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How to Use the HERO Model for INDIVIDUAL changes…

I’m often surprised at what business psychologists know, that ANYONE could benefit from knowing and practicing… 

This content is #1 of 3 articles.

Title: The HERO Model: An approach for Navigating Organizational Changes in Family Enterprises

All leaders and advisors struggle with Organizational Change.  How could our work be anything else?  Family enterprises are infinitely complex.  No one likes to be told to change.  We all bring our biases and adopt heuristics to reduce that complexity.   Attorneys say, “We mitigate risk.”  Wealth advisors say, “We leverage capital assets.”  Next Gens say, “We want to innovate.”

We all use heuristics (patterns for what works) to reinforce the structures that reflect our worldview for each family system.  One common example is the multidisciplinary views of capital, that include financial, social, human, family, legacy, and intellectual views of capital.   Those views of capital are resource-based, and the capital diminishes as we age.  In my final years, for example, I will forget people and information, and my financial assets will be invested into healthcare… just like each of our clients. 

What would happen if more practitioners adopted a more pervasive and universal view of capital? 

Social psychologists (like me) know that Psychological Capital (PsyCap) is a dynamic, validated construct that can be used to describe our clients.  PsyCap is defined as a construct based on 4 inter-related competencies: Hope, Efficacy, Resilience, and Optimism (see the APA link here, or read the book here).

As the primary author, Fred Luthans, recently stated to me, “PsyCap has and continues to take off across the world … I have over 166,000 citations of my research which has been awarded in the top 1% of all researchers in all fields in the world and ranks #1 in organizational behavior textbooks. In other words, I am very happy with how PsyCap research is going, especially in the global economy.”  (direct communication 9.5.24).

 The HERO model is more than a convenient acronym.  The HERO-within model is a critical approach that practitioners can apply at multiple levels- individual, team/ family, and organizational/ societal. 

I have applied the PsyCap model with countless clients for decades.  You can also do so!

And ANYONE can apply this model to themselves.

Practitioners, by definition, need to practice new behaviors and share them widely.  My opinion is that practitioners have a fiduciary responsibility to practice both new ideas (innovation) and celebrate strengths (stability) every day. 

The purpose of these 3 short articles is to introduce the HERO model, like a new vocabulary term, and examples that can be applied by advisors in any discipline.  I invite you to assess how you can apply these practical examples with yourself, your loved ones, and with the clients you serve. 

Imagine that you are building a house with a garden that you hope will support generations of loved ones.  Hope is defined as “the will and the way” to build a better future (read the book here).   Every business founder believes “I can build this product or service.”  Their hopes are often defined in founder’s history books or videos, vision statements, the stories told and re-told at gatherings.  Efficacy is the capacity to build that new house, to get the job done.  We all use blueprints such as values statements, family constitutions, charters, phased strategic plans for new projects.  Resilience is our capacity to respond to adversity by returning to the same or a better level.  Examples include our responses to global disease, market adversity, or loss of our loved ones.  Optimism is our choice to believe in a positive outcome, such as well-being for our children and grandchildren.  All four of these competencies can be measured, taught in under 90 minutes, and developed over time.  The PsyCap impact is more significant when all four competencies are measured (a second-order effect) than when only one or three competencies are measured. 

Here are examples for how we can accelerate PsyCap at three levels:  Individual, Team/ Family and Organizational/ Societal.

Article #1 of 3: The HERO Model applied at the Individual level

We all need to look in the mirror at times.  We all need to exhale.  All good leadership development models start with self-awareness and lead to new actions, so it makes sense to start this list of activities with assessments, then several new behaviors that you can implement immediately.  

   A.  Pre-Meeting or Annual Surveys.   For years I’ve embedded these 4 questions into surveys so that I can provide a summary of PsyCap changes over time.  Directions:  On a scale of 1 (low) to 10 (high) how do you assess each of the following?

                  1.  Hope.  I have “the will and the way” to achieve my goals.

                  2.  Efficacy.  I feel confident that I know what I need to do to achieve my goals.

                  3.  Resiliency.  I can get through difficult times or challenges.

                  4.  Optimism.  I am optimistic about what will happen to me in the future.

When I share the data, I also encourage people to use these four vocabulary words regularly.

