Strength-Based Leadership Coaching In Organizations
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 Organizationsreviews 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.
Table of Contents
Foreword by Carol KauffmanPrefaceAcknowledgements01 An introduction to strength-based approaches in organizationsChapter overviewThe challenges of contemporary leadership developmentA history of positive approachesWhat lies behind the focus on the negative?The evolution of leadership behaviourThe epigenetics of talentOrigins of a more positive approach to leadershipContemporary trends in positive leadership theoryContemporary trends in positive leadership developmentCoaching and positive psychologyWhat’s the definition of positive leadership?Rationale for a strength-based approach to leadership developmentTools to help understand strength-based approachesConclusionSome questions to considerReferences02 Strengths: definitions and modelsChapter overviewIntroductionModels of strengthsDifferentiating strengths across the state–trait continuumThe strengths and performance linkStrengths overdoneStrengths in contextSummary and conclusionSome questions to considerReferences03 Positive leadership theoriesChapter overviewIntroductionThe origin of leadership behaviourPositive leadership theoriesTransformational leadershipPsychological capitalAuthentic leadershipHow do strengths link to authentic leadership?Servant leadershipPositive global leadershipOutcomes in positive leadership developmentSummary and conclusionSome questions to considerReferences04 Strengths identification and assessmentChapter overviewIntroductionWhat types of data can inform us about strengths?When to use self versus other ratingsWhat value do psychometrics add?Self-report strength-based questionnairesMulti-rater questionnairesStructured interview approachesHow assessment impacts methodologyConclusionSome questions to considerReferences05 Evidence for the effectiveness of positive approaches to leadership developmentChapter overviewIntroductionChallenges to effective research in coachingHow to compare studies: the role of effect sizes?ConclusionSome questions to considerReferences06 Strengths developmentChapter overviewIntroductionDeveloping professional expertisePositive goal selectionGeneric strengths developmentDeveloping specific leadership strengthsAuthentic leadership developmentFull Range Leadership DevelopmentSummary and conclusionSome questions to considerReferences07 Coaching for positive leadership development in organizationsChapter overviewKey components of coaching for PLD in organizationsReadiness to change and developMapping the stakeholdersSelecting a strength-based leadership modelIdentifying strengths in the individual through MSFSocializing the coachee to the strength-based modelEnsuring the coachee is ready for each sessionEnsuring the process supports the contentEnsuring uniformity of delivery – coach variablesEnsuring strategic goal alignmentEnsuring visibility of changeEnsuring the sustainability of changeEnsuring reliable and valid outcomes and ROIConducting a leadership coaching evaluationSummary and conclusionSome questions to considerReferences08 Using strength-based approaches as a leader or managerChapter overviewIntroductionGeneric issues of adopting a strength-based approach as a leader-managerWhat factors determine how strength-based approaches are utilized in organizations?Developing competence as a strength-based leader/managerDeveloping the strength-based managerial mindsetFrequent objections to implementing a positive coaching approachSpecific areas that can benefit from a strength-based approachSummary and conclusionSome questions to considerReferences09 Using strength-based approaches for team developmentChapter overviewIntroductionTheoretical underpinningsAssessing the strengths of your teamBuilding a strength-based high performing teamConclusionSome questions to considerReferences10 The context and limits of strength-based leadership coachingChapter overviewIntroductionContext of a strength-based approachHorizontal versus vertical leadership developmentThe limits of strength-based leadership coachingPotential solutionsResearch/theoretical criticismsCultural criticismsPolitical criticismsEthical issuesSeparating positive leadership and positive psychologyEnough about leaders – what about followers?Key characteristics of effective followershipDeveloping as a strength-based practitionerBest practice strength-based leadership developmentConclusionSome questions to considerReferencesIndex