How Positive Leaders Impact Performance
Positive Psychology
The concept of Positive Psychology revolves around the impression of acknowledging and appreciating the strongholds of every individual. This is as opposed to their flaws. When it comes to work, excellent leaders can benefit a great deal by incorporating positive psychology to the culture of their respective organizations. When employees get the feeling that the firm involves them in both its challenges and success stories, they will likely feel valued. This is concerning the overall progress of the company. This study aims to enlighten you, as a leader or an aspiring one, regarding three desirable primary impacts of embracing positive psychology in organizations.
Positive Leaders
1. Positive Psychology helps a Great Leader focus on Progressive Leadership
The most distinct feature of positive psychology is its cardinal attribute to demonstrating the vitality of people’s strengths. Unlike focusing on the personal weaknesses that each employee faces, for example, positive psychology will create room for an ideal opportunity to appreciate every challenge that an employee encounters. This way, team spirit grows subconsciously while everyone in the company targets getting better by the passing of each second. When employees get the feeling that they are part of the routine critical decision-making process of the firm, research proves that they will be more productive economically, culturally, as well as ethically.
According to current research by the Gallup Study, a superb leader can boost the overall productivity of the company if they establish a single objective as the set mission. It means that identifying a shared goal that both the manager and employees can adhere to the latter is what positive psychology seek firm offer future based leaders. Most importantly, when employees relate to their leader from an informal perspective, they unknowingly enhance progressiveness in the firm by always sharing creative ideas. In other words, positive psychology places any leader out there at a better chance of maximizing their respective economies of scale through real-life easy to achieve techniques.
In concurring with the above peer-reviewed evidence by Gallup Study, Carol Dweck, a professor at Stanford University, had a consequential opinion. He stated that as opposed to meeting their leaders during the official periodical evaluation tests, employees prefer frequent contact with their supervisors, despite the nature of the situation at hand. Based on real-life examples, no doubt helping employees face their challenges and acknowledge their flaws will give them a sense of being human, which fosters room for striving to be better each passing hour. In the final picture, both the leader and the employees will have an easier time focusing on the growth and development of the organization.
Finally, positive psychology facilitates a leader’s objective in magnifying the progress of the firm. Employees are shaped to take calculated risks and creative opportunities to boost the productivity of the organization. Here, the idea is to appreciate the value of not only talents but also hard to achieve skills and techniques. There is always a need to do better next time.
2. Merge Personal and Organizational Goals
The second primary method that positive psychology can be of great help to a leader in fostering the efficiency of fusing the personal goals of each employee with the single mission of the company. A great leader understands that it takes more than supervising a team of competent professionals. The whole purpose of the organization should be based on the natural abilities and skills that the employees can offer as a team. While there is no doubt that individual effort plays a significant part in the final productivity of the company, ensuring that the cardinal role of the firm has been aligned with the skills, talent, and knowledge of its employees is what positive psychology offers an influential leader.
In another research conducted by the Gallup Study, it came out clear that most of the local and global organizations in the United have underutilized the aligning of individual and organizational objectives without understanding its significance in boosting the economies of scale of the company. The report further indicates that 20% of all production companies in the United States do not embrace this part of leadership because of the naturally individualistic way of life of many Americans.
The idea of fusing organizational and personal interests often leads to maximized productivity strategies like having to let go of some employees. It is usually a difficult moment for a leader to have to cut down on the number of employees that each department can have. When that time comes, a stable leader will understand that even though it may not seem like positive psychology at that time, the merits will be felt by the remaining employees. For example, after the workforce is down to a manageable lot, the management can promote junior employees, increase the salaries of supervisors, and introduce additional amenities to boost production.
3. Target Personal Relationships
There is a significant value in employees getting to understand their leader from a personal level and vice versa. Even though there is a massive line between professionalism and personal life, organizations that have employees who know each other above work-life have proved to be more productive as opposed to those that are strictly professional. However, the social and personal lives of both the employees and the leader should never get in the way of delivering quality services and products to the necessary target market.
Another evidence-based study researched by Gallup suggests that employees need more than a kudos or thumbs up when they perform well. Instead, they prefer leaders who guide them through their growth process. The Gallup study further proves that even in real life, one will notice that an employee will not find many privileges getting a pat on the back when they excel in a specific field. Instead, it might mean the world to them if the leader acknowledged and appreciated the source of the effort. For example, while the employee may have come out successfully, there could be struggles that he or she failed to mention. Getting to understand each other at a personal level will create room for more comfortable sharing of crucial knowledge.
In conclusion, positive psychology all it takes is making the employees feel like they belong to a more influential community in life. As is the nature of the humankind, the sense of belonging is deeply embedded in genes. In other words, a fantastic leader will make his or her employees feel genuinely valued. The idea is not to appreciate the work done, but the individual that got it done in the first place.
