The Positive Leadership .

This essay discusses the impact of positive leadership on employees at their workplace, effective communication for motivation, and potential effects of employees from different things for working. It also includes suggestions for creating a positive environment, building positive relationships between leaders and team members, and reinforcing at the workplace.

Running Head: THE POSITIVE LEADERSHIP 0
The Positive Leadership
Essay
Student Name

The Positive Leadership 1
Executive Summary
This essay is about positive leadership impact on the working of employee at their workplace.
There are so, many issues in between positive leadership and Psychological Capital literature. It
will discuss about the effective communication for motivation of employees and potential effects
of employees from different thing for working at their workplace.
Employees are requiring a positive environment for working at their workplace. It is also
depends on the colleagues, leader, and organization for creating that type of environment. Team
spirit is must for all employees for achieving a collective goal. This essay is also including about
the behavior of leaders and organization towards the employees at workplace.

The Positive Leadership 2
Contents
Executive Summary.........................................................................................................................1
Introduction......................................................................................................................................3
Leadership styles.............................................................................................................................3
Striving for the exceptional..........................................................................................................4
Success strategies at workplace...................................................................................................5
Emotional climate at workplace...............................................................................................5
Build positive relationships between leader and team members..............................................6
Creating positive environment.................................................................................................6
Reinforce at workplace.............................................................................................................7
Conclusion.......................................................................................................................................7
References........................................................................................................................................9

The Positive Leadership 3
Introduction
Leadership is quality skill in a person for handling resolving a critical problem with teamwork.
Strong Leadership requires self-control, anticipation for the organization. Great leadership, on
the other hand, has an additional dose of robust positivity. This essay will include about the
impacts of positive leadership on the employees. A comparison between positive leadership and
Psychological Capital literature will discuss in this essay. Professional employees are requires a
motivation for working in effective manner (Ainscow & Sandill, 2010).
It will also explain about the researches about the positive leadership in present era. From last
two decades, in industries positive leadership is highly required for maintaining employees for
positive thinking about the work. A positive environment is way to make more work that is
effective from employees at workplace. They are like their work, if they got a better climate for
working (Bolden, 2016). Authentic leadership is an strategy to strong leadership that actually
gives leaders their strength, limits and feelings, a way to recognize their own strengths and
weaknesses and to build their own leadership qualities in positive ways.
This essay in includes suggestion for effective working in an organization with different skill in
an employees, such as honesty, integrity, punctuality, and positivity towards their work in the
later parts of this essay.
Leadership styles
Leadership is developing in a person using different skills, such as honesty, punctuality, and self-
awareness. Positive leaders remain grounded in ethical values and use a mindset of human
growth. They are fixed and flexible at the same time, always ready to change with the times.
Leadership is the most powerful and critical element of all organization. The leaders can
demonstrate their significant social leadership qualities that build confidence, royalty and close
relationship with workers. Effective leaders have the tools and skills necessary to motivate and
influence their groups so that organizations can run expertly and easily. A positive leader should
understand the organization’s missions, aims, action plans and vision (Brown, 2017).
A leader must influence, motivate, communicate and energize their followers to improve

The Positive Leadership 4
business of an organization. A leader is always ready for success of business venture, because as
the leader they challenge the status quo from their employees to think and do things differently.
Positive leadership is determine the directions for team, which are helpful for achieving goals.
Leader is having quality, the goal-setter and the goal-getter at same place. Leader is always make
a position in such a way that team is working in a direction, which provides business for
organization (Cameron, 2012).
Positive leadership is also revolutionary in for enhancing their business. Positive Leader is
always facing the reality and they should mobilize the necessary thoughts with team and
colleagues to achieve the goals (Clapp-Smith, et al., 2009). Leader is always having necessary
skills to leave an image in the minds of their ream members, which cannot erased. It is an only
way to assured that the team members are working for increasing their business. Positive
leadership is skill to the achievement of the success (Danielson, 2011).
Intelligent organizations can improve and benefit businesses by equipping leaders with the
ability to create a positive culture that leads to prosperous performance. A leader must master in
the field of leadership and teamwork. Leaders must learn that all team members are important to
the achievement of the organization’s goals and must respect and rewarded (Day, et al., 2014).
One of famous leadership frameworks for large organizations is a positive workplace
psychology. It is especially relevant in the development of future leaders because it leads them to
create a positive climate that increases resilience and well - being in them and in the people, they
lead while equipping them with skills to inspire high performance and manage people positively
every day (Wahlstrom & Louis, 2008).
Striving for the exceptional
Positive leadership model is based on the empirical research that provides success to
organizations in their business, and Kim Cameron designs it. Their leaders went beyond the
problem solving, decision-making, helpful behavior and motivational approach expected of each
leader by implementing strategies that turned out to be the best in people and achieved dramatic
improvements.
This is similar to a turnaround we experienced with a leading Australian resource producer, who
has embarked on a comprehensive business improvement that has led to major changes. The

