Cynthia Van Stein 9/12/17 Cynthia Van Stein 9/12/17

Step 5 of The Wellspring Method℠ Program

Welcome to Step 5

Fuel Your Best Self and Build Resilience

If you have not read step 1 through 4, please do so first.

Welcome to Step 5 of The Wellspring Method℠ 5 Step experiential program. This coaching activity integrates Positive Psychology, Appreciative Inquiry, and Strengths Based Approaches in a way that directly taps your own potential, while increasing your resilience.

Step 5: Transform Your World

Take your insights and inspiration from your wellspring experience into the world; take action.
Share your gifts! Coaching can support you.

Self Reflection: Engaging with Your Wellspring

I’d recommend you write your answers somewhere where they can be referenced at a later date.

How did it feel? What did you experience being in the intersection of your strengths and passions?
What 4-6 words would describe the essential nature, core values, principles you found in the intersection?
Insights you had as a result of exploring your area of purpose/wellspring at the intersection of the 3 circles:
Questions that come up for you as a result of doing this exercise:
One action step that comes to mind is:

Please contact me if you’d like a free consultation on your goals and how this process may help you: 805-965-8595

Cynthia Van Stein 9/11/17 Cynthia Van Stein 9/11/17

Getting In and Moving Up – With Will Rogers

If you pick out a random person on the street and ask them what the most important professional endeavor is you would most likely hear: “To get a good job.”

If you pick out a random person on the street and ask them what the most important professional endeavor is you would most likely hear: “To get a good job.” The person on the street is not wrong.

A good career is the foundation of adult success. We are measured and judged by the job we have. Our position says it all—social standing, financial stability, etc. However, getting the good job is only the beginning.

“Even if you’re on the right track you’ll get run over if you just sit there.”

-Will Rogers

Will Rogers was a cowboy, so naturally he saw the world as a great big western. That track he’s speaking of is the well-worn, safe and stable “good job.” Almost everyone understands that they need to get on the right track—go to school, get a good job and start a family. What most people lose sight of is the fact that they need to keep moving. Not only is it important to get in, it’s equally as important to move up. In this way the train metaphor works best.

The place you’re in now may be on the right track, but tracks are supposed to get you somewhere, they are not merely a resting place. What happens to a train that lingers too long on the track? It gets run over. This isn’t to say that someone else is going to run you over if you don’t become mobile, but that somebody else may come along and make you irrelevant.

So the lesson is, don’t settle for having that good job. Invest some energy into knowing yourself-your values, your strengths, your passions, and use that knowledge to create a vision of where you want to be in the future. And then take action towards that vision.

As a coach, I partner with professionals like you to help you create and implement a powerful vision for your best future- based on your strengths, passions and values. Please contact me for a free consultation.

Cynthia Van Stein 9/8/17 Cynthia Van Stein 9/8/17

Leaders in Transition – 3 Action Steps

To support you as a leader in activating your purpose during a career transition, I offer my action oriented three-step process

To support you as a leader in activating your purpose during a career transition, I offer my action oriented three-step process:

Explore

Network

Interview

If you are in a career or job transition Step 6 and 7 below will relate to your situation. They will point you in a helpful direction for discovering the type of work situation that is right for you as well as a mindset and some activities that may help you. The information below is a brief summary of the kinds of things you may want to do.

Making a career or job transition can be challenging; it might require high levels of self-awareness, focus, strategy, follow up, self management, sustained effort, time and energy.

Knowing what makes you come alive from steps 1-5 of this blog series (strengths, passions and ultimately your sense of purpose) can help you find work in your chosen field that is a good match for you.

[For more detailed information, there are many excellent books and community workshops on the job search and on starting your own business. Coaching with me to support your career transition can magnify your results in a fraction of the time!]

Step 6: Explore.

Research where your strengths and passions fit–possible options of industries, companies or work situations where you can do what falls within the intersection of your strengths and passions that you identified in steps 1-5 of this series. This may be as an employee, or as an independent outside consultant or business owner/entrepreneur.

The more options you are able to open up the better. It’s important to uncover an abundance of options if you are in a career transition.

Example: one of my clients, Joan, wanted to be in a job and company that was a better fit for her interests and strengths. She wanted to leave her current position in finance when she had the right job offer.

She is good at public speaking, loves working in finance and helping people, especially empowering women in the realm of finance. She wanted some degree of flexibility and autonomy in how she served her clients. She wanted to work with positive, energizing colleagues.

Through working with her strengths and passions, she decided she wanted to help women with their finances via public speaking and one on one interaction. She began to do research online and one to one to see who was already doing this. She read about the trends in her field. She learned about the leaders in her field.

She got encouraged by her research findings and decided to contact some of the leaders via email. She was able to speak to a few of them in person by attending lectures and meetings where they were speaking or attending. She asked them questions about their best and worst experiences, how they got into the field or their jobs, etc. She was even more encouraged and delighted by how helpful these leaders were. It boosted her confidence as well as giving her important information.

You might be asking yourself right now “why would someone in a leadership position answer Joan’s questions?” The answer is “people like to talk about themselves!” Joan accomplished much of this work with the support of coaching with me.

A natural next step that flows from research is networking because contacts made during research can develop into networking relationships.

Step 7: Network.

