Positive Psychology - Case Study Example

Coaching plan case study Your name Subject Date Case study ‘John worked for 3 years as an executive with a business firm. John suffered severe stress after losing two of his closet colleagues in a car accident. The emotional implications of how Tom was treated in the office had significant implications on his well-being. I helped coach him in order to settle into his work with dignity and to gradually regain his earlier vigour’. Introduction Positive psychology is termed as the scientific study of optimal human functioning (Linley & Kauffman, 2007, p. 6). This study focuses on observing everyday activities of people and trying to find out what is working well for them and how they manage to do what they do. On the other hand, the applied positive psychology is termed as the application of positive psychology research for the facilitation of optimal functioning of human beings (Linley & Joseph, 2004 p. 4-5). Coaching plan Studies have confirmed that positive psychology and coaching have much in common. There are reasons why positive psychology and coaching practice have much in common. according to Linley (2009), some of these reasons are given that in both positive psychology and coaching, the main focus is the enhancement of performance and well-being of individuals, the positive psychology’s interest in human strengths is the same as the coaching’s focus on achieving goals, according to Seligman, (2007), most coaches have argued that research findings from positive psychology can consequently help to inform the practice of coaching and vice versa. In so doing, we find that the positive psychology has the potential in serving coaching well. This is especially in terms of providing a strong scientific, theory and evidence-based practice). More so, Linley and Kauffman (2007) suggest that coaching practice can as well aid in the development of positive psychology. I.e. the practicing coach can inform research and theory from the grass-roots level and consequently keep positive psychology relevant to practical issues. Onother aspect that makes positive psychology and coaching to have much in common is that in both positive psychology and coaching, they try to give out a challenge on the long-held assumptions about human nature in general. Strength profile (attached in a different file) The Values in action (VIA) classification of strengths purpose is to identify human virtues and character strengths. According to Peterson and Seligman’s (2005), the perspective of VIA is that we currently have a shared language regarding the negative side of psychology. However, we find that we do not have a shared language for human strengths. The VIA consists of 6 overarching virtues and 24 strengths. VIA tool includes a description of each person’s five signature strengths also referred to as the key positive traits. The use of signature strengths in either at work, or in relationships and even in leisure activities helps provide an avenue to a fulfilling life. Peter and park asserts that VIA tool is important in evaluating interventions that focuses on fostering the good life, such as in coaching (2004). However, it is important to note that while the feedback got from the VIA tool helps provide information that compares a person’s scores to that of others who have taken the test, the VIA can also be used in contrast to normative assessment. Specific strengths I would like to develop, explaining the reasoning behind the choice. Hope Hope is being in the state that promotes the belief in an outcome related to events and circumstances in a person’s life (Snyder & Lopez, 2007). When a person lacks hope, he or she is defined as in desperation. Hope gives the feeling that what is wanted can be had but will turn out for the best. As part of my specific strengths that I would like to develop, I would like to develop the ability to plan pathways to desired goals despite obstacles. Hope also requires the motivation to use these pathways. I have to develop the motivation in order to use these pathways. Emotional intelligence Having the emotional intelligence is having the ability to be able to identify, assess, and control ones emotions, of other people and of a group if in a group. Emotional intelligence can be divided into the ability and the trait. Where the ability is usually measured using maximum performance tests, the trait is usually measured using self-report questionnaires. I would like to develop the capacity to recognize and manage the emotions of myself and others in relationships. Emotion focused approach and a cognitive focused approach to devise coaching plan that I will use to build upon these strengths Emotion focused approach One of the emotion focused approach in coaching pan is the Personal control. This refers to the Personal judgment about whether the people have the resources to obtain outcomes they desire and avoid undesired outcomes (Langer, 2009). This has been known to be important for implications in emotional well-being and finding meaning in life during difficult times. I will apply this strategy in my coaching as this contributes to other motives such as according to Thompson (2009), emotions, thoughts and actions. Cognitive approach In order to devise coaching plan, Cognitive approaches are used in applied positive psychology. They are known to have common a focus on people’s cognitive processes. These are in areas such as in thoughts, evaluations, beliefs and attitudes. One of the cognitive approaches that I will use will be Mindfulness. This is having a mind-full approach to life. Most of the time, we function in a mindless state, rather than being focused mindfully on the present activities (Langer, 2009). As a couch, I will assist the client to foster a positive mind state of life. Conclusion The whole practice of positive psychology is interpreted as a facilitative process which normally help people to achieve their goals and which does not dictate to people what they should do or what they should be working hard to achieve. In addition, the applied positive psychology focuses on the optimal functioning, which normally covers a broader range of psychological outcomes. These outcomes are such as the being content, hopeful, having wisdom and having a sense of responsibility. However, a value position is pre-supposed in regards to the desire of achieving an optimal or good life (Linley & Joseph, 2004). A coach and as an applied positive psychologist, may work at the level of an individual, the group, an organisation, the community or the society, and many other across the full range of human functioning (Myers,1993). This can be getting achievement from overcoming illness, distress, health and attaining general fulfillment. Experiencing positive emotions and having a positive outlook can bring about many benefits to health and well-being in individuals just as I did on john’s case. List of references Myers, D., N. (1993). The pursuit of happiness, NY: Avon Books Peterson, C., & Park, N. (2004) Classification and measurement of character and Strengths, NJ: John Wiley & Sons Langer, E. M., (2009). Mindfulness versus positive evaluation, In S. J. Lopez & C. R. Snyder Oxford: Oxford University Press. Linley, P. A., & Joseph, S. (2004). Applied positive psychology: A new perspective for Professional practice, Oxford: Oxford University Press. Seligman, M. E. (2007). Coaching and positive psychology, Australian Psychologist, 42(4), 266-267. Thompson, S. H. (2009). The role of personal control in adaptive functioning, Oxford: Oxford University Press Read More