The ideal self as the driver of intentional change

Translating purpose and mindset into positive impact through shared vision, compassion, and energy-a comparative study of seven organizations

How do organizations that explicitly state the intention to be "positive impact companies" differ from traditional entrepreneurial companies? How does the quality of relationships in those companies affect the ability to deliver positive impact? This study explores the conditions under which business leaders turn their organizations toward generating prosperity for all stakeholders, achieving positive societal outcomes, improving human wellbeing, and delivering great business results. Seven case study companies are examined based on interviews with three executives from each firm, including the CEO. All seven companies are privately owned small/medium sized businesses from a cross section of industries and diverse geographic bases, ranging from Michigan to the Pacific Northwest, to Singapore, Egypt, and Florida. Four of the companies are considered "positive impact companies" (PICs) based on their organizational affiliations, while the other three are considered traditional entrepreneurial companies (TECs). The overall findings suggest that the core of positive impact leadership resides in a shift in the mindset of leaders toward one of connectedness and purpose, and that these factors influence the quality of relationships in organizations in a positive way whether the company is considered a PIC or a TEC. The results also suggest a close relationship between several core indicators of a fundamental shift in understanding about the role of business in society: shared values of human wellbeing, a common shared vision, an emphasis on collaboration and caring in organizations, and a long-term perspective toward the creation of shared economic prosperity.

When fixing problems kills personal development: fMRI reveals conflict between Real and Ideal selves

Many coaching approaches aim to change behavior by increasing self-knowledge. However, self-knowledge can be difficult to achieve. One hypothesis (e.g., Jung, Rogers) is that self-knowledge is challenging because there is inherent conflict between different aspects of the self. This hypothesis is foundational to Boyatzis' intentional change theory (ICT). ICT holds that effective coaching requires deliberate sequencing of the client's exploration of different aspects of their self. Coaches initially encourage clients to focus exclusively on their Ideal self. The ICT approach differs from that advocated by most coaching organizations that suggest collaborative goal setting at the start of the coaching engagement, encouraging clients to focus on fixing performance deficits and problematic behaviors-aspects of the Real self. If there is conflict between thinking about Ideal and Real selves, then this strategy will be suboptimal. The hypothesis of attentional conflict therefore has significant implications for coaching practice. Previous findings establish a link between attention to Ideal vs. Real selves and global vs. local visual processing, respectively. This association alone does not imply conflict because, in naturalistic settings, global and local perceptual processes usually work in concert. However, certain stimuli such as Navon figures (letters made from many smaller letters, e.g., a large E made of small R's) create conflict due to incongruence between the global and local features. Does thinking about the self inherently generate conflict, like a Navon figure, or is it more akin to everyday perception? To answer this question the current study uses functional magnetic resonance imaging to examine the overlap in brain activity in young adults between two pairs of otherwise very dissimilar tasks: coaching interactions focused on Ideal vs. Real self; and attention to global vs. local features of Navon figures. Despite the ostensible absence of overlap in the psychological processes involved in these pairs of tasks, we find a remarkable degree of overlap in brain activity. This overlap was pronounced in higher (parietal and temporal) areas known to be involved in resolving attentional conflict. These findings provide compelling biological evidence for inherent conflict between thinking about Ideal and Real selves.

A Qualitative Study of 11 World-Class Team-Sport Athletes' Experiences Answering Subjective Questionnaires: A Key Ingredient for 'Visible' Health and Performance Monitoring?

BACKGROUND

Athlete monitoring trends appear to be favouring objective over subjective measures. One reason of potentially several is that subjective monitoring affords athletes to give dishonest responses. Indeed, athletes have never been systematically researched to understand why they are honest or not.

OBJECTIVE

Because we do not know what motivates professional athletes to be honest or not when responding to subjective monitoring, our objective is to explore the motives for why the athlete may or may not respond honestly.

METHODS

A qualitative and phenomenological approach was used, interviewing 11 world-class team-sport athletes (five women, six men) about their experiences when asked to respond to subjective monitoring questionnaires. Interview transcripts were read in full and significant quotations/statements extracted. Meanings were formulated for each interviewees' story and assigned codes. Codes were reflected upon and labelled as categories, with similar categories grouped into an overall theme. Themes were examined, articulated, re-interpreted, re-formulated, and written as a thematic story, drawing on elements reported from different athletes creating a blended story, allowing readers a feel for what it is like to live the experience.

RESULTS

Overall, four key themes emerged: (i) pursuit of the ideal-self, (ii) individual barriers to athlete engagement, (iii) social facilitators to athlete engagement; and (iv) feeling compassion from performance staff.

