Which Teams Will Be In The World Cup 2022 The Heliotropic Effect and Positive Leadership – Are You Leaning Toward the Light?

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The Heliotropic Effect and Positive Leadership – Are You Leaning Toward the Light?

Every time a person stands up for an ideal, or acts to improve many other people… it sends out a tiny ripple of hope, and crossing each other from a million different centers of energy and daring, the those ripples build a current that can sweep down the mighty walls of oppression and opposition. -Robert F. Kennedy

Are you experiencing the “heliotropic effect?” Do you remember what it is? As you will remember from science class long ago, this effect is defined as the tendency of all living systems towards that which gives life – towards positive energy rather than negative energy. Plants lean towards the light; people remember better and learn faster in a positive environment; all languages ​​have more positive words in their vocabulary than negative words. All forms of life, from the smallest bacteria to mammals, including humans have a tendency towards the positive. According to Kim Cameron, Professor of Management and Organizations at the Ross School of Business at the University of Michigan, “Strategies that capitalize on the positive tend to produce results that are life-giving, thriving in individuals and organizations.”

What leadership roles do you have, both formal and informal in the workplace, your family and other social communities? How can you apply the concept of positive leadership to these roles? What is positive leadership in any way? According to the literature, positive leadership has three meanings:

1) Facilitate highly positive performance – that is performance that is significantly better than normal or expected. For example, Cameron studied organizations that went through extensive downsizing, but were “positively deviant” by performing exceptionally well throughout and after the process.

2) Focuses on strengths and abilities and affirms human potential, (“positive bias”) the emphasis is on enabling growth and flourishing rather than solving problems.

3) Cultivate the best in people and systems – what is “good.” Although there are some cultural differences, all societies and cultures have a catalog of characteristics that they consider virtuous or good. (Peterson and Seligman, 2004)

One area of ​​development linked to this is the deliberate creation of a positive organizational climate. Here are some examples of questions to consider:

– How often do I express gratitude and appreciation every day to those around me?

– How often and how consistently do I encourage others to do the same?

– How can I build an environment more effectively where misunderstandings and mistakes are forgiven and where no grudges are held?

– How can I model positive energy towards others, and find and support other energy networks within my organization and communities?

– How can I show and encourage public expression of compassion?

– How can I encourage more recognition and celebration of successes, big and small?

Training Tips:

– Jot down some ideas next to each of these questions about how you can improve the positive climate around you, and plan to start implementing one of your strategies every week for the next three weeks.

– Notice any changes in yourself and those around you. What do you notice? What would you like to do more of?

– Set aside 20 minutes, pour yourself a cup of coffee or tea, and listen to a recent interview available online with Dr. Kim Cameron, world renowned leader in positive organizational leadership, and co-founder of the Center for Organizational Leadership at the Ross School of Business at the University of Michigan.

– Considering getting Cameron’s latest book, “Positive Leadership: Strategies for Extraordinary Performance”; read it; share it and put it to good use.

Addresses:

Cameron.KS (2008) Positive Leadership: Strategies for extraordinary performance, San Francisco: Berrett-Koehler.

Cameron.KS (2003) Virtue and organizational performance. In KSCameron, JE Dutton, and RE Quinn (Eds.) Positive organizational scholarship (pp.48-65) San Francisco: Berrett-Koehler.

Peterson, C. and Seligman, ASE (2004) Character strengths and qualities. New York: Oxford University Press

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