Networking refers to building relationships and exchanging information with a purpose in mind. Relationships help you find work. Extraverts and introverts may use different methods of networking. Extraverts may prefer in person verbal interaction while introverts may prefer developing relationships via online avenues, such as via LinkedIn, Twitter, Facebook, other sites, or blogging related activities.

Both introverted and extraverted approaches work well for networking. Better yet, if you can combine them, this will have a compounded impact on developing networks and relationships.

Keep your 2 circles in the forefront of your mind as you speak with people about the kinds of work you are looking for, or the kind of business you are considering as a start up. I recommend that just before you make a phone call or do any action related to networking, you review your 2 circles and the intersection. Recall your purpose. Imagine yourself standing in the intersection of your strengths and passions. This will boost your confidence, energy and motivation.

Using social media and/or personal contact, find people who are in the industry or companies that you think would be a good fit for you as an employee or as support for starting your own business.

One way to network is to attend trade association meetings for your fields of interest. Another is to join Linked In Groups that relate to your interests, and/or search industry leaders on Twitter and Facebook.

Your intention is to meet people who will help you take steps toward your identified career goals. Why would people help you do that? Because people love to give advice! If you are looking to work in a company, you want to land an interview in the right company(ies) for you.

What makes a company the right one for you? It is in need of a person with your particular strengths and passions, and has a place for you to perform work that you do well and love to do. Coaching can help you with the networking, interviewing and onboarding process.

Joan, the client described above, committed to developing relationships to help her find work. As a result of extensive networking over a few months, including getting referred from one person to another in a large urban region, she found a firm and position that would allow her to do what she loved and did best. Her network led her to the firm. Her new firm appreciates someone with her passion and gives her some freedom to design her own approaches for working with clients.

If you are moving in the direction of your own enterprise, you will eventually want to write up a basic plan or model for the business and get support set up around you. In many communities there are organizations that help people start their own businesses. Coaching can also help you start your own business.

Step 8: Interviews! For those in a career transition/seeking employment:

If you are looking for a position in a company (versus starting your own company, for example) you will be able to draw on all of the work you have done up until now as you prepare for and participate in job interviews.

How do you prepare? Review each of the steps you completed. Then keeping your 2 circles in mind, as well as the needs of the position for which you are applying, answer at least these questions for yourself:

What makes you the ideal candidate?

What is your past experience that relates to this position?

What are your strengths as applied to the position here in our company?

What are your weaknesses?

What is your greatest work accomplishment?

Greatest challenge you overcame? And how did you do it?

When can you start?

Before you walk into the interview, recall your 2 circles and the intersection of your strengths and passions as applied to this job.

Imagine yourself at your best while doing the job. This will bring up positive feelings, which research tells us will be contagious. The interviewer(s) will experience you as a person who has positive energy because they will feel positive during and after the interview. At the end of the interview summarize in 30 seconds why you are the best choice for the position. Then write a thank you note and let the interviewer(s) know you are extremely interested in working there and why you are a good fit. Share your enthusiasm.

There may be 2 or more interviews for any given position. Be sure to summarize information you gave out in the first interview when you are in the 2nd interview. This refreshes interviewers’ memories.

(For more in depth information, there are many good books out there to help you prepare for the job interview.)

Summary: From this 3 step process you will get data that points to your next steps while increasing your confidence and motivation to live up to your potential. Doing this process will support you in identifying and applying your unique contributions to the world.

If you get stuck here, call me for a no cost consultation.

What makes YOU come alive??

(What makes ME come alive: helping leaders maximize their results in a fraction of the time, through coaching and facilitation!)

Cynthia Van Stein 9/3/17 Cynthia Van Stein 9/3/17

Leaders in Transition: Come Alive! A Powerful 5-Step Process

What kind of career or personal transition is in your plans? How about your spouse’s plans? Your best friend’s?

“Don’t ask yourself what the world needs; ask yourself what makes you come alive, and then go and do that. Because what the world needs is people who have come alive.”

– Howard Thurman.

This idea of coming alive is exciting because of the endless possibilities, but it can be confusing to know where to begin! If you are considering taking on a new challenge, whether it be embarking on a professional project, volunteering, or changing something in your personal life, then consider Thurman’s words as you weigh the pros and cons of your next step.

Below I provide a powerful 5-step process to help you come alive. Be sure to have something to write with and on!

As you do the steps you will want to keep one area of your life, or the role related to your transition, in mind. You can do the process many times for different areas of your life or roles. In the examples below I have used the area of career transition and purpose as the focus.

One way you will know how much more you have come alive (after you’re done with Step 4 below), is to measure these areas right now: your level of passion, energy and sense of purpose, on a scale of 1-10. You can write down a score for each one right now.

Level of Passion ____

Energy ____

Sense of Purpose ____

Then after you have completed the first 4 steps below, take another look at how you would rate yourself in those areas. Compare your initial rating with your final rating and ask yourself what exactly in your thinking, feelings, or actions contributed to the change you are experiencing.

This information will be valuable to you for the future, because you will know what works well for you if you ever want to boost your passion, energy and sense of purpose quickly!

To support you as a leader in fully coming alive I offer my five-step process.

The steps are:

Uncover Your Strengths
Claim Your Passions
Map Them
Find Your Intersection and Purpose
Step Into Increased Confidence and Motivation

Steps 6-8 in my next blog series take you through actions to carry your purpose into your next steps

You could start to do these steps before your transition or once you have already begun your transition.