CONCLUSIONS

Our main insight is that athletes' emotions play a major role in whether they respond honestly or not, with these emotions being driven at least in part by the performance staff asking the questions.

The impact of social phobia on willingness to communicate in a second language: The mediation effect of ideal L2 self

In recent years, a greater focus has been placed on the influential power of domain-general psychological properties in second language acquisition and learning. The investigations of these properties, such as grit, academic procrastination and enjoyment etc. have been extensively conducted and are well-documented. Notwithstanding the surge of academic inquiry, the link between psychopathological notions and second language learning has not been adequately established and thoroughly scrutinized. The current study, therefore, aims to broaden the spectrum of second language research and explore the impact of social phobia on willingness to communicate in the second language context. Meanwhile, this research introduces the self-construct, particularly the ideal L2 self to further examine and elucidate the impact. 173 qualified Chinese speakers of L2 English participated in the study. By conducting correlation analysis, regression analysis and structural equation modelling analysis, it was revealed that social phobia had a significant negative impact on L2 willingness to communicate in social situations of meetings and public speaking. Ideal L2 self acted as a complete mediating role in the impact. Pedagogical implications and future directions were proposed and discussed.

Chinese interpreting students’ learning motivation and performance in the Covid-19 context: a quasi-experimental study

Covid-19 has brought about profound changes and challenges to the interpreting profession, and this study aims to explore Chinese students’ learning motivation and performance in the new context. Motivation is a main determinant of performance. Referring to the studies on intrinsic motivation, ideal self, and Maslow’s needs theory as well as the characteristics of interpreting, we have summarized six motivation dimensions, including safety, social, esteem, cognitive, actualization, and transcendence ones. A questionnaire was designed to address the six motivation dimensions. Experimental teaching was carried out on two undergraduate classes. The Covid-19 context was incorporated into the experimental group but not the control group. Three parallel tests were organized, and students completed the motivation questionnaire after each test. Data analyses showed that the experimental group’s actualization and transcendence motivation dimensions increased significantly after the experimental teaching, but not the control group, and the experimental group also had a significantly higher score in the final test. It implied that the actualization and transcendence dimensions were closely related to students’ performance.

Finding meaning in our everyday moments: testing a novel intervention to increase employee well-being

Purpose

The benefits of meaning in the workplace are abundant. However, few opportunities exist to increase meaning among employees in ways that result in desired organizational impacts. The current study developed two new mindfulness-based interventions designed to ultimately increase both job and life satisfaction.

Design/methodology/approach

Over five days, 67 participants either: (1) Reported their daily activities, (2) Additionally rated the meaningfulness of each hour, or (3) Additionally planned to increase the meaning of the least meaningful activities. At the beginning and end of the week, they also reported their job satisfaction and life satisfaction.

Findings

Results suggested that listing daily activities and rating the meaningfulness of each hour was most beneficial. Compared to only listing daily activities, this group experienced greater job and life satisfaction. In contrast, the group that additionally attempted to increase the meaningfulness of their daily activities did not perform better on either of these measures.

Practical implications

Spending only a few minutes focusing on recognizing the meaning in one's daily activities can improve one's job and life satisfaction. As such, organizations may consider encouraging engagement in such a task either at the end of the workday or at home. Doing so may result in an increase in both how satisfied they are at home and at work.

Originality/value

This provides initial evidence for a short intervention that may greatly increase the well-being of employees at work and home.

Turning visions into results: unraveling the distinctive paths of leading with vision and autonomy to goal achievement

Purpose

Leading with vision while granting employees autonomy is one effective organizational response to the demands of a dynamic external environment. The former is thought to align followers' behavior by providing guidance, the latter to increase variance in their behavior by relinquishing control; both exert beneficial but distinct effects on organizational performance. What has remained uncharted heretofore is how these leader behaviors shape their followers' cognition and, subsequently, yield improvements in performance. The authors argue that a leader's vision communication transforms followers' cognitive representation of their work. This not only enables them to specify their goals in alignment with the vision (goal clarity) but also to locate the meaning of their work within the bigger picture of the vision (construal level). By contrast, perceived autonomy in terms of power-sharing might directly affect followers' work engagement more narrowly.

Design/methodology/approach

The authors tested the model on a sample of 408 employees from eleven enterprises of a holding company. In the survey, employees reported perceived vision communication and autonomy provided by their leader. Furthermore, the authors assessed the employees' goal attainment. To capture how employees represent their daily work activities, the authors measured their construal level and their goal clarity.