   B.  Self-Assessments.  Individuals and teams can clarify values using free tools like https://www.viacharacter.org/ or https://www.lifevaluesinventory.org/

Personality and behavioral data including strengths and derailers can be assessed from https://www.hoganassessments.com/ or https://www.discprofile.com/

   C.  360-Assessments.   The most valid form of assessment is anonymously collected from others and focuses on the behaviors of family and non-family leaders.  See my process at https://assessnextgen.com/

   D.  Reflected Best Self activity.  When I ask 10-15 people to describe my strengths and weaknesses, those details can help me identify how I can be “At My Best.”  Our colleagues and loved ones may never have been asked to provide feedback or advice.  (See details at https://hbr.org/2005/01/how-to-play-to-your-strengths). 

   E.  Three Good Things.  The gold standard in social science, with over 100 years of research, occurs when a random sample population repeatedly has a significant result from an isolated behavior.  Imagine that you practice this new behavior for a week.  When going to bed, write down or state out loud Three Good Things that happened that day.  Simple activity, right?  If we measured your subjective well-being (happiness) daily, it would increase.  Related prosocial measures, like gratitude and kindness, also increase.  If you extend your Three Good Things activity into a journal for months and years, then you can ask your loved ones if they notice any results.  (read the book here).

   F.  Adopt a metaphor, such as building a new house with a garden where your great grandchildren can flourish.  When we “design a future self or future house” then we can adopt that metaphor and practice flourishing.  Ask any founder.  Or ask any parent.  When we hold newborn children, we always whisper our best intentions and hopes.  Why not do the same for yourself and your clients?

Time to pause… what do you think?

Article #2 in this series will focus on the team/ family level.

Article #3 in this series will focus on the organizational/ societal levels of organizational change.

Conclusion

Like every practitioner, I’m regularly reminded of how little I know.  I ask for advice, and read, and on good days I listen well.   Then I try something new.  The PsyCap term may be new to some readers.  However, the words “hope, efficacy, resilience and optimism” are ancient and familiar. 

If we embrace the HERO model for our loved ones and our clients, then we are practicing ancient wisdom, in a new way.  (See my riveting dissertation here).

My experience is that Psychological Capital describes family-centric values over a longer term than any other measure of capital. 

Please add your thoughts if you share that bias or want to continue this conversation!

Schedule a 1:1 session here

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

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.

Invitation to join the Positive Organizational Leadership Project

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

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.

What are best practices in leadership consulting?

Organizational Consulting and Leadership Coaching

 

We understand the challenges that executive leaders face.  We are experts in individual and organizational behavioral change.  Since 1997, we have consulted with hundreds of leaders using the 3A process of (1) assessment, (2) constructive actions, (3) accountability. Our purpose is to help leaders flourish as they achieve business outcomes.

 

Theoretical models

  1. Positive psychology (PP) can be defined as the science and practice of well-being or flourishing.  Prior to 1998, over 70% of psychological research focused on mental illness.  Since 1998, a better balance has resulted from new scientific studies in mental health.
  2. Psychological capital (PsyCap) is a developmental state comprised of hope, efficacy, resilience and optimism. Our research confirms that PsyCap can be developed, and explains up to 71% of engagement scores and 65% of job satisfaction scores.

 

Value to you

  • Modeling evidence-based practices in behavior change
  • providing a confidential assessment of individuals and teams
  • adding a third party, objective, supportive perspective to your leadership team
  • increasing accountability of each leader’s personal and professional goals
  • improving specific skills related to each leader’s role, such as supervisory or managerial skills, interpersonal communication, executive presence, conflict resolution, productivity
  • sharing world-class techniques from superb organizations that have done similar work
  • reviewing strategic business decisions related to operations, customer service, marketing, management or financials
  • being a sounding board for communication issues
  • preventing problems, thereby avoiding more expensive, time consuming or embarrassing actions
  • supporting each leader’s growth past any limiting beliefs

 

 

Scope of services

Individual executive leadership coaching typically requires at least 6 months of engagement for over 40 hours.  All coaching service levels include an intake session, individual quantitative and qualitative assessments, 360 interviews, written behavioral action plans, milestone meetings with stakeholders, constructive actions, and accountability.  We have a network of executive coaches throughout the U.S.  All consulting and coaching services are guaranteed.

