I worked with a high school in London recently that practises a philosophy of positive reinforcement. In reviewing student and staff performance and achievement, it poses two simple questions: What went well? (WWW) and Even better if? (EBI). It feels very different to conversations about strengths and weaknesses or successes and failures. It focuses people’s attention on what we/they want to affirm, celebrate and build on; what we/they want to see more of, more of the time; what we/they want to move towards rather than move away from. It is appreciative and solutions-focused.
Today, I met with a group of talented aspiring leaders at a national UK charity. They are half way through a leadership development programme with Eagle Training and we were interested to review progress and next steps. I introduced WWW and EBI as a framework. After WWW, I added a provocative WPYPT (What Part have You Played in This?) and, after EBI, WYWTRF (What are You Willing to Take Responsibility For?). This challenged and shifted the conversation from evaluating the programme ‘out there’ to raising awareness and exercising personal leadership ‘in here’. In a similar vein, I worked with a group of Christian leaders and managers this week who are keen to develop coaching skills in order to enhance their relationships and conversations. We explored coaching as increasing a person or team’s resource-fullness rather than simply solving problems or applying techniques. It brought clarity of intention and enabled participants to shift their focus from coaching as ‘doing to’ or ‘doing for’ to ‘doing with’: building the capacity of others by developing their ability to exercise initiative, take ownership , think through and do things for themselves. In my experience, this philosophy and approach, building on positives and, at the same time, challenging and supporting personal leadership and growth can be motivating, engaging and transforming for people, teams and organisations. It calls leaders, coaches, OD and trainers to reflect carefully on their beliefs, values, intentions and approach. It also calls us to reflect and act on what culture we model and reinforce through our attitudes, behaviours and decisions. In terms of your own practice to date, WWW and WPYPT and, as you move forward, EBI and WYWTRF?
108 Comments
Jeff Porterfield
13/5/2016 12:18:06 pm
Very close to an object lesson I am teaching my grandson ... ... ... the hard way. Stay tuned for my post this morning.
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Nick Wright
13/5/2016 12:18:32 pm
Intriguing, Jeff. Post a link..? All the best. Nick
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Jeff Porterfield
13/5/2016 02:37:31 pm
Nick, here is the link. https://www.linkedin.com/pulse/importance-understanding-b2b-jeff-porterfield
Rosanna James
13/5/2016 02:34:54 pm
I really like this simple positive approach. Thanks for sharing.
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Nick Wright
13/5/2016 02:39:28 pm
Thanks Rosanna. All the best. Nick
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Jeff Ikler
13/5/2016 02:35:34 pm
Nick, great message. Simple yet challenging. Thought provoking.
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Nick Wright
13/5/2016 02:40:16 pm
Thanks for your positive feedback, Jeff. All the best. Nick
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Sandra Whiles
13/5/2016 02:36:07 pm
Thanks Nick - made me think about how to develop this and use in my own coaching practice. Love the way we all build on knowledge and experience and keep developing different ways to help our clients. Hope the world is treating you well. Sandra
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Nick Wright
13/5/2016 02:42:42 pm
Thanks Sandra. I would be very interested to hear any ideas that come to mind for you from this that could enhance my coaching practice too! Hope all is well with you. All the best. Nick
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Rajendra Grewal
13/5/2016 02:37:01 pm
Excellent structure of questioning outcomes and outputs > Who did what, Why did it matter, What have we learnt, Why asking questions leads to better thinking and actions.
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Julia Herdman MCMI
13/5/2016 07:46:34 pm
What an excellent approach - it should happen in every workplace and especially in schools.
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Nick Wright
13/5/2016 07:48:10 pm
Thanks Julia. Yes, wouldn't that be something?! All the best. Nick
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SZKOŁA COACHINGU ROZWIĄZAŃ
14/5/2016 01:24:28 pm
Mayby using VIA test as a base ?
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Nick Wright
14/5/2016 01:26:14 pm
Thanks Szkola. I hadn't heard of the VIA test before but it looks interesting. There's a free version here: http://www.viacharacter.org/www/Character-Strengths-Survey I'll give it a try and see what it covers and produces! All the best. Nick
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Suman Singh
14/5/2016 07:40:35 pm
Hi Nick, are we looking at Appreciative Inquiry? As AI is loaded with looking at the positives and envisaging a bright future leveraging these....
