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Positive Psychology Coaching Protocols: Introducing the AD-FIT% Model TM

by | Oct 7, 2017 | Business, change, Coaching, Leadership, Leadership Coach Nashville, organizational leadership, Personal Development, positive psychology, Resources, strengths, Success, talent assessment

Protocols abound in finance for security and risk mitigation.  Thankfully.

Protocols abound in healthcare for efficacy and efficiency.  Thankfully.

Protocols are not yet adopted by coaches, but they need to be adopted ASAP. 

For details on my dissertation research of global executive coaching and leader outcomes, using positive psychology protocols, contact us here.  For certification programs using the AD-FIT coaching protocols, see the products for internal managers here, see the products for external coaches and consultants here.

We trademarked the following model because our clients asked us, “What works?”

Positive Psychology Coaching Protocols:

The AD-FITTM Model

Assess coachee’s signature strengths:

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Assess Mindset:  To what extent is the leader/ coachee willing to change?

(Fixed mindset 0-20%, 20-40%, 60-80%, 80-100% growth mindset)

Define a meaningful goal or outcome for the leader/ coachee. (A measurable performance or behavior)

Focus on the leader/ coachee’s agenda. (“I’m a little concerned about…”)

Intervention or possible action for the leader/ coachee. (“Have you considered…”)

Takeaways or next step for the leader/ coachee. (Model accountability and change.)

% of adherence to this model? (0-20%, 20-40%, 60-80%, 80-100%)

Understanding of Positive Psychology Coaching (PPC) protocols:

Introduction to Positive Psychology

Positive Psychology (PP) may be operationally defined as the science of well-being and optimal functioning.  The phrase “positive psychology” was coined by Maslow (1954) and is rooted in humanistic psychology.  Recent research in PP has defined five clusters of scientific findings, the PERMA model, that describe positive emotions, engagement, relationships, meaning, and accomplishments (Seligman, 2011).  The construct of signature strengths can be assessed using the Values in Action (VIA-72) questionnaire (Seligman & Peterson, 2011).  The construct of Psychological Capital (PsyCap) can be defined as a dynamic, higher-order construct comprised of hope, efficacy, resilience and optimism (Luthans, Youssef-Morgan & Avolio, 2015).

Introduction to Positive Psychology Coaching

This Positive Psychology Coaching (PPC) program was designed in response to a perceived need for development of business leaders actively engaged in professional coaching.  The confidential relationship between coaches and coachees will be maintained throughout this research. Autonomy and mastery are critical aspects of professional coaching relationships, and will be maintained throughout this research.

The goals of this PPC program include: (a) assessing and developing individual character strengths using validated strengths-based assessments, (b) adhering to a structured evidence-based protocol for positive psychology coaching, (c) developing a strengths-based goal attainment process customized for each leader (coachee), (d) measuring Goal Attainment Scaling (GAS) by evaluating adherence to three goals that are personally meaningful and relate to business outcomes for the leader (coachee), (e) modeling action planning and accountability in each coaching session by evaluating adherence to the coaching protocols, (f) quantitatively and qualitatively measuring the effect of positive psychology coaching on coachee outcomes.

Coaching engagement goals

The goals for each coaching engagement will be defined by each client (coachee) and customized with their professional coach.  Each coachee will be encouraged to define three goals that are personally meaningful, relate to business outcomes, and can be measured using the goal attainment scale (GAS).  Representative examples of coaching engagement goals may include (a) driving retention and organizational performance through tactical execution, (b) developing strategic thinking and planning, (c) developing leadership capability in key areas to leader success, (d) aligning and integrating current role with desired future role, (e) developing executive presence, (f) aligning operations with other business sectors to drive shared accountability and measurable impact on business outcomes.

Coaching engagement outcomes    

The outcomes of each coaching engagement are typically described by knowledge, skills and abilities (KSAs.)  Examples of knowledge outcomes for the coaching engagement may include (a) aligning the leader’s role with organizational vision, mission, and values, (b) defining how the leader’s role expectations affect collaboration with others, (c) understanding the strengths and values that describe each leader “at their best” and incorporating those strengths into regular vocabulary, and (d) defining key actions essential to reinforce business outcomes.

Examples of the skills outcomes of the coaching engagement may include (a) building capacity to manage resources and the productivity of others, (b) developing strategies for managing energy and time to improve productivity, (c) communicating the leader’s vision and key messages in an impactful manner, (d) developing skills in written messaging that focus on strength-based leadership, (e) modeling self-awareness by incorporating signature strengths into leadership and management activities, (f) applying conflict resolution skills to reach mutually beneficial and positive outcomes, (g) demonstrating effective active listening skills, (h) accurately reading a situation and projecting confidence, decisiveness, assertiveness and poise under pressure, (i) modeling collaborative leadership skills by creating actions plans that include partnering with other leaders, supporting performance goals, building key alliances, and implementing business outcomes.

Examples of the abilities outcomes of the coaching engagement may include (a) fostering innovation, (b) directing initiatives that build alliances and mutual respect, (c) communicating across business sectors by translating key messages between different groups, (d) leading alignment with others using strategic thinking, (e) enhancing problem solving ability to approach common issues/concerns with extraordinary thinking to foster innovation.

Possible activities for PPC engagements

The following list of evidence-based activities is a descriptive resource and is not intended to be prescriptive for any professional coaching or consulting engagement.

