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Positif Organization Positif People

Apr 05, 2018

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    Positive People,Positive Organizations

    Six Secrets of aStrengths-Based Organization

    University of Houston Clear LakeStudent Leadership Institute

    Fall Workshop Series November 2005

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    Organization A

    Self-interest

    Anxiety

    Competition

    Greed

    Secrecy

    FavoritismDistrust

    Uncertainty

    Compliance

    Command and control

    Burnout

    Bargaining

    Win-lose

    Survival

    Putting out firesManipulation

    Selfishness

    Profit maximization

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    Organization BCaring

    Compassion

    Trust

    Forgiveness

    Encouragement

    Appreciation

    Vitality

    Abundance

    Meaningfulness

    Resilience

    Humility

    Inspiration

    Optimism

    Hope

    Generosity

    Self-reflection

    Learning and growth

    Dedication

    Compassion

    Loyalty

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    Where Do You Want to Work?

    Organization

    A

    Organization

    B

    WHY?

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    Why Are Organizations TheWay They Are?

    Psychology

    Psychology and Management

    Positive Psychology

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    Psychology

    Began with 3 broad objectives:

    To prevent psychological or emotional

    problems To repair damage

    To build strengths

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    The Focus of PsychologicalResearch

    Computer search ofpsychological literature: 375,000 articles on

    dysfunctional humanqualities (mental illness,anxiety, depression, etc.)

    1,000 articles on positive

    concepts and qualities Negative to positive ratio

    of 375:1

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    Psychology and Management

    Psychology influenced our views oforganizations

    Organizations are full of dysfunctionalpeople; organizations need to be fixed

    Organizations are mechanistic, structural,cause and effect entities

    To move ahead, remove whats holding usback

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    Deficit-Based Management

    For yearscompanies

    have used thisapproach tomanagechange

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    Consequences of Deficit-BasedManagement

    A culture of weakened relationships,defensiveness and finger-pointing

    Low morale; work becomes oneproblem after another

    Those solving the problems tend to

    be one or more levels away from theproblem itself

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    Consequences of Deficit-BasedManagement (contd)

    Resistance to change

    An emphasis on yesterdays failures;

    few positive images or visions of thefuture created

    Reduced creativity and innovation

    Organization develops a negativeinner dialogue

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    Time to Change Focus?

    In terms of improving performance and

    productivity in our organizations, we have

    probably come as far as we can go by

    attempting to fix whats wrong with

    people.

    But can we learn from our strengths?

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    The Positive PsychologyMovement

    Shift of emphasis

    Ask What is right with people?

    What are people's strengths?

    How do we help people develop theirstrengths?

    What are the consequences ofdeveloping strengths?

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    Focus of Positive Psychology:

    The Development of Human Strengths

    Optimism

    Hope

    Self-efficacy

    Spirituality

    Wisdom

    Trust

    Compassion and forgiveness

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    Developing a Strengths-BasedOrganization

    Organizational change begins with thepeople in the organization

    Positive Organizations actually refersto the positive development of people

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    Six Sources of Personal andOrganizational Strength

    Positive Virtues Positive Meaning

    Positive Emotions Positive Relationships

    Positive Outlook Positive Leadership

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    Positive Virtues

    Virtues are human qualities that reflectstrength or excellence

    Love of

    learning

    Curiosity

    Compassion

    Kindness

    Fairness

    Forgiveness

    Loyalty

    Duty

    Gratitude

    Honor

    Generosity

    Modesty

    Integrity

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    Positive Virtues in Organizations:Its Our Choice

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    Positive Virtuesand Organizational Performance

    Timberlands CEO, Jeffery Schwartz:

    If we dont make money, no amountof virtue will do our firm any good

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    Research on Virtues:Forgiveness

    Better social relationships

    Feelings of empowerment

    Less physical illness

    Less depression and anxiety

    Greater sense of subjective well-being

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    Research on Virtues:Compassion

    More likely to help others

    Making moral decisions

    Stronger interpersonal relationships

    Reduced moodiness and depression

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    Research on Virtues:Gratitude