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Nick Wright
14/5/2016 07:42:39 pm
Hi Suman. Yes, there are clear resonances with Appreciative Inquiry. In fact, I'm currently writing an article on Appreciative Coaching for BACP Coaching Today journal. It's steeped in my consciousness at the moment! All the best. Nick
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Suman Singh
15/5/2016 12:13:39 pm
Nick, I am presently studying Appreciative Inquiry in context of personal vision and organization both. I think Appreciative Coaching inadvertently becomes the cornerstone of any coaching.
Nick Wright
15/5/2016 12:15:40 pm
Hi Suman. That sounds fascinating. Keep us posted on what you discover and dream of as your studies progress..! I wasn't sure what you meant by, 'Appreciative Coaching inadvertently becomes the cornerstone of any coaching.' Can you say a bit more? All the best. Nick
Suman Singh
15/5/2016 12:35:33 pm
What I meant was that coaching is all about inward - outward approach. We as coaches ensure that the positives are looked at more and of course with these we pave a way to the goals we have constructed therein.
Nick Wright
15/5/2016 12:48:48 pm
One of the five principlesof AI is" The Anticipatory Principle". It says "Image Inspires Action".
Nick Wright
15/5/2016 12:50:20 pm
Thanks Suman - I think you summarised that very well! :) There are interesting parallels in NLP, Human Givens and cognitive behavioural psychology too. All the best. Nick
Rula Sater
14/5/2016 07:43:28 pm
Thank you for sharing this Nick! Love it and will use it !
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Nick Wright
14/5/2016 07:44:17 pm
Hi Rula and many thanks for your positive feedback. Let us know how you get on! All the best. Nick
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Michael Sealy
14/5/2016 07:45:33 pm
Sounds like tenants shared by the Appreciative Inquiry movement. Focusing attention on what worked in the past / present as the very question you ask creates the change you seek. There is no separation between the question and the change.
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Nick Wright
14/5/2016 07:47:35 pm
Yes Michael, I agree. And I love the way you expressed that: 'There is no separation between the question and the change'. AI is influenced by insights from social constructionism that show how our language creates our reality - or at least how perceive and experience it. All the best. Nick
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Ingrid Weening-Meestringa
14/5/2016 08:41:31 pm
Thank you for sharing!
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Nick Wright
14/5/2016 08:42:24 pm
You're very welcome, Ingrid! All the best. Nick
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Steve Benfield FCMI FIC MAC
14/5/2016 08:44:00 pm
The only sustainable way that organisations can benefit from positive psychology in an OD context is to diagnose the root cause issues across the system first and understand what are the dimensions of the system that create the culture that make people less positive.
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Nick Wright
14/5/2016 08:51:13 pm
Hi Steve and thanks for posting such a challenging and stimulating response. I agree that diagnosing and addressing root cause issues where people feel less positive can be one way of addressing OD in an organisation. I also believe that - and this parallels the contrast between problem-solving and solutions-focused approaches to coaching - appreciative inquiry which focuses on desired future state can be equally (and sometimes more) effective and sustainable. Would you agree? All the best. Nick
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Steve Hearsum
14/5/2016 09:52:01 pm
Not sure I agree with you Steve. For example, positive deviance can be (and has been) used to both diagnose and improve organisations. There may be other examples but that is what springs to mind.
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Nick Wright
14/5/2016 09:53:40 pm
Hi Steve. I'm really curious. What does positive deviance mean and what would it look like to diagnose and improve organisations by using it? All the best. Nick
Steve Hearsum
15/5/2016 12:29:40 pm
Hi Nick - have a look here: http://www.positivedeviance.org . Also in Glenda Eoyang's writing.
Nick Wright
15/5/2016 12:30:41 pm
Thanks Steve. I'll check it out! :) All the best. Nick
Steve Benfield FCMI FIC MAC
15/5/2016 02:31:08 pm
Hi all - I think there is absolutely a place for interventions like positive deviance, restorative practice etc, etc, - however, without root cause diagnosis, these great interventions are often compromised because the conditions or climate isn't ready - a number of great OD solutions work or don't predominately because the starting point and organisational conditions are unknown. If you set off intervening with say positive deviance in a system that has fundamental trust issues, then it is difficult to gain traction without doing the work on trust for such an intervention to land well and gain traction.
Steve Hearsum
15/5/2016 10:09:34 pm
Hi Steve - you got me thinking with your last comment, re trust. I agree that a lack of trust would be an issue. And, if there is none, one way of (re-)building it may well be the type of interventions we are discussing. I guess I think that there is no absolute, and in particular, if it is unclear what the root cause is, then I would err on the side of the open & honest let's try X and see what happens.
