Talent rentention and optimization

About Us

Achieve Talent Retention

and OptimisationWith

Positive Psychology, Strengths Psychology and Appreciative Inquiry

Karl D. LaRowe M.A. LCSWInternational Speaker, Trainer, AuthorLicensed Mental Health Professional

Positive Psychology Coach

r Competency

About Usr Competency Presentation Flow Chart

Positive PsychologyStrengths

PsychologyAppreciative

Inquiry

Strengths

Positive Emotions

Empowerment

Engagement

Resilience

Thriving @ Work

About Usr CompetencyPositive Psychology

Seligman, M., Csikszentmihalyi, M., (2000). Positive psychology: An introduction. American Psychologist 55, 5-14.on

“The field of positive psychology at the subjective level is about valued subjective experiences: well-being, contentment, and satisfaction (in the past); hope and optimism (for the future); and flow and happiness (in the present).”

Seligman Csikszentmihalyi

About Usr CompetencyThe Study of Optimal Performance

• Developed in response to traditional negative bias• The 55:1 ratio of negative bias in psychology research.

• Positive psychology is the study of what makes us thrive at work and what makes life worth living

• Examines “signature strengths” and their application• Individually, at work, within institutions

• Positive emotions• The “Broaden-and-Build” theory

“Examination of the conditions and processes that contribute to flourishing and optimal performance”

Gable, S. L., & Haidt, J. (2005). What (and why) is positive psychology? Review of General Psychology, 9, 103–110.

About Usr CompetencyStrengths Psychology

“From this point of view, to avoid your strengths and to

focus on your weaknesses isn't a sign of diligent humility. It is almost

irresponsible…the most honorable thing to do is face up to the strength potential inherent in your talents and

then find ways to realize it.”

Donald O. Clifton, Ph.D.: “Now Realize Your Strengths”

“Do you have the opportunity to do what you do best every day?”

About Usr CompetencyGallup’s 7 Challenges

www.gallup.com

1. Develop a good person-job fit

2. Develop good management practices

3. Focus on strengths4. Build strong relationships5. Keep engaged in everyday

interactions6. Measure progress regularly7. Be inspired toward a

positive future

About Usr CompetencyAppreciative Inquiry

“The cooperative search for the best in people,

their organizations, and the world around them. It

involves systematic discovery of what gives a

system ‘life’ when it is most effective and capable

in economic, ecological, and human terms.”

Cooperrider, D.L. And Whitney, D. , Appreciative Inquiry: A Positive Revolution in Change.

David Cooperrider, Ph.D

About Usr CompetencyOptimizing Strengths“A pre-existing capacity for a particular way of behaving, thinking, or feeling that is authentic and energising to the user, and enables optimal functioning, development, and performance." 

Linley, A. (2008). “Average to A+: Realising Strengths in Yourself and Others.” CAPP Press, United Kingdom

About Usr CompetencyResearch on Strengths

• Discovering and utilizing your strengths activates personal resources that are already present.

• Developing and maximizing personal strengths builds self-confidence and self-efficacy.

• Recognizing and synergizing strengths with others builds personal and organizational resilience.

Carver, C. (1998). Resilience and Thriving: Issues, Models and Linkages. Journal of Social Issues, 54, 2, 245-266.Peterson, C. & Seligman, M.E. Strengths of Character and Well-Being. Journal of Social and Clinical Psychology, Vol. 23, No. 2004, pp. 603-619 Sutcliffe, K.M., & Vogus, T.J. (2003). Organizing for Resilience. In K. Cameron, J.E. Dutton, & R.E. Quinn (Eds.), Positive Organizational Scholarship (pp. 94-110).

About Usr CompetencyPositive Emotions

“People experiencing positive affect show patterns of thought that are notably flexible,

creative, integrative, open to information and efficient. In general terms, positive affect

produces a broad, flexible cognitive organization and ability to integrate diverse material.”