Step 1: Uncover Your Strengths

Identify and write down your strengths, preferably in the present tense as a phrase such as “My strengths are…. (hmm… you might be asking yourself right about now, what are my strengths?)

Shortcut: simply answer the question “what do you do well on a regular basis?” “In what areas are you talented?” (If you aren’t sure, you might ask 3-5 or more people around you who know you fairly well.)

And/or here is a free website, the VIA Character Strengths Survey, to identify strengths http://www.viacharacter.org/www/The-Survey and here is a website where you pay $9.99 to take the Gallup Strengthsfinder, a highly researched tool, which gives you your top 5 strengths https://www.gallupstrengthscenter.com/Purchase/en-US/Index

Longer cut: You have probably had many different kinds of experiences in your life. Think of a time, personally or professionally, when you were having a peak or best experience. Perhaps it was a new experience, or you were very engaged in something that went well. What was going on? Who was involved? What feelings did you have? It would be worth writing the story down, recording it, or telling it to a friend or colleague. After you fully recall the story, write down what strengths you think you used in it.

Hint: please don’t be humble about your strengths. You could do this using the list of strengths provided above and/or dong one of the web assessments listed.

Examples of possible strengths:

Managing people
Designing
Helping others
Solving math problems
Fixing things
Dancing
Teaching skills
Sports
Working with animals
Networking
Connecting people to each other
Leading a project

Step 2: Claim Your Passions

Identify and write down what you enjoy, value, love, and/or are passionate about in a phrase as above.

E.g., “I enjoy…” or “I value…”

Shortcut: think about things you did over the past 2 weeks and write down everything you enjoyed.

Longer cut: keep a log for the next week-each eve write down 1 or more things that you enjoyed that day.

Examples:

Being in nature
Bringing people together
Helping kids learn a sport
Writing stories or other writing
Making something better
Helping someone one to one
Selling a product or service
Hosting a party
Organizing
Getting projects done
Public Speaking
Taking photographs
Learning
Training animals

Step 3: Map Them

Draw 2 large intersecting circles in the center of a sheet of paper. In one circle, in the non-intersecting part, write down your strengths from Step 1. In the other circle, in the non-intersecting part, write down your passions from Step 2.

Shortcut: This IS a shortcut!

Step 4: Find Your Intersection and Purpose

Find the blank “intersection” area of overlap of these 2 circles.

What are the things that you do well AND you love doing?

Write them in that space of the intersection. You may have many things listed here.

Examples: (taken from the strengths and passions examples above)

Managing people
Connecting people
Fixing things
Teaching
Leading
Working with animals

There are other possible things that fall into this intersection, but these are just a few to give you an idea of how this works. Now you can do your own.

Step 5: Step Into Increased Confidence and Motivation

You are probably feeling really good right now. You have identified your power spot or power center. Take a moment and appreciate that you got to this pivotal point!

This spot, this intersection, points to your purpose. Working from your purpose will provide energy and motivation!

Here’s the magnifier: “Now that I’m aware of the intersection of what I do well AND love to do, how could I do those things starting now, and carry them forward into my transition?”

To help you start to answer that question, this is also the time where you might ask yourself these questions -and write down your answers to the ones that you find most relevant: “Given what I now realize about what uniquely “feeds” me (the information in this intersection likely points to what feeds you),

“What does this information mean to me?”

“What do I now realize about my purpose based on this information?”

“How does it relate to my next steps?” and

“What are possible contributions I could make to the world from my unique set of strengths and passions?”

“Where are the best opportunities for someone with my unique combination of strengths and passions?”

Taking this to the next level, ask yourself:

“What is the world asking of me, given what I have to offer?” This is a question you can also ask other people who know you well.

To further support yourself with positive feelings, and fully experience your unique power center and how it feels, you might imagine yourself actually standing in that intersection and recall your strengths and passions that intersect there. It will help you to think back to a time in your life when you experienced your strengths and your passions intersecting.

Now fill in this blank: my purpose in “x area” of my life is _______________________________________________
_______________________________________________
_______________________________________________
_______________________________________________
_______________________________________________
_______________________________________________
_______________________________________________
_______________________________________________
(use as many lines as you need).

To keep this feeling active, consider “standing” in this center point for a few moments every day. It should remind you of your purpose.

In addition, creating a “vision board” may be helpful to instill your vision of strengths passion and purpose. A vision board is done by cutting or tearing out pictures and words from magazines or other printed media that describe the future you would like to have.

Now that you have come alive, it’s a good time to rate your passion, energy and sense of purpose again on a scale of 1-10.

Summary: From this 5 step process you will get data that points to your next steps while increasing your confidence and motivation to live up to your potential. Doing this process will support you in identifying and applying your unique contributions to the world whether it’s in your work, personal life or volunteer or hobby activities.

If you get stuck, call me for a no cost consultation.

What makes YOU come alive??

(What makes ME come alive: helping leaders maximize their results in a fraction of the time, through coaching and facilitation!)

Cynthia Van Stein 8/30/17 Cynthia Van Stein 8/30/17

#3, #4 and #5 of Seven Things Entrepreneurs and Leaders Gain from Executive Coaching

A diverse team is capable of increasing efficacy and resilience. We use team strengths assessments to determine what strengths you have on your team and we discuss how you can fully leverage those.

