2020 Center for Positive Organizations Impact Report by Center for Positive Organizations

20 20 IMPACT REPORT

20 20 IMPACT REPORT TABLE OF CONTENTS 03 WELCOME 04 MISSION 06 THREE-YEAR GOALS 08

YEAR AT A GLANCE

IMPACT STORIES

C.J. Azubuine | +LAB Student

Grace Lindeman | Magnify Immersion Program Student

Scott Sonenshein | POS Researcher

Jason Wilburn | Positive Organizations Consortium Member

Roger Newton | Champion

RESEARCH SPOTLIGHTS

Shirli Kopelman

Lindsey D. Cameron

David M. Mayer

30 HISTORY

WELCOME N E A R LY 2 0 Y E A R S AG O, W E P I O N E E R E D A N E W F I E L D O F I N Q U I RY AT M I C H I G A N R O S S — P O S I T I V E O R G A N I Z AT I O N A L S C H O L A R S H I P—T H AT S O U G H T TO U N D E R S TA N D T H E C H A R AC T E R I S T I C S , P R AC T I C E S , A N D P R I N C I P L E S T H AT C R E AT E A T H R I V I N G O R G A N I Z AT I O N . In 2002, we founded the Center for Positive Organizations (CPO) at the University of Michigan Stephen M. Ross School of Business to provide a focus and impetus for scholarship and teaching. Over the years, we’ve developed engaging opportunities to spark debate, compel action, and inspire further research. In the process, we ignited a global movement to create highly effective workplaces where people thrive. Today, CPO is the preeminent hub for the science and practice of thriving organizations. We are a powerful force for ideas and transformation. Our research and its practical application are helping to shape important conversations and to develop today’s students into tomorrow’s change agents. Our work has been covered in The Atlantic, Harvard Business Review, The New York Times, The Wall Street Journal, The Washington Post, and many others. Organizations as varied as the Cleveland Cavaliers, General Motors, Google, the National Intelligence Agencies, and Oracle have invested in and are applying positive principles based on our work. While our impact has been far-reaching and powerful, our mission now requires renewed focus. Yesterday’s organizational models are being disrupted. Stress and challenges to our well-being are depleting people and organizations. New ways of thinking that unlock the potential of people and work systems to solve complex problems are more critical than ever, and the Center for Positive Organizations is uniquely positioned to lead the way. With the business excellence that only Michigan Ross can bring, we have pioneered the science and practice of thriving organizations, and we intend to remain at the forefront of innovation and scholarship. We will continue to inspire and enable change. Join us in our commitment to a thriving world.

WAYNE BAKER Faculty Director, Center for Positive Organizations Robert P. Thome Professor of Business Professor of Management and Organizations Professor of Sociology University of Michigan

IMPACT REPORT 2020

Michigan Ross believes that business is the most powerful force for positive change.

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

OUR MISSION

We build a better world through the science and practice of thriving organizations.

IMPACT REPORT 2020

OUR MISSION IS SUCCINCT AND SIMPLE.

Carrying out this mission challenges and inspires us every day. We occupy a unique position at the nexus of a world-class university, with access to cutting-edge research and the next generation of purpose-driven leaders, and a community of people who are eager to see organizations and people thrive. We have the opportunity to cross-fertilize ideas and collectively work towards the goal of making the world a better place. Emboldened with a transformative purpose and renewed energy, we look forward to fulfilling our mission and the mission of Michigan Ross.

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

OUR GOALS We will strengthen our already robust student programs. We will equip more Ross students with the knowledge and tools—personal, experiential, and academic—to create and steward the thriving organizations of tomorrow.

SEC O ND

We plan to launch a student program dedicated to designing thriving organizations. This program will expand on our innovative coursework; create workshops and training sessions; provide research opportunities with our world-class faculty; and broaden field immersion experiences.

We will make our vigorous research and teaching resources easier to find and use in the service of designing thriving organizations. To this end, we’ll build a system to organize our content in a way that is usercentric and accessible. Are you an alum looking for a research article from your capstone course on thriving? Are you a working professional looking for information on creating a strengths-based workplace? We can help.

