The Talent Development Centre as an Integrated Positive Psychological Leadership Development and Talent Analytics Framework

Abstract

The Talent Development Centre as an integrated positive psychological leadership development and talent analytics framework. In L. E. van Zyl, & S. Rothmann Sr. (Eds.), Positive psychological intervention design and protocols for multi-cultural contexts (pp. 33-56). Springer.

The Concept and Components of Engagement in Different Domains Applied to eHealth: A Systematic Scoping Review

“…Developing scalable, cost-effective, and efficient technological solutions to enhance the general health and well-being of individuals has become vital within today's digital economy (Stander and van Zyl, 2019). Positive organizational interventions that focus on harnessing and improving individuals' strengths to increase employees' well-being, and organizational outcomes are examples that have begun to gain more attention (Winslow et al, 2017;Salanova and Ortega-Maldonado, 2019).…”

Positive Psychological Coaching Definitions and Models: A Systematic Literature Review

“…Positive psychological coaching is aimed at harnessing the best in people and to optimize their potential through strengthsbased initiatives (Freire, 2013). When focusing on "correcting" weaknesses, the process then reinforces low expectations, creates dependency on outside resources and discourages optimal development (Seligman, 2012;Stander and van Zyl, 2019).…”

“…Phase 2 in the PPCM aims to subject the client to a "strengths profiling and feedback" process. The focus here is to explicitly identify or diagnose the psychological strengths of the client through psychometric assessments (e.g., VIA Signature Strengths Inventory, Realise2, Strengths Finder 2.0), fit-for-purpose simulations (e.g., Talent Development Centres), strengths-based interviewing, strengths-spotting or other strengths-exploration exercises (Stander and van Zyl, 2019;van Zyl and Rothmann, 2019a). The client needs to become aware of his/her strengths and develop insight as to how these could be used to foster personal development and achieve goals (McQuaid et al, 2018).…”

“…In this phase, the information of the previous phases is integrated into a solutionsbuilding conversation in order to (a) set goals, (b) develop an implementation strategy, and (c) facilitate the execution thereof. During goal setting, the client needs to perform a gap analysis through contrasting his/her current reality with the ideal vision crafted in the previous phase in order to determine the specific action step required to close these proverbial gaps (McQuaid et al, 2018;Stander and van Zyl, 2019). This can be done through various evidence-based techniques, such as using the Wheel of Life Brainstorming Framework (Byrne, 2005), or the Five Paths to Happiness or CASIO exercise (Frisch, 2013) to determine the discrepancy between the current and desired end state.…”

“…Here the client needs clear, immediate and developmental feedback on each stage of the process. Realtime updates on goal progress will facilitate more commitment and accountability (Stander and van Zyl, 2019). During execution, a high level of congruence between the goals, the strategy and strengths should exist.…”