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Coaching Based on Signature Strengths or Lesser Strengths? The Effects of Two Strengths Spotting Interventions on Managerial Coaching Behavior

Author

Listed:
  • Valesca Y. Tobias

    (Tilburg University)

  • Marianne Woerkom

    (Tilburg University
    Erasmus University Rotterdam)

  • Maria Christina Meyers

    (Tilburg University)

  • Robin Bauwens

    (Tilburg University)

Abstract

Managers are increasingly expected to coach their employees. However, managers are often ill equipped and lack the necessary support from their organization to effectively implement coaching behavior. Based on strengths theory, we propose that a strengths spotting intervention could help managers to develop their coaching behavior. In addition, based on theory on emotional contagion and the broaden and build theory, we argue that spotting employees’ signature strengths leads to a stronger increase in managerial coaching behavior over time than an intervention that focuses on spotting lesser strengths. We conducted a field experiment, in which 255 managers (providing 414 data points) were randomly assigned to either a signature strengths or a lesser strengths spotting intervention. In a 1-month follow-up study we found that both interventions contributed equally to managerial coaching behavior. We conclude that online training in strengths spotting is a useful tool that helps managers to develop their coaching behavior.

Suggested Citation

  • Valesca Y. Tobias & Marianne Woerkom & Maria Christina Meyers & Robin Bauwens, 2024. "Coaching Based on Signature Strengths or Lesser Strengths? The Effects of Two Strengths Spotting Interventions on Managerial Coaching Behavior," Journal of Happiness Studies, Springer, vol. 25(5), pages 1-24, June.
    • Handle: RePEc:spr:jhappi:v:25:y:2024:i:5:d:10.1007_s10902-024-00756-5
    DOI: 10.1007/s10902-024-00756-5
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    References listed on IDEAS

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    1. Denise Quinlan & Nicola Swain & Dianne Vella-Brodrick, 2012. "Character Strengths Interventions: Building on What We Know for Improved Outcomes," Journal of Happiness Studies, Springer, vol. 13(6), pages 1145-1163, December.
    2. van Woerkom, Marianne & de Bruijn, Maaike, 2016. "Why Performance Appraisal Does Not Lead to Performance Improvement: Excellent Performance as a Function of Uniqueness Instead of Uniformity," Industrial and Organizational Psychology, Cambridge University Press, vol. 9(2), pages 275-281, June.
    3. Valesca Y. Tobias & Marianne Woerkom & Maria Christina Meyers & Piety Runhaar & Arnold B. Bakker, 2023. "Thriving on Strengths: Effects of a Strengths Intervention for Younger and Older Teachers," Journal of Happiness Studies, Springer, vol. 24(3), pages 1121-1144, March.
    4. Meyers, Maria Christina & van Woerkom, Marianne & Bauwens, Robin, 2023. "Stronger together: A multilevel study of collective strengths use and team performance," Journal of Business Research, Elsevier, vol. 159(C).
    5. Marine Miglianico & Philippe Dubreuil & Paule Miquelon & Arnold B. Bakker & Charles Martin-Krumm, 2020. "Strength Use in the Workplace: A Literature Review," Journal of Happiness Studies, Springer, vol. 21(2), pages 737-764, February.
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