Download Positive psychology and change : how leadership, by Sarah Lewis PDF

By Sarah Lewis

Positive Psychology and Change explores how components of optimistic psychology comparable to strengths, circulate, and mental capital may be utilized to the standard demanding situations of top a dynamic and adaptive paintings group, and the way collaborative crew techniques to transformational switch should be mixed with a good mind-set to keep up optimism and motivation in an unpredictable operating environment.

  • Articulates a distinct imaginative and prescient for organizational management within the twenty first century that mixes optimistic psychology, Appreciative Inquiry (AI), and collaborative team technologies
  • Focuses on 4 particular co-creative techniques (Appreciative Inquiry, Open area, global Café and SimuReal) and the ways that they surpass conventional equipment for organizational change
  • Explains the most recent concept, learn, and perform, and interprets it into concrete, actionable principles for assembly the daily demanding situations of powerful and adaptive management and management
  • Includes studying gains corresponding to boxed textual content, brief case experiences, tales, and cartoons

Show description

Read or Download Positive psychology and change : how leadership, collaboration and appreciative inquiry create transformational results PDF

Best occupational & organizational books

Das Burnout-Syndrom: Theorie der inneren Erschöpfung. Zahlreiche Fallbeispiele. Hilfen zur Selbsthilfe

Burnout ist ein Phänomen, das in jedem Beruf und in beinahe jeder Lebenslage auftreten kann - bei Lehrern und Pflegepersonal, bei Künstlern und Entwicklungshelfern, aber auch bei Ingenieuren und Professorinnen. Burisch entwickelt als Experte für die Thematik eine umfassende Theorie des Burnout-Syndroms - die er auf sehr lebendige und mit Fallbeispielen veranschaulichte Weise darstellt.

A Living Systems Theory of Vocational Behavior and Development

The dwelling platforms idea of Vocational habit and improvement (LSVD) explains and illustrates the methods during which participants build their paintings studies, vocational pathways and profession styles via episodes of interplay with affordances they realize inside of their contexts, and the way counseling can facilitate these strategies.

Neuroscience for Coaches: How to Use the Latest Insights for the Benefit of Your Clients

The area of training is aggressive. firms wish coaches who carry effects. Many training instruments and strategies are actually really good proven -- yet how do they really paintings? The trainer who can resolution this question credibly and convincingly is sought after. Neuroscience for Coaches equips coaches with leading edge neuroscience info that would aid them bring better worth to their consumers.

The Transitional Approach in Action

This quantity follows the 1st ebook within the Harold Bridger sequence, "Transitional method of Change". The chapters within the ebook disguise a variety of contributions that focus round 4 topics: transitional switch in healing groups, in operating meetings for pro improvement or education, in business enterprise consulting with an emphasis on organizational studying, and in self experiences of operating structures in motion.

Additional resources for Positive psychology and change : how leadership, collaboration and appreciative inquiry create transformational results

Example text

Adherence to this belief can cause considerable difficulties for organizations, and particularly for leaders. For example, recently I was with the Group IT board of an international organization. Recent activity would make it clear to any observant member of this division that changes are afoot. For a start one of the big four consultancies is visibly around and involved in a large, future‐oriented project. Sub‐projects have been set up to examine alternative possible futures. Visits have been made to India, renowned for cheap and skilled IT labour.

Psychological research in fact suggests that whatever we might declare to be the case, our choices in situations are rarely driven solely by logic; rather they are heavily influenced by emotion and values (Damasio, 2005). This suggests there isn’t a neutral logical argument that will ensure that all see the light of the need for the change; rather there are more and less powerful voices in organizational systems, the “logic” of the more powerful tending to hold sway. 4. There is no need to take account of what has gone before These change models are based on beliefs of the organization as a mechanical entity, and this sense of change as an engineering problem can be traced back to Taylor (1912) and is present in Lewin’s work.

He argued that the restraining forces offer comfort to people, being familiar and habitual. He argued that a measure of discomfort needs to be introduced to get people to move towards a new situation. ” The force field model is one of analysis, suggesting that the total situation can be modelled and that all the forces for and against change can be identified. Integral to these ideas is the notion of resistance to change (1947, p. 13). As French and Bell explain it, “Identification and specification of the force field should be thorough and exhaustive so that a picture of why things are as they are becomes clear” (1999, p.

Download PDF sample

Rated 4.55 of 5 – based on 6 votes