7. POSITIVE - an affirmative bias; emphasis
on excellence, thriving, flourishing, abundance,
resilience, and virtuousness.
ORGANIZATIONAL– positive
processes, practices, states, and outcomes that
occur in organizational contexts.
SCHOLARSHIP–empirical, scientific
rigor and procedures.
Kim Cameron & Gretchen Spreitzer,
The Oxford Handbook of Positive Organizational Scholarship, 2013
10. INTENTIONAL BEHAVIORS THAT
SIGNIFICANTLY DEPART FROM THE
NORMS OF A REFERENT GROUP IN
HONORABLE WAYS.
Gretchen Spreitzer & Scott Sonenshein,
American Behavioral Scientist, 2004
Positive Deviance
11. “Positive deviance focuses on those extreme
cases of excellence when organizations and
their members break free from constraints or
norms to conduct honorable behaviors. It has
profound effects on the individuals and
organizations that partake and benefit from
such activities.”
Spreitzer, 2004
13. The questions we want
to answer:
• What makes staff members feel like they’re
thriving?
• How can I bring my organization through
difficult times stronger than before?
• What creates the positive energy a team
needs to be successful?
• How do I bring empathy, compassion, and
energy into the workplace?
• How do I keep my employees engaged and
focused?
26. Effective Leaders...
1. Invest in their followers’ strengths
2. Build well-rounded teams out of
followers who are not
3. Understand the needs of their followers
Tom Rath and BarryConchie,
Strengths-Based Leadership Theory, 2009
29. Defining an HQC
•Felt vitality & energy
•Positive regard
•Felt mutuality (a sense of joint
participation)
•Assumption of positive intent
Baker, Dutton, Heaphy
30. Impact on People
• Become psychologically stronger
• Become physiologically healthier
• Unlock resources
Dutton, Heaphy, Hofer Gittell
34. Proven Benefits
•Improved mood
•More determination and energy
•Increased work performance
•Viral effects and reciprocity
•Feeling connected to others
•Better physiological health
Compiled by Mary Ceccanese & Karen Dickinson, 2010