3. Building a diverse, strengths based, team

A diverse team is capable of increasing efficacy and resilience. We use team strengths assessments to determine what strengths you have on your team and we discuss how you can fully leverage those. We also look at what may be missing and how you will obtain those assets.

Extensive Gallup research shows, on average, people only spend about 20% of their time working from their strengths. We work toward flipping that ratio so your team moves towards spending 80% of their time working from strengths.

As a result of working with an effective and resilient team, you will get much more than you ever thought possible. As you move from point A to point B, you will be in an even better position to seize opportunities as they arise. You will experience greater innovation and greater engagement and ownership from your team. In short, you will have developed a breakthrough culture.

4. Encouraging thoughtful, effective decision-making

When you have the time and space to look at your business needs, values and options for decisions, it is easier to make the most effective decisions. Coaching opens up that space and uses it to your advantage. I have had clients thank me for helping them avoid “nightmares” because we have been able to talk about decisions in advance rather than decisions being made “on the fly”, an all too common approach that doesn’t actively consider consequences.

5. Catalyzing powerful visioning and communication

As your executive coach I help you clarify your vision and make sure you are communicating it to the right people at the right time and in the right way. I help you create a vision of you and your team maximizing all your assets and flourishing. Imagine your team and your company as a thriving community that inspires you to deliver to your highest potential at the edge of innovation!

Cynthia Van Stein 8/25/17 Cynthia Van Stein 8/25/17

Seven Things Entrepreneurs and Leaders Gain from Executive Coaching

Inside of your fast paced world, executive coaching carves out uninterrupted and intentional thinking space for you as a leader.

Inside of your fast paced world, executive coaching carves out uninterrupted and intentional thinking space for you as a leader. It also provides an accountability structure for you to implement your most important priorities.

Coaching means time for strategy development and effective decision-making. A coach uses many tools; among them are powerful questions,
assessments, and feedback.

The top professional association in the field of coaching, the International Coach Federation, defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.

I have been asked what entrepreneurs and other leaders tend to work on with a coach. Here is an example. When I first spoke with John, he and the engineering firm with whom he had been working for several years were looking for a more flexible arrangement for his work to increase financial returns. He wanted to change his status with the firm from employee to outside consultant in order to work with partners to develop and sell his own products to his firm.

Through working together we designed a win-win exit and re-entry strategy for John and the company, leading to his new consultant status. John stepped up. The implementation was successful. He has since shared with me that he is living his dream of greater flexibility and consistent income while increasing his level of productivity. This new arrangement allowed John and the firm to gain a sharper competitive edge and increased profitability. John reports that he couldn’t believe the results turned out so much better than he expected.

Engaging an executive coach can be one of the most powerful and transformative actions you can take as a leader. Here are seven proven benefits to consider.

1. Designing strategies that will keep you a step ahead

It’s a challenge for most leaders to carve out regular thinking and strategy time. Coaching creates that space for you and your team. One of my client team members recently said that they were amazed at how much “important stuff gets done during our team coaching sessions.”

2. Increasing self-awareness, especially of strengths and weaknesses

When you as the leader become aware of your strengths you can apply and build on them more effectively. When you know your weaknesses you can make choices about them, such as delegating, outsourcing and learning. When you have this awareness of your own strengths and weaknesses, you are equipped with the data to build a team around you that is diverse.

Cynthia Van Stein 8/22/17 Cynthia Van Stein 8/22/17

Reflection and Inspiration for Leaders

You do not need to leave your room. Remain sitting at your table and listen.

“You do not need to leave your room. Remain sitting at your table and listen. Do not even listen, simply wait, be quiet, still and solitary. The world will freely offer itself to you to be unmasked, it has no choice, it will roll in ecstasy at your feet.” Franz Kafka

This beautiful quote points to the hope and inspiration one can uncover inside of reflection or meditation time. It might seem like you are doing nothing and nothing is happening when you take a leisurely walk or sit quietly by the trees or ocean, but actually if you allow yourself the space for new thoughts to come into being, a quantum leap in your thinking and your life is a possible result.

One activity that distinguishes leaders is that they take the time to reflect on their vision, to make adjustments, to become aware of where they are on the path and what is needed going forward.

What would you like to do in the next few days to give yourself some reflection time?

What is your experience of taking reflection time in the past, and a realization or creative impulse that came alive for you?

If you’d like a thought partner to support you in looking at your leadership and business vision, strategies and plans, please contact me for a free consultation at 805-965-8595.

Cynthia Van Stein 8/22/17 Cynthia Van Stein 8/22/17

Summary of Research: AI Supports Wellbeing

Research Report: Appreciative Inquiry Supports Positivity and Wellbeing

Research from Dr. Barbara Fredrickson on the effects of positive emotions (Positivity, 2009) shows that people are more open as a result of experiencing one or more of these 10 emotions she studied: joy, gratitude, hope, interest, serenity, amusement, pride, awe, love, and inspiration. Dr. Fredrickson found that in the short term, positive feelings lead to an increased awareness of possibilities for navigating issues or situations.