Fredrickson, B. (2001). The Role of Positive Emotions in Positive Psychology. American Psychologist 56, 3, 218-226””

About Usr CompetencyResearch on Positive Emotions

• Broadens our perspective and builds enduring personal resources.

• Facilitates “approach behavior” that prompt individuals to positively engage with others.

• Positive emotions “undo” negative emotions.

• Facilitates faster recovery from adversity.

• Helps develop greater tenacity at work.

Fredrickson, B., Positivity: Top-Notch Research Reveals the 3-to-1 Ratio That Will Change Your Life. Three Rivers Press, New York 2009.Fredrickson BL. What good are positive emotions? Review of General Psychology. 1998;2:300–319.IbidIbid Barry M. Staw, Robert I. Sutton and Lisa H. Pelled: Positive Emotion and Favorable Outcomes at the Workplace. Organization Science, Vol. 5, No. 1 pp. 51-71

About Usr CompetencyThe Benefits of Positivity at Work

• Higher job satisfaction• Better decisions• Increased creativity• Perceived as friendlier,

assertive, confident • More inclusive• More idea contributions• Higher employee

retention• Less stress

• Higher level of trust• Happier clients• More pro-activeness• Better conflict resolution• Prepared to go extra mile

during exigencies• Less workplace tardiness

– Fewer absences and falling sick

- Lyubomirsky, King, & Diener, 2005 Psychological Bulletin Vol. 131, No. 6, 803–855

About Usr CompetencyEmpowerment

“Empowerment is not only related to positive

work attitudes, it has also been found to be

related to positive work performance. Employees

who feel more empowered are more motivated to perform

effectively.”

Spreitzer, G. (2008). Taking Stock: A Review of More Than Twenty Years of Research on Empowerment at Work.

About Usr CompetencyEmpowerment Processes

• Self-Responsibility

• Authentic Communication

• Trust

• Learning and Growing

15. Gershon, D. (2006). Changing behavior in organizations: The practice of empowerment. The Systems Thinker 17, 10 2-4.

About Usr CompetencyEngagement

“Employee engagement is a desirable condition,

has an organizational purpose, and connotes

involvement, commitment, passion,

enthusiasm, focused effort, and energy, so it has both attitudinal and

behavioral components.”

16. Macey, W.H.; Schneider, B. “The Meaning of Employee Engagement.” Industrial and Organizational Psychology (2008) 3- 30

About Usr CompetencyThree Processes of Engagement

Vigor (Positive emotion)High levels of energy and mental resilience.Willingness to invest effort in one’s work.

Dedication (Positive work environment)Sense of commitment to work, co-workers, mission.Sense of pride, enthusiasm, involvement and significance.

Absorption (Utilizing strengths)Being fully concentrated and happily engrossed.Difficulty detaching oneself from work.

Schaufeli, W., Bakker, A. (2003). Utrecht Work Engagement Scale (preliminary manual). Occupational Health Psychology Unit, Utrecht Universitye

About Us

Fully Engaged• Employees work with passion, energy, vigor• Feel dedicated to their clients and their work, highly

connected with co-workers, and company in general• Are fully absorbed in their work activities

Not Engaged• Employees have essentially “checked out” putting in

the time but not energy or passion into their workActively Disengaged

• Employees are actively acting out their unhappiness “undermining” relationships and the work culture

r CompetencyThree Stages of Engagement

www.gallup.com

http://stats.bls.gov/news.release/archives/prod4_10222009.pdf

About Usr CompetencyGallup’s Q12

www.gallup.com

1. I know what is expected of me at work2. I have the materials and equipment I need to do my job

right3. At work, I have the opportunity to do what I do best

every day4. In the last seven days, I have received recognition or

praise for doing good work 5. My supervisor seems to care about me as a person/there

is a caring environment6. There is someone at work who encourages my

development

About Usr CompetencyGallup’s Q12

www.gallup.com

7. At work my opinions seem to count8. The mission or purpose of my organization makes me

feel my job is important9. My associates or fellow employees are committed to

doing quality work10. I have a best friend at work11. In the last six months, someone at work has talked to

me about my progress12. This last year, I have had opportunities at work to

learn and grow.

