Coaching For Happiness:

Understanding The Drivers of Well-Being And Success

Psychologist and Executive Coach

Jill Macnaught
Principal of Director of

Presented by

CENTRE FOR COACHING & POSITIVE PSYCHOLOGY The Executive Coach

2nd Health Coaching Symposium

Newcastle, NSW 13th October 2006

Outline of Session

Review Key Principles Of Positive Psychology Applied Positive Psychology - Coaching The Notion Of Human Strengths Visions and Goals Important Principles Of Goal Striving and Goal Attainment Psychological Well-Being Values Understanding Happiness Research with Positive Emotions How To Build Positive Emotions Help People be Happier Building Happier Workplaces Questions

What is Positive Psychology?

Positive Psychology asks seven types of inter-related questions. 1.Existential questions: What makes life worth living? What does it mean to live a life of dignity and significance? Why should I strive in the face of suffering and death? What are the positive givens of human existence?

What is Positive Psychology?

2.Structural questions: What are the defining characteristics or criteria of positive mental health or physical health? What are the essential components of quality of life? What are the components of the good life? What constitutes happiness?

What is Positive Psychology?

3.Functioning questions: What makes us fully functioning individuals? What contributes to optimal functioning? What are the functions of meaning seeking, meaning making and values clarification in optimal functioning?

What is Positive Psychology?

Meaning and purpose necessary conditions for happiness and positive mental health

What is Positive Psychology?

4. Process questions: What makes life worth living? What does it mean to live a life of dignity and significance? Why should I strive in the face of suffering and death? What are the positive givens of human existence?

What is Positive Psychology?

5. Outcome questions: What are the outcomes and correlates to answers to the above questions? How do we measure these outcomes in a reliable and valid way?

What is Positive Psychology?

6. Societal questions: What kind of community and society will support individual positive psychology? How can we create such a social ecology?

What is Positive Psychology?

7. Cultural questions: What are the cultural differences to the above questions? What are the cultural universals?
Ref: Wong, Paul (1998) The Human Quest for Meaning

The Post Growth Society

Instead of higher incomes, the central objective of a post growth society is to provide opportunities for human fulfilment and selfrealisation. Pursuit of wellbeing which for many will require abandonment of the money obsession and rejection of the pursuit of identity through consumption would allow the emergence of authentic (rather than manufactured) individuality and the flowering of human potential.
Clive Hamilton (2003) Growth Fetish p. 240

History of Positive Psychology

Rogers (1951) The fully functioning person Jahoda (1958) Mental Health Allport (1961) Mature Individuality Erikson (1963) Stages of Development Maslow (1954-1971) Self Actualisation Vaillant (1977) Positive Defenses & Exceptional Performance Deci & Ryan (1985) Self Determination Theory Csikszentmihalyi (1990) Flow Optimal Experience Ryff & Singer (1996) Psychological Well-Being Seligman (1991-2006) Learned Helplessness, Optimism

Four Major Imperatives of Positive Psychology

Rise to lifes challenges, make the most of setbacks and adversities Engage and relate to other people
Find fulfillment in creativity and productivity

Look beyond oneself and help others to find lasting meaning, satisfaction, and wisdom in life
(Keyes & Haidt, 2004)

Purpose of Positive Psychology

Positive Psychology aims to understand the human strengths that enable individuals and human communities to thrive
How do we cultivate what is best within ourselves and enhance our experiences of life and work?

Applied Positive Psychology

Applied positive psychology, which includes coaching, is the application of positive psychology research to the facilitation of optimal functioning
(Linley & Joseph, 2004).

What is Coaching?
One unifying definition:

Coaching is a collaborative process of facilitating a clients ability to self-direct learning and growth, as evidenced by sustained changes in self-understanding, self-concept and behaviour.
Stober, D. & Parry, C. (2003)

Coaching Psychology
Coaching Psychology is for enhancing well-being and performance in personal life and work domains underpinned by models of coaching grounded in established adult learning or psychological approaches.
(BPS Coaching Psychology Interest Group, 2005)

In Essence..
Coaching moves the client from awareness to responsibility to action and to results!
Awareness Responsibility Action Results

Levels of Coaching
Four Levels Of Coaching:

Level 1: Primary Skills: method used is that of instruction

Level 2: Secondary Skills: method used in facilitation Level 3: Developmental: method used is insight and awareness Level 4: Transformational: method used is critical reflection
(Carroll, M. 2004)