Over a period of time the effect of feeling one or more of these emotions on a regular basis accrues. Dr. Fredrickson found that experiencing positive feelings over time leads to increased resilience, enabling one to “bounce back” more quickly and fully from the effects of negative experiences, and build mental assets. She calls this the “broaden and build theory”. Dr. Fredrickson cited Appreciative Inquiry (AI) as a way to access positive emotions. In the book Positivity, she used an AI Peak Experience style set of questions as the main tool in her toolkit section for how to build positive emotions.

Dr. Martin Seligman, a key researcher in the field of Positive Psychology has confirmed these findings. Dr. Seligman also found that positive emotions are part of an overall formula for wellbeing (Flourish, 2011) along with engagement, relationships, meaning, and achievement, leading to the acronym PERMA.

Appreciative Inquiry (AI) is an approach that has been used in organizational development for about 25 years and more recently has been applied in coaching. It involves discovering what is working well and what the strengths are in an individual, team or group and applying those to creating and implementing a vision of a future that excites, engages and motivates the individual, team or group. There are 4 stages to an AI approach: 1) identify strengths, assets and wishes 2) identify the dream or vision as an expression of strengths in the future 3) determine plan to realize vision 4) take action toward vision. In the realm of coaching, the AI approach also includes ongoing support for actions toward the vision, involving the whole system as much as possible, handling any internal issues (such as assumptions or objections) in the way of achieving the vision, continuing to learn about and build upon strengths, and sometimes revisiting or refining the vision as new information or opportunities become available.

Dr. Fredrickson as noted above, and Dr. Seligman have stated in their books and lectures that AI engenders positive emotions in participants. Dr. Seligman went further to say that AI also leads to experiences of engagement and meaning in participants (Appreciative Inquiry Conference Keynote Address Orlando, 2007).

Emotional contagion has been studied for many years. Nicholas Christakis (Harvard) and James Fowler (Harvard/UC San Diego), among other researchers, found that emotions are contagious out to several degrees of relationship encompassing entire social networks, such as from and to our friends’, friends’ friends.

The research above supports my appreciative inquiry and positive psychology approach in coaching engagements where the goals are related to infusing positive energy, igniting innovation, building morale, increasing bottom line productivity, connecting employees to what they value about the organization or team, creating a future vision, leveraging strengths, building a team, strategic planning, improving interpersonal relationships, and other related topics.

If you would like to further explore how to magnify the value of your strengths by becoming a Strengths Based Leader, please call 805-965-8595 or click here for a no cost one-on-one conversation with me. I would love to hear from you and support you in your practice as a Strengths Based Leader.

Cynthia Van Stein 8/21/17 Cynthia Van Stein 8/21/17

Take An Oasis Break And Build Creativity and Resilience

An oasis break is a quick way to increase your creativity, resilience, health and well being.

An oasis break is a quick way to increase your creativity, resilience, health and well being.

What comes to mind when you conjure up the idea of an oasis? For me, it’s a delightful surprise of lushness and paradise–like heaven on earth–that I have come upon in foreign desert lands!

An oasis break is when you briefly step away from normal activity (for 30 seconds to 3 minutes for example, during your day) and you bring to mind positive feelings. You create your own internal lush paradise.

How do you do this? A simple oasis activity is to recall a moment where you felt especially good in the recent or long term past (a “best experience”) and identify the feelings you had- such as delight, joy, a sense of accomplishment, connection, love, support, trust, full engagement, a sense of meaning, belonging, interest, amusement, fun, courage, etc.

As a result of recalling the memory, you are going to experience those wonderful feelings again. To increase the experience of good feelings, you might recall another time you also felt those same positive feelings.

Doing this activity, even for a short time, sends messages to your brain to secrete certain neuro-transmitters that I call “happy chemicals” (like dopamine) which flood your body with positive feelings. At the same time, according to researcher Barbara Fredrickson (Positivity) those positive feelings work to increase creativity.

Fredrickson also states that health, wellbeing and resilience (which I will talk more about in another blog) are a direct result of positive feelings over time. So try to do this regularly. It only takes a moment and no assembly required.

If you would like to discuss your goals of increasing resilience, wellbeing and/or creativity, please contact me about coaching! I specialize in approaches that increase positivity and productivity for you, your team and your company.

Please call 805-965-8595 or click here to contact me for a complimentary consultation to discuss your goals (and/or those of your company) and how executive coaching might help you.

Cynthia Van Stein 8/21/17 Cynthia Van Stein 8/21/17

Positive Psychology Coaching/Consulting

This paperback is a must have for creating great coaching questions and helping clients change the questions they ask themselves.

Adams, Marilee, Ph.D, (2004) Change your Questions, Change Your Life, Berrett-Koehler, San Francisco

This paperback is a must have for creating great coaching questions and helping clients change the questions they ask themselves. It is a combination of an allegory and a workbook which contains many question related exercises. The author instructs the reader on the concepts of learner and judger questions, how to switch between them and provides what she calls “the top 12 questions for change”.

Dean, Ben and Biswas-Diener, Robert (2007) Positive Psychology Coaching John Wiley and Sons, New Jersey

The authors combine the theory and practice of positive psychology coaching in this book, which is peppered with both key points to share with clients about positive psychology and specific interventions and tools that can be used in a session or as prework (assessments) and homework. The book is written with the expressed intent of encouraging coaches to further develop the profession of coaching, their own practices of coaching and also to assist coaches in using positive psychology interventions. Therefore they suggest several ways coaches can do these things in an ongoing manner.

