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		<title>The best of Positive Psychology At Work 2</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=845</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=845#comments</comments>
		<pubDate>Wed, 08 May 2013 12:33:18 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

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		<description><![CDATA[Here are my picks of the best of the Positive Psychology At Work LinkedIn group this month &#8211; Join here Sarah Lewis: Bite-Sized from Positive Psychology at Work: Appreciative Inquiry and Team Development I work a lot with team development. I come across a number of team development myths &#8211; two key ones being Storming...<a href="http://www.appreciatingchange.co.uk/blog/?p=845">&#187;</a>]]></description>
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		<title>Messages of appreciation and support from clients and colleagues&#8230;</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=843</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=843#comments</comments>
		<pubDate>Wed, 08 May 2013 11:54:41 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=843</guid>
		<description><![CDATA[Here are some of the messages Sarah has received over the past month from around the world: Hi Sarah, I am a leadership development and organisational change practitioner working here in Sydney in my own business. I do lots of leadership development work as a coach, facilitator and program designer which to me is core...<a href="http://www.appreciatingchange.co.uk/blog/?p=843">&#187;</a>]]></description>
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		<title>Case Study: Working with Uncertainty</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=838</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=838#comments</comments>
		<pubDate>Wed, 01 May 2013 15:24:40 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Appreciative Inquiry]]></category>
		<category><![CDATA[Case Studies]]></category>
		<category><![CDATA[Change]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Positive Psychology]]></category>
		<category><![CDATA[acting appreciatively]]></category>
		<category><![CDATA[appreciating change]]></category>
		<category><![CDATA[appreciative enquiry]]></category>
		<category><![CDATA[appreciative inquiry]]></category>
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		<category><![CDATA[case study]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[facilitation]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[positive psychology]]></category>
		<category><![CDATA[positive psychology at work]]></category>
		<category><![CDATA[sarah lewis]]></category>
		<category><![CDATA[team development]]></category>
		<category><![CDATA[uncertainty]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=838</guid>
		<description><![CDATA[Background The organisation is an ex-MOD facility, a big engineering employer in the local area, with an enviable steady state history and past protection from commercial pressures, which is now experiencing accelerating change. It has already passed into commercial ownership and is beginning to adapt to commercial pressures. At the point we are asked to...<a href="http://www.appreciatingchange.co.uk/blog/?p=838">&#187;</a>]]></description>
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		<title>Leading Through Uncertainty: Seven principles for practice</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=833</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=833#comments</comments>
		<pubDate>Wed, 01 May 2013 13:48:32 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Positive Psychology]]></category>
		<category><![CDATA[acting appreciatively]]></category>
		<category><![CDATA[appreciating change]]></category>
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		<category><![CDATA[sarah lewis]]></category>
		<category><![CDATA[uncertainty]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=833</guid>
		<description><![CDATA[Many leaders are currently facing the challenge of leading in conditions of great uncertainty in an unpredictable environment. Yet much leadership and change guidance is predicated on the assumption of a relatively stable or foreseeable future – for which plans can be made. Here are some principles to help leaders continue to offer leadership even...<a href="http://www.appreciatingchange.co.uk/blog/?p=833">&#187;</a>]]></description>
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		<title>The best of Positive Psychology At Work</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=830</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=830#comments</comments>
		<pubDate>Thu, 04 Apr 2013 20:12:30 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=830</guid>
		<description><![CDATA[Here are some of my favourite posts, replies and links on the Positive Psychology At Work LinkedIn group this month&#8230; &#160; Dr. Colleen Georges: Found this so inspirational: http://positivesharing.com/2013/01/100-years-old-and-happy-at-work/. It goes to show that happiness at work isn&#8217;t about age, salary, or status&#8211;its about attitude Kimberley Seitz, PhD • Kudos to the organization that helps hire and maintain...<a href="http://www.appreciatingchange.co.uk/blog/?p=830">&#187;</a>]]></description>
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		<title>Putting this into practice: the success round</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=828</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=828#comments</comments>
		<pubDate>Thu, 04 Apr 2013 19:30:37 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Positive Psychology]]></category>
		<category><![CDATA[acting appreciatively]]></category>
		<category><![CDATA[appreciating change]]></category>
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		<category><![CDATA[change]]></category>
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		<category><![CDATA[management]]></category>
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		<category><![CDATA[practical application]]></category>
		<category><![CDATA[sarah lewis]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=828</guid>
		<description><![CDATA[As we note above, and much further research is confirming, happiness has many benefits. One easy way to introduce this into the work place is by opening a meeting with a ‘success round’. Very often in meetings we plunge straight into the business of the day. By starting the meeting by giving people a chance...<a href="http://www.appreciatingchange.co.uk/blog/?p=828">&#187;</a>]]></description>
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		<title>Does happiness contribute to success? Reasons to be cheerful</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=822</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=822#comments</comments>
