Changing Minds Kent

Psychological Capital

How to build wellbeing in teams & organisations

This 3hr workshop measures participants psychological capital and then looks at how they can be increased. Psychological capital is a concept made from Hope, Efficacy, Resilience and Optimism. HERO!

What is Psychological Capital?

So businesses for many years have been concerned with having capital in the bank. But how much psychological capital do they have. If the mental health of your staff was a bank balance would you be worried, would you be in trouble?

There is good evidence to show that having employees with higher levels of psychological capital (or psycap for short) enable smoother organisational change and is associated with performance gains.

So do you want to be a HERO?Well HERO stands for the four core pillars of Psycap which are

• HOPE

• EFFICACY

• RESILIENCE

• OPTIMISM.

In this workshop we will be learning to measure Psycap using Luthans PCQ-24 survey and then looking at exercises to build these using

• hope maps,

• identifying adaptive coping styles and

• a ‘Best Possible Self’ future optimism exercise

Tell me a bit more…

Psychological capital (Luthans et al 2007) is a positive like capacity which has been well researched. It is measurable and buildable within organisations. It is made up of four core factors.

• Hope – The skill to preserve in goal attainment and redirecting paths where necessary

• Efficacy – Having the confidence to take on and put effort to succeed in challenges.

• Resilience – When beset by problems, resilience is the ability to bounce back.

• Optimism – Making a positive attribution about succeeding now and in the future.

In this workshop we will have learners measure their own four core factors (HERO) using the PCQ-24 surveying tool. This will help identify current strengths and weaknesses for the learner. Studies show that short workshops on psychological capital as ‘micro interventions’ have a significant impact on staff with a resultant performance gain (Luthans et al 2007) as well as in increase in job satisfaction, especially in the services industry. (Abbas et al 2012; Luthans & Youssef 2007; Youssef & Luthans, 2007)

HOPE & EFFICACY: Learners will be introduced to the concept of hope and Synder’s (1991) hope theory and will undertake an exercise to build their own hope map in order to reach a goal. Learners will identify a goal, multiple pathways to that goal, possible obstacles and ways of redirecting paths to maintain persistence. Breaking goals down into smaller steps like this helps build self-efficacy around tasks. Leaners will consider other ways to build self-efficacy in themselves and others (Bandura 1994) through looking at:

• Past success (mastery experience)

• Social modelling (copying others)

• Social persuasion (coaching)

• Reframing negative experiences

RESILIENCE & OPTIMISM: Learners will look at what resilience is and how it can be improved with an exercise which looks at coping styles and identifying more adaptive ways of coping. Followed by an exercise called ‘Best Possible Self’ (King 2001) where learners right about a realistic and optimistic future. This positive psychology intervention is associated with a reduction in doctor visits and an increase in optimism even many weeks later.

Abbas, M., Raja, U., Darr, W. A., & Bouckenooghe, D. (2012). Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions, and Performance. Journal of Management, 40(7), 1813–1830

Bandura, A. (1997). Self-efficacy: The exercise of control. New York: W.H. Freeman. Coutu, D. L. (2002). How Resilience Works. Harvard Business Review, May, 1 – 8.

King, A. (2001). The health benefits of writing about life goals. Personality and Social Psychology Bulletin, 27, 798-807.

Luthans, F., & Youssef, C. M. (2004). Human, Social and Now Positive Psychological Capital Management: Investing in People for Competitive Advantage. Organizational Dynamics, 33(2), 143-160.

Luthans, F., & Youssef, C. M. (2007). Emerging Positive Organizational Behavior Journal of Management, 6, 321-349

Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological Capital: An Evidence-Based Positive Approach. Annual Review of Organizational Psychology and Organizational Behavior, 4, 339-366

Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive Psychological capital: measurement and relationsihp with performance and satisfaction. Personnel Psychology, 60, 541-572

Snyder, C. R., Harris, C., Anderson, J. R., Holleran, S. A., Irving, L. M., Sigmon, S., . . . Harney, P. (1991). The Will and the Ways: Development and Validation of an Individual-Differences Measure of Hope. Journal of Personality and Social Psychology, 60(4), 570-585

Psychological Capital

How to build wellbeing in teams & organisations

Interested in having us teach your team about Psychological Capital? Get in touch by clicking below.

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