Open Mike #9: The Power of Positive Psychology in the Workplace: What You Need to Know
Throughout the 20th century, the psychology field mostly revolved around diagnosing and treating mental and behavioral problems, which is what I call the “disease,” or “deficit,” model. Fortunately, humanistic psychology soon emerged as a counterbalance, focusing on the whole person and how they can achieve their full potential. While this approach taught us a lot about self-actualization, personal growth, self-esteem, motivation, meaning, and our hierarchy of needs, it was short-lived. Soon, the field was dominated by traditional psychology again that is, until the early ‘90s when American psychologist Martin Seligman introduced positive psychology.
In a nutshell, positive psychology seeks to understand optimal human functioning by studying what’s good and right about people and the factors impacting their ability to flourish. It’s helpful to think of it as humanistic psychology’s little brother. Although they’re related, positive psychology places greater emphasis on evidence-based research. In fact, its early focus was solely on collecting research. Today, it revolves around finding meaningful ways to use these evidence-based findings to make positive and practical changes in both the world and the workplace. Here’s how to incorporate into yours.
Begin with the Individual
I always get kick out of asking people: “What are your strengths?” They usually either resemble a deer in headlights and rack their brain for an answer… or they place both hands on their hips, flip their hair, or roll their eyes, before saying “I don’t know.” Our culture often prioritizes modesty to a fault, but understanding your strengths at work is a huge part of employee development.
It offers insight into what energizes you, helps you determine which types of positions are the right fit, and reveals the best ways for you to get your work done. Sadly, research shows only 17% of people use their strengths at work every day. Because when you tap into your strengths, your motivation, performance, and ability to hit your goals soar.
So, how can your employees uncover their own unique strengths? Start with an assessment! The positive-psychology favorite is a free, foundational strength assessment called VIA Character Strengths (or Value in Action), which rates individuals on 24 universal character strengths, such as their love of learning, curiosity, forgiveness, justice, creativity, honesty, gratitude, etc. Most of all, it helps you identify what you value and what energizes you in both life and at work.
Other strength assessments can will help you understand your talents and abilities more specifically in the workplace, like the Strengths Finder or the Strengths Profile, which reveal your greatest workplace competencies. Regardless of which one your staff takes, the research is clear: When people truly discover their strengths, they perform their best at work, which results in better outcomes.
Create Positive Teams That Work Together
What’s the foundation of a positive team? A positive culture, which is built on positive emotions! Positive psychology evidence reveals that when employees have a 3-to-1 positive-to-negative ratio of experiences at work, they’re more productive, effective, and collaborative. This leads to higher levels of kindness, gratitude, fairness, celebration, hope, optimism, etc. When people feel their best, they’re also more creative, logical, and focused on their tasks at hand.
Additionally, they’re more likely to accomplish their group’s goals. Because good teams run on positive interactions and relationships. They challenge and bring out the best in each member. When teams feel more comfortable being honest about the way current projects are going, they can identify and address issues earlier and more effectively. Ultimately, teams whose members feel supported and respected are the ones who thrive.
Focus on What’s Working Well
Every organization is a complex organism with its own strengths, challenges, beliefs, values, structures, and systems in place to achieve its mission. While I don’t use a one-size-fits-all approach for organizational behavior change and development, some evidence-based ideas, methods, and concepts from positive psychology are universal, such as appreciative inquiry. This collaborative, strengths-based approach helps employees adapt to change using positivity, imagination, shared goals, connections, trust, and understanding. It encourages team members to focus on the positive aspects of change and the organization to double down on the things that are already going well.
It’s simple: If your organization is great at giving back to the community, do more of it. If you’re best known for developing great leaders, develop more great leaders. If your customer service is superior to your competitors’, devote even more energy to customer service. The bottom line is this: Identifying what’s working well will inevitably foster a more positive organization.
Final Thoughts
Positive psychology reminds us that the key to success in the workplace and beyond lies in harnessing what’s already great about us. By focusing on strengths, fostering positive team dynamics, and building on what’s working well, we can create environments where people thrive. It’s not about ignoring challenges, but about reframing them as opportunities for growth. When we shift our perspective to what’s possible, rather than what’s broken, we cultivate resilience, optimism, and a collective belief in our ability to succeed. So, as you move forward, ask yourself: What strengths will you build on today?
WORD ON THE STREETS
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The Saga Continues… RTO (Return to Office) mandates are gaining momentum as CEOs and executives push these policies into motion. As I mentioned in my article, “5 Workplace Mental Health Trends to Watch in 2025,” corporate giants are leading the charge, setting the standard for what RTO looks like. Naturally, smaller and mid-sized companies may feel compelled to follow suit. However, I anticipate significant pushback from employees—particularly those seasoned professionals who’ve established their value and are unafraid to, in the words and voice of LeBron James, “take their talents elsewhere.” The big question remains: Will these mandates prove successful in 2025, or will they spark a workforce revolution? Only time will tell.
Tools for Thriving
I love the saying by David Cooperrider, the pioneer of Appreciative Inquiry: “Strengths do more than perform; they transform.” His insight perfectly captures why organizations should prioritize focusing on what they do best. In his video, Cooperrider offers a powerful summary of strengths-based leadership, breaking down how leveraging strengths isn’t just about better performance, it’s about driving transformative growth. It’s a reminder that when organizations double down on their core strengths, they unlock innovation, resilience, and the kind of success that inspires teams to thrive.