Findings

The results show that both perceived vision communication and granted autonomy improve employees' goal achievement. Moreover, two processes mediate the relationship between vision communication and goal achievement in followers: first, specifying goals in terms of clarity; second, composing a higher-level mental construal of their work. In contrast, no mediation of empowering leader behaviors was found.

Originality/value

Better goal achievement through visionary leadership is therefore achieved through cognitive alignment of followers, while leader-granted autonomy acts as a motivational tool directly on performance.

Dynamics of the ideal self

Purpose

The ideal self has had a place in management literature in recent years with reference to identity and role change. However, except for a JMD article in 2006, there has been little theorizing on the ideal self, which is often treated as a static construct. The purpose of this article is to update and refine the concept and explain the dynamic nature of the construct.

Design/methodology/approach

This conceptual paper is based on a review of the recent management and psychology literature related to the ideal self and its components.

Findings

The authors propose a dynamic theory of the emerging ideal self and delineate how its components evolve over time.

Research limitations/implications

The ideal self, or one's personal vision, is a major motivator of learning and change and the sustainability of such efforts. The time dynamic theory would encourage and guide longitudinal research using better variables and measures as well as help in conceptualizing the role of socialization, social identity and life/career stages.

Practical implications

With a better theory of the ideal self, trainers, consultants, coaches and teachers can help people update their deep sense of purpose and the sustaining driver of learning and change the ideal self. It could help people and organizations address a major determinant of engagement.

Originality/value

This theory offers a temporal understanding of how the ideal self can motivate learning and change at different life and career eras, which can help in designing future research on identity-related transitions.

Ideal self and proactive physical wellness behaviors predict leader flow at work

Purpose

The purpose of this study was to examine predictors of leader flow (well-being) at work, based on conservation-of-resources theory. The authors also introduce the concept of fuel, the proactive and strategic use of physical wellness behaviors to generate the energy needed to manage personal stress, maximize performance and to thrive in life. Specifically, the authors examined the main and interactive relationships of leader self-reports of ideal self and fuel on flow at work.

Design/methodology/approach

Three different samples of leaders were surveyed online over a three-year period.

Findings

In all three samples, leaders high in self-reported fuel had strong, positive relationships between their ideal selves and flow at work. Leaders low in self-reported fuel had negative or non-significant relationships between ideal selves and flow.

Practical implications

Leaders can be coached to develop and use a healthy ideal self and to proactively engage in physical wellness behaviors, to enhance their workplace well-being. This coaching can be strengthened by emphasizing the connection between possessing an ideal self, and engaging in physical wellness behaviors, and resulting leader well-being.

Originality/value

This is the first study to examine and demonstrate that a combination of proactive leader wellness behaviors is critical to their experience of flow at work, an indicator of work-related well-being.

Managerial identity development across the age-spectrum from an ideal self and values perspective

Purpose

The purpose of this study is to investigate professional identity development among management professionals through the lens of the ideal self and personal values.

Design/methodology/approach

Detailed career vision essays based on the ideal self and personal values of 48 participants ranging in age from 22 to 54 were analyzed using an inductive thematic analysis. A theory-based classification of their personal values, collected through a survey, was also conducted as a supplemental analysis.

Findings

The visions of older management professionals were less career-oriented, more holistic, involved in a greater multiplicity of career roles, had more clarity and placed higher emphasis on work–life balance and on developing others. The older participants also reported having fewer self-enhancement values.

Originality/value

The findings demonstrate the relevance of the ideal self as a lens to study identity development and advance our understanding of professional identity development in the context of modern careers.

Inspired and Effective: The Role of the Ideal Self in Employee Engagement, Well-Being, and Positive Organizational Behaviors

This study explores the efficacy of a specific tool – the articulation of the ideal self – in job engagement, psychological well-being, and organizational citizenship behavior. We hypothesized that employees who can visualize their jobs as part of their ideal self – in particular how it helps in its development and realization – would feel higher levels of engagement and fulfillment in their lives, as well as engage in greater amounts of helping and voice OCB. A total of 239 full time employees from five companies in Costa Rica filled out the ideal self questionnaire, the job engagement, and psychological well-being surveys, and were evaluated by their peers on task behavior and helping and voice OCB. Results of the SEM model showed that the ideal self was positively related to job engagement, psychological well-being and helping and voice. These findings contribute to the research on the impact and importance for organizations to help employees find meaningfulness in their work.