The Positive Leadership 5
leaders responsible for reconfiguring the company, a highly unpopular initiative that would lead
to widespread job losses, had to work hard to counteract negativity and engage people in a new
way of working.
The team was experienced in managing the process of change so that we helped them manage
the critical human factors and implement positive leadership strategies to make the initiative
successful. Strategies are making thoughts in positive way for employees to work in efficient
way for business growth. Employees must have training for the working in organization. It will
affect the working process of them. They must motivate from these training from organization
sides ( Dubey, 2018).
Success strategies at workplace
Cameron and his colleagues noted that, while many of the common strategies recommended in
leadership, such as improving teamwork, articulating a vision, respecting people, promoting
stretch goals and behavior. They were effective the employees for working and it provides less
efforts for achieve extraordinary performance from employees. These can uses as a component
or as a powerful set of tools to achieve the best results and strength in both difficult and
beneficial situations.
Emotional climate at workplace
As organizational climate engineers, leaders have a significant impression on the performance
and mood of worker. A positive environment is always beneficial for employees and the
organizations for performing better in difficult situations. A positive emotional climate is ideal
for people to do their best (Gilley, et al., 2008).
Positive behavior succeeds over negative emotions in these environments, and team members are
typically energetic and cheerful instead of stressed, anxious or distrustful. Environment is
making workplace better for working without any stressed. A satisfied employee is always doing
a better work in the favor of organization. It is enhancing the business of an organization in
different ways (Greyvenstein & Cilliers, 2012).
Even when a leader, company or teams were faced with struggles or ongoing negative events.
They were finding opportunities to boost positive emotions. It will help people work together to
find solutions and remain positive for working. A leader, who is aware of his or her emotional

The Positive Leadership 6
impact and he can influence the mood of his or her team. It can help to shape the organizational
climate and increase performance of employees in working. Emotional behavior can have a
powerful effect in both positive and negative way to team members ( Hoch, et al., 2016).
Build positive relationships between leader and team members
Trust is key skill for binding team members in an efficient way. It gives a sense of security
where people feel comfortable to expose vulnerabilities and take appropriate risks. It is not
possible without trust. There is less cooperation between people, which spend more time to
protecting themselves, and their interests. They spent lot of time to helping the group member for
achieve collective goals (Johnston & Marshall, 2013).
Social relationship support and offers opportunities to generate positive emotions and motivation
for people, which are contribute actively to positive change for themselves, and for the
organization. Some people can act as positive emitter that create and promote vitality and energy
in others for working with a positive approach for an organization. Leaders can become these
positive emitters or they can recognize those people and it enable people who demonstrate these
strengths for working at workplace. They can also discover and leverage each individual's
positive energy and dynamism by taking advantage of their strengths, such as teamwork,
collectivity, and goal oriented. This helps to bring out the best in people in any context. It
provides strength to the relationship between the leader and the team (Kelloway, et al., 2013).
Creating positive environment
Positive communication, as defined by positive leadership model, it will occurs when affirmative
and supportive language is the norm rather than negative and critical. Expressing appreciation,
support, helpfulness, approval or compliments does not increase communication between the
team members. It makes trust and relationships in leader, employee, and organization (Kelloway,
et al., 2013).
Critical feedback can made the relationship between people by focusing on the event instead of
the person. Active constructive communication is an approach in which leader’s positive strength
express enthusiasm, interest, and focus on solutions in every meeting. Positive thinking is
changes many things, such as thinking about solution of a problem. Adopting this style can move
meetings from unproductive, disengaging or humdrum to creative forums that deliver tangible

The Positive Leadership 7
results for the benefit of the origination. Another way to do this is to increase the positive to
negative dialog ratio for motivation of employees ( Langley , 2016).
Reinforce at workplace
The drive to actually find a purpose and live a successful life is human nature and an important
factor in our psychological well-being and growth. Every employee is committed to purposeful
work and positive results that bring value to our organization and society. One way to make
meaning in the lives of individuals, organizations and teams is by clearly articulating purpose,
vision for the future and values. High levels of commitment and loyalty can be achieved, if the
mission of a team is to achieve social improvement and long -term impact on personal values of
employees of the organization.
Simon Sinek has a simple and elegant model for discovering an eloquent purpose. Start by
asking why: What cause, belief or purpose inspires you to do what you are doing? Only then, can
you persuasively reply to how and what you are doing. Not only can this help aspiring and
existing leaders create an invaluable proposal for what they, their team and their organization can
offer, it can also make them feel more satisfied with their work and contribute more than
themselves (Michaelis, et al., 2009).
If leaders maximize the positive climate, relationships, communication and meaning of these
four success factors, they can create an atmosphere that, it can better support diverse talent and
boost performance of employees at their workplace. Strategies and skills can learn in all four of
these areas. Focusing on them helps to promote positive behaviors that enable leaders, teams and
organisations.
Conclusion
It is concluded from the previous parts of this essay that, leadership is an ability to perform in
case of critical situation. Leadership is always maintaining by the help of different skills in
person, such as teamwork, honesty, self-awareness, and many more. In this essay, positive
leadership and psychological capital literature was compared with different points. Recently,
positive leadership is a research topic for workplaces, such as emotional labor, different
ethnicities, and generational cohorts.

