#ThePositive Leadership has a focus on strengths over deficits, empowerment over control.

#ThePositive Leadership … co-create the future

#ThePositive Leadership is all about working with strengths; it is evidence-based, proven by science. Leaders, at every level within an organisation, are able to set the culture and model a positive leadership style. Positive leadership uses scientific evidence and theoretically-grounded principles to promote outcomes such as thriving and flourishing in life and at work, interpersonal flourishing, positive emotions, and energising networks.

#ThePositive Leadership enables ‘positively deviant’ performance. This means its focus is on outcomes that dramatically exceed common or expected performance. #ThePositive Leadership deliberately supports an affirmative bias and #ThePositive Leadership facilitates the best of the human condition, it is based on a eudaemonic assumption—that is a believe that all human systems move toward achieving the very best of the human condition.

With #ThePositive Leadership, leaders at all levels amplify:

  • what inspires employees, clients and stakeholders
  • what goes right, what works well
  • what is life-giving, invigorating and energising
  • what is extraordinary, exceptional and highly-performing
  • what is inspiring and highly engaging

The ROI from adopting #ThePositive Leadership strategies include; increase employee engagement & satisfaction and the fostering of an environment of
innovation and creativity.

#ThePositive Leadership is not about ignoring things that are failing and faults in the system but about balancing the correction of error with showing appreciation, valuing what is working, what is being done right and co-creating the future with the whole-system through a clearly understood set of values and principles.

a GenX and Millenial workforce appreciates and values working in an organisation where they experience working towards a shared purpose, as was sumarised by Gallup.com “The solution is to include everyone in the process of change not just the notification of change — and to lead change toward a positive future, rather than merely avoiding a negative one.”

The composition of workplaces is changing, the baby-boomers have mostly retired and the GenX’s are taking on the leadership mantle, both GenX and Millennials resist being seen as “units of production”, “cogs in the machine” – this resistance is particularly strong in a millenial workforce, Gallop.com reports “75% of the global working population will be comprised of millennials by 2025.  Millennials value collaboration, resourcefulness and transparency.”

With a #ThePositive leadership development program your managers and supervisors learn the new skills they need to build resilience and engage this new workforce.

  • Organizations that purposefully craft and develop their culture experience a 14% turnover rate, whereas organizations that ignore their culture experience a 48% turnover rate. (Christine Mikhail 2016).
  • A strong positive culture can enhance employee engagement by 30%2, resulting in up to a 19% increase in operating income, and a 28% increase in earnings growth. (Gallup.com 2016)
  • “a decade of research proves that happiness raises nearly every business and educational outcome: raising sales by 37 percent, productivity by 31 percent, and accuracy on tasks by 19 percent, as well as a myriad of health and quality of life improvements.” (Shawn Achor)
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At the heart of #ThePositive Intensive is the same Positive Psychology intervention as we use for the whole-system large-group consultation approach, the Appreciative Inquiry consultation model is just as effective when used as a catalyst for small group targeted change

It goes beyond fixing “the deficit” preventing “losses” with a #ThePositive Summit innovation and creativity is unleashed to build a truly positive future … a mindset or cultural change in the way your people and your stakeholders think about your organisation, your business or your community.


problem & failure focus

overcoming weaknesses

controlling information

silo culture

leadership as control

top-down planning

short-term change

fragmented organisational change

flavor of the month driven change


critical analysis

criticism and negative reinforcement


organisational fatigue

organisational depression

relying on individual contributions

root causes of failure


solutions and building on what works well

excelling at core strengths

openness and inquiry

collaboration/whole organisation mindset

leadership as affirmation

whole-system planning

sustainable, generative change and innovation

integrated change through whole-system involvement

relational, collaboratively driven change


powerful, positive inquiry

valuing and positive regard

shared vision

energy and enthusiasm

organisational confidence

tapping collective wisdom and intelligence

root causes of success

case studies

The Eye Health Strategy Summit

Roadway Express Growth Summit

US Navy Leadership Summit