Emotional Competence Development in Graduate Education: The Differentiated Impact of a Self-Leadership Program Depending on Personality Traits

There is little research on the effectiveness of self-leadership programs (SLPs) in graduate education based on the progress in emotional competences development (ECD), and only a few of the studies incorporate its relationship with personality traits (PTs). This article studies the differentiated impact of an optional SLP, which has eight workshops with a learner-centered and experiential approach, depending on PTs. With a quasi-experimental ex post facto design, students' scores in EDC were analyzed according to their PT extremes: introversion, antagonism, lack of direction, neuroticism, and closed to experience. ANCOVA tests, with ECD pretest as a co-variable, were applied for each PT. The results indicated that the SLP presented a differentiated impact in ECD in four of the five PTs: neuroticism, introversion, antagonism, and lack of direction. These findings can be a key element for the participating students in SLPs because self-leadership requires self-knowledge. ECD can contribute to more integral learning in the graduate education experience, enhancing the preparation for the world of work.

Ego effectiveness: A novel individual difference approach to health behavior and coping

Taking care of one's health can require trading current feelings for longer-term considerations of health and well-being. The present research (total N = 366) sought to assess ego operations of this type in terms of the extent to which the self would be capable of responding to health-challenging situations in ways deemed to be effective. Ego effective individuals engaged in a greater frequency of health-protective behaviors as well as a lesser frequency of risky behaviors, both with respect to a peer protocol (Study 1) and a daily life protocol (Study 2). Findings are informative concerning multiple self-regulation perspectives on health.

Promoting the underestimated: A vignette study on the importance of the need for affiliation to successful leadership

Research on the relationship of implicit motives and effective leadership emphasises the importance of a socialised need for power, whereas high levels of the need for affiliation are assumed to thwart a leader’s success. In our study, we experimentally analysed the impact of leaders’ socialised need for power and their need for affiliation on perceptions of transformational leadership and various success indicators. Using paper-people vignettes, we contrasted leaders characterised by either motive with those concerned with personalised power or achievement. Results based on N = 80 employees show that leaders high in socialised power were rated more successful and elicited more identification and organisational citizenship behaviour (OCB) in followers, and that in most cases this effect was mediated by perceptions of transformational leadership. For all outcomes but OCB, findings remained unchanged when affiliation-motivated leaders were considered. Exploratory analyses contrasting socialised power-motivated and affiliation-motivated leaders show that with regard to attitudinal outcomes affiliation-motivated leaders were, on average, as effective as socialised power-motivated ones.

Pilot study of a serious board game intervention to facilitate narrative identity reconstruction in mental health recovery

This quasi-experimental study explores the effects of a narrative coaching board game intervention aimed at enhancing participants’ sense of self-mastery as part of facilitating narrative identity reconstruction. Three mixed analyses of variance compared differences between clinical (n = 31) and non-clinical (n = 31) groups over time on a measure of mastery. There were no significant group-by-time interaction effects, but both groups demonstrated a statistically significant improvement in mastery over time. From a complex adaptive system perspective, changes may indicate adaptive growth in recovery. A serious board game may be a useful way of facilitating narrative identity reconstruction in recovery.

Pilot Test of an Appreciative Inquiry Intervention in Hypertension Self-management

We implemented an Appreciative Inquiry (AI) intervention to assist people with hypertension improve diet, physical activity, and blood pressure. In a two-group randomized controlled trial conducted over 12 weeks, 50 participants were recruited at an urban outpatient health care clinic. The intervention used participants' high peak positive experiences to promote behavior change, during two face-to-face individual sessions and three coaching telephone calls. Data were analyzed using test of differences between groups and analysis of covariance controlling for confounding variables. The intervention group had significantly higher levels of ideal self, positive emotions, and self-efficacy for chronic disease management than the control group. No significant group differences in physical activity, diet, or blood pressure. Findings provide empirical evidence about the underlying processes by which AI may promote health behavior change. Future research should examine the effectiveness of this AI intervention in a larger sample of patients and over a longer intervention period.

Leadership development trends and challenges in the twenty-first century: rethinking the priorities

Purpose

The purpose of this paper is to understand challenges facing organizations in the twenty-first century and address these challenges through suggesting future leadership development based on relevant leadership theories, which would motivate and guide future research directions in a streamlined manner.

Design/methodology/approach

The present study adopted the exploratory literature review, using the integrative method, to review the theoretical and empirical literature on leadership development published since the 2000s, primarily focusing on research published in the Journal of Management Development.

Findings

The findings of the current review confirmed that leadership theories are the base for leadership development theories, particularly if the purpose is to address and overcome the current challenges facing organizations. The authors suggest that leadership theories and leadership development theories do not exist in isolation from one another, nor do they exist in isolation from challenges facing organizations.

Research limitations/implications

This review does not cover all studies before the 2000s nor other journals in the field of leadership.