Hemant R. Chalke
14/5/2016 10:00:51 pm
I personally feel that positive reinforcement or positive coaching thru "DOING IT" is immensely beneficial to both parties. Using positive terms and words instead of negative ones has a huge effect. The WYWTRF factor is then easy. Inclusion has proved better results and makes better leaders for the future. If they dont see in you what you are asking from them, you loose credibility as a leader. So it really starts from me ... Diversity and Inclusion is the key to motivate.
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Nick Wright
14/5/2016 10:03:58 pm
Hi Hemant and thanks for the note. Are you saying that role modelling 'positive' behaviours is very important for reinforcement? Can you say a bit more about diversity and inclusion? I'm interested to hear more. Thanks and best wishes. Nick
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Hemant R. Chalke
15/5/2016 12:38:03 pm
Thanks Nick. Yes I am indeed saying that. If employees dont see what we are asking them to do, positive role modelling and coaching practices that it, they would never know what I want them to do. I used to work for a very fine organisation in the past where we had offices all over the globe. This brought in diverse work force where each one had their own beliefs and work cultures. I was on their Global Trainers Forum, which had about 15 L&D practitioner and we came out with an idea of training each individual on how to deal with diverse work force so they dont feel DIFFERENT and rein in their strengths and how to make them feel included in the business as much as possible which gives them the sense of belonging and pride. After many meetings, we came out with a presentation of Diversity and Inclusion. We ran a few pilots to get to know what people felt about it and the feedback was good so we went ahead and asked all countries to run it for every individual which was done.
Lori West
15/5/2016 12:08:33 pm
I totally agree, Nick, especially with regard to the "out there" versus "in here" leadership. So much attention is focused on influencing others, but not enough on leading oneself in the first instance. I love the "Even better if," too, because it acknowledges the fact that there are things that can be enhanced next time around. Honest assessment is really important, but that's such a nice way of doing it. Thanks for sharing.
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Nick Wright
15/5/2016 12:12:51 pm
Thanks Lori. Yes, I really liked the 'Even better if' too. There's something positive embedded in the question that addresses improvements whilst affirming the positive aspects of what is there already. A person in one of the same workshops at the high school commented, 'Let's remember that the word 'appraisal' has 'praise' embedded in it too!' I like that positive spirit. It builds confidence, energy and hope as well as ensuring a healthy sense of perspective. All the best. Nick
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Lori West
15/5/2016 02:32:10 pm
Future-based imagining is the foundation of coaching. It's a key distinction between coaching and a modality like psychotherapy, which deals primarily with the past and how it impacts the present. I tend to use coaching techniques, but my psychotherapeutic background helps enormously in understanding how a person arrived at where they are. Sometimes that needs to be dealt with before a person can imagine a future of possibility.
Nick Wright
15/5/2016 02:40:58 pm
Hi Lori. That's a very interesting assertion...that future-based imagining is the foundation of coaching. It's certainly true for approaches like solutions-focused coaching (and therapy). In my experience, however, I see a lot of coaches engaging in what is, essentially, problem-solving - often because coachees approach a coach because they perceive a problem and feel stuck. Imagining an alternative future state can be very powerful in enabling a coachee to step away from the 'problem' and to envisage a different and compelling future...and then to start moving towards it. I agree that sometimes people need to acknowledge and deal with issues from the past before they can move on. In my experience, this is sometimes true for teams and organisations too. Rosabeth Moss-Kanter has written some useful insights and guidance in that area. All the best. Nick
Rachel Clark
15/5/2016 12:16:44 pm
Thanks for these thoughts - I like the stretch and emphasis on personal impact, ownership and agency.
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Nick Wright
15/5/2016 12:20:13 pm
Hi Rachel and thank you. Yes, I often pose questions such as: 'What's your contribution to what you're experiencing?', 'What are you willing to take responsibility for' or 'What do you need to contribute your best?' It raises awareness or personal impact and calls the person into greater ownership and sense of agency. All the best. Nick
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Sara Pearson
15/5/2016 12:21:23 pm
I am a great believer in the art of positivity and to some extent I agree that understanding the cause and effect of organisational ill-health is beneficial, however, I also believe that it is possible to draw on positive psychology to organisational advantage despite knowing this, as long as it is not just paying lip service to it. Growing sentiment and research shows that positive people exert positive emotions, which in turn leads to positive habits and positive results. The reverse can also be said, as many organisations are currently aware!
