The perils of accentuating the positive

Kaiser, Robert B.; Silzer, Robert F.

doi:10.1037/e518532013-138

Cited by 9 publications

(12 citation statements)

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“…Changing executives' beliefs about the nature of leadership is tough and not made any easier by those who argue that people don't change and therefore should be played only to their strengths (for a detailed analysis of the flaws in this argument see Kaiser, 2009).…”

Section: How We Shot Ourselves In the Footmentioning

confidence: 99%

Recasting Leadership Development

McCall

2010

Ind. organ. psychol.

191

162

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To the extent that leadership is learned, it is learned through experience. This article begins with seven conclusions about the role of experience in leadership development, ponders the reasons that what is known is so rarely applied, suggests some ways to put experience at the center of leadership development efforts, and concludes with a series of recommendations for practice and for future research.

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Section: How We Shot Ourselves In the Footmentioning

confidence: 99%

Recasting Leadership Development

McCall

2010

Ind. organ. psychol.

191

162

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“…Effective developmental feedback promotes a balanced and authentic view of the employee's current state. We believe that this notion of balance often gets lost when scholars and practitioners approach organizational behavior from a positive perspective, a concern echoed by Fineman (2006) and Kaiser (2009). Positive psychology is often applied within a one-sided framework in which the focus is purely on personal strengths.…”

Section: Positive Perspectives On Negative Feedbackmentioning

confidence: 99%

Don't be such a downer: Using positive psychology to enhance the value of negative feedback.

O'Malley¹,

Gregory²

2011

The Psychologist-Manager Journal

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Effective developmental feedback promotes a balanced and authentic view of employees' current state, thereby addressing strengths and weaknesses of employees. The authors address how organizations' increased emphasis on positivity can be reconciled with the delivery of negative feedback. Drawing on principles from positive psychology, the authors outline strategies managers can implement to increase the likelihood that negative feedback interventions will yield improved performance while promoting employee well-being.

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“…Improved organizational effectiveness is attainable by identifying and modifying leadership strengths and dysfunctional dispositions that influence employee engagement, job satisfaction, and burnout. Historically, the popularity and delusional optimism of positive psychology has led to excessive focus on leadership strengths (Kaiser, 2009) to the detriment of failure to address weaknesses demonstrated by leaders. Too strong a focus on leadership strengths obscures the notion that leadership weaknesses exist, which increases derailment (Gentry, Mondore, & Cox, 2007;Lombardo, Ruderman, & McCauley, 1988).…”

mentioning

confidence: 99%

The relationship among dysfunctional leadership dispositions, employee engagement, job satisfaction, and burnout.

Leary¹,

Green²,

Denson³

et al. 2013

The Psychologist-Manager Journal

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The purpose of this study is to examine, from the subordinate's perspective, the relationship of dysfunctional leadership dispositions to employee engagement, job satisfaction and burnout. Design/methodology/ approach: A field study survey was used to capture three categories of dysfunctional dispositions and three employee variables from employees engaged in dyadic relationships with leaders. Multiple regression analysis was used to test relationships hypothesized to exist between dysfunctional behaviors and employee engagement, job satisfaction, and burnout. Findings: Leadership factors associated with intimidation and avoiding others have a significant relationship with employee engagement, job satisfaction, and burnout. In this case, factors associated with charm, manipulation,

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The perils of accentuating the positive

Cited by 9 publications

References 0 publications

Recasting Leadership Development

Recasting Leadership Development

Don't be such a downer: Using positive psychology to enhance the value of negative feedback.

The relationship among dysfunctional leadership dispositions, employee engagement, job satisfaction, and burnout.

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