Purpose – Traditional management techniques and change management interventions are deficit‐based. That is, they often focus on “fixing” what is wrong in our organizations by solving problems. Maintaining a committed and motivated workforce, open to learning, growth and positive change, is difficult, however, when the daily focus is on what's not working. Design/methodology/approach – Growing evidence suggests that positive leadership and a strengths‐based approach to long‐term organizational change have a greater impact on performance and profitability. Findings – Positive leaders develop such traits as optimism, self‐confidence, compassion, emotional intelligence, loyalty, and trustworthiness. Moreover, they promote a strengths‐based organizational culture that emphasizes possibilities rather than problems. Practical implications – We need to develop leaders who can identify the organization's “root causes of success”, and build on those strengths for future performance. Originality/value – The article will be of value to all those involved in leadership development.
Development and Learning in Organizations – Emerald Publishing
Published: Jun 1, 2005
Keywords: Leadership development; Organizational change; Change management
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