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Nick Wright
15/5/2016 12:28:35 pm
Hi Sarah and thanks for the stimulating ideas. I believe there are interesting and useful parallels with developments in solutions-focused coaching and therapies that challenge conventional 'wisdom' that we need to understand and resolve problems before we can move forward. I agree with you that leaders can exert influence in this respect and that this is very important for cultural transformation. I also believe that people in any part of an organisation can similarly exert a positive influence. This is at the heart of distributed leadership, especially in a social media age where leadership is often exerted by those who are most well networked and, thereby, able to exert influence rather than those in traditional hierarchical roles. You may find this related blog interesting? http://www.nick-wright.com/blog/leadership All the best. Nick
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Jeff McNeal
15/5/2016 12:53:04 pm
This seems like a fake conversation. Where are the real business problems?
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Sue Sanford
15/5/2016 06:55:51 pm
Very useful Nick, can I add that What Went Well and Even Better If were developed and used to good effect in the development of Extended Schools services by the then Teaching Development Agency and Extended Schools teams . Shame we lost that great work.
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Nick Wright
15/5/2016 06:57:01 pm
Thanks Sue. I wonder if that's where the high school I worked with found it. I also wonder how such a great approach was lost. All the best. Nick
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Nick Skinner
15/5/2016 10:10:31 pm
I've come to this late but an interesting thread for sure. Anything that allows people to bring about positive change and allows them to see "beyond the block" gets my vote. We've been using a similar approach as part of an engagement/performance programme with good results through high quality conversations and positivity through behaviours.
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Nick Wright
15/5/2016 10:15:13 pm
Hi Nick. I think that's a great question. In my experience, trust or lack of it is rarely a black-white issue or a universal phenomenon. To explore 'where are we seeing trust' or 'enough trust' to build on could be an interesting exploration, paralleling the 'discover' phase of appreciative inquiry. It would also create opportunity to explore underlying beliefs and values that matter most to people: 'how to be more like this, more of the time' etc. All the best. Nick
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Steve Benfield FCMI FIC MAC
16/5/2016 09:37:12 am
Great conversation everyone - highly thought-provoking and stimulating. Again using AI (which I am a huge fan of) really only works in my experience where trust has been addressed. It's a whole system issue - so, unless the whole organisation acknowledges there is a trust issue, mainly through openness via its senior execs and leadership population, nothing will gain traction. Human nature means that unless "the elephant in the room" is acknowledged, (e.g. we have a trust issue in the organisation) then the system is not provoked helpfully enough to create the climate to support any meaningful intervention.
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Divya Singh
16/5/2016 09:37:58 am
Agree to a great extent Nick and other participants to this discussion, that positivity should be the DNA of any intervention applied (Org/clinical/spiritual/educational/social even political). For which we require certain reinforcement tools - Supportive environment, Self Efficacy and indeed being receptive to every positive event around you to pass it next.. Only then one can turn this cyclic by seeking answers to important questions WPYPT and WYWTRF at every level.
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Nick Wright
16/5/2016 09:42:09 am
Thanks Divya. Your comment about 'being receptive to every positive event around you' resonates with ideas in a previous blog: http://www.nick-wright.com/blog/not-noticing Let me know what you think? I think appreciative inquiry-based approaches can go one step further (depending on what idea 'one step further' holds for us - but that is a different conversation!) to create and co-create the positive event by how we think and talk about it. All the best. Nick
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Tom Kenward
16/5/2016 09:43:22 am
All useful stuff. Not sure it's either or, Steve H? Strengths based AI approach can shift energy and support change and can still leave room for dissent, positive deviance and an awareness of issues that cannot be ignored or solved by focusing on what works.
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Nick Wright
16/5/2016 09:45:50 am
Hi Tom and thanks for the note. I agree with you. Your approach resonates well with some ideas I posted in a previous blog: http://www.nick-wright.com/blog/an-appreciated-inquiry Let me know what you think? All the best. Nick
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Mike Westwood
16/5/2016 11:33:09 am
Nick - good ideas and sound approach. It is easy to find fault and criticise and moan, but being positive can encourage energy and initiative.
