{"id":8706,"date":"2026-05-30T09:28:09","date_gmt":"2026-05-30T09:28:09","guid":{"rendered":"https:\/\/dev.empiricus.eu\/positive-psychologie-fuer-fuehrungskraefte-en\/"},"modified":"2026-05-30T09:28:09","modified_gmt":"2026-05-30T09:28:09","slug":"positive-psychologie-fuer-fuehrungskraefte-en","status":"publish","type":"post","link":"https:\/\/empiricus.eu\/en\/positive-psychologie-fuer-fuehrungskraefte-en\/","title":{"rendered":"Positive Psychologie f\u00fcr F\u00fchrungskr\u00e4fte"},"content":{"rendered":"<p><strong><em>Wieso schenken Vorgesetzte gerade den Schw\u00e4chen ihrer Mitarbeiter so viel Aufmerksamkeit? Sollten sie den Fokus nicht besser auf deren St\u00e4rken legen, da Mitarbeiter so leichter wachsen k\u00f6nnen? Genau dieses Prinzip entspricht dem Gedankengut der sog. Positiven Psychologie. Nachfolgend wird gezeigt, wie mit Hilfe der Positiven Psychologie ein neuer Blick auf den arbeitenden Menschen gelingt und welche positiven Entwicklungsdynamiken damit unterst\u00fctzt werden.<\/em><\/strong><\/p>\n<p>Traditionell besch\u00e4ftigte sich die klinische Psychologie vorrangig damit, Psychopathologien sowie menschliche Dysfunktionalit\u00e4ten zu diagnostizieren und zu therapieren. Mit Beginn des 21. Jahrhunderts begann jedoch eine neue \u00c4ra in der Psychologie. Ein neuer Forschungszweig vollzog eine Abkehr von dieser \u201enegativen\u201c Sicht und fragte sich unter dem Signum der Positiven Psychologie (PP) stattdessen, was das Leben lebenswert macht. Leadership Insiders stellt heraus, was F\u00fchrungskr\u00e4fte f\u00fcr ihre T\u00e4tigkeit daraus lernen k\u00f6nnen.<\/p>\n<div class=\"entry-content\">\n<div class=\"fusion-fullwidth fullwidth-box nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\">\n<div class=\"fusion-builder-row fusion-row \">\n<div class=\"fusion-layout-column fusion_builder_column fusion_builder_column_1_1 fusion-builder-column-1 fusion-one-full fusion-column-first fusion-column-last 1_1\">\n<div class=\"fusion-column-wrapper\" data-bg-url=\"\">\n<div class=\"fusion-text\">\n<h2>Was sind die Wurzeln der Positiven Psychologie?<\/h2>\n<p>Die <strong>Positive Psychologie<\/strong> sieht ihren namensgebenden Ursprung in dem Grundlagenwerk \u201eMotivation and Personality\u201c von <a href=\"https:\/\/www.leadership-insiders.de\/maslows-beduerfnispyramide-der-jahrhundertirrtum-in-der-managementlehre\/\" target=\"_blank\" rel=\"noopener noreferrer\">Abraham Maslow<\/a> (1954), da dieser das letzte Kapitel seines Buches mit \u201eToward a Positive Psychology\u201c \u00fcberschrieben hat. Ausschlaggebend f\u00fcr die tats\u00e4chliche Entwicklung einer solchen Psychologie waren allerdings zwei andere Vorkommnisse: Zun\u00e4chst eine richtungsweisende Einf\u00fchrungsrede von Martin Seligman auf der American Psychological Association Convention im Jahre 1998, in deren Folge Seligman gemeinsam mit Mihaly Csikszentmihalyi, dem Begr\u00fcnder der Flow-Forschung, im Jahre 2000 einen inhaltlich wegweisenden Fachbeitrag in der Zeitschrift American Psychologist ver\u00f6ffentlichte (Donaldson\/Ko 2010, S. 2).\u00a0<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"comments\"><em>Quelle &#8211;\u00a0den vollst\u00e4ndigen Artikel k\u00f6nnen Sie weiterlesen unter\u00a0<a href=\"https:\/\/www.leadership-insiders.de\/positive-psychologie-fuer-fuehrungskraefte\/?utm_source=mailpoet&amp;utm_medium=email&amp;utm_campaign=newsletter-post-title_67\" target=\"_blank\" rel=\"noopener noreferrer\">Leadership insiders<\/a>\u00a0<\/em><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Wieso schenken Vorgesetzte gerade den Schw\u00e4chen ihrer Mitarbeiter so viel Aufmerksamkeit? Sollten sie den Fokus nicht besser auf deren St\u00e4rken [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":5707,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1085,64],"tags":[393],"class_list":["post-8706","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership-and-management","category-leadership-und-fuehrung","tag-fuhrungsforschung-fuhrungskrafteentwicklung-new-work-personalentwicklung-prof_-dr_-jurgen-weibler-resilienz-studien"],"_links":{"self":[{"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/posts\/8706","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/comments?post=8706"}],"version-history":[{"count":0,"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/posts\/8706\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/media\/5707"}],"wp:attachment":[{"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/media?parent=8706"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/categories?post=8706"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/empiricus.eu\/en\/wp-json\/wp\/v2\/tags?post=8706"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}