserved.
HEROs
Hope- a positive motivational state where 2 basic
elements- successful feeling of agency and pathways
interact
Self-Efficacy- confidence in own ability to achieve a
specific goal in a specific situation
Resiliency- a positive way of coping with challenges
or distress
Optimism-an inclination to put the most favorable
construction upon actions and events or to
anticipate the best possible outcome.
©FSEAP. All rights reserved.
Broad and Build Theory-
Barbara Fredrickson
Broad- positive emotions broadens
people’s ideas about possible actions,
opening our awareness to a wider range of
thoughts and actions than is typical
Build –positive emotions builds personal
resources and increases well-being
©FSEAP. All rights reserved.
The Magic Ratio
4:1
©FSEAP. All rights reserved.
Positive Emotions
-Accelerate rebound after our worst experiences
-Energize us
-Cause people to like us better
-Increase creativity
-Make us more tolerant, generous and non-
defensive
-Enhance our performance
-Build confidence and give us staying power
©FSEAP. All rights reserved.
Negative Emotions
-Make us less change- adaptive
-Trigger a defensive type of thinking and
behavior
-Focus us on problems at the expense of
opportunities
-Cause passivity and a tendency to give up and
quit
-Dilute happiness and feed depression
-Weaken our immune systems
©FSEAP. All rights reserved.
Positive Leadership-Two Archetypes
FAULT Finder
“ The fault-finder will find faults even in
paradise.” (Henry David Thoreau)
MERIT Finder
“The invariable mask of wisdom is to
see the miraculous in the common.”
(Ralph Waldo Emerson)
©FSEAP. All rights reserved.
“ A pessimist sees the
difficulty in every opportunity;
an optimist sees the opportunity
in every difficulty”
Winston Churchill
©FSEAP. All rights reserved.
Optimism…
Permanent
Universal
Temporary
Specific
VS.
©FSEAP. All rights reserved.
? permanent
? universal
? temporary
? specific
PESSIMISTIC
interpretation
? temporary
? specific
? permanent
? universal
OPTIMISTIC
interpretation
When something
BAD happens
When something GOOD
happens
©FSEAP. All rights reserved.
Focus on Resiliency not Stress
A positive goal is to develop resiliency
strengths in the majority of employees who
are committed to their work and have
positive attitudes about change.
-Learn what resiliency strengths to develop in
employees
-Know what supports and impairs employee
resiliency
-Be a good role model of resiliency
©FSEAP. All rights reserved.
Energy Management
Survival Zone
Performance
Zone
Burnout
Zone
Recovery
Zone
negative positive
low
high
Defensive
Fearful
Anxious/worried
Energetic
Hopeful/optimistic
Calm
Focused/engaged
Empty
Depressed/sad
Exhausted
Mellow
Peaceful
Relaxed
©FSEAP. All rights reserved.
High Quality Connections
-Mutual positive regard, trust, and active
engagement on both sides.
-Does not require personal knowledge or
extensive interaction
-Every interaction with others at work- big
or small, short or lengthy has the
potential to create or deplete vital energy
©FSEAP. All rights reserved.
Strengths Perform and Transform
“The task of leadership is to create an
alignment of strengths, making our
weaknesses irrelevant.”
Peter Drucker
©FSEAP. All rights reserved.
Appreciative Inquiry ( AI)
Appreciate means to value- to understand those
things of value and worth valuing.
To Inquire means to study, to ask questions, to
search.
Therefore, AI is a collaborative search to
identify and understand an organization’s
strengths, its potentials, its greatest
opportunities, and people’s hopes for the future.
©FSEAP. All rights reserved.
Appreciative Inquiry
Principles
- In every society, organization or group, something works.
- What we focus on becomes our reality.
- Reality is created in the moment, and there are multiple realities.
- The act of asking questions of an organization or group influences
the group in some way.
- People have more confidence and comfort to journey to the future
(the unknown) when they carry forward parts of the past (the
known).
- If we carry parts of the past forward, they should be what is best
about the past.
- It is important to value differences.
- The language we use creates our reality
©FSEAP. All rights reserved.
Appreciative Inquiry utilizes a
cycle of 4 processes focusing on:
DISCOVER: The identification of organizational
processes that work well.
DREAM: The envisioning of processes that would
work well in the future.
DESIGN: Planning and prioritizing processes that
would work well.
DESTINY (or DELIVER): The implementation
(execution) of the proposed design
©FSEAP. All rights reserved.
2 final thoughts to consider...
Common Sense is not Common Action
Vision without Action is Hallucination
©FSEAP. All rights reserved.
Resources- Books
Positivity – Barbara Fredrickson 2009
The One Thing You Need To Know- Marcus Buckingham
2005
Psychological Capital- Fred Luthans 2007
Learnt Optimism- Martin Seligman 1998
Oxford Handbook of Positive Psychology and Work-P.Alex
Linley 2010
The Happiness Advantage- Seven principles of Positive
Psychology that fuels success and performance at work -
Shawn Anchor 2010
Positive Organizational Scholarship- Kim Cameron 2003
Energize Your Workplace- How to Create and Sustain
High- Quality Connections at Work- Jane Dutton 2003
©FSEAP. All rights reserved.