Kline, N. (1999)Time to Think Octopus Publishing Group, Ltd, London

This book explains the concept of a Thinking Environment, why it is important for organizations and the world at large, and how to create one, step by step. It is an excellent guide and works well with appreciative inquiry. The main theme is that people think more clearly when they have the benefit ofthe full attention of others.

Maurer, Robert, (2004). One small step can change your life: The Kaizen Way. Workmen Publishing.

Great appreciative coaching questions are used throughout this book. Maurer’s thesis is that Kaizen, making small incremental changes, is a “stealth solution” to successfully making big life changes.

Watkins, J., & Mohr, B. (2001) Change at the Speed of Imagination. Jossey Bass.

This book is written by two of the leading trainers in the AI field and is intended to provide theory and practice for using AI in all organizational consultations such as strategic planning, team building, diversity awareness etc.

Whitney, D., Cooperrider, D. L., Trosten-Bloom, A., Kaplin, B. S. (2005) The Encyclopedia of Positive Questions: Using Appreciative Inquiry to bring out the best in your organization. Lakeshore Communications.

This little book provides a great overview of how positive questions can be used and also includes sample interview guides for nearly any topic related to using AI in an organization.

Whitney, D., Trosten-Bloom, A., Cherney, J., Fry, J. (2004). Appreciative Team Building. iUniverse, Inc.

This little handbook helps you discover past successes and future possibilities of a team. It includes 48 positive questions, sample interview guides and a step-by-step process for managing inquiry.

Cynthia Van Stein 8/20/17 Cynthia Van Stein 8/20/17

Positive Psychology Research/Applications

Brief Annotated Bibliography

Baker, Dan & Greenberg, Cathy, (2007) What Happy Women Know. St. Martin’s Griffin.

Using case studies, this book helps understand the ways women often struggle in living a positive life and describes how to support them from a positive framework. Many great positive interventions and approaches are described.

Diener, Ed & Biswas-Diener, Robert, ( 2008) Happiness: Unlocking the Mysteries of Psychological Wealth. Blackwell Publishing.

This book describes the evidence about what causes happiness and disputes the “set point” theory of happiness—they show that happiness can be learned. The authors advocate an optimal level of happiness in which people do not seek euphoria, but pursue life satisfaction, meaning, and frequent positive emotions with recognition that some negative emotions are an integral part of happy life. The authors describe why happiness is not enough—people need to be happy for the right reasons.

Emmons, Robert A., (2007) Thanks: How the new science of gratitude can make you happier. Houghton Mifflin/

This book summarizes the extensive research that Emmons and others have done concerning the health, psychological, and spiritual benefits of gratitude. A section is included in the book on how to practice gratitude and incorporate it into daily life.

Frederickson, Barbara L. (2009) Positivity. Crown Publishers.

Frederickson shares her research on her “broaden and build” theory about happiness. Her “tool kit” includes the “positivity portfolio” and other useful practical applications of her research.

Gilbert, Daniel,(2006) Stumbling on Happiness. Vintage Books.

Harvard Psychologist, Dan Gilbert, draws on scientific research in psychology, cognitive neuroscience, philosophy, and behavioral economics to explain who we imagine our future and the surprising way we predict what our future will be.

Lyubomirsky, Sonja, (2007) The how of happiness: A new approach to getting the life you want. Penguin Books.

This book summarizes Lyubomirsky’s extensive research in happiness. It also includes a “workbook” with numerous activities and exercises that support new ways of thinking, incorporating happiness strategies, and quizzes for understanding each person’s individuality.

Seligman, Martin E. P. (2002) Authentic Happiness, Free Press.

An introduction to Positive Psychology that draws on scientific research to explain how the “signature strengths” impact health relationships and career. This book is useful for understanding the ways that strengths can be developed and integrated for greater health, happiness and more success.

Seligman, Martin E. P. (2011) Flourish, Free Press

This is a trailblazing new work. Seligman takes his own theory of Authentic Happiness to task! He takes it apart and then builds on it to add 2 more elements and changes the goal of Positive Psychology from Happiness to Flourishing. This new theory and its implications create a dramatically expanded paradigm and direction for coaches, as well as the world at large.

Cynthia Van Stein 8/19/17 Cynthia Van Stein 8/19/17

Appreciative Inquiry and…

Workplace Strengths Based Approaches and more

Cynthia Van Stein 8/18/17 Cynthia Van Stein 8/18/17

Workplace Strengths Based Approaches

Brief Annotated Bibliography

Buckingham, M. & Clifton, D., (2001) Now Discover your Strengths. Free Press

The authors’ extensive research on strengths application in employment is one of the foundations of this course. Buckingham also coauthored with Coffman, First Break all the Rules.

Buckingham, M., (2007) Go Put Your Strengths to Work: 6 Powerful Steps to Achieve Outstanding Performance. Free Press

Collecting appreciative feedback, associating it with strengths and then developing a plan for integrating strengths into life are the core activities outlined in this book. Templates for worksheets for this work are included.