T HI R D

FI R ST

Over the next three years, CPO will focus on expanding specific areas that will further develop our students and energize and inform our community.

We will support and expand on the research that uniquely defines us and enhances the student experiences. We will develop ways to measure our impact on students and create postdoctoral research opportunities.

IMPACT REPORT 2020

YEAR AT A GLANCE Here’s a brief look at what we accomplished during the 2018-19 academic year.

Our 135 +LAB and Magnify students spent

7,967 HOURS

Cross-campus POS interest

We drew in students from

Learning about POS with us

2/3

OF ALL U-M ACADEMIC AREAS

That’s 12 of the 18 U-M schools and colleges, like environment and sustainability, medicine, public policy, and business

Real world experience

Our students had meaningful engagement opportunities with

ORGANIZATIONS AND COMPANIES

Our students are thriving The individual thriving of students increased after their participation in our Magnify Immersion Program.*

Advancing the field

149

NEW PAPERS OR ARTICLES

were submitted for inclusion in the 2019 POS Research Conference

Our research to practice tools were use by

9,200+ PEOPLE

• Reflected Best Self Exercise • Job Crafting Exercise • The Positive Leadership Game • Task Enabling Exercise • The Positive Organization Learning Map

Organizations include • Bill and Melinda Gates Foundation

• Miami HEAT

• Intel

• Yale University

• United Airlines

*This data is part of an ongoing study investigating the engaged learning and transformation impact of the Magnify action learning program.

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

Growing body of affiliated researchers

562

Our Positive Organizations Consortium grew

NEARLY

PEOPLE AROUND THE WORLD

20%

• Logitech

• DuPont

• Meijer

• KPMG

• Kimberly-Clark • Owens Corning • VMware

We created

TEACHING CASES AVAILABLE

for students to learn how POS has been adopted by some of the top global organizations TEACHING CASES HAVE EXPLORED POS PRACTICES IN ORGANIZATIONS SUCH AS: • Burt’s Bees

• Reuters

• DTE Energy

• Southwest Airlines

• LinkedIn

• Zingerman’s Community of Businesses

• Prudential Financial

• The Central Intelligence Agency • Humana

Have chosen to be part of our closeknit research community

Teaching resources

Inaugural and current member organizations include:

We produced

35 3,587

VIDEOS OF POS CONTENT

totaling 18 hours and 40 min

Our Tweets garnered

214,900 IMPRESSIONS And the fan favorite: U-M Positive Orgs @PositiveOrg

EVENTS THAT

PEOPLE REGISTERED TO ATTEND

Our own Kim Cameron is talking to Michigan coaches (like @umichhockey’s Red Berenson) about team building, leadership, and what it takes to win in this new podcast series! http://myumi. ch/LqM4w @UMichAthletics @MichiganRoss #GoBlue #UMpositive pic.twitter.com/dt5hvCxfc0

IMPACT REPORT 2020

I M PAC T STORIE S

C.J. AZUBUINE

GRACE LINDEMAN

CPO ALUMS WELCOMED AT FORTUNE 100 COMPANY

A FIRST-GEN COLLEGE STUDENT HITS HER STRIDE AT CPO

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

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S C OT T S O N E N S H E I N

JASON WILBURN

R O G E R N E W TO N

CPO INSPIRES SUCCESSFUL RESEARCHER AND AUTHOR

BRINGING THE BENEFITS OF POS TO THE WORKPLACE

FINDING FULFILLMENT, A SUCCESSFUL CEO GIVES BACK

IMPACT REPORT 2020

I M PA C T S TO RY

C.J. AZUBUINE

CPO ALUMS WELCOMED AT FORTUNE 100 COMPANY

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

“What I learned in the +LAB was invaluable. It was powerful and empowering, and gave me a competitive edge as I entered the workplace.”