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Nick Wright
16/5/2016 11:35:42 am
Hi Mike and thanks for the note. You pose and interesting challenge. In appreciative inquiry or solutions-focused terms, the 'What didn't go well' is picked up implicitly in 'Even better if.' It's about how the issue is framed and what effect that framing has on energy and movement towards a preferred future. Does that make sense? All the best. Nick
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Debora Paiva
16/5/2016 02:10:23 pm
Great article Nick. I suppose to reinforce personal leadership is so necessary but it also so hard. We are used to wait for someone taking us by the hand. I will try to introduce to my trainings the WPYPT ( I loved it) and try to get participants more engaged. Let´s see what happens. Brazilian best regards!
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Nick Wright
16/5/2016 02:13:16 pm
Thanks for such positive feedback, Debora. Yes, personal leadership is a choice and it's sometimes harder than at other times to live it in practice. I would love to hear what happens when you try the WPYPT in your training groups! Warm good wishes from the UK. Nick
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Ana Nemer
16/5/2016 08:24:52 pm
It takes a lot of consistency, to make this a sustainable coaching exercise, its not a one time event.
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Nick Wright
16/5/2016 08:26:32 pm
Hi Ana. Yes, it's about attitude, mindset and stance rather than simple technique. In my experience, that takes a lifetime of practise! All the best. Nick
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Ana Nemer
16/5/2016 08:29:01 pm
Positive psychology /attitude is infectious - you "inspire to motivate".
Nick Wright
16/5/2016 08:29:32 pm
Yep! :)
Pam Kennett
17/5/2016 06:53:03 pm
Nick have used similar models and in particular I asked my son's school to give me feedback on two things. What is his key strength? and What one thing has he improved on during the current academic year (in that way there was a sense of progress which is important I think). The school was a very academic prep school in SW London which was overly focused on exam results. As a result of this simple exercise the teachers ended up seeing my son differently (he is not particularly academic so they had more or less written him off) and the language populated his end of year report. I think WWW and EBI is pretty common in schools nowadays but I like your add ins - can you come up with an acronym that is easy to remember though??
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Nick Wright
17/5/2016 06:58:09 pm
Hi Pam and thanks for sharing such a pertinent and valuable personal account of the positive difference that a change in language can make. I really like your 'key strength' and 'one thing improved' questions. It's good to hear that WWW and EBI are being commonly used in schools. I'm open to suggestions for simpler acronyms! How about: YPT ('Your Part in This') and TRF ('Take Responsibility For')? All the best. Nick
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Manuel Mateos
17/5/2016 07:00:06 pm
I believe the foundation of Positive Psichology to be already embedded, to an extent, in the purposes of professional Coaching. Since its main purpose is to help others to find their best options for achieving the improvements they aspire or want in their lives. Yes, I also believe consistent applied Positive Psichology can help them much better and perhaps further; however, as well as Coaching, it recquires specialization and the application of a highly ethical code for avoiding to impose it on Clients whose preferences, interests and goals don't allow for its inclusion in their Coaching plans. Further, if not applied carefully, could end up confusing and frustasting Clients so for making them to definitely cut off their plans; as happens frequently.
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Nick Wright
17/5/2016 07:04:59 pm
Hi Manuel and thank you for posing such an interesting challenge. Can you say a bit more about what imposing positive psychology on a coaching client could look like in practice, perhaps with an example to illustrate it? Thanks and best wishes. Nick
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Ladislav Gorej
17/5/2016 07:12:06 pm
Nie je umenie objaviť v druhom človeku niečo pozitívne, umenie je priviesť ho k tomu, aby si sám uvedomil prostredníctvom sebareflexie, že to negatívne je nepodstatné a epizodické. To si vyžaduje od trénera (kouča) integritu, úprimnosť a osobnú angažovanosť.
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Nick Wright
17/5/2016 07:12:38 pm
Ďakujem Ladislav. Všetko najlepšie. Nick
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Peter Callender
18/5/2016 04:03:46 pm
Good call Nick. Have been using this approach too!
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Nick Wright
18/5/2016 04:04:29 pm
Thanks Peter. I'd love to hear more about what you do and how you do it. All the best. Nick
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Mark Dawdy
18/5/2016 09:33:16 pm
One thing that has been proven in research, even though it is disputed from several psychologists, is that positive psychology does have an impact on our brains and bodies.