Rath, T. (2007) StrengthsFinder 2.0: A new and upgraded edition of the online test from Gallup’s Now, Discover Your Strengths. Gallup Press

This book is in a “handbook” format that is nice to give to clients. It explains all of the strengths, gives “ideas for action” for each strength and also suggestions for “working with others.” The book can be personalized in that it comes with labels to adhere to the cover for a person’s top 5 strengths.

Rath, T. & Conchie, B., (2008). Strength Based Leadership. Gallup Press.

Like the other StrengthsFinder books, this book includes a code to take the “leadership version of the StrengthsFinder.” This book is not unlike the other StrengthFinder books in that it explains the importance of using your strengths and explains how to develop each one except that this book is all slanted towards the context of the leader.

Schiller, M., Holland, B. M., & Riley, D. Editors (2001) Appreciative Leaders: In the Eye of the Beholder

The Taos Institute. A collection of interviews with 15 leaders who live and lead from an appreciative perspective. An excellent text for those who like to see leaders in action rather than just study theory.

Cynthia Van Stein 8/17/17 Cynthia Van Stein 8/17/17

Maximize strengths to catalyze effective action!

xplore what it means to be a Strengths Based Leader. Discover how leading from strengths catalyzes your team to achieve its goals more quickly.

Welcome to the launch of my blog series on The Strengths Based Leader. As a business, corporate, nonprofit or educational leader, this information is for you.

We’ll explore what it means to be a Strengths Based Leader. Discover how leading from strengths catalyzes your team to achieve its goals more quickly. Explore how you can transform yourself, your team and your organization by investing in strengths instead of merely solving problems.

Delve into the thinking patterns, strategies, and habits of a Strengths Based Leader. Learn quick tips you can apply in your day-to-day work and personal life. Soar to heights you never expected!

Step onto the cutting edge of leadership research in Social Neuroscience, Positive Psychology, Appreciative Inquiry and more. Enhance your skills as a Strengths Based Leader.

What is a Strengths Based Leader?

A Strengths Based Leader invests in what is working well in the team and the workplace. This powerful leadership approach maximizes essential strengths in the group or organization leading to a dramatic boost in productivity and morale. A Strengths Based Leader understands and meets the four key needs of team members: trust, compassion, stability and hope.

(adapted from Gallup Strengths Based Leadership research)

Definition of a “strength”:

“A strength is the ability to consistently provide near-perfect performance in a specific activity. The key to building a strength is to identify your dominant talents, then complement them by acquiring knowledge and skills pertinent to the activity.”

(http://strengths.gallup.com/help/general/125540/strength.aspx)

Quote of the day:

“The way we see things is the source of the way we think and the way we act”

-Stephen Covey (The 7 Habits of Highly Effective People)

Being a Strengths Based Leader starts with your mindset. What do you pay the most attention to in yourself or others: best qualities or worst qualities? What you pay attention to will directly influence your actions and relationships.

Action step: jot down 1 to 2 strengths/positive qualities you notice in yourself, each colleague, client, or other stakeholder you come into contact with today.

Reflective leadership questions: What did you notice about your mindset in doing this activity? Was it easy to do or challenging to focus on strengths? What did you notice about your actual strengths and others’ strengths?

Bonus reflective leadership questions:

What do these strengths reveal about each person’s current role?
How might these strengths that you noticed be further developed?
What small adjustments might be made that would further leverage those strengths?
What results might you get if you made some adjustments?

If you would like to further explore how to magnify the value of your strengths by becoming a Strengths Based Leader, please click here for a no cost one-on-one conversation with me. I look forward to hearing from you.

I specialize in a strengths based coaching and training approach for leaders who want to take their business to the next level. My approach has produced excellent results for executives and managers of companies and nonprofits, as well as entrepreneurs who are in business transition. I serve as your strategic thinking partner. I work with you to discover and leverage your successes, passions, values and strengths. We then apply those toward creating and implementing a well-developed vision of success. My clients take quantum leaps toward their goals and dreams.

Cynthia Van Stein 8/17/17 Cynthia Van Stein 8/17/17

Nonprofits

Brief Annotated Bibliography

Miller, Carolyn J.; Aguilar Cristina R.,Maslowski, Linda, (2004), The Nonprofits Guide to the Power of Appreciative Inquiry, Community Development Institute, Denver, CO

This book includes interview guides so that AI interviews can be conducted with nonprofit organizations, their staff, volunteers, board members, donors, and others. It is well organized by interview topic categories and thus easy to use for those working with nonprofits, those on a nonprofit board, or for your own congregation, church or synagogue.

Cynthia Van Stein 8/16/17 Cynthia Van Stein 8/16/17

Personal Life applications

From a foundation of both the AI principles and the 4-D cycle

Stavros, Jacqueline M.,& Torres, Cheri B. ( 2006) Dynamic Relationships: Unleashing the Power of Appreciative Inquiry in Daily Living, Taos Institute Publications, Ohio

From a foundation of both the AI principles and the 4-D cycle, the author’s provide pages upon pages of exercises you can try yourself and use with personal and professional coaching clients.