Originality/value

Given that most organizations are suffering from one or more of the following issues: sexual scandals, unethical behaviors, individualism, crises and a low level of performance or productivity, the development of particular leadership skills has become a priority. This study is one of few studies guiding both future leadership development research directions and leadership development initiatives.

Using Positive Organizational Scholarship in Healthcare and Video Reflexive Ethnography to Examine Positive Deviance to New Public Management in Healthcare

Following increased interest in and use of new public management (NPM), greater regulation has been introduced into many Western health systems. Yet, the effects have revealed the negative aspects of NPM. Positive organizational scholars have argued that adversity can give rise to positive deviance. Yet as a form of noncompliance, positive deviance can be difficult to examine. This methodological article demonstrates how the combined methodologies of positive organizational scholarship in healthcare (POSH) and video reflexive ethnography (VRE) can help examine positive deviance. This study illustrates the methodological utility of POSH VRE to respectfully study the impact of NPM-inspired expectations on public health clinicians, positively reframe how clinicians constructively respond to and manage obstruction, and reveal the unintended effects of NPM-inspired expectations. As a participatory methodology, POSH VRE can promote trust between researchers and clinicians, thereby unveiling instances of positive deviance to NPM in healthcare.

Positive emotion in knowledge creation

Purpose Despite the importance of evidence-based practice, the translation of knowledge into quality healthcare continues to be stymied by an array of micro, meso and macro factors. The purpose of this paper is to suggest a need to consider different - if not unconventional approaches - like the role of positive emotion, and how it might be used to promote and sustain knowledge translation (KT). Design/methodology/approach By reviewing and coalescing two distinct theories - the broaden-and-build theory of positive emotions and the organisational knowledge creation theory - this paper presents a case for the role of positive emotion in KT. Findings Theories pertaining to positive emotion and organisational knowledge creation have much to offer KT in healthcare. Three conceptual "entry points" might be particularly helpful to integrate the two domains - namely, understanding the relationship between knowledge and positive emotions; positive emotions related to Nonaka's concept of knowledge creation; and the mutual enrichment contained in the parallel "upward spiralling" of both theories. Research limitations/implications This is a conceptual paper and as such is limited in its applicability and scope. Future work should empirically explore these conceptual findings, delving into positive emotion and KT. Originality/value This is the first paper to bring together two seemingly disparate theories to address an intractable issue - the translation of knowledge into quality healthcare. This represents an important point of departure from current KT discourse, much of which continues to superimpose artefacts like clinical practice guidelines onto complex healthcare context.

Resonance and dissonance asymmetry in effective physician-patient relationships

This paper examines the proposed asymmetry that should occur between resonance and dissonance in physician-patient relationships in favour of resonance to facilitate an effective relationship. Resonance is represented by the positive emotional attractor, which comprises patients' conscious preferred future or ideal self, and dissonance is expressed by the negative emotional attractor and consists of the gaps between patients' ideal and real self or their fears, problems, and shortfalls. Intentional change theory is reviewed to optimise the physician-patient relationship. Concepts from complexity theory and recent research on emotions are used to explain positive and negative emotional attractors. The role of resonance and dissonance in physician-patient relationships is discussed along with how behaviour can be changed with positive and negative emotional attractors. This paper focuses on the quality and effectiveness of physician-patient relationships for physicians who create high versus low positive emotional attractor/negative emotional attractor ratios. Two theoretical propositions are offered and the research and practice implications are explained.

Financial Planning for Retirement: A Psychosocial Perspective

Retirement is a time of life that has grown ever longer in the developed world, and the number of pensioners has increased accordingly, questioning the strength of Social Security systems and the social safety net in general. Financial Planning for Retirement (FRP) consists of the series of activities involved in the accumulation of wealth to cover needs in the post-retirement stage of life. The negative short-, mid-, and long-term consequences of inadequate Financial Planning for Retirement do not only affect individuals, but also their extended families, homes, eventually producing an unwanted impact on the entire society. The Capacity-Willingness-Opportunity Model has been proposed to understand FPR, combined with Intentional Change Theory, a framework for understanding the process, antecedents and consequences of FPR. From this perspective, we propose this promising model, but there are a large number of variables that have not been included that offer novel ways to deepen our understanding of FPR. A focus on each dimension of the model, the role of age and psychosocial variables associated with demographic indicators such as gender, health status, and migration, allow us to provide a proposal of scientific advancement of FPR.