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Nick Wright
18/5/2016 09:34:54 pm
Hi Mark and thank you. Yes, it's curious how much the media focuses so much on 'negative' stories and experiences. Any reflections on why that might be..? Intriguing. All the best. Nick
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Mark Dawdy
19/5/2016 09:10:56 am
Hi Nick - I can't help but think the news media is all about sales and sensationalism. Normal stories and positive stories don't grab people's attention like stories of drama, sadness, bad people, etc.
Nick Wright
19/5/2016 09:13:49 am
Hi Mark. I wonder what it is about the human psyche that means we 'like stories of drama, sadness, bad people, etc.' I also wonder whether it is a universal phenomenon or something that's a characteristic of particular cultures. Interesting... All the best. Nick
Thomas B. E. Chock
19/5/2016 09:09:25 am
Carol Dweck's book Mindset talks about her research in motivation. Some of her stuff talks about the way we educate our children and how that interaction (she doesn't necessarily call it positive psychology, but I think there's clearly a connection) can set up an individual for more risk taking and creativity or less risk taking and actually lower performance over time. I'm probably not expressing it well, but it seems to me her book and the research she reports could back up what you're saying here.
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Nick Wright
19/5/2016 09:10:20 am
Many thanks, Thomas. I haven't come across that book before but I'll definitely check it out! All the best. Nick
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Koumbo Marcel
19/5/2016 06:57:22 pm
J'apprécie.
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Nick Wright
19/5/2016 06:59:23 pm
Je vous en prie, Koumbo.
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Kim Gacso
19/5/2016 10:40:06 pm
I love this! And I would like to borrow this idea and integrate into our performance mgmt process in a corporate setting.
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Nick Wright
19/5/2016 10:41:15 pm
Thanks for such positive feedback, Kim. By all means go ahead...and keep us posted on what happens! All the best. Nick
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Valerie Kendrick -Denver
19/5/2016 10:42:32 pm
I work with several dental practices and find that many of the operations managers struggle to provide positive feedback since they have been conditioned to spot what is wrong and then fix it.
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Nick Wright
19/5/2016 10:44:58 pm
Hi Valerie and thanks for the note. That is so interesting. I too have worked with some medical professionals who, similarly, struggled to learn and adopt positive psychology practises for the same reason. Have you found any ways that work well with this group? All the best. Nick
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Anne Whaley-Sousou
19/5/2016 10:46:18 pm
Nick, I live in the expat world and I am interested in working within the expat school environment as I see it as a place that could really benefit from you ideas. I would love to get some thoughts and advice from you if you would be willing. Could you possible message me? Anne
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Nick Wright
19/5/2016 10:47:19 pm
Hi Anne. Thanks for the note. I'll send you a direct message. All the best. Nick
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Heba Fawzy
20/5/2016 10:33:43 am
As a parent coach, applying positive psychology is highly successful and brings parents' attention to their own and their children's strengths rather than "what to be fixed" ... It goes like magic👍🏻
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Nick Wright
20/5/2016 10:36:17 am
Hi Heba and thanks for the note. Yes, I had a similar conversation with a mother and teenage daughter recently where both felt annoyed and frustrated with each other. They each presented a list of 'faults' of the other that they wanted the other to change. When we switched the focus of the conversation to what they like and respect in each other, in spite of the current tensions in their relationship, it gave them fresh energy and a shift in perspective that transformed the conversation and their chosen way forward. All the best. Nick
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Rae Stacy
20/5/2016 10:38:39 am
The approach you describe is Appreciative Inquiry at it's best. Wonderful to read the success stories of it being used in youth leadership development.
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Nick Wright
20/5/2016 11:29:31 am
Thanks Rae. One of the things I like about this approach is its simplicity. I had a stimulating conversation about 'talent development' with an experienced HR professional yesterday. Instead of delving into detailed analysis, I often simply ask something like: When do you feel most alive? What are you really good at? What do you find easiest to learn? And often it's enough. All the best. Nick
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Mike Hogan
21/5/2016 02:47:37 pm
Absolutely- Appreciative Inquiry- focus on success, strengths and positive experience- why we love ot here who makes us soar and how we can use this knowledge when its in view- to look to the future with effect.
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Nick Wright
21/5/2016 02:48:41 pm
Thanks Mike. I sometimes think of it in terms of, 'When do we feel most alive?' All the best. Nick
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Marie Smith, CPCC (Coach), FCIPD, NLP, MBTI, SDI
21/5/2016 02:54:45 pm
As a user of WWW and EBI after facilitating events and a firm believer in individuals taking personal responsibility for influencing if not controlling what happens, I love the additions of WPYPT and WYWTRF? Thank you for the insight Nick.