Cynthia Van Stein 8/15/17 Cynthia Van Stein 8/15/17

Support from Neuroscience

Brief Annotated Bibliography

Begley, Sharon (2007) Train your Mind, Change your Brain, Random House, New York

With a major scientific gathering in Dharamsala with the Dalai Lama as the backdrop, the author takes an indepth look, tracing research historically and up to the present, of the changing “scientific dogma” about the brain’s plasticity and the relationship between our brains and our bodies and minds. Begley describes how the new research that demonstrates that the mind and body affect the wiring of the brain, and not just the other way around, has led researchers down many exciting paths. These include: using mindfulness training to heal brain dysfunction such as OCD, and to the scientific discovery that compassion, joy, and positive states of mind can be “learned” and that they change the brain’s wiring.

Emoto, Masaru, (2005)The Hidden Messages in Water Atria Books, (Simon and Schuster), Korea

A scientist photographs ice crystals and water crystals (from a range of sources such as bottled water and lakes) after positive and negative words are said near the water, or music of varying genres is played near the water.

Fredrickson, Barbara L., Ph.D, (2009) Positivity Crown Publishers (Random House, Inc) New York

Trailblazing scientific research that proves that there isn’t a “set point’ for happiness as had been previously thought and that offers myriad tools to increase positive emotions, decrease negative emotions and become more resilient. Personal, professional, and team examples are highlighted. Appreciative Inquiry is specifically mentioned related to creating positive emotions.

Rock, David, (2006) Quiet Leadership HarperCollins, New York

Making use of recent groundbreaking research on brain plasticity which proves, among other things, that we can easily create new wiring, the author unveils and supports his 6 steps to transforming performance. He provides many specific examples, and many great coaching questions that coaches could use in working with clients/leaders. He also provides practical applications of the steps for such areas as decision-making, problem-solving (from a solution focus) and working with a team. Rock posits a new way of giving feedback and a new way of listening, among other things that are very much in line with Appreciative Inquiry. So much so, that this book could be called “Appreciative Leadership”.

Rock, David, (2009) Your Brain at Work HarperCollins, New York

Filled with information on how the brain works and strategies to use as a coach to help clients work in a more focused way– as well as ways to get around the amygdale hijack. It’s a must have!!!

Cynthia Van Stein 8/14/17 Cynthia Van Stein 8/14/17

New Year’s Ta Da List vs To Do List?

We all have To Do lists, but what if we made “Ta Da” lists also?

We all have To Do lists, but what if we made “Ta Da” lists also?

What if, in recognition of the completion of the 2013 year (or at other times of completion) we listed out what we accomplished, what we are proud of, what we did that made a positive difference for ourselves and/or others, which goals we met?

Whether or not you wrote out your 2013 goals, you can still do a Ta Da list.

What do you feel good about? What high points did you have this year?

YOU KNOW what you accomplished this year because you feel good when you think about it, right?

You know which challenging situation(s) you handled with grace.
You know where you made a difference or were of service.
You know which transition(s) you dealt with successfully.
You know where you went the extra mile or knocked their socks off with your high quality work!
You know which long held dreams you materialized this year.

So go for it! List them out.

(If your colleagues, friends, and/or family do this also, you might decide to share your lists.)

Happy New Year and Ta Da! Take a bow.

Cynthia Van Stein 8/14/17 Cynthia Van Stein 8/14/17

AI Summit How to

Brief Annotated Bibliography

Cooperrider, D.,Whitney, D., & Stavros, M. (2005) Appreciative Inquiry Handbook Berrett-Koehler Communications, Inc. San Francisco, CA. &Crown Custom Publishing, Inc., Brunswick, OH

This is an excellent step by step guide to presenting Appreciative Inquiry in organizations, from the initial meeting through the 4 D cycle. Includes sample agendas, slides, interview guides.

Ludema, J. D., Whitney, D., Mohr, B., & Griffin, T. J. (2003) The Appreciative Inquiry Summit: A Practioners Guide for Leading Large Group Change. Berrett-Koehler.

An excellent guide for designing and facilitating large scale, whole system appreciative inquiry processes. If you can’t imagine doing AI with hundreds or thousands of participants then this is a good book for you.

Whitney, D., & Trosten-Bloom, A. (2002) The Power of Appreciative Inquiry. Berrett-Koehler, San Francisco.

Two leading pioneers in the field of Appreciative Inquiry provide practical understanding of appreciative inquiry based on their use of AI in many business situations.

Cynthia Van Stein 8/13/17 Cynthia Van Stein 8/13/17

AI Theory/4D Model

Brief Annotated Bibliography

Cooperrider, D., & Whitney, D. (1999) Appreciative Inquiry Berrett-Koehler Communications, Inc. San Francisco, CA.

A short basic primer on appreciative inquiry, similar in size to the Thin Book. It is part of a collection of booklets entitled “Collaborating for Change.” Another excellent starter to introduce appreciative inquiry to a client, especially for those who desire a more “how to” approach. Explains the 4D process.

Hammond, S. (1998) The Thin Book of Appreciative Inquiry. Thin Book Publishing Co. Plano, Texas.

A basic book, it is very good as an introduction to appreciative inquiry. This is an excellent “starter” to give to a client to explain the appreciative process.

Hammond, S., Royal, C. (1998) Lessons from the Field: Applying Appreciative Inquiry. Practical Press.

Case studies focus on cases in education, strategic planning and healthcare. In addition several case studies of community applications are included. CEC students may particularly appreciate the sections on writing an OD proposal, explaining AI to clients, creating behavior change with the provocative proposition and in particular: when a client insists on collecting negative information!