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Positive Psychology and Change

Book Description

Positive Psychology and Change explores how areas of positive psychology such as strengths, flow, and psychological capital can be applied to the everyday challenges of leading a dynamic and adaptive work community, and how collaborative group approaches to transformational change can be combined with a positive mindset to maintain optimism and motivation in an unpredictable working environment.

  • Articulates a unique vision for organizational leadership in the 21st century that combines positive psychology, Appreciative Inquiry (AI), and collaborative group technologies
  • Focuses on four specific co-creative approaches (Appreciative Inquiry, Open Space, World Café and SimuReal) and the ways in which they surpass traditional methods for organizational change
  • Explains the latest theory, research, and practice, and translates it into concrete, actionable ideas for meeting the day-to-day challenges of effective and adaptive leadership and management
  • Includes learning features such as boxed text, short case studies, stories, and cartoons

Table of Contents

  1. Cover
  2. Title Page
  3. About the Author
  4. Foreword by David L. Cooperrider
    1. What Will the Future of Organization Development and Change Look Like?
  5. Preface
  6. Acknowledgements
  7. 1 The Legacy of Twentieth-Century Ideas about Organizational Change
    1. Introduction
    2. A Changing World
    3. The Roots of Many Change Models
    4. Legacy Thinking about Organizational Change
    5. The Legacy Beliefs of Lewin and Taylor in Our Understanding of Organizational Change
    6. Conclusion
  8. 2 The Challenge of Leadership
    1. Introduction
    2. Should Decisiveness Be the Priority in Leaders?
    3. The Need to Make a Difference
    4. What Does Shifting the Organizational Metaphor Mean for Leaders?
    5. New Definition of Leadership
    6. Doing Leadership Differently
    7. Characteristics of a New Leadership Style
    8. Conclusion
  9. 3 Helping People Engage Positively with Imposed Change
    1. Introduction
    2. Typical Experience of Imposed Change
    3. Unintended Consequences of Imposed Change
    4. Understanding the Psychological Impact of Imposed Change on People
    5. Accessing Psychological Resources to Increase Efficacy and Resilience
    6. Conclusion
  10. 4 A Different Approach to Organizations and Change
    1. Introduction
    2. Key Factors that Create Living Human System Learning and Change
    3. Distinctive Features of Co-creative Approaches to Change
    4. Principles of Practice for Achieving Change in Living Human Systems
    5. Conclusion
  11. 5 Using Positive Psychology to Achieve Change at the Team and Individual Level
    1. Introduction
    2. Principles
    3. Positive and Appreciative Practices
    4. Conclusion
  12. 6 Appreciative Inquiry
    1. Introduction
    2. Process
    3. Purpose
    4. Recommended Use
    5. Key Ideas
    6. Critical Success Factors
    7. Key Skills
    8. Origins of the Methodology
    9. When to Use and Counter-indications
    10. Conclusion
  13. 7 World Café
    1. Introduction
    2. The Process
    3. Purpose
    4. Recommended Use
    5. Key Ideas
    6. Critical Success Factors
    7. Key Skills
    8. Origins of the Methodology
    9. Conclusion
  14. 8 Open Space
    1. Introduction
    2. Purpose
    3. The Process
    4. Recommended Use
    5. Key Ideas
    6. Critical Success Factors
    7. Key Skills
    8. Origins of the Methodology
    9. Conclusion
  15. 9 Simu-Real
    1. Introduction
    2. Purpose
    3. The Process
    4. Recommended Use
    5. Key Ideas
    6. Critical Success Factors
    7. Key Skills
    8. Origins of the Methodology
    9. Long-Term Effects
    10. When to Use and When Not to
    11. Conclusion
  16. 10 Pulling It All Together
    1. Introduction
    2. Rise of Planned Change Approaches
    3. Co-creative Approaches to Change
    4. Features of Co-created Change
    5. Linking Theory, Research, and Practice
    6. Time for Something Different
    7. Bringing Emergent Change Insights to Planned Change Projects
    8. POSITIVE: The Whole Strengths Spectrum Approach to Change
    9. Conclusion
  17. References
  18. Index
  19. End User License Agreement