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Coaching Happier Leaders: A Preliminary Study for Moving High-Achievers Toward Greater Life Satisfaction

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Abstract

Research suggests that high-achieving leaders are at higher risk for lower levels of life satisfaction, given their proclivity for relationship fatigue, ambition addiction, and issues with self-trust. Given these challenges, it is worth examining their inner speech for reframes that improve happiness. A small convenience sample of the researcher-practitioner's active coaching clients (N=10) was surveyed, responding to a revised achievement motives scale (AMS), a satisfaction with life (SWL) measure, and other relevant information. This preliminary study found that clients surveyed could be characterized as high achievers. They also engaged in the researcher-practitioner's S.I.L.L.Y. coaching model – focusing on stillness (S), introspection (I), limberness (L), loving self-talk (L), and authenticity in the form of learning to “be you” (Y). Lastly, the average SWL score among clients proved higher at the time of survey than before engaging in the coaching process, suggesting a worthwhile line for further inquiry.

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Our previous work found that high self-monitoring enhanced the job effectiveness of individuals in gender-nontraditional occupations, such as men in nursing and women in management. This study tested whether self-monitoring would enhance the life satisfaction of individuals with nontraditional sexual orientations: lesbians and gay men. The Revised Self-monitoring Scale and the Life Satisfaction Index were completed by 132 gay and lesbian individuals and by 137 heterosexuals. Moderated regressions indicated self-monitoring was significantly related to life satisfaction of all individuals but there was no interaction with sexual orientation. Significant interactions between self-monitoring, gender, and relationship status indicated self-monitoring Factor A, Ability to Modify Self-Presentation, bolstered the life satisfaction of all women who were not in relationships whereas both Factor A, and Factor B, Sensitivity to the Expressive Behavior of Others, bolstered the life satisfaction of all women in relationships. There were no significant interactions with sexual orientation in the regressions. Regardless of sexual orientation, women had higher life satisfaction scores than men. The failure of the principal hypothesis suggests that the previously identified enhancement effect of self-monitoring may be limited to public occupational roles where social skills of impression management are requisite to effective job performance. The enhancement effect may not extend to private aspects of personal identity.
Article
Job satisfaction, motivation, and reward systems are included in one area of organizational theory. The strongest influence in this area is motivation because it overlaps into both of the other two components. A review of the classical literature on motivation reveals four major theory areas: (1) Maslow's Hierarchy of Needs; (2) Herzberg's Motivation/Hygiene (two factor) Theory; (3) McGregor's X Y Theories; and (4) McClelland's Need for Assessment Theory. Maslow states that people are motivated by unmet needs which are in a hierarchical order that prevents people from being motivated by a need area unless all lower level needs have been met. Herzberg states that satisfaction and dissatisfaction are not on the same continuum and are therefore not opposites. He further states that the motivational factors can cause satisfaction or no satisfaction while the hygiene factors cause dissatisfaction when absent and no dissatisfaction when present, both having magnitudes of strength. McClelland's need for achievement underlies Maslow's self-actualization. McGregor's Theory Y matches much of Maslow's self-actualization level of motivation. It is based on the assumption that self-direction, self-control, and maturity control motivation. Reward systems must correspond to intrinsic factors if employees are to be motivated. Satisfying extrinsic factors is an all too commonly attempted method for motivating workers, but theory shows that these efforts cannot lead to motivated workers. (Author/ABL)
Article
The downfall of corporations can often be traced to the personality traits of top corporate leaders. This article examines five such traits, and finds them in abundance in both successful and failed leaders. After looking at the evidence in the lives of recent CEOs - Bill Gates, Jack Welch, Michael Eisner, Martha Stewart, Sandy Weill, Carly Fiorina, and Conrad Black, among others - the article surveys the consequences of these traits in a business environment. Four of the five traits (the exception is depression) may have positive consequences for an organization. All five of them may generate very harmful consequences. These include hyper-deference, reluctance to provide truthful information to the boss, bullying and intimidation up and down the chain of command, and constantly-shifting corporate priorities. These problems may be compounded when the CEO suffers multiple pathologies (e.g., a CEO who is narcissistic, over-optimistic, and angry). Problems may also arise when multiple leaders reinforce each other's pathologies. The article concludes with some prescriptions for board action.
Article
Within the past few decades, there has been a surge of interest in the investigation of mindfulness as a psychological construct and as a form of clinical intervention. This article reviews the empirical literature on the effects of mindfulness on psychological health. We begin with a discussion of the construct of mindfulness, differences between Buddhist and Western psychological conceptualizations of mindfulness, and how mindfulness has been integrated into Western medicine and psychology, before reviewing three areas of empirical research: cross-sectional, correlational research on the associations between mindfulness and various indicators of psychological health; intervention research on the effects of mindfulness-oriented interventions on psychological health; and laboratory-based, experimental research on the immediate effects of mindfulness inductions on emotional and behavioral functioning. We conclude that mindfulness brings about various positive psychological effects, including increased subjective well-being, reduced psychological symptoms and emotional reactivity, and improved behavioral regulation. The review ends with a discussion on mechanisms of change of mindfulness interventions and suggested directions for future research.
Article
Traditionally, positive emotions and thoughts, strengths, and the satisfaction of basic psychological needs for belonging, competence, and autonomy have been seen as the cornerstones of psychological health. Without disputing their importance, these foci fail to capture many of the fluctuating, conflicting forces that are readily apparent when people navigate the environment and social world. In this paper, we review literature to offer evidence for the prominence of psychological flexibility in understanding psychological health. Thus far, the importance of psychological flexibility has been obscured by the isolation and disconnection of research conducted on this topic. Psychological flexibility spans a wide range of human abilities to: recognize and adapt to various situational demands; shift mindsets or behavioral repertoires when these strategies compromise personal or social functioning; maintain balance among important life domains; and be aware, open, and committed to behaviors that are congruent with deeply held values. In many forms of psychopathology, these flexibility processes are absent. In hopes of creating a more coherent understanding, we synthesize work in emotion regulation, mindfulness and acceptance, social and personality psychology, and neuropsychology. Basic research findings provide insight into the nature, correlates, and consequences of psychological flexibility and applied research provides details on promising interventions. Throughout, we emphasize dynamic approaches that might capture this fluid construct in the real-world.
Cognitive restructuring
  • A Clarkd
  • D. A.Clark
Emotional intelligence
  • Golemand
  • D.Goleman
Part 1: Foundational theories of human motivation. Motivation 101: A Guide for Public Servants
  • J Johnson
  • M Irizarry
  • N Nguyen
  • P Maloney
Does it pay to be authentic? Implications of authenticity for life satisfaction and psychological well-being in a collectivist culture.
  • Rathin
  • Leek
  • N.Rathi
Mindfulness and life satisfaction
  • M Christopher
  • B Gilbert
Awareness of intrinsic motivation in leadership.
  • Freudlingm
  • M.Freudling