About Us

• Role clarity: Employees have a clear idea of what is expected of them

• Resource availability: Needed tools/resources • Strength utilization: Employees are able to utilize their

strengths everyday• Recognition: Employees receive recognition for work

well done• Communication: Ongoing supportive, accurate feedback • Bonding: Strong bonds with co-workers, teams and

supervisors• Development: Opportunities to learn, grow

r CompetencyEssential Elements of Engagement

www.gallup.com

About Usr CompetencyResilience

Luthans, F., (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior 23, 695-706

“Resilience, the developable capacity to

rebound or bounce back from adversity…is arguably the most important positive

resource to navigating a turbulent and stressful

workplace.”

About Usr CompetencySeven Characteristics of Highly

Resilient People

1. Presence of calm, innovative, non-dogmatic thinking2. Decisive action (Courage: not afraid to fail)3. Tenacity4. Interpersonal connectedness and support (may be

single most important predictor)5. Honesty 6. Self-discipline and self-control7. Optimism and a positive perspective on life

Seven Characteristics of Highly Resilient People: Insights from Navy SEALs to the “Greatest Generation” Int J Emerg Ment Health. 2012;14(2):87-93.

About Usr CompetencyConclusion (Part One)

Retaining/maximizing your most valuable natural resource – your talent pool can be accomplished by:•Provide the opportunity for employees to “do what they do best everyday.”•Supporting positive relationships, interpersonal connectedness.•Creating a high engagement work environment.•Giving recognition for work well done.•Providing opportunities for (personal) growth.

About Usr Competency

Thriving @ Work

Putting Positive Psychology, Strengths Psychology & Appreciative Inquiry to Work

Application of theory to practice in the

Thriving! @ Work Project

About Usr CompetencyThriving! @ Work Project Outline

About Usr CompetencyThriving at Work (Th@W) Assessment

The Th@W 2.0 assessment is a 36 item inventory that utilises single, specific statements to measure how employees feel about their work basing on the three key areas namely empowerment, engagement and resilience utilizing a 1-5 Likert Scale and subjective narrative. The intention is to gather a much clearer, more specific measure of an employee’s experience from the following aspects:

1. Feelings about their work (in general)2. Feelings about working with clients3. Feelings about their work culture4. Feelings about their relationships at work

About Usr CompetencySample Inventory Items

Feelings about your Work•You feel the work you do is full of meaning and purpose. (Emp.)•At your work, you feel full of positive energy. (Eng.)•You are not easily discouraged by challenging situations at work. (Res.)

Feelings about working with clients •You feel your work with clients is important. (Emp.)•You feel invigorated when you are working with clients. (Eng)•You feel strong and resilient when working with challenging clients and problems. (Res.)

About Usr CompetencySample Inventory Items

Feelings about your work cultureYou feel empowered by your work culture to do your best. (Emp.)

You look forward to engaging and interacting with others at work. (Eng.)

You feel there is a supportive work culture that helps you rebound from stress. (Res.)

Feelings about your relationships at work You feel your work relationships are positive and meaningful. (Emp.)

You have feelings of gratitude and appreciation for others at work. (Eng.)

During stressful and challenging times you can maintain effective relationships with those involved. (Res.)

About Usr CompetencyPre -Workshop Th@W Inventory Scores

Feelings about your work 3.31

Feelings about working with clients 3.56

Feelings about your work culture 3.08

Feelings about relationships 3.34

Thriving score 3.32

About Usr CompetencyPre-Th@W Comments

“What is needed to thrive at Work”?•Maintaining a professional attitude when other staff is under-performing and even slack during work hours.