As C.J. Azubuine considered his MBA future, one thing differentiated Michigan Ross from all other business schools: the Center for Positive Organizations (CPO). “From my research on MBA programs, nothing like CPO existed anywhere else,” C.J. explained. “The realization that you can work towards your strengths, instead of focusing on weaknesses, and still flourish in the work environment are concepts that aren’t taught in other schools.” In his first year as a student, C.J. joined the +LAB program to learn all he could about Positive Organizational Scholarship (POS) principles and how to apply them. “What I learned in the +LAB was invaluable. It was powerful and empowering, and gave me a competitive edge as I entered the workplace. It allowed me to land my role with Cisco Systems. It was an easy match because the Cisco position involved developing strengths-based training and that was a big focus of my time at CPO,” he said. C.J. has become an ambassador for how to apply POS principles at a Fortune 100 company. In collaboration with CPO, C.J. and another Cisco employee and +LAB alum, Michele Day (AB '18), are working on a case study to show how strengthsbased coaching was implemented at Cisco.

The case study will be used inside and outside the classroom to demonstrate how POS research can be translated and applied to an organization. “The goal is to show students that what they’re learning in the classroom is not just theory, but that there’s the opportunity for real-world application,” C.J. said. C.J. has also become an unofficial POS recruiter for Cisco. “After hiring me, and learning about how POS can improve an organization, Cisco purposefully looked to hire others who had the same skills,” he said. C.J. recruited Michele and Cisco managers have encouraged him to bring more CPO alumni into the company. “When we’re looking for talent, I look to CPO,” he said. He says the principles that he’s learned and practiced have benefits well beyond the workplace. “You see that when people engage with positive practices, they tend to flourish in whatever setting they’re in. Whether it’s showing up for your family or participating in a club, this will help you engage at another level.”

C.J. Azubuine is a people consultant for Cisco Systems and earned his MBA from Michigan Ross in 2016.

IMPACT REPORT 2020

I M PA C T S TO RY

GRACE LINDEMAN

A FIRST-GEN COLLEGE STUDENT HITS HER STRIDE AT CPO

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

“The Magnify Immersion Program transformed my view about what I can be and what business can be.”

College is stressful for many young people. But as a first-generation college student unfamiliar with the expectations and demands of Michigan Ross, Grace Lindeman found the transition to be particularly challenging. But then, she discovered the Center for Positive Organizations (CPO). “It was the first time I felt like I had a home at Ross,” she said. “It completely changed everything for me.”

“The principles of POS focus on everything accountants care about—helping companies allocate their resources in ways that best support the company and its employees. The result is more engaged employees, lower turnover, less absenteeism, and reduced health care costs,” she said. “These are elements that are so important, but a lot of companies just aren’t focused on them.”

CPO’s mission resonated with Grace and inspired her to pursue a career using business as a force for good. As a student in the Magnify Immersion Program, she learned how to put this passion into practice. Magnify showed her how organizations can change people’s lives and positively impact the world. “It transformed my view about what I can be and what business can be.”

After graduation, Grace has accepted a position as an audit associate at Deloitte. “During the interview process, I think Deloitte saw the value in the skills I learned at CPO. And that gave me a leg up over the competition.”

Magnify impacted Grace so deeply, she was eager to stay connected to the Center as she earned her undergraduate and graduate degrees. So the following year, she became a Lead Fellow for the +LAB program—a co-curricular program designed to immerse students in the theory and practice of Positive Organizational Scholarship (POS). Now in her third year in this role, she appreciates the value of everything she has learned.

Grace hopes to be a change agent at Deloitte, applying what she’s learned to help clients improve their businesses. “The Center for Positive Organizations equipped me with the resources to make a positive difference in any organization,” she said. “The more that companies get involved, the more they will realize the benefit.”

Grace Lindeman earned her Bachelor of Business Administration degree in 2019 and will graduate with a Master of Accounting from Michigan Ross in May 2020.

