Using Coaching and Positive Psychology to Promote a Flourishing Workforce: A Model of Goal-Striving and Mental Health

Grant, Anthony M.; Spence, Gordon B.

doi:10.1093/oxfordhb/9780195335446.013.0014

Cited by 19 publications

(35 citation statements)

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“…The supervisors and leaders in this study described couching as a means of supporting employees' development (see also Grant & Spence, 2013). Although not all leaders perceived the idea of couching similarly, they seemed to agree that in order to be able to support the employees' development, given especially the change in banking work, they had to create open and reciprocal relationship with their employees.…”

Section: Discussionmentioning

confidence: 79%

Success at work requires successful leaders? The elements of successful leadership according to leaders and employees of a Finnish mid-size enterprise

Uusiautti¹

2015

IJRSP

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This study focused on the reciprocal nature of leadership from the point of view of success, when defined a manifestation of expertise, high performances, productivity, and positive work experiences. Leaders' action with and among their employees formed the core of the study.The purpose was to find out how leaders themselves and their employees describe success at work and leadership practices that support the success. The study was conducted among leaders and employees in a mid-size Finnish enterprise. Two research questions were set for this study: (1) How do the leaders and supervisors describe successful leadership? and (2) How do the employees describe successful leadership? This study employed a multi method approach that combined qualitative research methods within one study. The leaders and supervisors (N=15) were interviewed while employees (N=29) participated by filling out an open-ended questionnaire. Elements of successful leadership in leaders' and supervisors' and employees' descriptions are presented as results. Leadership for success at work maintains that a leader or supervisor finds leadership as his or her personal strength. The social element of using the strength was strongly emphasized in this data. Much of the strength becomes manifested through the social interaction between leaders and supervisors and employees, where positivity can be the key element. Those who have this perception are likely to enjoy their work as leaders, find it meaningful, inspiring, and energizing, and to succeed as leaders and make followers succeed as well especially in the changing world of work.

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Section: Discussionmentioning

confidence: 79%

Success at work requires successful leaders? The elements of successful leadership according to leaders and employees of a Finnish mid-size enterprise

Uusiautti¹

2015

IJRSP

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“…When teachers' self-esteem satisfied they begin to feel they are useful and they have some effects on their environment. If school leaders praise their colleagues' strengths appropriately it is more effective from to criticise theirs weaknesses (Grant & Spence, 2010;Kashdan & Rottenberg, 2010;Peterson, 2006). School leaders can extend their praise competences through some practises on solution-focused questions.…”

Section: Solution-focused School Leadership (Sfsl)mentioning

confidence: 99%

Solution-Focused School Leadership Scale: A Validity and Reliability Study

Sezer¹

2017

JPR

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The aim of this study was to develop a new brief scale to determine school administrators' solution-focused school leadership features. Additionally, it was aimed to explore the psychometric properties including factor structure, reliability and validity analysis of the Solution-Focused School Leadership Scale (SFSLS). The data were collected from 192 teachers. The results of the study suggested two-factor subscales for SFSLS. Factor structure of SFSLS was examined by means of exploratory and confirmatory factor analysis. In general, the SFSLS demonstrated adequate model fit, showed strong internal consistency and correlated with the SFSLS subscales. In total, the findings support that the SFSLS is a valid and reliable measure to determine school administrators' solution-focused school leadership features. This scale can be considered crucial in determination of school administrators' solution-focused school leadership features so that solution-focused school management strategies can be developed to handle various problems of schools.

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“…This perspective comes about when a leader's characteristic is compatible with a high degree of the parallel characteristic in the organizational culture. For competences that match with this type, the orientation of coaching logically changes towards a positive psychology standpoint of leadership, whereby the key objectives are to make better and realize the maximum potential of characteristics that the leader already may have had (Grant & Spence, 2010). In line with a positive psychology standpoint, it is crucial for consultant coaches and executives to appreciate that the areas of strength also need special development strategies.…”

Section: Congruence Highsmentioning

confidence: 99%

“…Another related factor with critical implications for executive coaching borders on how the leader applies culturally supported competencies to the benefit of the entire organization. As with people, corporations can always derive great benefits from further development of qualities, which may already be fully developed (Grant & Spence, 2010). Certain attributes of the organizational culture may be clearly observable, commonly shared, and fully leveraged inside the corporation, in a way that cultural preservation is the most critical role that a corporate leader can engage in.…”

Section: Congruence Highsmentioning

confidence: 99%

Framework for Understanding Leader-Organizational Culture Congruence

2016

International Journal of Managerial Studies and Research

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The current paper describes the conceptual foundation and practical application of an innovative framework for coaching business leaders. Build on the person-environment fit theory, the leader-organizational culture fit framework produces a set of conclusions regarding leader-organizational culture congruence and result in a number of unique approaches on coaching. The purpose of the conceptual structure is to create and expand the coach's personal insights concerning how the culture of an organization may provide for the leader's development of specific competencies, while potentially limiting the development of other capabilities. The proposed framework also has the ability to better support leader development approaches, in relation to coaching, with the wider development needs of the organization by identifying strategic ways through which the organizational leader can act as a critical agent for positive culture change. Furthermore, the paper discusses three methodological qualifications for the implementation of the proposed model: the application of parallel characteristics, corresponding measures, as well as evaluative assessments of characteristics. Finally, the paper discusses a number of important challenges and limitations towards implementing the proposed model within a coaching intervention.

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Using Coaching and Positive Psychology to Promote a Flourishing Workforce: A Model of Goal-Striving and Mental Health

Cited by 19 publications

References 0 publications

Success at work requires successful leaders? The elements of successful leadership according to leaders and employees of a Finnish mid-size enterprise

Success at work requires successful leaders? The elements of successful leadership according to leaders and employees of a Finnish mid-size enterprise

Solution-Focused School Leadership Scale: A Validity and Reliability Study

Framework for Understanding Leader-Organizational Culture Congruence

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