The Positive Leadership 8
It is also concluded suggestions for making workplace better for working, such as effective
communication, teamwork, and motivation. Workplace is always having positive environment
for working. A good leaders is always makes a great environment for workers. It is boosting their
energy for working. A positive environment is a way of making more jobs that are efficient for
employees at work. They are like their jobs if they have a better working environment. In
conclusion, to be an appropriate, genuine leader, establishing effective relationships is essential
to the achievement of the objectives set by the participants in the development of valuable
relationships.
Finally, it is concluded that positive leadership is making effective for working for employees. It
was helping for motivate them for effective working.

The Positive Leadership 9
References
Dubey, A., 2018. 10 Amazing Leadership Lessons From Design Thinking. [Online]
Available at: https://addicted2success.com/success-advice/10-amazing-leadership-lessons-from-
design-thinking/
[Accessed 21 November 2018].
Hoch, J. E., Bommer, W. H. & Dulebohn, J. H., 2016. Do Ethical, Authentic, and Servant
Leadership Explain Variance Above and Beyond Transformational Leadership? A Meta-
Analysis. Journal of Management, pp. 1-29.
Langley , S., 2016. Positive Leadership: A Framework for Boosting Organisational
Performance. [Online]
Available at: http://blog.langleygroup.com.au/positive-leadership-a-framework-for-boosting-
organisational-performance
[Accessed 21 november 2018].
Ainscow, M. & Sandill, A., 2010. Developing inclusive education systems: the role of
organisational cultures and leadership.. International Journal of Inclusive Education, 14(4), pp.
401-146.
Bolden, R., 2016. Leadership, management and organisational development.. In Gower
handbook of leadership and management development, 1(1), pp. 143-158.
Brown, C., 2017. How Technology Leaders Can Help With Social Problems. [Online]
Available at: https://www.forbes.com/sites/forbestechcouncil/2017/08/14/how-technology-
leaders-can-help-with-social-problems/#4c38987d7b8d
[Accessed 28 September 2018].
Cameron, . K., 2012. Positive leadership: Strategies for extraordinary performance. 2nd ed.
New york: Berrett-Koehler Publishers.
Clapp-Smith, R., Vogelgesang, G. R. & Avey, J. B., 2009. Authentic leadership and positive
psychological capital: The mediating role of trust at the group level of analysis. Journal of

The Positive Leadership 10
Leadership & Organizational Studies, 15(3), pp. 227-240.
Danielson, . C., 2011. Evaluations that help teachers learn. Educational leadership, 68(4), pp.
35-39.
Day, D. V. et al., 2014. Advances in leader and leadership development: A review of 25 years of
research and theory. The Leadership Quarterly, pp. 63-82.
Gilley, . A., Dixon, P. & Gilley, J. W., 2008. Characteristics of leadership effectiveness:
Implementing change and driving innovation in organizations.. Human Resource Development
Quarterly, 19(2), pp. 153-169.
Greyvenstein, H. & Cilliers, F., 2012. Followership's experiences of organisational leadership: A
systems psychodynamic perspective.. SA Journal of Industrial Psychology, 38(2), pp. 1-10.
Johnston, M. W. & Marshall, G. W., 2013. Sales force management: Leadership, innovation,
technology.. 2 ed. London: Routledge.
Kelloway, . E. K., Weigand, H., McKee, M. C. & Das, H., 2013. Positive leadership and
employee well-being. Journal of Leadership & Organizational Studies, 20(1), pp. 107-117.
Michaelis, . B., Stegmaier, R. & Sonntag, K., 2009. Affective commitment to change and
innovation implementation behavior: The role of charismatic leadership and employees’ trust in
top management.. Journal of Change Management, 9(4), pp. 399-417.
Wahlstrom, K. L. & Louis, K. S., 2008. How teachers experience principal leadership: The roles
of professional community, trust, efficacy, and shared responsibility.. Educational
administration quarterly, 44(4), pp. 458-495.