Developing a Backup Plan: Implementing a Career-Planning Course for Undergraduate Biology Majors

Career-planning courses are known to be effective career interventions for undergraduates, but their effect on developing alternate career plans was previously unknown. Forming alternate career plans increases the likelihood that students have viable career options available to them upon graduation because it encourages students to realistically consider multiple possibilities. Here we describe a one-term career-planning course developed in the context of an undergraduate biology curriculum. We assessed whether this course promoted development of primary and alternate career plans using a pre/post survey. We saw a significant increase in the percentage of students indicating they had plans aimed at achieving primary (increase of 37%) and alternate (increase of 48%) career goals from the beginning to the end of the course. Preliminary outcomes suggest that implementation of this course correlates with an increase in the percentage of students who indicate they have a job after graduation (increase of 16%). This type of course could be implemented in many other contexts to support career development in diverse fields.

The Leadership Lab for Women: Advancing and Retaining Women in STEM through Professional Development

Innovative professional development approaches are needed to address the ongoing lack of women leaders in science, technology, engineering, and math (STEM) careers. Developed from the research on women who persist in engineering and computing professions and essential elements of women’s leadership development, the Leadership Lab for Women in STEM Program was launched in 2014. The Leadership Lab was created as a research-based leadership development program, offering 360-degree feedback, coaching, and practical strategies aimed at increasing the advancement and retention of women in the STEM professions. The goal is to provide women with knowledge, tools and a supportive learning environment to help them navigate, achieve, flourish, and catalyze organizational change in male-dominated and technology-driven organizations. This article describes the importance of creating unique development experiences for women in STEM fields, the genesis of the Leadership Lab, the design and content of the program, and the outcomes for the participants.

A Temporal Map of Coaching

Economic pressures on companies, technological developments, and less stable career paths pose potential threats to the well-being of employees (e.g., stress, burn-out) and require constant adaptation. In the light of these challenges, it is not surprising that employees often seek the support of a coach. The role of a coach is to foster change by facilitating a coachees’ movement through a self-regulatory cycle with the ultimate aim of stimulating sustained well-being and functioning. While meta-analytic research indicates that coaching interventions can be effectively applied to assist employees in dealing with change, the current literature on coaching lacks solid theoretical frameworks that are needed to build a cumulative knowledge-base and to inspire evidence-based practice. In this conceptual analysis, we examine the coaching process through a temporal lens. By doing so, we provide an integrated theoretical framework: a temporal map of coaching. In this framework, we link seminal concepts in psychology to the coaching process, and describe which competencies of coachees are crucial in the different stages of change that coaching aims to bring about. During the preparatory contemplation stage, targeting coachees’ awareness by enhancing their mindfulness and environmental receptiveness is important. During the contemplation stage, coachees’ willingness and perceived ability to change are central competencies. We propose that coaches should therefore foster intrinsic goal orientation and self-efficacy during this stage. During the planning stage, coaches should focus on goal-setting and implementation intentions. Finally, during the maintenance/termination stage, stimulating coachees’ reflection is especially important in order to help them to integrate their learning experiences. The framework delineated in this paper contributes to the understanding of coaching as a tool to assist employees in dealing with the challenges of an increasingly dynamic work-environment and yields concrete suggestions for future theory development and research on coaching.

Episodic Future Thinking about the Ideal Self Induces Lower Discounting, Leading to a Decreased Tendency toward Cheating

Delay discounting refers to a pervasive tendency toward preferring smaller immediate gains over larger future gains. Recent empirical research has shown that episodic future thinking (EFT; i.e., projecting oneself into the future to pre-experience forthcoming events) can reduce the tendency toward discounting. A common tenet of psychological theories of crime is that delinquency results from focusing on short-term gains while failing to consider adequately the longer-term consequences of delinquent behavior. We investigated whether an EFT intervention involving the ideal self could induce lower discounting rates and, as a consequence, reduced delinquency. The results showed that, compared with control participants, participants engaging in EFT, that is, envisaging life events that would be experienced by their ideal selves, exhibited a lower discounting rate in a monetary choice task (Experiments 1 and 2), as well as a decreased tendency to make delinquent choices in imaginary scenarios (Experiment 1) and cheat in a matrix task (Experiment 2). The discounting tendency mediated the relationship between engaging in EFT pertaining to the ideal self and the tendency toward morally questionable behavior (Experiments 1 and 2). The findings of the two experiments indicate that engagement in EFT with a focus on the ideal self is sufficient to induce lower discounting rates, by promoting consideration of distant costs and thus increasing resistance to delinquent involvement and cheating (given the temptation of the immediate benefits that may accrue from such behavior). The current research constitutes an innovative approach to delinquency prevention and the promotion of morality.