    Positive interpretation of dailyexperiences

    Helping behaviorsHealthier, long-term relationships

    Positive resolutions to conflict

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    Research on Virtues:Case Study

    8 business units randomly chosenfrom large corporation (transportation)

    Geographically dispersedUnits representative of overallcorporate performance

    Company had recently downsizedEmployees at all levels and functionscompleted survey

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    Research on Virtues:Case Study

    Organizational virtuousness scores foreach unit computed

    Compassion Integrity

    Forgiveness

    Trust Optimism

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    Research on Virtues:Case Study

    Results show virtuousness related to:

    Higher unit productivity

    Higher quality outputs Lower employee turnover

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    Virtuousness in Organizations

    Possible to create a virtuous culture

    Results in high quality relationships

    Fosters prosocial behavior

    Enhances a sense of resiliency

    Produces positive emotions in people

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    Positive Emotions

    Work is Where We Think

    We like to think of organizations inrational terms; Logic, not emotions

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    Positive Emotions

    How You Feeling?

    Frustration

    Worry

    Anger

    Aggravation

    Annoyance

    Tenseness

    Irritation

    Disappointment

    Disgust

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    Positive Emotions

    No Wonder We Feel Bad!

    Self-interest

    Anxiety

    Competition

    Greed

    Secrecy

    Favoritism

    Distrust

    Uncertainty

    Compliance

    Command and control

    Burnout

    Bargaining

    Win-lose

    Survival

    Putting out fires

    Manipulation

    Selfishness

    Profit maximization

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    Positive Emotions at Work

    Happiness

    Enthusiasm

    Enjoyment

    Amusement

    Cheerfulness

    Pride

    Joy

    Pleasure

    Contentment

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    Positive Emotions at Work

    Research results: Increases commitment to the organization

    Predicts helping behaviors (e.g., acts of

    compassion) Improves coping under stress

    Creativity

    Search for positive meaning

    Stronger social bonds Optimism

    Teamwork

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    Positive Outlook

    P iti O tl k

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    Positive Outlook:Optimism

    Less distress under difficultcircumstances

    Continued effort in the face ofadversity

    More effective coping strategies

    Behaviors that promote physical andmental health

    P iti O tl k

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    Positive Outlook:Self-Confidence

    Psychologicaladjustment / mentalhealth

    Improved physicalhealth

    More effective coping

    strategies in times ofstress

    Greater perseveranceand goal effort

    P iti O tl k

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    Positive Outlook:Organizational Research

    Employee optimism and self-confidence:

    Improve sales performance

    Lower turnover rates

    Increase motivational effort

    Greater acceptance of challenging tasks

    Higher leadership evaluations

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    Positive Meaning

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    Positive Meaning

    Contribution to a greater good

    Sense of personal fulfillment

    A purpose

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    Positive Meaning at Work

    Employees who report meaningfulnessin their work show:

    Higher levels of job satisfaction Greater trust in management

    Improved communication patterns

    Higher levels of commitment to teamgoals

    Fostering Positive Meaning

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    Fostering Positive Meaningat Work

    Openly discuss the meaning of work

    Promote a virtuous workplace

    Articulate meaningful corporate values

    Match individual strengths to jobdemands

    Show corporate social responsibility

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    Positive Relationships

    People interact and work together toaccomplish the goals of the

    organization. The quality of theseinteractions impacts how wellorganizations function.

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    Positive Relationships

    High Quality Connections

    Shared goals and knowledge

    Mutual trust and respect Safety during emotional exchanges

    Positive conflict management

    Expressions of appreciation

    The Falstaff Approach to

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    The Falstaff Approach toBuilding Positive Relationships

    Clarify key interdependencies in the workprocess

    Create opportunities for communication

    Articulate the big picture; how actionsinfluence others

    More informal managerial coaching and

    feedbackAlignment of values and beliefs

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    Positive Leadership

    The key to successful leadership todayis influence, not authority.

