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Includes bibliographical references and index.

Machine generated contents note: Foreword by Carol Kauffman -- Preface -- Acknowledgements01 An introduction to strength-based approaches in organizations -- Chapter overview -- The challenges of contemporary leadership development -- A history of positive approaches -- What lies behind the focus on the negative? -- The evolution of leadership behaviour -- The epigenetics of talent -- Origins of a more positive approach to leadership -- Contemporary trends in positive leadership theory -- Contemporary trends in positive leadership development -- Coaching and positive psychology -- What's the definition of positive leadership? -- Rationale for a strength-based approach to leadership development -- Tools to help understand strength-based approaches -- Conclusion -- Some questions to consider -- References02 Strengths: definitions and models -- Chapter overview -- Introduction -- Models of strengths -- Differentiating strengths across the state-trait continuum -- The strengths and performance link -- Strengths overdone -- Strengths in context -- Summary and conclusion -- Some questions to consider -- References03 Positive leadership theories -- Chapter overview -- Introduction -- The origin of leadership behaviour -- Positive leadership theories -- Transformational leadership -- Psychological capital -- Authentic leadership -- How do strengths link to authentic leadership? -- Servant leadership -- Positive global leadership -- Outcomes in positive leadership development -- Summary and conclusion -- Some questions to consider -- References04 Strengths identification and assessment -- Chapter overview -- Introduction -- What types of data can inform us about strengths? -- When to use self versus other ratings -- What value do psychometrics add? -- Self-report strength-based questionnaires -- Multi-rater questionnaires -- Structured interview approaches -- How assessment impacts methodology -- Conclusion -- Some questions to consider -- References05 Evidence for the effectiveness of positive approaches to leadership development -- Chapter overview -- Introduction -- Challenges to effective research in coaching -- How to compare studies: the role of effect sizes? -- Conclusion -- Some questions to consider -- References06 Strengths development -- Chapter overview -- Introduction -- Developing professional expertise -- Positive goal selection -- Generic strengths development -- Developing specific leadership strengths -- Authentic leadership development -- Full Range Leadership Development -- Summary and conclusion -- Some questions to consider -- References07 Coaching for positive leadership development in organizations -- Chapter overview -- Key components of coaching for PLD in organizations -- Readiness to change and develop -- Mapping the stakeholders -- Selecting a strength-based leadership model -- Identifying strengths in the individual through MSF -- Socializing the coachee to the strength-based model -- Ensuring the coachee is ready for each session -- Ensuring the process supports the content -- Ensuring uniformity of delivery -- coach variables -- Ensuring strategic goal alignment -- Ensuring visibility of change -- Ensuring the sustainability of change -- Ensuring reliable and valid outcomes and ROI -- Conducting a leadership coaching evaluation -- Summary and conclusion -- Some questions to consider -- References08 Using strength-based approaches as a leader or manager -- Chapter overview -- Introduction -- Generic issues of adopting a strength-based approach as a leader-manager -- What factors determine how strength-based approaches are utilized in organizations? -- Developing competence as a strength-based leader/manager -- Developing the strength-based managerial mindset -- Frequent objections to implementing a positive coaching approach -- Specific areas that can benefit from a strength-based approach -- Summary and conclusion -- Some questions to consider -- References09 Using strength-based approaches for team development -- Chapter overview -- Introduction -- Theoretical underpinnings -- Assessing the strengths of your team -- Building a strength-based high performing team -- Conclusion -- Some questions to consider -- References10 The context and limits of strength-based leadership coaching -- Chapter overview -- Introduction -- Context of a strength-based approach -- Horizontal versus vertical leadership development -- The limits of strength-based leadership coaching -- Potential solutions -- Research/theoretical criticisms -- Cultural criticisms -- Political criticisms -- Ethical issues -- Separating positive leadership and positive psychology -- Enough about leaders -- what about followers? -- Key characteristics of effective followership -- Developing as a strength-based practitioner -- Best practice strength-based leadership development -- Conclusion -- Some questions to consider -- ReferencesIndex.

"Positive organizational psychology, with its focus on the identification and development of strengths, is a natural ally to executive development and leadership coaching. However, this approach is only just beginning to come to the attention of organizations and consequently, the research base for strength-based coaching is in its early stages of development. Strength-based Leadership Coaching in Organizations reviews strength-based approaches to positive leadership development and evaluates the evidence for their effectiveness, critically assesses their apparent distinctiveness, and considers how strengths can be reliably assessed and developed in their organizational context."-- Provided by publisher.

"Positive organizational psychology, with its focus on the identification and development of strengths, is a natural ally to executive development and leadership coaching. However, this approach is only just beginning to come to the attention of organizations and consequently, the research base for strength-based coaching is in its early stages of development. Strength-based Leadership Coaching in Organizations reviews strength-based approaches to positive leadership development and evaluates the evidence for their effectiveness, critically assesses their apparent distinctiveness and considers how strengths can be reliably assessed and developed in their organizational context. This book reviews key areas of leader and team development are reviewed and outlines and describes a model of strengths development in organizations. The application of strength-based leadership coaching will be discussed from the managerial and external perspective within the context of career stage, seniority, role challenges and organizational need in order to facilitate meaningful change. Finally, the limitations of the strength-based approach to leadership development will be discussed together with the challenges of integrating positive leadership development. Strength-based Leadership Coaching in Organizations will show the reader exactly what a strengths focus is and that there is increasing evidence that this approach does get results. Where other books in the field only focus on one model of identifying strengths, this title will offer a balanced and critical examination of the field, and show how to actually apply a positive strength-based approach"-- Provided by publisher.