Positive Psychology & Coaching

Focus is on: Strengths Visions and Goals Values Growth and Wellbeing

Positive Psychology A Study of Human Strengths

The notion of good character has been revived Defined as six virtues all of which have a set of underlying strengths Virtues identified are common to all philosophical and religious traditions

The Six Virtues

Wisdom and Knowledge Courage Love and Humanity Justice Temperance Spirituality and Transcendence

What is a Strength?
A natural capacity for behaving, thinking or feeling in a way that allows for optimal functioning and performance in the pursuit of valued outcomes
(Linley & Harrison, 2006)

Strengths Based Psychology

I do not believe that you should devote overly much effort to correcting your weakness. Rather, I believe that the highest success in living and the deepest emotional satisfaction comes from building and using your signature strengths.
Martin Seligman

Building Strength and Virtue

What are your signature strengths?
VIA survey - Identify your Signature Strengths

Go to: www.authentichappiness.org

The 24 Strengths Sit Under Virtue Clusters

Wisdom and Knowledge

Curiosity/Interest in the World Love of Learning Judgment/Critical Thinking/Open-Mindedness Ingenuity/Originality/Practical Intelligence/Street Smarts Social Intelligence/Personal Intelligence/Emotional Intelligence Perspective

Research on Strengths
Key strengths associated with well-being: Hope Love Zest Gratitude Curiosity
(Peterson, Park & Seligman, 2004)

Research on Strengths
Key strengths associated with goal success:

Patience the ability to dwell gladly in the present moment (Roberts, 1984)
Prudence the use of reason to correctly discern that which helps and that which hinders realising the good (Jeffries, 1998) Perseverance the ability to keep commitments, to be steadfast, to endure despite obstacles, to make sacrifices, and to resist temptations to give up
(Brickman, 1987)

(Keyes & Haidt, 2003)

Visions to Goals

FUZZY VISION

SMART Goals

A Vision of the Future

Benefits of developing a fuzzy vision are: Utilises the attentional bias i.e. primes us to identify opportunities to ensure goal attainment. Allows brain to disengage from worry and anxiety about the future allows mindfulness.

Exercise on Visioning
Work in pairs One of the pair is to share a concern Other is to explore the concern listen, question for understanding Create a shift in the conversation - Question Develop a picture of the desired scenario CURRENT REALITY DESIRED REALITY

Setting SMART goals

Twenty years of research in psychology on goal setting has identified that our chances of success are enhanced when our goals are SMART (Locke, 1996) Specific and Stretching Measureable, Monitorable Attractive & Authentic Realistic Time-framed

Personal Goals - Positive Living

Personal goals represent the proactive efforts of individuals to satisfy their needs and to shape their lives in positive new directions
By helping people better identify and pursue personal goals, we support them in the ultimate pursuit of happiness.

Refs: Locke,.E.A. (1996); Locke, E. A. & Latham, G. P. (2002)

Self Concordant Goals

The more clients short-term personal projects reflected their underlying values and interests, and were relevant to possible futures, the more they were likely to attain their goals and experience success.
(Sheldon, K. et al. 2002)

Self Concordant Goals

A persons goals may not represent that persons authentic interests and values
Goals are self-concordant when they are pursued because of either intrinsic or identified motivation

SELF-INTEGRATED VS NONINTEGRATED ACTION

EXTERNAL Environmental Pressures
NONINTEGRATED ACTION

INTRINSIC

Developing Interests SELFINTEGRATED ACTION Core Values

Internal Sanctions INTROJECTED Ref: Sheldon, K.M. & Elliott, A. J.(1999) IDENTIFIED

The Self-Concordance Model

This model begins when people select and commit to a set of goals. May involve poor goal selection.
Goal Self-Concordance X Goal Attainment

Goal SelfConcordance

Sustained Effort

Goal Attainment

Need Satisfying Experiences

Changes in Well-Being

Goal striving is affected by degree to which goals are self-concordant.

