![]() Even though the concept's origins can be traced back to a chapter by Kauffman and Scoular almost two decades ago ( 6), the scientific discourse on PPC is still largely centered around its conceptualization ( 10), the differentiation between other types of coaching approaches ( 1) or how it differs from counseling, mentoring, and therapy ( 11, 12). It is, therefore, not surprising that PPC has become a buzzword within the modern-day coaching practitioner's lexicon ( 9).ĭespite its rapid adoption in practice, the formalization of positive psychological coaching as a scientific concept, a sub-discipline of positive psychology or a “paradigm” is still in its infancy ( 10). This, in turn, largely removes the stigma attached to the use of psychological services and lowers the threshold for utilization/participation ( 8). ![]() ![]() From this perspective, it positions personal growth and goal achievement as a function of the identification, awareness, and active utilization of one's signature strengths ( 6, 7). This approach seemed to be favored by both practitioners and clients as it promotes growth, optimizes psychological strengths, and shifts the focus away from addressing psychopathology or professional inefficiencies ( 4, 5). This popularization was fuelled by the scientific advancements in positive psychology in the early 2000's, and lauded as a new approach to optimize the potential of people through focusing on “what already works well,” rather than on “fixing what is wrong” ( 2, 3). ![]() Positive psychological coaching (PPC) has emerged as a popular “paradigm” for practitioners interested in the professional development of people ( 1). This study provides researchers and practitioners with practical guidelines to facilitate a positive psychological coaching process. Interestingly, experts still vary in opinion on the timing and application of these specific techniques and tools within the positive psychological coaching process. The iterative classification process showed that most techniques and tools are useful in at least two phases. The systematic literature review resulted in 24 peer-reviewed publications on positive psychological coaching, providing 117 different coaching tools that could be condensed into 18 overarching coaching techniques. The investigation used a two-step approach by conducting a systematic literature review (to identify various PPC tools/techniques) followed by an iterative heuristic classification process (to assign these PPC tools/techniques to a known PPC model). As such, the purpose of this systematic review was to address this limitation by (a) determining which coaching tools and techniques are proposed within the coaching literature and (b) classifying the identified tools and techniques into the respective phases of PPC model. However, little is known about practically operationalizing each phase of the coaching process (i.e., how to facilitate each phase and which underlying tools and techniques could be employed to do so). A recent review consolidated the literature on PPC and produced a 5-phase positive psychological coaching model aimed at facilitating professional growth. Positive psychological coaching (PPC) has emerged as a popular “paradigm” for practitioners interested in the professional development of people. 7Department of Work, Organisational and Personnel Psychology, KU Leuven, Leuven, Belgium.6Department of Applied Psychology, Lingnan University, Tuen Mun, Hong Kong.5Department of Social Psychology, Institut für Psychologie, Goethe University, Frankfurt am Main, Germany. ![]()
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