    Kenneth Blanchard

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    Positive Leadership

    Every man who takes office . . . eithergrows or swells, and when I give a manan office, I watch him carefully to see

    whether he is swelling or growing.

    Woodrow Wilson

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    Positive Leadership

    We must become the change we want to see.

    Mahatma Gandhi

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    Positive Leadership

    Leadership is the ability to align peoplesstrengths, so that their weaknesses becomeirrelevant.

    Peter Drucker

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    Positive Leadership

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    Positive Leadership Isnt About

    Command and control

    Coercion

    Compliance

    Persuasion

    Intimidation

    Hierarchical authority

    Power and influence

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    Positive Leadership Is About

    Personal authenticity

    Seamless link between values and actions

    Self-awareness Own strengths and positive behaviors

    Belief in positive potential of others

    Help develop others strengths

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    Opportunities for Growth?

    Gallup surveys show:

    Most people will saythat improving theirweaknesses is morebeneficial than

    developing theirstrengths

    Why People Often Focus On

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    Why People Often Focus OnWeaknesses

    Weakness is an area of opportunity

    Strengths are unknown or taken for

    grantedFear of failure (when using a strength)

    The Medical Model

    History of Psychology

    Deficit-Based Management

    Strengths Important to

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    Strengths Important toOrganizational Outcomes

    At work, do you have the opportunity to do whatyou do best every day?

    Agreement with this question was associated with:

    Higher levels of unit productivity

    Higher employee retention ratesHigher customer satisfaction scores

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    What is a Strength?

    A strength may be defined as

    Consistent and near perfect performance

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    How is a Strength Developed?

    A strength consists of 3 different elements:

    Knowledge

    Skills Talent

    (Knowledge + Skills) x Talent = Strength

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    The Role of Talent

    A natural gift, ability, or aptitude

    Recurring pattern of thoughts,

    feelings, or behaviorsCan be applied productively

    Enduring (neurological patterns)

    The Neurological Basis

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    The Neurological Basisfor Talents

    Talents become your mental, high-speedconnections between parts of your brain

    These connections influence thethousands of decisions you makeeveryday

    Your daily performance reflects yourinnate aptitudes, abilities, emotions,thoughts your talents

    The Relationship Between

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    The Relationship BetweenTalents and Strengths

    TALENT

    Strength in Situation One

    (consistent, excellentperformance)

    Strength in Situation Two

    (consistent, excellentperformance)

    Situation Relevant Skillsand Knowledge

    Situation Relevant Skillsand Knowledge

    By acquiring new knowledge and skills, you can develop new strengths

    The Relationship Between

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    The Relationship BetweenTalents and Strengths

    Empathy

    Strength in Situation One

    (consistent, excellentperformance)

    Strength in Situation Two

    (consistent, excellentperformance)

    Situation Relevant Skillsand Knowledge

    Situation Relevant Skillsand Knowledge

    Journalist Guidance Counselor

    Using Talent to Create

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    Using Talent to CreateExceptional Performance

    Exceptional Performance Levels

    Natural Talent

    Acceptable Levels

    of Performance

    Knowledge and Skills Training

    Only talent, combined with knowledge and skills training,can take you to exceptional levels of performance

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    How to Assess Your Strengths

    Now, Discover Your Strengths

    (by Buckingham and Clifton / Gallup organization)

    Values in Action(www.viastrengths.org)

    Myer-Briggs Type Indicator (MBTI)

    (UHCL Counseling Center)

    Insights from Strengths

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    Insights from StrengthsAssessments

    Love for learning

    reading, studying, research

    prefer short-term projects

    Deal with ideas and possibilities

    creative, good at brainstorming, imaginative

    bored with details, facts and figures

    Independent

    work well alone

    Insights from Strengths

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    Insights from StrengthsAssessments (continued)

    Thinking, reflection, open-mind

    thoughtful consideration of all sides

    may think and forget to act

    Remain flexible, open to newinformation

    too much structure is restricting

    often want to postpone decisions/barely meetdeadlines

    easily distracted