•How to maintain a positive attitude working with lazy and “not-so-smart” people, but also power hungry!

•I think that our culture can be very negative and some things may not be dealt with properly. This makes us feel a sense of injustice and feel that our welfare is not the company’s concern. The agency also faces changes on a regular basis and this may create a lack of safety and feeling of insecurity.

About Usr CompetencyThriving! at Work

“Thriving is defined as the joint experience of a

sense of learning (growing and getting

better at what one does at work) and a sense of

vitality (feeling energized and alive at

work).”

Spreitzer, G., Carmeli, A. “Trust, Connectivity, and Thriving: Implications for Innovative Behaviors at Work” Journal of Creative Behavior 43, 3 169-191

About Usr CompetencyThriving! at Work (Day One)• Acknowledging and understanding the stress of our work

• Identifying, acknowledging and understanding the unique stresses of our work

• Thriving! Empowerment, Engagement, Resilience• Identifying Thriving! How, when, with whom it occurs• Operationalizing Thriving! attitudes, perceptions, behaviors

• Signature Strengths• Recognizing the signs of strengths• Identifying your strengths• Developing your strengths• Owning your strengths• Developing strengths in others

About Usr CompetencyThriving! at Work (Day Two)• Positive Emotions

• The “Positivity Exercise”• The benefits of positive emotions at work• Calculate your “Positivity Ratio”

• Developing Positive Relationships• The art of positive communication • Resolving conflict positively• Creating a positive work culture

• The Power of Full Engagement• Positive energy management• Developing “flow” and peak performance

• Your Reflected Best Self• Creating and sharing your reflected best self-portrait

About Usr CompetencyConsultations

Six, fortnightly two hour consultations – 3 after the first workshop, 3 after the second.

Attended by workshop participants

Reviewed, discussed and practiced principles and methods from workshop

Developed from principles from Appreciative Inquiry utilizing guided, flexible interactive exercises, readings and homework.

About Usr CompetencyExample Consultation

We go through highs and lows in all aspects of our lives. Thinking back on the last 6 – 12 months, reflect on a high point moment – a time that is memorable and stands out when you were thriving and gained an important insight about your strengths or talents. With a partner discuss:

What was the situation?Who else was involved? What were you doing? What happened that made you more aware of how and when you are thriving?How did it make you feel?

About Usr CompetencyExample Consultation

Operationalizing Thriving: Group exercise. Combine pairs into small groups and share highlights of your partners stories of thriving.

As you listen respectfully, focus on the common themes related to identifying thriving.

What common experiences, perceptions, feelings do each of you have about how you thrive?

What are you conscious of when you are thriving: Physically, emotionally, mentally?

How can you instill and embed this thriving experience in your day to day work?

Home Assignment: Identify three different situations when you are thriving and journal how you feel, what you are thinking and doing.

About Usr CompetencyPre and Post Th@W Scores Pre Post Change

Feelings about your work 3.31 4.11 +.80

Feelings about working with clients 3.56 4.26 +.70

Feelings about your work culture 3.08 3.95 +.87

Feelings about relationships 3.34 4.30 +.96

Thriving score 3.32 4.16 +.84

About Usr CompetencyPost –Th@W Comments

What does it mean now to Thrive! at work? •Discovering the resource on finding out the strengths of self and others to be particularly helpful.

•Ability to recover from interpersonal conflict because of the workshop and consultations.

•Develop consciousness of creating a supportive environment for co-workers.

•Actively participating in a supportive work environment – good working relationships with colleagues that encourages and empowers individual personal and professional growth.

About Usr CompetencyConclusion

Thriving at work is a process of:•Empowering employees with the knowledge and skills they need to discover, utilize and maximize their strengths and positive emotions.

•Engaging employees to work with vigor and dedication through strength utilization, creating and sustaining a positive work environment with authentic relationships.

•Helping employees develop resilience to bounce back from stress by developing a culture of caring and the willingness to learn and grow.