Comments on: Positive Psychology & Institutions: Highlights From a Panel Discussion

By: " Musings - ‘Finding Your Voice’ " on Positive Psychology News Daily

" Musings - ‘Finding Your Voice’ " on Positive Psychology News Daily — Tue, 30 Oct 2007 05:10:32 +0000

[…] And are these concepts very different from those studied in Positive Psychology? Are Covey’s talents, passion, need, and conscience different from the following: strengths (as studied by researchers including Peterson, Park, Seligman, and Steen), drive (as studied by researchers including Ryan and Deci), meaning (as studied by researchers including Seligman and King), and morality (as studied by researchers including Haidt)? […]

By: Positive Psychology News Daily » Blog Archive » Calendar Cross Reference for January 2007

Sat, 24 Mar 2007 02:39:06 +0000

[…] Jan 14 Pos Psych and Institutions by Margaret Greenberg […]

By: Kathryn Britton

Kathryn Britton — Mon, 05 Feb 2007 21:57:31 +0000

Margaret,

While I think having a positive leader is extremely important, I wouldn’t want it be considered a sine qua non of positive organizational change. In fact, what I’ve found is that some interventions actually empower people who are not leaders to take steps to better their own environments. One that comes quickly to mind is learning how to reframe things in positive ways. A small group worked on reframing the way they thought about yearly performance evaluations and came up with a terrific example of reframing in a way that put the sense of control back in their own hands.

So let me suggest that one of the beauties of positive psychology is that no one has to wait for anyone else before taking action.

Kathryn

By: David J. Pollay

David J. Pollay — Sun, 28 Jan 2007 05:38:47 +0000

Hi Margaret,

Congratulations on your role in helping Kathy achieve what she has at UnumProvident!

I love Kathy’s quote.

“We did not start by asking ‘how do we create a positive organization?’ we started by asking ‘how do we build a better organization’”?

Businesses will ultimately look to Positive Psychology to build a better organization. They won’t do it just because it’s “a good thing to do.” You did a great job of helping Kathy see that Positive Psychology can impact the bottom line positively.

And your advice to all of us is great.

“If you’re thinking about introducing Positive Psychology in a corporate environment, I recommend that you start with a leader who already embodies positive leadership. Trying to convince skeptics or “sell” Positive Psychology is like trying to ski uphill.”

Thanks Margaret for the great post and the update on the panel!

Warm Regards,

David

By: Margaret

Margaret — Sat, 20 Jan 2007 16:17:43 +0000

Thanks Jeff, Senia & Debbie for sharing your thoughts. If leaders in organizations only apply Positive Psychology practices when they are in a growth mode or during the “good times”, I believe Positive Psychology will become nothing more than a fad. As professional coaches, consultants and practioners of PP we have a responsibility to BE THERE for our clients — no matter the circumstances — and help them lead through it all.

By: Debbie Swick

Debbie Swick — Sat, 20 Jan 2007 04:27:09 +0000

Margaret, you took great notes! Thanks for your part in bringing the panel together. I’m glad you have reinforced the idea that Positive Psychology is not just for the good times in an organization. I think focusing on what is going right and focusing on strengths is extremely important in difficult times.

I look forward to seeing even more research on leadership and positive institutions!

By: Senia Maymin

Senia Maymin — Mon, 15 Jan 2007 03:04:21 +0000

Great article, Margaret! Thank you for telling us about the latest with the panel. I’m really glad how you summarized the discussion, and showed us areas in which people have different opinions. Thanks, I really enjoyed reading this.

By: Jeff

Jeff — Sun, 14 Jan 2007 17:46:54 +0000

Margaret,
I agree that selling any kind of change is tough work, especially when dealing with pessimistic attitudes. You are way better off dealing with someone open minded and optimistic.

All of the managers that I remember fondly were positive people. The ones I that leave me feeling bitter or resentful were those with exceptional deficits in EQ or people skill. Character defines a large part of an organization, I believe. I’ve worked for a corporation whose business practices appeared unethical. There was little transparency, rampant suspicion and paranoia about losing jobs to downsizing (which occurred). So this leads me to believe (tentatively) that character strengths are not optional, but essential to any quality, GoodWork endeavor.

Oh, and Iris Bloom is a very pretty name.