IMPACT REPORT 2020

I M PA C T S TO RY

S C OT T S O N E N S H E I N

CPO INSPIRES SUCCESSFUL RESEARCHER AND AUTHOR

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

“The faculty at the Center have taught me how to approach research in a way that’s been helpful for my own work, encouraging me to focus on questions that really matter. “

Scott Sonenshein says he has the Center for Positive Organizations (CPO) to thank for his successful and fulfilling career. Scott is professor of management at Rice University and a prolific author, writing for both academic and mainstream publications including Fast Company, Inc., The New York Times, and Time. The faculty pioneering the field of Positive Organizational Scholarship (POS)—who would go on to found CPO—were a big reason he chose the PhD program at Michigan Ross. He saw synergy between using a positive lens to improve organizations and his research interests. While many scholars explore unethical behavior, Scott focuses on what’s working right. “I was able to take what was a seed of interest and really cultivate it into something richer,” he said.

Professional Life, focuses on organizing a physical workspace and providing guidance on such tasks as how to run a meeting that keeps people energized. “Many of the ideas in the book, including how to build high-quality connections that matter, draw off of POS research,” he said. “Even the title speaks to POS principles.” Scott is grateful for the support of his CPO colleagues. “The faculty at the Center have taught me how to approach research in a way that’s been helpful for my own work, encouraging me to focus on questions that really matter. Almost every piece of research I have published, I have presented at Center gatherings,” he said. “You get the most amazing, nurturing feedback. It’s had a huge impact on my work.

After receiving the 2012 Award for Outstanding Published Article in POS, he recalls that Jane Dutton, one of the co-founders of CPO, said to him, “This is amazing. You should write a book about this.” The result was Stretch: Unlock the Power of Less, which became a Wall Street Journal best seller.

“This is an organization whose mission I strongly believe in,” he said. “I think it’s had a tremendous impact in shaping conversations in organizational behavior. Being involved in the Center is the most important contribution I can make.”

Stretch focused on how to activate resourcefulness to solve problems and it led to a collaboration with Marie Kondo, the world-renowned expert in decluttering. Their book, Joy at Work: Organizing Your

Scott Sonenshein (PhD ‘07) is the Henry Gardiner Symonds Professor of Management at Rice University and a faculty affiliate of the Center for Positive Organizations.

IMPACT REPORT 2020

I M PA C T S TO RY

JASON WILBURN

BRINGING THE BENEFITS OF POS TO THE WORKPLACE

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

“Co-learning about Positive Organizational Scholarship with so many types of organizations has been an incredible opportunity. I’ve learned how different companies tackle the same issues, like employee engagement.”

When Jason Wilburn enrolled in a Michigan Ross Executive Education course nearly ten years ago, his expectations were tempered: a chance to visit his undergraduate alma mater and nearby in-laws, and maybe take away a few interesting management tips. What he didn’t expect was that this course— taught by co-founders of the Center for Positive Organizations (CPO)—would be transformative. As someone who studied organizational behavior in college, “The content aligned with my thoughts and ideas of how to run an organization and my personal views of the world,” he said. “That planted the seed.” He immediately started keeping a gratitude journal and following the academic research. He was determined to apply these concepts to his professional life. While at Conco Services, he launched a “Year of High-Quality Connections” initiative that was inspired by CPO co-founder Jane Dutton’s research. This program, along with other positive-themed initiatives like a gratitude project, contributed to reduced turnover, increased revenues—from three million to eight million in less than three years—a reduction in safety incidents, and an increase in customer satisfaction. Jason said that launching this program in the maledominated manufacturing sector, which is typically averse to trying new practices, was especially challenging. But the outcomes wowed management.

“The results showed that small gestures and changes can bring big results, leading to greater success. I absolutely believe it makes a difference,” he said. Interested in learning even more about Positive Organizational Scholarship (POS) and how to apply it, Jason joined the Center’s Positive Organizations Consortium, a peer-to-peer learning and networking cooperative. “Co-learning about POS with so many types of organizations has been an incredible opportunity. I’ve learned how different companies tackle the same issues, like employee engagement. It’s created a space where I could really get creative in generating new ideas and approaches,” he said. When Jason’s career path led him to Foerster Instruments as their new president, a condition of accepting the position was that Foerster committed to becoming a member of the Consortium. Jason has seen first-hand the way that incorporating POS concepts can completely transform an organization. “Identifying what’s going well and acknowledging and celebrating that is a difficult concept in the business world,” he said. “But when you can focus on what works instead of focusing on ways to fix what’s going wrong, it changes the entire attitude and culture of the organization.”

