Strengths-Based Leadership Development Two Applications of a Positive Growth Algorithm Deborah Olson, PhD IWP, June 2014

Research on Strengths Seligman & Colleagues Buckingham & Gallup Strengths facilitate: Optimal performance Self awareness: “This is ME” Engagement, flow

Understanding Strengths Strengths are enduring and unique Hard wired? Strengths energize your actions: Desire to learn more about them Practice the skills associated with them There is a “yearning quality” I want to do more tasks like that!! “Easy to learn: engaging Feelings of Well-Being (PERMA)

Why is this important in our education and development as leaders?

TWO Research Based Frameworks Seligman, Peterson, Positive Psychology Gallup & Associates

Gallup’s 34 Signature Themes

Both Cases: Three Interventions to Enhance Well-Being; Optimize Performance Research conducted by Seligman and Associates have demonstrated the following strengths based interventions as linked to feelings of well-being, optimism, performance: Using a strength in a new way Write down three good things (every night for two weeks) What happened? Why did it happen? Gratitude (directly expressed)

Gratitude Visit We have all had the support of many people . . . Identify a person whom has helped and supported you (and whom you have not sufficiently thanked) Write them a letter Describe their actions AND the impact of their actions on you TODAY. Deliver the letter to them personally and read it (or paraphrase it) so they feel your gratitude deeply This action of leadership and well being is for YOU.

Strengths Based Executive Coaching and Development Case #1 Strengths Based Executive Coaching and Development

Overview of Three Year Process Systematic coaching and development with the executive team Focus on Organizational climate and business performance Understanding talents and strengths Facilitating interdependence among teams/departments Realignment of accountabilities (linked to strengths) With executives and their direct reports Strategic (coaching staff to do tactical work)

Leadership and Business Outcomes (Linked to Talents) Leadership Outcomes: Leadership competency (360 feedback data) People Pulse scores (culture survey): Engagement & Retention Completion of key strategic processes (under budget; less time) Automated medical record Succession Planning/Formal Mentoring success Stronger working relationships among executive team Successful matrix project teams Accreditation reviews: Joint Commission; National Committee for Quality Assurance (NCQA) Business Outcomes: Highest Performing Region Revenue Membership growth National ratings (compliance reviews)

Case #2 Leadership and Management Masters Students: Core Course Leadership Theory and Practices

10-week term class (Masters Students) Prework: Talent Assessment completed Week 1 & 2: In the Zone/Loathed it Analysis Week 3: Lollipop Moments (at least 3) Week 4: Use your strength in a new way Week 5 & 6: Three good things, written down every night Week 7: Integration Paper What have you learned? What will you change? Week 8: Gratitude Visits Week 9: Job Crafting Week 10: Integrated Strengths Based Leadership Development Plan completed

Positive Leadership Development: Reframes, Creates Options After completing the class, this student set the goal to travel and build her cultural competence to enhance her impact in her leadership role (she went to Spain first . . . Overcoming her fear of flying . . . ) It was an experience of a lifetime, more than I ever could have imagined. Definitely a life changing experience. Your class truly inspired me to step out of my comfort zone and do what I love to do!! Director of Learning and Development, County of San Bernardino

Master’s Student Final Reflection Paper This course has opened my eyes to the power of the positive. In many respects this has been a life altering experience because not only have my intellectual gifts been heightened but my self perspective has been elevated. These tools and exercises have given me the ability to spot my strengths, create a plan of action and give me the courage to implement these changes. Furthermore, the research and articles that I have read during this period have given me the knowledge that when I am positive, the ripple effect is global. After participating in lollipop moment activities and the three-good things journal, I realized that little things matter: a simple smile, an act of kindness, even a two-line thank you note can make all the difference in the workplace and in many respects the world I live. This is the best information any leader can get to help motivate and influence others for the common good. Technology Support Team Leader Southern California University

Questions? Comments? Observations? Deborah Olson, PhD Associate Professor of Management and Leadership University of La Verne California, USA