• The unique proposition is that, when combined together these three evidence-based approaches produce powerful individual and organisational outcomes, which are not easily achieved otherwise. These outcomes have one thing in common: helping individuals to optimize their impact, wherever they are, whatever the circumstances.
• All three domains – positive psychology, coaching and assessment – are evidence-based, meaning that these methodologies consistently deliver useful outcomes: for different people, different contexts and for different purposes.
• Each domain comes from a distinct academic and professional scholarship base, from leading universities such as Sydney University, Melbourne University, University of East London, University of Pennsylvania, University of Toronto to name a few.
• Each of these domains has highly skilled and trained professional practitioners working world wide, who can deliver reliable and valid outcomes, regardless of geographic location.
Take an example: Jack was a brilliant young finance sales person in Singapore, in whom management saw a great deal of talent. Management also saw a disruptor; a person who was so smart he couldn’t see the value in the usual ways of doing things. Through undertaking a valid and reliable psychological assessment, Jack was able to understand his behaviour and attitudes more clearly, and how these impacted the culture as well as his peers. By asking Jack to identify his ‘Best Possible Self’ scenarios, we used positive psychology to help Jack develop a positive sense of the future. Those two interventions then became the basis for a coaching program, which ensured that Jack was engaged, had a clear vision of what he wanted and where he was going, and what changes he could realistically expect of himself.
Another example: We know that optimism is the precursor to positive work and life outcomes. Optimists sell more, make better athletes, and are even likely to become more successful politicians. We also know that optimism can be increased by practices that focus on gratitude, visualizing a positive future and by playing to strengths. Karen, who had been feeling overwhelmed by her new role and its ambiguity and expectations, was encouraged to meditate each morning for 20 minutes and then write down ‘3 good things’ (events or people in her life) she was grateful for. She was also asked to take a Strengths survey, to help her identify some of her character strengths, and how these might be used more effectively. The daily practice, combined with a program of coaching, and a focus on how to leverage her identified strengths, led her to feeling more optimistic about her capacity, not only to manage her role, but to thrive in it.
Positive psychology, coaching and assessment can combine in different ways to assist individuals and organisations to make better decisions, be more effective and enjoy the journey towards achieving their goals. The approach should be tailored for each individuals needs, to maximize the chances for a successful outcome.