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Nick Wright
21/5/2016 02:56:11 pm
Thanks for your positive feedback, Marie. Sounds like we are thinking and working along similar lines. I'd love to hear more about what happens if and when you add those dimensions to WWW and EBI! All the best. Nick
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Tim Slack
22/5/2016 03:18:12 pm
Have a look at www.bemoreawesome.net. its a journal based on Appreciative Inquiry co-designed with students from the Liverpool Studio school. Now sold in 15 countries. Participants build on their strengths, what works and positivity.
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Nick Wright
22/5/2016 03:18:44 pm
Thanks Tim. Sounds interesting! All the best. Nick
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Jane Keep
24/5/2016 09:33:21 am
I feel in life we dont appreciate ourselves or others enough - if at all, we find it hard enough to even accept a compliment, let alone feel worthy, and we often feel so under appreciated at work too. Appreciation starts with us realising the qualities and what we bring. I also feel too many organisations focus on the deficit model in everything rather than assets first - and building on what is an asset. If we turned it around to an asset focus it would make a difference.
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Nick Wright
24/5/2016 09:39:18 am
Hi Jane and thanks for the note. Yes, I've witnessed a number of organisations, leaders and teams that focus primarily on problems to be solved (e.g. 'red' ratings on RAG scoreboards) rather than what's going well to build on it.
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Romain Goorman
25/5/2016 10:15:13 pm
I agree with the concept of positive reinforcement to bring the best out of people. But this will work best if it is done in a trickle down fashion; who will then provide positive reinforcement to the CEO? what are they rewarded for?
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Nick Wright
25/5/2016 10:21:54 pm
Thanks Romain. I think that's a good question. I'm not sure if it necesssarily works best if done in a trickle down fashion, although leaders can play an important role in modelling and reinforcing a positive and appreciative culture. Perhaps an alternative is for individuals to learn and practise positive self and peer-evaluation, in effect irrespective of role or whether it is supported by people at the 'top'. This fits well with a notion of distributed leadership where this kind of attitude, action and influence can be exerted from anywhere in the system. Not sure - just wondering..! What do you think? All the best. Nick
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Jo Campbell - MA. MAppSci.
11/6/2016 06:33:53 pm
I love these questions and use them often. Certified Action Learning Coaches using WIAL methods have a set of very similar questions ... Including 'what have you learned today that you will take into your work (and life)? ' this is a great question following a group process that has generated a lot of trust and insight.
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Nick Wright
11/6/2016 06:36:07 pm
Hi Jo and thanks for the note. What does WIAL stand for? I like the question you pose. I often ask something similar: 'What have you discovered?' The idea of discovery conveys something about adventure, a bit like having found treasure or something precious, which can add a positive feel and energy. All the best. Nick
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Pam Kennett
14/6/2016 10:34:03 am
I really like YPT and TRF or WN (what next)?
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Nick Wright
14/6/2016 10:34:43 am
Thanks Pam - and I like your abbreviations too! :) All the best. Nick
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Soraya Robertson
17/6/2016 09:30:27 am
I find the appreciative approach very empowering, particularly with the responsibility builds. Too quickly we can focus on the other WWW (what went wrong) and that sets up a very different mindset.
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Nick Wright
17/6/2016 09:35:23 am
Thanks Soraya. I agree. I've sometimes found that people who focus on 'what went wrong' are people who get a buzz, feel a sense of fulfilment, through problem-solving. In those situations, it's sometimes about encouraging them to use their 'problem-solving' skills to imagine a new and different future and what steps it would take to move towards it. It sometimes works! All the best. Nick
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Valerie Hopkins
30/6/2020 12:59:43 pm
I agree with all you say. Leaders are going to be challenged in new and different ways in the new organisational world we are all now part of and the only way to move forward will be through trust and collaboration which will be built on positive and supportive communication - even when there is a need to challenge!
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Nick Wright
30/6/2020 01:03:10 pm
Thank you, Valerie. Yes, in this new and different world, I sometimes encounter leaders who are feeling understandably anxious and uncertain. I think this is where positive psychology (e.g. WWW and EBI) can be particularly useful, helping people relax enough to think creatively and adaptively as they find and create new solutions.
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Nick WrightI'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch! Like what you read? Simply enter your email address below to receive regular blog updates!
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