We recently conducted a number of face-to-face 360 feedback debriefs and was mindful of the growing interest in 'Applied Positive Psychology' and how it promotes a different way of thinking about ourselves and others in the workplace.
In essence, it is concerned with the strengths a person displays and how they can be best deployed within their role, and potentially capitalised on beyond their current position.
The feedback people receive is always full of strengths and these can often be forgotten as the 'development areas' are sought out, with an overwhelming desire to 'fix things'.
It is important to dwell on the strengths, understand them, explore them, celebrate them and consider how they can best put to use.
We will often add these strengths into any personal development plan and encourage the recipient to consider actions which will bring these to the fore as well as address any developmental needs.
John
In essence, it is concerned with the strengths a person displays and how they can be best deployed within their role, and potentially capitalised on beyond their current position.
The feedback people receive is always full of strengths and these can often be forgotten as the 'development areas' are sought out, with an overwhelming desire to 'fix things'.
It is important to dwell on the strengths, understand them, explore them, celebrate them and consider how they can best put to use.
We will often add these strengths into any personal development plan and encourage the recipient to consider actions which will bring these to the fore as well as address any developmental needs.
John
Powered by Compendium
Looks good. Have you come accross the Elias Porter work on 'overdone strengths' via the Strength Deployment Inventory (SDI) model. Might be worth a look to support this work. There a bit about SDI on the Chaseville site, http://www.chaseville.co.uk/sdi-workshops but if you Google 'overdone strengths and SDI' and you'll might get some interesting builds on your thinking.
Must catch up soon
Sue