You used to identify the problems, analyze the causes and solutions and implement your action plans – as we have seen in my past post.
Now you discover when it was okay. Next, you dream what would happen if you amplified what works well to make it even better – and you envision even more positive possibilities. You design your aspirations and develop a destiny with your team: together, you create a collaborative path forward.
From returning to normal after solving a problem – you move beyond the default line to extraordinary performance with your team.
You apply Appreciate Inquiry (discover, dream, design, destiny) and Positive Leadership.
Are you a Positive Leader?
Positive Leadership refers to facilitating positively deviant performance, an affirmative bias (or a focus on strengths and capabilities) and on fostering virtuousness (striving toward goodness for its intrinsic value).
That’s how Ross School of Business professor Kim Cameron describes it in his book “Positive Leadership – Strategies for extraordinary performance”.
Positive leadership emphasizes:
what elevates both individuals and organizations (in addition to what challenges them),
what goes well (in addition to what goes wrong),
what is life-giving (in addition to what is life-depleting),
what is experienced as good (in addition to what is objectionable),
what is extraordinary (in addition to what is merely effective) and
what is inspiring (in addition to what is difficult).
You have come a long way: from fixing problems to being okay, to being extraordinary. You have adopted a positive mindset of possibilities – a mindset that does not deny what is wrong or difficult, as you can see above. You are realistic. But you consciously choose to amplify positivity.
You use the positive mindset not just because it has become en vogue with enlightened, progressive folks and your kids applaud you. But because there’s sound research that proves that you, your team, and your organization do better when you adopt a positive mindset of possibilities.
Thanks to the researchers of Positive Psychology and Positive Organizational Scholarship, we know that this works, and how this works. We’ll get to that later in this book-blog.
This is book post #26 – ME
Here‘s the earlier post
Here‘s the next post
If you’re confused – please start with post #1 or check the Positive Power overview and read the Positive Agent Manifesto.
Leaders, employees, consultants, citizens – everyone can make a positive difference from any position, without needing permission or resources from others. This blog will help you see positive possibilities and (re)claim your positive agency. Unstuck yourself and engage others via your interaction and actions. Transform into a positive organization where people and performance thrive.
I’m blogging my next book: “Positive Power at Work – How to make a positive difference from any position.” Your feedback is appreciated!