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 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. Strength-Based Leadership Coaching in Organizations reviews key areas of leader and team development and describes a model of strengths development in organizations. It discusses the application of strength-based leadership coaching from the managerial and external perspective within the context of career stage, seniority, role challenges and organizational need in order to facilitate meaningful change. Finally, it covers the limitations of the strength-based approach to leadership development together with the challenges of integrating positive leadership development. It shows exactly what a strengths focus is and that there is increasing evidence that this approach does get results. Where other books focus on one model of identifying strengths, this book offers a balanced and critical examination, showing how to apply a positive strength-based approach.

Dr. Doug MacKie is a business psychologist and executive coach specializing in the assessment and development of executive capability within the top 100 companies both in UK and Australia. He has recently completed the largest controlled trial to date on the effects of strength-based coaching on transformational leadership behavior. His research was shortlisted for the BPS (British Psychological Society) Practitioner of the Year Award in 2013.

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