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:
Leaders practice leadership. We can all be better leaders.
We can leverage technology and our communities.
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:
Self-introduction: Who are you, what do you do, where are you located, do you have a website or invitation to share with others?
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.)
Definition: One common definition of positive psychology is the science and practicing of flourishing or thriving… how do you typically define positive psychology?
What attracts you to the science or practice of positive psychology?
Clients: Who do you typically serve in your PP consulting work? Please share 2-3 examples/ case studies/ successful interventions or client experiences.
Trends: What trends or market opportunities do you see in the future for positive psychology consulting?
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.
Recently I was asked to speak at the Human Resource conference for the State of Tennessee. They wanted four sessions on “How to increase employee engagement.”
Studies continue to show that employee engagement in the workplace remains low- around the 30% range. Low levels of employee engagement have a negative impact on achieving organizational goals, and create a workplace that does not encourage high performance. During this session, we will answer the three key questions of employee engagement: 1) What do we know from evidence-based science? 2) How can I apply that science to increase my personal level of engagement? 3) How can I improve the engagement levels of others? This course introduces a new model based on positive psychology practices, called the AD-FIT%TM model, that you can apply immediately.
This course provides leaders at all levels with an introduction into the science and practice of employee engagement. Any manager or leader with a growth mindset can apply this course content to lead individual, group or organizational change in your business. This content has been distributed to thousands of leaders in governments, private and nonprofit organizations, as well as individuals.
The content of this course is gleaned from thousands of our leadership consulting clients since 1997, and the presenter’s dissertation research on positive psychology.
The goal of this course is to introduce leaders like you to world-class techniques so that you gain competitive advantage.
Learning objectives:
Recognize key variables that influence employee engagement
Discover how to measure employee engagement
Identify how to increase individual employee engagement
Identify how to develop organizational employee engagement
Please contact us for the handout before viewing the video section of this course.
This morning I explained Systems Thinking to a client who owns a small leadership development business using professional actors. This CEO was struggling to articulate the unique value of his company. And he needed to prepare for a big meeting with a prospective buyer tomorrow that could lead to 10x his previous revenue for 2016. I mentioned leverage, Archimedes, and the idea that “with a big enough lever one could change the world.” When he wanted examples, I described the applied systems thinking that Macdonald, Burk and Stewart (2006) implemented at entrenched mining companies in Australia. When he wanted to find simple words to describe the cascading effects of organizational change, he drew a model with concentric circles like a bulls-eye. The smallest ring was unlabeled, to represent the chaotic core of deep change, the next ring was individual, then team, then organizational, then societal. I think that he this process of thinking has now helped him find the words he needs to sell his services tomorrow. I am looking forward to hearing his results.
This afternoon I met with a fellow board member of our Association of Talent Development (ATD) chapter to plan 2016 activities. She leads Learning and Development at Bridgestone and I discussed with her Systems Thinking. She needs to prepare to replace an aging workforce, and has developed programs with the largest university in the state, MTSU, using values from their company and partnering with the US Naval Academy and US Army at West Point. In short, they desire to teach essential leadership skills using their company values at a public university. Concurrently, Bridgestone needs to relocate 30-50% of their senior leaders from two other states to their new corporate headquarters in Nashville, without losing significant intellectual capital. She is excited and overwhelmed about the changes ahead for Bridgestone, and appreciated discussing ways to apply Senge’s (2996) model of a learning organization to those changes. I think that she has the resources she needs to implement systems thinking and I will continue to be available to her as the process continues.
Notice the pattern?
We can have many case studies from our clients that can help you make smarter decisions today. Call Doug GRay, PCC, at 615.905.1892 or contact us today.
Is your business ready to improve by applying systems thinking? If so Contact Us Today!
References
MacDonald, I., Burke, C., & Stewart, K. (2006). Systems Leadership: Creating Positive Organizations. Hampshire, England: Gower.
Senge, P. M. (2006). The Fifth Discipline: the Art and Practice of the Learning Organization. Random House/Currency.
I get this question all the time… so here are some details on speaking topics for new managers or emerging leaders.
Assumption #1: Leaders practice leadership, just as physicians practice medicine and attorneys practice law. Speaking is one way to reinforce evidence-based practices that should work for you. If you practice them.
Assumption #2: Positive relationships matter. The quantity and quality of our relationships is the greatest predictor of career development, human longevity, flourishing and well-being. Speaking is one way to practice developing positive relationships
So what are some great speaking topics? Here are some of my recent examples.
How to apply positive psychology in your talent development practice. A 50-minute presentation on the science and practice of positive psychology in any organization.
The Association for Talent Development (ATD) International Conference and Exhibition, Atlanta, GA, World Congress. One of only 2 presentations on positive psychology, amid 400+ presentations, and 12,000+ speakers. Book signing.
Association for Talent Development (ATD) chapter meeting presentations in Chattanooga, TN (June, 2017), Nashville, TN (August, 2016), Birmingham, AL (November, 2016)
International Coaching Federation (ICF) chapter meeting in Nashville, TN (September, 2016)
How to Increase Employee Engagement: For You or Others. A 50-minute interactive workshop designed to help leaders apply the science of employee engagement, and the AD-FIT consulting model, to their work.
State of TN, Human Resources Conference, Nashville, TN, 4 sessions July 18-19, 2017.
Trends in evidence-based talent management. A 50-minute presentation on the costs of human capital and analytics, technology and consulting.
Project Management Institute (PMI) Nashville chapter meeting (April, 2015)
International Society for Performance Improvement (ISPI) Nashville regional chapter meeting (February, 2015)
Action Learning Summit. A day of thought leadership designed for select leaders in Franklin, TN (May, 2016)
Talent Summit. A day of thought leadership hosted in Nashville, TN for select leaders in talent management, analytics and consulting (March, 2015).
How to Address Healthcare Leader Burnout. A 50-minute webinar or presentation. The need to diagnose burnout and treat healthcare leaders with resilience is critical. This presentation provides practitioners with evidence-based tactics to apply at the individual or organizational levels.
Webinar on July, 2015, partnering with eVisit and CEUs provided by the Professional Association of Health Care Office Management (PAHCOM)
Doug Gray speaker bio:
Doug Gray is the co-founder and CEO of Action Learning Associates. He has demonstrated expertise in applying positive psychology practices for thousands of individual and organizational leaders. Doug is a PhD candidate in Organizational Leadership at the Chicago School of Professional Psychology. His research topic is the effect of positive psychology on business leaders and executive coaches. Since 1997, Doug Gray, PCC, has been an author, researcher, teacher, and organizational consultant. His top five signature strengths include creativity, honesty, gratitude, hope and love of learning. He manages executive coaches for the largest global provider of executive coaches. He also volunteers as the ATD Nashville chapter president.
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