Not the cry, but the flight of a wild duck, leads the flock to fly and follow - Chinese Proverb
You may have heard of the concept of positive psychology, but how can it help us become better people managers?
Numerous studies have shown that using a positive approach can bring benefits both in in team performance, work relationships and your personal life.
There are several tools and techniques that we can borrow from this field that can easily be applied in your daily work as effective leaders.
In this blog post, you will learn how to be appreciative, how to respond constructively and the approaches to a solution-focused way of leading people.
Being positive and showing appreciation to you team might not come naturally to most managers. As one Office Manager said when we shared the concept with her: “it sounds kind of pink and fluffy to me!”. That’s a typical response when we introduce leaders to concepts such as appreciative enquiry, positive psychology and the solution focus approach, which we are all focused on being appreciative and solution focused.
We all know that showing appreciation to others is a fundamental aspect of being an effective people manager and in developing effective relationships. The need to be valued and appreciated is a basic human need, and if you are to get successful performance from your people, you too need to be able to grasp the basic psychology of appreciation.
An effective people manager tends to do two things (show this to your boss):
First, they tend to focus on the relationship and the issue, not just the person. They would have the courage to realise that they are part of the ‘problem’ too. They would think about how they might be contributing to the issue and focus on what they could try to do differently.
The definition of insanity is doing the same thing over and over and expecting different results. - Albert Einstein
So, try doing something different yourself.
Secondly, they tend to look for positives about the other person or people involved. What are they doing well? When are they not a problem? What have they done well in the past? What are they doing right now that is not a problem>
Here’s a question for you; How would you feel if your boss was describing you as the problem?
Once you have established that the person is not all that bad, you can start to build on that more positive platform and arrive at much more effective outcomes.
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