  1. Encourage your coachee to take a validated assessment such as the Values in Action (VIA-72) assessment or the Psychological Capital (PSQ-12) assessment
  2. Conduct a strengths-based interview of your coachee using results from the Values in Action (VIA-72) assessment
  3. Conduct a strengths-based interview of your coachee using results from the Psychological Capital (PSQ-12) assessment
  4. Encourage your coachee to describe their best leadership story (“At my best story”) using results from a validated positive psychology assessment
  5. Encourage your coachee to determine three performance or behavioral goals, that are personally meaningful, that relate to business outcomes
  6. Measure achievement of those three business-related goals using the goal attainment scale (GAS)
  7. Encourage your coachee to develop a gratitude journal
  8. Encourage your coachee to document “Three Good Things” for a day or a week, and note any contributing variables or patterns
  9. Invite your coachee to practice multiple acts of kindness toward others, especially within 24 hours
  10. Conduct a Best Future Self activity or guided meditation activity
  11. Encourage your coachee to document the quantity and quality of physical activity, emotional shifts and cognitive energy, for at least 24 hours

My bias/  The bottom line:

The art and science of professional coaching requires that professional coaches adhere to the AD-FITTM protocol model.

See details in the products section.

For details on assessment, interventions, certification, training, or research contact us today.

Mindfulness or Mindlessness? Some good links…

by | Oct 3, 2017 | Coaching, exercise, Leadership, Managers, positive psychology, Resources, Success, talent, video

mindfullness

My friend Steve, in Charlotte, NC, is very intentional about his daily practice of mindful-ness.  As an executive coach and yoga master, he has achieved a state of awareness that others cannot imagine.  Yes, this is his car…

Steve would ask, “What daily practice do you adopt to increase mindfulness?”

Prayer? Meditation?  Random acts of kindness?  Daily expressions of gratitude?  Generosity?

Throughout 4,500 years of recorded history, humans have sought insight from such daily practices.

Yoga teaches the value of breathing and moving.   Just like any hard physical activity.   Gardening.  Running ultra marathons.  Doing 10-day expedition adventure races.

 

Now we have social media triggers such as this clip from Alan Watts to take us on a virtual adventure…

 

 

Alternately, for those who need a provocative clip from Alan Watts, consider this:

 

 

More importantly, a coaching question is “What daily practice do you adopt to increase mindfulness?”

 

 

Invitation to join the Positive Organizational Leadership Project

by | Oct 2, 2017 | action learning process, change, Coaching, Leadership, Leadership Coach Nashville, Managers, organizational leadership, positive psychology, Resources, Sales, strengths, Success, talent, talent assessment

TO:  Positive Psychology practitioners/ leaders/ consultants

FR:  Doug Gray, doug@action-learning.com   

RE:  The Positive Organizational Leadership Project (POLP)

Goal:

Invite practitioners/ leaders/ consultants to share digital stories of HOW they are applying Positive Psychology individually and organizationally.

Assumptions:

  1. Leaders practice leadership.  We can all be better leaders.
  2. We can leverage technology and our communities.
  3. Relationships matter.  When we model relationships that matter, then we increase awareness and learning.

Background:  

After attending  the International Positive Psychology Association conference in Montreal, Canada, in July, 2017 one theme stood clear.  Marketing and branding for practitioners using positive psychology is NOT well defined.  Market confusion abounds.  This Positive Organizational Leadership Project emerged as one initiative to help practitioners share HOW they serve clients in our global marketplace.  Join us?

Process:

(a) share this invitation broadly,  (b) schedule a 30-minute session with Doug Gray here or at https://actionlearnin.wpengine.com/   (c) receive Time Trade confirmation with calendar link (d) encourage participants to write responses to the 5-7 questions below and email them to doug@action-learning.com  24 hours prior to our scheduled call so that we can each be well prepared, (e) download https://zoom.us/ software and familiarize yourself with software on YouTube, (f) at the scheduled time, record 5-10 minutes of video session using https://zoom.us/j/3432485703  (g) send MP4 recording to practitioners for their distribution, (h) post on https://www.youtube.com/user/dgrayful/videos channel with invitation to be included in the project.

Possible questions:

  1. Self-introduction: Who are you, what do you do, where are you located, do you have a website or invitation to share with others?
  2. Self- awareness: If you have taken the assessment at https://www.viacharacter.org/www/, what are your top 5 signature strengths?  How would you describe yourself, at your best, using those top 5 signature strengths? (FYI, my top signature strengths are creativity, hope, perspective, honesty, zest.)
  3. Definition: One common definition of positive psychology is the science and practicing of flourishing or thriving… how do you typically define positive psychology?
  4. What attracts you to the science or practice of positive psychology?
  5. Clients: Who do you typically serve in your PP consulting work?   Please share 2-3 examples/ case studies/ successful interventions or client experiences.
  6. Trends: What trends or market opportunities do you see in the future for positive psychology consulting?
  7. Referrals: Who else can you refer me to who (a) is a Positive Psychology consultant and (b) might be willing to be interviewed in this project?

How can you help?  Share this invitation broadly.   Thank you in advance for your participation.

Here’s to you, at your best…

Introducing the AD-FIT model for positive psychology coaching, managers, leaders

by | Oct 2, 2017 | Business, change, Coaching, digital, Leadership, organizational leadership, Personal Development, positive psychology, strengths, Success, talent, talent assessment

Please share this short video with any coaches, managers, or leaders who care about business outcomes.  

Our research indicates that the AD-FIT model works.  Contact us today for details.

Then apply this model to your clients ASAP.