Understanding Cognitive-Emotional Processing Through a Coaching Process

This study is based on intentional change theory and supports cognitive-emotion and social complexity perspectives regarding positive and negative affect. We examine how a coaching experience guided by a specific theoretical approach within a leadership development program at a European business school influences cognitive-emotional processing of MBA students with regard to their levels of personal vision comprehensiveness and strength, goal-directed energy, and resilience. A within-subjects pre–post Non-Equivalent Dependent Variables design with a total of 76 students was conducted using survey methods. A rigorous analysis sheds light on how intentional change theory–based coaching enhances individual self-development processes. Participants stated higher levels of personal vision, goal-directed energy, and resilience postcoaching. A series of moderator effects were identified regarding the quality of the coaching connection (i.e., overall emotional saliency) and the general self-efficacy of participants. Implications concerning how coaching processes may be enriched through the establishment of high-quality coaching connections are discussed.

Shared vision between fathers and daughters in family businesses: the determining factor that transforms daughters into successors

Family businesses are critical to the United States economy, employing 63% of the workforce and generating 57% of GDP (University of Vermont, 2014). Family business continuity, however, remains elusive as approximately 70% of family businesses do not survive the second generation (Poza, 2013). In order to augment our understanding of how next generation leaders are chosen in family businesses, we examine daughter succession. Using a sample of pairs of family business fathers and daughters and drawing on an earlier study of the dearth of successor daughters in family businesses (Overbeke et al., 2013), we reveal that shared vision between fathers and daughters is central to daughter succession. Self-efficacy and gender norms influence shared vision and when fathers and daughters share a vision for the future of the company, daughters are likely to be transformed into successors.

The role of the positive emotional attractor in vision and shared vision: toward effective leadership, relationships, and engagement

Personal and shared vision have a long history in management and organizational practices yet only recently have we begun to build a systematic body of empirical knowledge about the role of personal and shared vision in organizations. As the introductory paper for this special topic in Frontiers in Psychology, we present a theoretical argument as to the existence and critical role of two states in which a person, dyad, team, or organization may find themselves when engaging in the creation of a personal or shared vision: the positive emotional attractor (PEA) and the negative emotional attractor (NEA). These two primary states are strange attractors, each characterized by three dimensions: (1) positive versus negative emotional arousal; (2) endocrine arousal of the parasympathetic nervous system versus sympathetic nervous system; and (3) neurological activation of the default mode network versus the task positive network. We argue that arousing the PEA is critical when creating or affirming a personal vision (i.e., sense of one's purpose and ideal self). We begin our paper by reviewing the underpinnings of our PEA-NEA theory, briefly review each of the papers in this special issue, and conclude by discussing the practical implications of the theory.

Personal vision: enhancing work engagement and the retention of women in the engineering profession

This study examines how personal vision enhances work engagement and the retention of women in the engineering profession. Using a mixed method approach to understand the factors related to the retention of women in the engineering profession, we first interviewed women who persisted and women who opted out of the profession (Buse and Bilimoria, 2014). In these rich stories, we found that women who persisted had a personal vision that included their profession, and that this personal vision enabled them to overcome the bias, barriers and discrimination in the engineering workplace. To validate this finding on a larger population, we developed a scale to measure one's personal vision conceptualized as the ideal self (Boyatzis and Akrivou, 2006). The measure was tested in a pilot study and then used in a study of 495 women with engineering degrees. The findings validate that the ideal self is comprised of self-efficacy, hope, optimism and core identity. For these women, the ideal self directly impacts work engagement and work engagement directly impacts career commitment to engineering. The findings add to extant theory related to the role of personal vision and intentional change theory. From a practical perspective, these findings will aid efforts to retain women in engineering and other STEM professions.

Next-generation leadership development in family businesses: the critical roles of shared vision and family climate

The multigenerational survival rate for family-owned businesses is not good. Lack of a shared vision for the family enterprise and weak next-generation leadership are often cited as two of the leading reasons for the failure of family firms to successfully transition from one generation of family ownership to the next. The climate of the business-owning family has also been suggested as important to the performance of the family enterprise. Despite these commonly held tenets, there is a lack of rigorous quantitative research that explores the relationships among these three factors. To address this gap, a quantitative study of 100 next-generation family firm leaders and 350 family and non-family leaders and employees with whom they work was conducted. The results demonstrate that a shared vision for the family business has a strong effect on the leadership effectiveness of next-generation family leaders and a moderate effect on the degree to which they are positively engaged with their work. The findings also show that two dimensions of family climate significantly influence the likelihood that a shared vision for the family firm has been created. Open communication in the family is positively related to the presence of a shared vision for the business. Intergenerational authority, which refers to a senior generation that exercises unquestioned authority and sets the rules, is negatively related to the presence of a shared vision. Surprisingly, a third dimension of family climate, cognitive cohesion, which includes shared values in the family, had no relationship with the degree to which there was a shared vision for the family business. The implications for family business owners is that they would be wise to spend as much time on fostering a positive family climate characterized by open communication as they do on creating and executing a successful business strategy if their goal is to pass the business from one generation of family owners to the next.