Resources- Websites
Authentic Happiness- Via Strength
Inventory (VIA)
www.authentichappiness.org
Appreciative Inquiry Commons
http://appreciativeinquiry.case.edu/
Centre for Positive Organizational
Scholarship
http://www.bus.umich.edu/Positive/
doc_569350285.pdf
Transform leadership in your institution Develop leaders in all levels Instill the principles of a positive work environment Be a role model for leadership.
©FSEAP. All rights reserved.
Positive Leadership
in a Positive
Workplace
©FSEAP. All rights reserved.
Objectives
Transform leadership in your institution
Develop leaders in all levels
Instill the principles of a positive work
environment
Be a role model for leadership
©FSEAP. All rights reserved.
develo
p
po
sitively
engag
ed
em
plo
yees?
YOU want
me to do
WHAT?
©FSEAP. All rights reserved.
Definition of Positive
Organizational Behavior (POB)
The study and application of positively
oriented human resource strengths and
psychological capacities that can be
measured, developed and effectively
managed for performance improvement in
today’s workplace.
Fred Luthans, University of Nebraska
©FSEAP. All rights reserved.
What we do know about leadership…
Leaders Make Themselves
©FSEAP. All rights reserved.
100 Years of Leadership
Development through in-depth
cost/benefit analysis
“ The largest developmental impact was
raising the positive beliefs of followers,
instilling in them the conviction that they
were better at a performance task then
they thought.”
Avolio and Luthans 2006
©FSEAP. All rights reserved.
A thought….
“ When faith is present in the leader, it
communicates itself to followers with a
powerful effect. In the conventional mode
people want to know whether the
follower believes in the leader; a more
searching question is whether the leader
believes in the followers.” John Gardner
©FSEAP. All rights reserved.
Expanding capital for competitive
edge- F. Luthans
?Confidence
?Hope
?Optimism
?Resilience
?Relationships
?Network of
contacts
?Friends
?Experience
?Education
?Skills
?Knowledge
?Finances
?Assets
?budgets
Who you
are
Who you
know
What you
know
What you
have
Positive
Psych
Capital
Social
Capital
Human
Capital
Financial
Capital
©FSEAP. All rights reserved.
Positive Psychological Capital
( Psycap)
Value to your business of the psychological
capacity people have to move an
organization to the outcomes it wants.
The positive and developmental state of an
individual as characterized by high self-
efficacy, optimism, hope and resiliency.
©FSEAP. All rights reserved.
Positive Organizational Outcomes
of PsyCap
Work performance
Work commitment
Work Satisfaction
Positive Organizational Change
Relationships
Collaboration
Team effectiveness
©FSEAP. All rights reserved.
©FSEAP. All rights reserved.
One of many Stress Statistics
68% of employees say they are highly
stressed, fatigued and feel out of control
27% have constant but manageable stress
5% low stress levels
CompPsych 2010
©FSEAP. All rights reserved.
Causes?
Workload by 35%
People issues 33%
Lack of job security 20%
Findings from positive psychology argue that
successful positive leadership focuses on
identifying employee strengths, giving praise,
supporting people to become good self-managers
and encouraging an optimistic attitude. ( HERO)
©FSEAP. All rights reserved.
“Our brains are designed to work better
when they’re in a positive state as
opposed to a negative or neutral one.
When positive, it raises productivity rate
by 31%. Doctors when they’re positive
perform diagnosis 19% more accurately.”
Shawn Achor, Harvard University
©FSEAP. All rights reserved.
So is positive leadership just a…
Or is it the opportunity to experience joy,
gratitude, serenity, interest, hope, pride,
amusement, inspiration while @ work?
©FSEAP. All rights reserved.
Positive emotions flood our brain
Produces more dopamine and serotonin,
neurochemicals related to pleasure. These make
us feel good.
Creates more neural connections to think more
quickly and creatively.
Activates the learning sensors in our brains.
Infuses our brain with energy for seeing greater
possibilities and thus productivity rises.
Lets try it…
©FSEAP. All rights reserved.
HEROs
Hope- a positive motivational state where 2 basic
elements- successful feeling of agency and pathways
interact
Self-Efficacy- confidence in own ability to achieve a
specific goal in a specific situation
Resiliency- a positive way of coping with challenges
or distress
Optimism-an inclination to put the most favorable
construction upon actions and events or to
anticipate the best possible outcome.
©FSEAP. All rights reserved.
Broad and Build Theory-
Barbara Fredrickson
Broad- positive emotions broadens
people’s ideas about possible actions,
opening our awareness to a wider range of
thoughts and actions than is typical
Build –positive emotions builds personal
resources and increases well-being
©FSEAP. All rights reserved.
The Magic Ratio
4:1
©FSEAP. All rights reserved.
Positive Emotions
-Accelerate rebound after our worst experiences
-Energize us
-Cause people to like us better
-Increase creativity
-Make us more tolerant, generous and non-
defensive
-Enhance our performance
-Build confidence and give us staying power
©FSEAP. All rights reserved.
Negative Emotions
-Make us less change- adaptive
-Trigger a defensive type of thinking and
behavior
-Focus us on problems at the expense of
opportunities
-Cause passivity and a tendency to give up and
quit
-Dilute happiness and feed depression
-Weaken our immune systems
©FSEAP. All rights reserved.
Positive Leadership-Two Archetypes
FAULT Finder
“ The fault-finder will find faults even in
paradise.” (Henry David Thoreau)
MERIT Finder
“The invariable mask of wisdom is to
see the miraculous in the common.”
(Ralph Waldo Emerson)
©FSEAP. All rights reserved.
“ A pessimist sees the
difficulty in every opportunity;
an optimist sees the opportunity
in every difficulty”
Winston Churchill
©FSEAP. All rights reserved.
Optimism…
Permanent
Universal
Temporary
Specific
VS.
©FSEAP. All rights reserved.
? permanent
? universal
? temporary
? specific
PESSIMISTIC
interpretation
? temporary
? specific
? permanent
? universal
OPTIMISTIC
interpretation
When something
BAD happens
When something GOOD
happens
©FSEAP. All rights reserved.
Focus on Resiliency not Stress
A positive goal is to develop resiliency
strengths in the majority of employees who
are committed to their work and have
positive attitudes about change.
-Learn what resiliency strengths to develop in
employees
-Know what supports and impairs employee
resiliency
-Be a good role model of resiliency
©FSEAP. All rights reserved.
Energy Management
Survival Zone
Performance
Zone
Burnout
Zone
Recovery
Zone
negative positive
low
high
Defensive
Fearful
Anxious/worried
Energetic
Hopeful/optimistic
Calm
Focused/engaged
Empty
Depressed/sad
Exhausted
Mellow
Peaceful
Relaxed
©FSEAP. All rights reserved.
High Quality Connections
-Mutual positive regard, trust, and active
engagement on both sides.
-Does not require personal knowledge or
extensive interaction
-Every interaction with others at work- big
or small, short or lengthy has the
potential to create or deplete vital energy
©FSEAP. All rights reserved.
Strengths Perform and Transform
“The task of leadership is to create an
alignment of strengths, making our
weaknesses irrelevant.”
Peter Drucker
©FSEAP. All rights reserved.
Appreciative Inquiry ( AI)
Appreciate means to value- to understand those
things of value and worth valuing.
To Inquire means to study, to ask questions, to
search.
Therefore, AI is a collaborative search to
identify and understand an organization’s
strengths, its potentials, its greatest
opportunities, and people’s hopes for the future.
©FSEAP. All rights reserved.
Appreciative Inquiry
Principles
- In every society, organization or group, something works.
- What we focus on becomes our reality.
- Reality is created in the moment, and there are multiple realities.
- The act of asking questions of an organization or group influences
the group in some way.
- People have more confidence and comfort to journey to the future
(the unknown) when they carry forward parts of the past (the
known).
- If we carry parts of the past forward, they should be what is best
about the past.
- It is important to value differences.
- The language we use creates our reality
©FSEAP. All rights reserved.
Appreciative Inquiry utilizes a
cycle of 4 processes focusing on:
DISCOVER: The identification of organizational
processes that work well.
DREAM: The envisioning of processes that would
work well in the future.
DESIGN: Planning and prioritizing processes that
would work well.
DESTINY (or DELIVER): The implementation
(execution) of the proposed design
©FSEAP. All rights reserved.
2 final thoughts to consider...
Common Sense is not Common Action
Vision without Action is Hallucination
©FSEAP. All rights reserved.
Resources- Books
Positivity – Barbara Fredrickson 2009
The One Thing You Need To Know- Marcus Buckingham
2005
Psychological Capital- Fred Luthans 2007
Learnt Optimism- Martin Seligman 1998
Oxford Handbook of Positive Psychology and Work-P.Alex
Linley 2010
The Happiness Advantage- Seven principles of Positive
Psychology that fuels success and performance at work -
Shawn Anchor 2010
Positive Organizational Scholarship- Kim Cameron 2003
Energize Your Workplace- How to Create and Sustain
High- Quality Connections at Work- Jane Dutton 2003
©FSEAP. All rights reserved.
Resources- Websites
Authentic Happiness- Via Strength
Inventory (VIA)
www.authentichappiness.org
Appreciative Inquiry Commons
http://appreciativeinquiry.case.edu/
Centre for Positive Organizational
Scholarship
http://www.bus.umich.edu/Positive/
doc_569350285.pdf