Here’s the overview of the last part of my book: “Positive Power at Work – How to make a positive difference from any position.”
Are you able, willing and ready to be a Positive Agent? This part about “WE” focuses on the team and the organization. How can you create a culture where people thrive and achieve shared goals? How can you apply positive leadership to stimulate high performance?
Let’s see how to energize, engage, and empower teams. Based on the latest research and best practices from the early adopters: you can customize and apply these practices to your own team or organization.
You can make a positive difference from any position, without needing permission or resources from others. This book will help you see positive possibilities and (re)claim your positive agency. Unstuck yourself and engage others with your interaction and actions. Transform into a positive organization where people and performance thrive.
Do you prefer easier reading than separate blog posts? Buy my book Developing a Positive Culture where People and Performance Thrive, either the paperback or the Kindle.
Positive Power Overview of Posts, Part 5
Are you Downloading, Debating or in Dialogue?
Dyads can feel safe but for a positive culture, Dave Logan recommends working with Triads.
Some people lift you up while others wear you out. Who are the positive energizers in your workplace?
Good games have a clear goal, a clear set of rules, a way to “score” your progress and opt-in participation. That’s the opposite of a conventional meeting!
Random acts of kindness are the easiest way to develop a more positive culture at work.
Meetings are important indicators of organizational culture. What happens in the interaction?
How can you improve your meetings? Here are some ideas!
If you really want extraordinary meetings, I recommend the Liberating Structures, developed by Henri Lipmanowicz and Keith McCandless.
How could you involve and empower others? Research shows people need 5 elements to feel empowered.
Positive Deviance is extreme organizational performance. Who are the people who stand out in your organization? What can you learn from them?
Doing a dialogue in the World Cafe format is simple but can be magic. Take a look at this.
Purpose matters and can give people wings. How could you leverage purpose?
Being a newbie again can be a wonderful experience. All positive cultures are also learning cultures.
Learning is crucial for a positive culture, but it hardly ever happens without mistakes. Normalizing failures is best because the mistakes that are hidden jeopardize organizations.
Too much control stifles engagement, agility, innovation, collaboration, responsibility, and whatnot…
If you want to go far, travel together. That is what Change Circles are for: an organization-wide, whole-system approach to developing a positive, productive culture. Check it out!
This was the last post in the series Positive Personal Power. I hope you enjoyed it. The book is now available, and so is the online Academy based on this book! Let’s develop more positive organizations and make the world a better place.
With gratitude, Marcella Bremer
For more insights, tips and tools, order my book Developing a Positive Culture
Check out the online Positive Culture Academy. Let’s be Positive Agents who do revolution by evolution: one interaction at a time, one person at a time. Subscribe to the Academy’s mailing list so I can keep you posted!
© Copyright Marcella Bremer, 2018. All rights reserved.
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