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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.
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.
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?
(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.
Our research indicates that the AD-FIT model works. Contact us today for details.
Then apply this model to your clients ASAP.
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.
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.
Trends in evidence-based talent management. A 50-minute presentation on the costs of human capital and analytics, technology and consulting.
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.
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.
Speaker links:
Contact Doug Gray, PCC, today at 615.905.1892 or by clicking here.
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