Ref: Sheldon, K. M. & Elliott, A. J. (1999)

Goal Striving, Need Satisfaction and Longitudinal Well-Being

Greater goal striving toward intrinsic vs extrinsic goals (self-concordant goals)

Attainment of self-concordant goals leads to greater well being Goal attainment associated with stronger feelings of autonomy, competence and relatedness (need satisfaction) this leading to greater well-being Success breeds more success

Refs: Sheldon, K and Elliot, A. (1999); Sheldon K & Houser-Marko, L. (2001)

Outcomes Well-Being
Structure of Psychological Wellbeing
(Positive Functioning Optimal Performance)

Autonomy Environmental Mastery

Personal Growth
Positive Relationships with Others Purpose in Life Self-Acceptance

(Ryff, C.D. & Keyes, C.L.M., 1995)

Values & Vision

It

is important that the clients core values are being lived in that future.
The importance of crystallisation & prioritisation of values Identify your own core life values

Develop a fuzzy vision

Setting self-concordant goals (SDT)

Values
Values are who we are Values Identification (Life & Work) A Peak Moment in Time What were the values being honoured? Suppressed Values Values Matrix

Exercise Personal Strivings

Task: Generate one (1) of your personal strivings and respond to a series of items in relation to each.
Think of your personal strivings as objectives (goals) that you are typically or characteristically trying to attain in your daily life.
Ref: Sheldon, K. M. & Elliot, A. J. (1999)

Paradox of the Growth Society

In the past 50 years the standard of living has increased dramatically

There has been no similar increase in happiness

What Do We Mean By Happiness?

Is it the pleasurable life or is it the good life? Is it momentary or enduring?

Are some destined to be happier than others?

Is it determined by good luck and/or circumstance?

The Three Happy Lives

The Pleasant Life

The Engaged Life The Meaningful Life

Seligman, 2002

The Pleasant Life

A life that successfully pursues the positive emotions about the past, present and future.

Past satisfaction, contentment, pride

Future optimism, hope, confidence Present bodily pleasures (warmth, touch) higher pleasures (elation, relaxation)

The Engaged Life

Using your signature strengths in all aspects of your life work, love, parenting, friendships etc
Its about finding purpose and meaning

The Meaningful Life

Using your signature strengths in the service of something larger than you
The notion of legacyour contribution to a better future

What Determines Happiness?

Circumstance Set Point Intentional Activity

Psychological Well-Being (Happiness) & Work Performance

High psychological well-being associated with: - superior decision making - effective interpersonal behaviours - higher objective performance ratings Higher PWB also shown to directly lead to an increase in productivity

Broaden and Build Model

Positive emotions expand the thoughtaction repertoire Interest fosters the desire to explore, assimilate new experiences Joy creates the urge to play, think outside the box, be creative These outcomes bring meaning to the work of employees not just a job!

Benefits of Positive Emotions

Smiling & Happiness Longer life expectancy Less self-focused, more empathic, kind and generous Better relations, strong friendships Better health Greater personal well-being

Benefits of Positive Emotions

Optimism (Problems = transient, specific, controllable) Longer life expectancy (19%) Better health, more energy Higher persistence, productivity and income Greater personal well-being

Benefits of Positive Emotions

Physical Benefits Increase immune function Improved resilience to adversity Reduced inflammatory response to stress Increased resistance to viruses Lower cortisol

Benefits of Positive Emotions

Psychological Benefits Increase intuition and creativity Cognitive flexibility, speed and accuracy to stress Integrate more sources of information Widen our attention Take a long term perspective

Human Consequences of Happiness - Summary

Increased capacity to thrive, mentally flourish and psychologically grow Outcomes: - more proactive - resilient to adverse situations - less prone to stress symptoms - better physical health Moderates job satisfaction and job performance

Techiques Which Make People Lastingly Happy & Less Depressed

Using signature strengths in a new way Savouring a beautiful day (present) Gratitude visit (past) Count your blessings (3 good things in life) Letting go of grudges One door closes, another door opens (future) crisis = opportunity You at your best (Best Possible Self Exercise) Cognitive restructuring for resilience realistic or positive attribution for adversity

How To Build A Happier Workforce

Composition selecting and placing people into appropriate positions (Are they playing from their strengths?) Training to assist people to fit jobs more closely teach self-monitoring to enhance positive mood and emotion (e.g. learned optimism) Situational Structuring change work environment to more closely fit the needs of employees (e.g. social support) A culture that supports ethics and character building

Well Being in the Workplace A Summary

Work is a pervasive & influential part of the individual & the communitys wellbeing. The well-being of employees & their satisfaction with their work & workplace affect citizenship at work, turnover rates & performance ratings.

How does this fit your vision?

Happy/Productive Workers
Serene/Thoughtful Workers

Caring/Helpful Workers
Joyous/Honest Workers

Exhilirated/Creative Workers

Questions?

Thank You

email: jillmacnaught@bigpond.com