The Practice of Positive Leadership
The Center for the Advancement of Positive Leadership (CAPL) was created to bring a positive, strengths-based approach to leadership and professional development. It represents a shift from deficit-based leadership development programs to a more relational and affirmative way of working and leading, based on the idea that positive processes get positive results.
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The Antidote to the Toxic Workplace
Gratitude: “Thank you. I appreciate that.” Sounds simple. And it is.
Gratitude in the workplace is important because it has been linked with positive outcomes, such as improved mood and increased helping behavior. But even more importantly, a published study found that expressing gratitude inhibited people from engaging in destructive behavior.
Posted on September 6th, 2013
The Best Style of Leadership Has Been Identified: Do You Have What It Takes?
We have spent the last century trying to define and measure leadership. Until now, there has been little consensus about what constitutes good leadership.
But researchers have recently identified a form of leadership that is best suited for conditions in today’s organizations. Those conditions include rapid change, increased globalization, accelerated growth in technology, and a turbulent economy. Companies must be innovative to stay competitive while employees are confronted with greater responsibility, increased ambiguity, and more complex problems to solve.
So today’s leader must coach and develop rather than simply control.
Posted on August 10th, 2013
How to Repair a Damaged Relationship at Work
We have all encountered people that get on our nerves every time they open their mouth to speak at a meeting. They seem impossible to work with. We hold out hope that they will somehow get transferred and move far away from wherever we happen to be.
But if you are serious about becoming a positive leader and role model in your organization, you have to demonstrate that you can restore and maintain difficult relationships.
Posted on July 23rd, 2013
5 Alternatives When You Can’t Find a Good Mentor
You’ve probably been told that to succeed and advance in your career, you must get a mentor. But good mentors are hard to find. The select few willing to donate their time are already overworked and overwhelmed. The demand simply exceeds the supply.
Some companies provide formal mentoring programs, but many do not. Even when a company does provide an established system for finding a mentor, studies show the success rate of randomly paired assignments is not that great.
So what should you do? I’m not suggesting that you stop looking for a qualified mentor, but here are 5 other options that can enhance your professional growth as well.
Posted on July 5th, 2013
You Don’t Have to Be Good at Everything, but Your Team Does
Ironically, leaders that try to become good at everything become the least effective overall. Authentic leaders know their own strengths and weaknesses. They stay true to who they are and surround themselves with people that complement their strengths and fill in the gaps.
So you need to know what you bring to the table and how your strengths contribute to your work team.
Posted on May 20th, 2013
The Big 5 Stressors at Work – Does Your Job Have Them?
Are you experiencing aching muscles? Restless sleep? Frequent headaches?
Have you been tempted to call in sick just to get away?
These are all signs of stress. According to a 2012 study by the American Psychological Association, 3 out of 4 (77%) workers regularly experience these physical symptoms caused by stress. Nearly half (48%) say stress at work has a negative impact on their life.
Posted on May 4th, 2013
5 Levels of Delegation – Which Do You Intend?
Did you know that there are 5 different levels of delegation? If you don’t clarify which level you intended when handing off an assignment or project, miscommunication and disaster can result.
Posted on April 24th, 2013
I Had a 360 – Now What?
360° feedback is a great opportunity to find out what your colleagues, employees, customers, and clients think about your performance and leadership skills. Ratings generated from a variety of sources can be helpful in bringing key issues to light. But getting all this feedback can be a scary process.
In an effort to continuously improve my coaching practice, I recently had another executive coach listen to a recording of one of my sessions. I have to admit I was a little apprehensive to get the feedback! You know there are things you do well, but there is always room for improvement. It was helpful to have someone coach me through the feedback process and discuss how to make constructive changes moving forward.
Unfortunately, I have learned that not everyone has a trusted colleague to walk them through the process. I recently had a conversation with someone who was simply handed their 360° feedback report. They were left on their own to interpret the results and figure out what or how they might change in the future.
Posted on April 3rd, 2013
Put Your Strengths into Practice
You can’t be anything you want to be.
I know that sounds harsh, but it’s true in a sense. There are some things you are better at; some roles are better suited to you.
The reality is that a person who struggles with numbers will likely never be a great accountant or statistician. A person without much empathy will not be able to calm down an irate customer in a warm and sincere way. And no matter how much I practice, I will never become the next Gabby Douglas.
Posted on March 18th, 2013
How to Make the Right Decision Every Time
There are times you need to make a decision on your own. Other times, you need to involve members of your team in a critical choice. How do you know when to fly solo and when to include everyone? There is no “one best way” that works in every case. Here’s a simple guide to help you decide.
Posted on February 27th, 2013