 

 

Expected outcomes

  • Develop leadership capacity in areas that are key to each leader’s success
  • Drive organizational performance through tactical execution, deliberate practice of desired behaviors, and focused strategic thinking
  • Leverage each leader’s strengths and mitigate risks, so that each leader can increase the probability of achieving key organizational outcomes
  • Increase retention of desired executive leaders
  • Our clients have experienced up to 1,200% return on investment, up to 60% increase in productivity, and up to 300% revenue growth. There are 100+ client testimonials at action-learning.com and on social media.  Your outcomes need to be defined.

 

 

Next steps

  • For products and services visit action-learning.com
  • To schedule a meeting or conversation contact:

Doug Gray, PCC   doug@action-learning.com   at 615.905.1892 today

 

 

The bottom line

Action leads to learning.

All leaders require executive coaching at times.

Your most critical investment is to retain your desired employees.

 

What are you waiting for?

Download this list of services and investment levels now:

How can I improve health care leadership?

Leaders practice leadership, just as physicians practice medicine.  Here are some details.

 

Health Care Consulting and Leadership Coaching

We understand the challenges that executive leaders and physicians face. We are experts in individual and organizational behavioral change. Since 1997, we have consulted with hundreds of leaders using the 3A process of (1) assessment, (2) constructive actions, (3) accountability. Our purpose is to help leaders flourish as they achieve business outcomes.

 

Theoretical models

1. Positive psychology (PP) can be defined as the science and practice of well-being or flourishing.  Prior to 1998, over 70% of psychological research focused on mental illness.  Since 1998, a better balance has resulted from new scientific studies in mental health.

2. Psychological capital (PsyCap) is a developmental state comprised of hope, efficacy, resilience and optimism. Our research confirms that PsyCap can be developed, and explains up to 71% of engagement scores and 65% of job satisfaction scores.

 

Value to you
• Modeling evidence-based practices in behavior change
• providing a confidential assessment of individuals and teams
• adding a third party, objective, supportive perspective to your leadership team
• increasing accountability of each leader’s personal and professional goals
• improving specific skills related to each leader’s role, such as supervisory or managerial skills, interpersonal communication, executive presence, conflict resolution, productivity
• sharing world-class techniques from superb organizations that have done similar work
• reviewing strategic business decisions related to operations, customer service, marketing, management or financials
• being a sounding board for communication issues
• preventing problems, thereby avoiding more expensive, time consuming or embarrassing actions
• supporting each leader’s growth past any limiting beliefs

 

Our scope of services
Individual executive leadership coaching typically requires at least 6 months of engagement for over 40 hours. All coaching service levels include an intake session, individual quantitative and qualitative assessments, 360 interviews, written behavioral action plans, milestone meetings with stakeholders, constructive actions, and accountability. We have a network of executive coaches throughout the U.S.  All consulting and coaching services are guaranteed.

 

Your expected outcomes
Develop leadership capacity in areas that are key to each leader’s success

Drive organizational performance through tactical execution, deliberate practice of desired behaviors, and focused strategic thinking

Leverage each leader’s strengths and mitigate risks, so that each leader can increase the probability of achieving key       organizational outcomes

Increase retention of desired leaders

Our clients have experienced up to 1,200% return on investment, up to 60% increase in productivity, and up to 300% revenue growth. There are 100+ client testimonials at www.action-learning.com and on social media. Your outcomes need to be defined.

 

Your next steps
For products and services visit us a twww.action-learning.com/action-leadership-store/  or here

 

To schedule a meeting or conversation contact:
Doug Gray, PCC  here or call 615.905.1892

 

The bottom line
Action leads to learning.
All leaders require executive coaching at times.
Your most critical investment is to retain your desired employees.

 

What are you waiting for?

Download this list of services and investment levels now: