Positive organizational psychology, with its focus on the identification and development of strengths, is a natural ally to executive development and leadership coaching. However, this approach is only just beginning to come to the attention of organizations and consequently, the research base for strength-based coaching is in its early stages of development. Strength-based Leadership Coaching in Organizations reviews strength-based approaches to positive leadership development and evaluates the evidence for their effectiveness, critically assesses their apparent distinctiveness, and considers how strengths can be reliably assessed and developed in their organizational context.

Preface

Acknowledgements

01 An introduction to strength-based approaches in organizations

Chapter overview

The challenges of contemporary leadership development

A history of positive approaches

What lies behind the focus on the negative?

The evolution of leadership behaviour

The epigenetics of talent

Origins of a more positive approach to leadership

Contemporary trends in positive leadership theory

Contemporary trends in positive leadership development

Coaching and positive psychology

What’s the definition of positive leadership?

Rationale for a strength-based approach to leadership development

Tools to help understand strength-based approaches

Conclusion

Some questions to consider

References

02 Strengths: definitions and models

Chapter overview

Introduction

Models of strengths

Differentiating strengths across the state–trait continuum

The strengths and performance link

Strengths overdone

Strengths in context

Strengths and decision latitude

Summary and conclusion

Some questions to consider

References

03 Positive leadership theories

Chapter overview

Introduction

The origin of leadership behaviour

Positive leadership theories

Outcomes in positive leadership development

Summary and conclusion

Some questions to consider

References

04 Strengths identification and assessment

Chapter overview

Introduction

What types of data can inform us about strengths?

When to use self versus other ratings

What value do psychometrics add?

Self-report strength-based questionnaires

Multi-rater questionnaires

Structured interview approaches

How assessment impacts methodology

Conclusion

Some questions to consider

References

05 Evidence for the effectiveness of positive approaches to leadership development

Chapter overview

Introduction

Levels of evidence

Challenges to effective research in coaching

Evidence for the effectiveness of positive approaches

Conclusion

Some questions to consider

References

06 Strengths development

Chapter overview

Introduction

Developing professional expertise

Positive goal selection

Generic strengths development

Developing specific leadership strengths

Summary and conclusion

Some questions to consider

References

07 Coaching for positive leadership development in organizations

Chapter overview

Key components of coaching for PLD in organizations

Readiness to change and develop

Mapping the stakeholders

Selecting a strength-based leadership model

Identifying strengths in the individual through MSF

Socializing the coachee to the strength-based model

Ensuring the coachee is ready for each session

Ensuring the process supports the content

Ensuring uniformity of delivery – coach variables

Ensuring strategic goal alignment

Ensuring visibility of change

Ensuring the sustainability of change

Ensuring reliable and valid outcomes and ROI

Conducting a leadership coaching evaluation

Summary and conclusion

Some questions to consider

References

08 Using strength-based approaches as a leader or manager

Chapter overview

Introduction

Generic issues of adopting a strength-based approach as a leader/manager

What factors determine how strength-based approaches are utilized in organizations?

Developing competence as a strength-based leader/manager

Developing the strength-based managerial mindset

Frequent objections to implementing a positive coaching approach

Specific areas that can benefit from a strength-based approach

Summary and conclusion

Some questions to consider

References

09 Using strength-based approaches for team development

Chapter overview

Introduction

Theoretical underpinnings

Assessing the strengths of your team

Building a strength-based high performing team

Conclusion

Some questions to consider

References

10 The context and limits of strength-based leadership coaching

Chapter overview

Introduction

Context of a strength-based approach

Horizontal versus vertical leadership development

The limits of strength-based leadership coaching

Research/theoretical criticisms

Cultural criticisms

Political criticisms

Ethical issues

Separating positive leadership and positive psychology

Enough about leaders-what about followers?

Key characteristics of effective followership

Developing as a strength-based practitioner

Best practice strength-based leadership development

Conclusion

Some questions to consider

References

Index