		<pubDate>Wed, 03 Apr 2013 15:02:42 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[Organisational Development]]></category>
		<category><![CDATA[Positive Psychology]]></category>
		<category><![CDATA[Research]]></category>
		<category><![CDATA[appreciating change]]></category>
		<category><![CDATA[business psychology]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[positive psychology]]></category>
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		<category><![CDATA[sarah lewis]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=822</guid>
		<description><![CDATA[While much research confirms that successful outcomes can foster happiness, it has tended to be seen as a one-way linear relationship: you have to be successful to be happy. But might it be more of a circular relationship? A virtuous circle where being happy makes it more likely you will succeed? In 2005 Sonja Lyubomirsky,...<a href="http://www.appreciatingchange.co.uk/blog/?p=822">&#187;</a>]]></description>
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		<title>Experience Of Using The Positive Psychology Concept Cards</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=720</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=720#comments</comments>
		<pubDate>Tue, 11 Dec 2012 12:15:20 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Change]]></category>
		<category><![CDATA[Organisational Development]]></category>
		<category><![CDATA[Positive Psychology Concept Cards]]></category>
		<category><![CDATA[Team Development]]></category>
		<category><![CDATA[ac cards]]></category>
		<category><![CDATA[acting appreciatively]]></category>
		<category><![CDATA[ai]]></category>
		<category><![CDATA[ai at work]]></category>
		<category><![CDATA[appreciating change]]></category>
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		<category><![CDATA[appreciative inquiry]]></category>
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		<category><![CDATA[od]]></category>
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		<category><![CDATA[positive psychology]]></category>
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		<category><![CDATA[positive psychology cards]]></category>
		<category><![CDATA[psychology]]></category>
		<category><![CDATA[sarah lewis]]></category>
		<category><![CDATA[sarah lewis cards]]></category>
		<category><![CDATA[strengthening teams]]></category>
		<category><![CDATA[strengths-based]]></category>
		<category><![CDATA[team development]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=720</guid>
		<description><![CDATA[I recently used the cards with the CIO Board of a large international company about to embark on a new IT strategy that essentially involves cultural change in the organization, and in their relationship with the organization. This is the first time I have used them. The board is a relatively new team. At the...<a href="http://www.appreciatingchange.co.uk/blog/?p=720">&#187;</a>]]></description>
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		<slash:comments>2</slash:comments>
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		<title>How Do You Create A Sense Of Urgency In Positive Approaches To Change?</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=715</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=715#comments</comments>
		<pubDate>Tue, 11 Dec 2012 11:59:03 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Change]]></category>
		<category><![CDATA[Organisational Development]]></category>
		<category><![CDATA[Positive Psychology]]></category>
		<category><![CDATA[acting appreciatively]]></category>
		<category><![CDATA[ai at work]]></category>
		<category><![CDATA[already successful]]></category>
		<category><![CDATA[appreciating change]]></category>
		<category><![CDATA[appreciative enquiry]]></category>
		<category><![CDATA[appreciative inquiry]]></category>
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		<category><![CDATA[change]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[facilitation]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[od]]></category>
		<category><![CDATA[organisational development]]></category>
		<category><![CDATA[positive psychology]]></category>
		<category><![CDATA[resistance to change]]></category>
		<category><![CDATA[sarah lewis]]></category>
		<category><![CDATA[strengths-based]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=715</guid>
		<description><![CDATA[This was the question posed to me recently by an HR Director taking up a new post with a big change agenda. He was attracted to the idea of positive change, but working with an organization with a long and successful history, he was challenged about how to galvanise the workforce into engaging with the...<a href="http://www.appreciatingchange.co.uk/blog/?p=715">&#187;</a>]]></description>
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		<title>Suggestions For Using Your AC Positive Psychology Cards</title>
		<link>http://www.appreciatingchange.co.uk/blog/?p=711</link>
		<comments>http://www.appreciatingchange.co.uk/blog/?p=711#comments</comments>
		<pubDate>Tue, 27 Nov 2012 15:50:16 +0000</pubDate>
		<dc:creator>Sarah Lewis</dc:creator>
				<category><![CDATA[Appreciative Inquiry]]></category>
		<category><![CDATA[Change]]></category>
		<category><![CDATA[Organisational Development]]></category>
		<category><![CDATA[Positive Psychology Concept Cards]]></category>
		<category><![CDATA[Strengths]]></category>
		<category><![CDATA[Team Development]]></category>
		<category><![CDATA[acting appreciatively]]></category>
		<category><![CDATA[ai]]></category>
		<category><![CDATA[appreciating change]]></category>
		<category><![CDATA[appreciating change cards]]></category>
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		<category><![CDATA[appreciative inquiry]]></category>
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		<category><![CDATA[leadership]]></category>
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		<category><![CDATA[od]]></category>
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		<category><![CDATA[positive change]]></category>
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		<category><![CDATA[strengths-based]]></category>
		<category><![CDATA[team development]]></category>
		<category><![CDATA[working with strengths]]></category>

		<guid isPermaLink="false">http://www.appreciatingchange.co.uk/blog/?p=711</guid>
		<description><![CDATA[Ways to use Positive Psychology Concept Cards: Ten ideas to get you started &#160; General You can use these cards in a number of ways to stimulate discussion; create commonality and motivation; and to identify agreed action. Some general ideas are: Use the cards as they stand, the questions and the action points Use a...<a href="http://www.appreciatingchange.co.uk/blog/?p=711">&#187;</a>]]></description>
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