Positive Psychologie im Coaching

McQuaid, Michelle

doi:10.1007/s11613-017-0510-8

Cited by 7 publications

(6 citation statements)

References 37 publications

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“…Finally, character strengths and the use of signature strengths are all about balance and the healthy mean. The literature often highlights that it is important for clients to understand how strengths can be overplayed and underplayed (e.g., Linley 2008;McQuaid 2017). By definition, overplayed/underplayed behavior would no longer be in line with a character strength or signature strength.…”

Section: Discussionmentioning

confidence: 99%

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Fostering character strengths to promote thriving and flourishing in organizations

Harzer¹

2020

Organisationsberat Superv Coach

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Character strengths are positively valued personality traits that find expression in individuals' thoughts, feelings, and behaviors. Most adults develop up to seven core character strengths (i.e., "signature strengths") which are central to their identity. According to fundamental theoretical assumptions about signature strengths, Person-Environment Fit Theory, Job Demands-Resources Theory and prior empirical research, employing one's signature strengths leads to a number of favorable general and work outcomes. Strategies on the individual, team, and organizational level fostering signature strengths use in the workplace are summarized. Keywords Character strengths • signature strengths • coaching Charakterstärken als Ansatzpunkt zur Förderung des persönlichen Wachstums in Organisationen Zusammenfassung Charakterstärken sind positiv bewertete Persönlichkeitsmerkmale, die sich im individuellen Denken, Fühlen und Verhalten widerspiegeln. Erwachsene entwickeln meist bis zu sieben Kerncharakterstärken, sogenannte "Signaturstärken", die besonders zentral für sie sind. Entsprechend theoretischen Annahmen zu Signaturstärken, Person-Environment Fit Theorie und Job Demands-Resources Theorie sowie Forschungsbefunden führt die Anwendung der Signaturstärken zu zahlreichen gewünschten allgemeinen und berufsbezogenen Outcomes. Strategien auf individueller, Team-und Organisationsebene zur Erhöhung der Anwendung der Signaturstärken im Beruf werden zusammengefasst.

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Section: Discussionmentioning

confidence: 99%

“…1. coaching (e.g., Biswas-Diener 2010; Govindji and Linley 2007;McQuaid 2017), 2. interventions (e.g., Dubreuil et al 2016;Ghielen et al 2018;Harzer and Ruch 2016), and 3. leadership style of managers (e.g., Kong and Ho 2016;Lavy et al 2017;Meyers et al 2019b).…”

Section: Individual Levelmentioning

confidence: 99%

Fostering character strengths to promote thriving and flourishing in organizations

Harzer¹

2020

Organisationsberat Superv Coach

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“…Strength development is viewed as a key process in positive psychology due to the shift from a deficit-based approach towards human functioning: a move from ‘what’s wrong and how can we fix it’, to ‘what’s right and how can we strengthen it’. McQuaid (2017 , p. 285–284) simply describes strengths as, ‘ the things you are good at and enjoy doing ’, which is reflective of Linley and Harrington’s (2006) definition of strengths as ‘ a natural capacity for behaving, thinking, or feeling in a way that allows optimal functioning and performance in the pursuit of valued outcomes ’. Strength-based interventions that aim to promote the awareness, cultivation and application of personal strengths have been reported to have many positive individual and organisational outcomes ( McQuaid, 2017 ).…”

Section: What Is Coaching?mentioning

confidence: 99%

“…McQuaid (2017, p. 285-284) simply describes strengths as, 'the things you are good at and enjoy doing' , which is reflective of Linley and Harrington's (2006) definition of strengths as 'a natural capacity for behaving, thinking, or feeling in a way that allows optimal functioning and performance in the pursuit of valued outcomes' . Strength-based interventions that aim to promote the awareness, cultivation and application of personal strengths have been reported to have many positive individual and organisational outcomes (McQuaid, 2017). Strengths research is one of the most integrated concepts from positive psychology into coaching psychology.…”

Section: What Is Coaching?mentioning

confidence: 99%

The Future of Coaching: A Conceptual Framework for the Coaching Sector From Personal Craft to Scientific Process and the Implications for Practice and Research

Passmore

Evans-Krimme²

2021

Front. Psychol.

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This conceptual paper explores the development of coaching, as an expression of applied positive psychology. It argues that coaching is a positive psychology dialogue which has probably existed since the emergence of sophisticated forms of language, but only in the past few 1000years, has evidence emerged of its use as a deliberate practice to enhance learning. In the past 50years, this dialectic tool has been professionalised, through the emergence of professional bodies, and the introduction of formal training and certification. In considering the development of the coaching industry, we have used Rostow’s model of sector development to reflect on future possible pathways and the changes in the coaching industry with the clothing sector, to understand possible futures. We have offered a five-stage model to conceptualise this pathway of development. Using this insight, we have further reviewed past research and predicted future pathways for coaching research, based on a new ten-phase model of coaching research.

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Section: What Is Coaching?mentioning

confidence: 99%

Future Perspectives on Positive Psychology: A Research Agenda

Zyl

Salanova

2022

Frontiers Research Topics

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Positive Psychologie im Coaching

Cited by 7 publications

References 37 publications

Fostering character strengths to promote thriving and flourishing in organizations

Fostering character strengths to promote thriving and flourishing in organizations

The Future of Coaching: A Conceptual Framework for the Coaching Sector From Personal Craft to Scientific Process and the Implications for Practice and Research

Future Perspectives on Positive Psychology: A Research Agenda

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