How would you write Michael Jordan’s performance review?
What feedback would you give Michael Jordan? What would you tell him to do?
When managers focus on the core strengths of employees and give them the freedom to pursue these strengths and push the limits, employees are more successful in their work and feel valued and effective. Such employees tend to feel that they belong in their companies and therefore tend to stay longer. Positive minded managers can have a powerful impact on their teams.
I highly recommend this book as a source of ideas for enhancing your leadership skills, whether you lead yourself or thousands of people. The many stories of positive outcomes will help you see that you can make a difference by making small changes. Want ideas for your small change? There are more than 70 strategies and practices clearly labeled throughout the book.
New data shows that work engagement is better than usually reported. Workplace bullying needs some active attention. Wellness programs may benefit from sneak approaches, such as using smaller plates in lunch lines. The interface between work and life is smoothest when employers and employees collaborate on the solutions. These are just some of the takeaways from the stimulating Work & Well-Being 2014 conference held on May 30 in Washington, D.C..
The ability of positive psychology to drive action comes alive at the intersection of disciplines. My passion and work lies at the vertex of positive psychology, business, and social innovation. You can bet that I’m always on the hunt for relevant hubs for discourse, and I found one in the Positive Business conference.
As a managing director, leadership coach, and parent, I’m always open to advice that can better inform my approach, attitude and style. After all, what might start out as helpful nuggets could easily become the guiding principles in all areas of life. Here are four gems that have made a significant difference to me as a leader over the years.
Prosocial motivation drives taking action with the intention of helping others. We explore the benefits of prosocial motivation at work. Maybe helping others comes to you naturally. Or maybe being prosocially motivated is a new muscle you want to flex. In either case, here are a few things to keep in mind so your helping doesn’t backfire on you.
On April 11, 2014, MasonLeads and the Center for the Advancement of Well-Being presented their 5th annual Leading to Well-Being Conference. The theme this year was Thriving Together. In order…
In a recent webinar sponsored by Positive Business DC, Jocelyn Davis introduced the audience to the Happiness at Work survey created by Nic Marks. The Happiness at Work survey is freely available online, so you can use it to get a checkup on your own happiness at work compared to other people. Read a quick summary of the presentation by Jocelyn Davis and click through to the recording if you want to know more.
Organizational culture, often described as “the way we do things around here,” is a management challenge begging for positive intervention. Yet it is an asset often taken for granted by traditional companies that believe it is hard to define. So if you are like the 96% of executives who say some change in their culture is needed, read on for some insight in the five behavioral practices leaders must demonstrate in order to positively impact culture.
Ungifted is an amusement park for the mind, and an intellectual pursuit that will both enlighten and inspire. If you want to be an educator at any level, this is a book you need to read. If you aim to recruit the best human capital you can find, Kaufman has some tips. If you need some parenting advice, it’s in there. If you are seeking new ideas on how to do and be your best, get a copy.
Many people dread strategic planning sessions. But with a different mindset and framework, strategic planning can be energizing, interesting, and engaging. It could even be joyful. SOAR stands for Strengths, Opportunities, Aspirations, and Results. It is a strengths-based approach to strategic thinking that has many positive impacts. SOAR capacities can also be measured.
This is a ground-breaking volume of positive psychology research, and the breadth of perspectives is unparalleled. Not only are new and more specialized topics included, but even familiar topics are illustrated with up-to-date research, case studies, and examples. Clearly this is what positive psychology students and teachers need to progress the science, do high quality research, and put it out into the public domain.
An executive with great skill at developing others and forming productive teams worried, “But this is a bit fluffy isn’t it?” Grant and Berg find that employees who are pro-socially motivated take initiative, persist in meaningful tasks, help others, enhance the well-being of others, perform better at work, and have more energy. So why do people think these skills are fluffy?
I find all aspects of innovation fascinating. In a chapter of the new POS Handbook titled Innovativeness as Positive Deviance authors Jeff DeGraff and Dan Nathan-Roberts look at innovativeness from several viewpoints. For example, they use the competing values framework, showing that “oppositional factors can be productively engaged to create positive tensions that yield hybrid and novel solutions.”
In Kim Cameron’s Deviance Continuum, designed for use in businesses and other organizations, normality or healthy performance is a mid-point between positively deviant and negatively deviant performance. Negative and positive deviance are aberrations from normal functioning, problematic at one end and virtuous at the other.
In his chapter of the Oxford Handbook of Positive Organizational Scholarship, Marc Lavine defines positive deviance as “uncommon behavior that does not conform to expected norms but would be deemed positive by a referent group.” He explores a number of examples of positive deviance, mostly in social services settings, and ponders ways to increase the uptake of the idea in business settings.
When I received The Oxford Handbook of Positive Organizational Scholarship in the mail, I felt practically giddy. I tossed my bags down on the dining room table, ripped open the box, and immersed myself in 1,076 pages of richness. As an organization leader, I immediately saw the relevance of many of the ideas. I wanted to explore the whole book at once, but I knew that I would get more out of it if I settled down and savored it. This article is my offering to bring you along on the first step of my savoring journey.