How Dr. Akhtar Hameed Khan Led a Change Process That Started a Movement

In 1956, Akhtar Khan began a project in rural East Pakistan that inspired new approaches to community and organization development. A quarter century later, he replicated the developmental process in impoverished neighborhoods of Karachi. The techniques of shared decision making, building cooperatives, training the master trainers, and encouraging self-sufficiency were pivotal to the approach. The effect transformed the two communities and helped inspire microfinance. Using the lens of intentional change theory in a post hoc analysis, we explain why this approach worked. The article allows us to honor a social innovator while affirming our commitment to practices like participation to create and reinforce a shared vision, creating new resonant relationships, building a multilevel intervention with distributed leadership, inclusiveness in training for empowerment, and continuous attention to cycling through the process iteratively. These are offered as insights in the design of organization and community development efforts.

Transformational leadership development

Purpose

– This paper aims to investigate whether leaders whose transformational leadership behavior improves after training exhibit different psychological reactions compared to leaders whose leadership behavior does not improve.

Design/methodology/approach

– The authors followed 56 leaders taking part in a transformational leadership training program. Questionnaire measures of leaders’ self-efficacy, positive affect, perspective taking, and transformational leadership behavior were obtained pre- and post-training.

Findings

– Leaders whose self-efficacy, perspective taking and positive affect increased over the training period also reported improvements in their transformational leadership behavior. In addition, leaders whose positive affect increased were more likely to receive improved transformational leadership behavior ratings from their supervisors, team members and peers.

Research limitations/implications

– The study supports the proposition, derived from social cognitive theory that change in transformational leadership behavior is related to change in leaders’ psychological attributes. Further research is required to establish the direction of this relationship and whether leaders’ psychological reactions represent a means through which the effectiveness of leadership interventions can be improved.

Practical implications

– Leaders’ psychological reactions should be monitored and supported during developmental interventions. Effective leadership training interventions are important not only to achieve change in behavior, but to avoid negative psychological outcomes for leaders.

Originality/value

– The study is unusual because it explores the relationship between leader attributes and leadership behavior longitudinally, in a training context. The longitudinal analysis, focussing on change in leaders’ psychological attributes, allowed us to explain more variance in leaders’ reactions to training.

Transformational Teaching: Theoretical Underpinnings, Basic Principles, and Core Methods

Approaches to classroom instruction have evolved considerably over the past 50 years. This progress has been spurred by the development of several learning principles and methods of instruction, including active learning, student-centered learning, collaborative learning, experiential learning, and problem-based learning. In the present paper, we suggest that these seemingly different strategies share important underlying characteristics and can be viewed as complimentary components of a broader approach to classroom instruction called transformational teaching. Transformational teaching involves creating dynamic relationships between teachers, students, and a shared body of knowledge to promote student learning and personal growth. From this perspective, instructors are intellectual coaches who create teams of students who collaborate with each other and with their teacher to master bodies of information. Teachers assume the traditional role of facilitating students' acquisition of key course concepts, but do so while enhancing students' personal development and attitudes toward learning. They accomplish these goals by establishing a shared vision for a course, providing modeling and mastery experiences, challenging and encouraging students, personalizing attention and feedback, creating experiential lessons that transcend the boundaries of the classroom, and promoting ample opportunities for preflection and reflection. We propose that these methods are synergistically related and, when used together, maximize students' potential for intellectual and personal growth.

Coaching With Compassion

Compassion involves noticing another’s need, empathizing, and acting to enhance their well-being. In response to another’s pain, the motivation is to increase hedonic well-being or the absence of pain. In response to another’s desire to grow, the motivation is to increase eudaimonic well-being or helping them develop. We argue that compassion includes both. Our expanded view suggests that coaching with compassion will lead to desired change, enhanced health, and well-being. We propose a model saying coaching with compassion invokes a psychophysiological state that enables a person to be open to new possibilities and learning. In contrast, coaching for compliance (i.e., toward how the coach or the organization believe the person should act) and deficiency-based coaching invoke the opposite state—resulting in a person being defensive, reducing cognitive functioning. We theorize how coaching with compassion can enhance adaptability of the organization through creating norms and relationships of caring and development.