Jason Wilburn (AB ’94) is the president of Foerster Instruments and a Positive Organizations Consortium member.

IMPACT REPORT 2020

I M PA C T S TO RY

R O G E R N E W TO N

FINDING FULFILLMENT, A SUCCESSFUL CEO GIVES BACK

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

It was a chilly fall night when Roger Newton entered a local bookstore, desperate for some career inspiration and a warm drink. As he walked through the store he thought, “I need some help. I wish someone would just give me a sign.” That’s when he nearly tripped over the book Deep Change: Discovering the Leader Within. Over the course of that weekend, Roger read the book cover to cover then reached out to the author, Robert E. Quinn. Bob, one of the co-founders of the Center for Positive Organizations (CPO), proudly introduced him to the Center and its researchers, programs, and students. That fortuitous exchange significantly altered Roger’s career path and dramatically changed his life for the better. With Bob’s encouragement and a newfound purpose, Roger started Esperion Therapeutics. Over the next 5+ years, Esperion became a highly successful company with an innovative and positive workplace culture founded on the principles of Positive Organizational Scholarship. Roger is determined to help others experience their own remarkable transformations and recognizes that his financial support of CPO can help make that happen. Roger is particularly interested in the success of students in the Magnify Immersion Program and has provided numerous student scholarships over the years.

“Seeing Magnify’s impact is absolutely inspiring. I have seen students discover their own positive identities and learn how to strengthen the workplace environment so that everyone can reach their potential. It’s especially powerful to witness the emergence of a future leader who is confident and believes they can make a positive difference in the world,” Roger explained. “Magnify offers a learning environment unique to the college experience. It is where students are equipped to be leaders who will build more positive and productive workplaces and where they discover untapped possibilities and thrive.” The benefits don’t stop there. “As these positive capabilities— such as resilience, gratitude, and compassion—spill over into their personal lives, their lives become happier too,” he added. Roger is thrilled to be a part of an organization that has enabled him to flourish. “It’s a joy to be involved. I’ll be with CPO as long as they’ll have me,” he said.

Roger Newton is the founder of Esperion Therapeutics, Inc. and an executive in residence of the Center for Positive Organizations.

IMPACT REPORT 2020

RE SEARCH SPOTLIGHT S

S H I R L I KO P E L M A N

UNLOCKING RESOURCES WITH A POSITIVE LENS

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

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LINDSEY D. CAMERON

D AV I D M . M AY E R

A PERSONAL INTEREST IN THE GIG ECONOMYâ&#x20AC;&#x2122;S IMPACTS

UNLEASHING THE POWER OF FEMININE TRAITS IN THE WORKPLACE

IMPACT REPORT 2020

RESEARCH SPOTLIGHT

S H I R L I KO P E L M A N

UNLOCKING RESOURCES WITH A POSITIVE LENS

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

“Applying a positive lens has enriched my research, fueled my teaching, and distinguished my impact on practice.”

Shirli Kopelman has contributed significantly to the work of the Center for Positive Organizations (CPO), most recently as a co-author of a pivotal new conceptual article. “The Conceptual and Empirical Value of a Positive Lens: An Invitation to Organizational Scholars to Develop Novel Research Questions” demonstrates how research through a positive lens can be used to unlock resources in any type of organization. It assumes that people have the potential for good and want to behave in ways that lead to improved well-being. “The significance of the article is that it demonstrates how a positive lens can be applied to any discipline to help researchers see phenomenon from a different perspective and explore their research domain in an entirely new way,” Shirli said. It offers guidance for prospective researchers that advances the field of Positive Organizational Scholarship (POS) and engages a whole new group of scholars. A lot of research is about fixing things that are broken. Research with a positive approach focuses not only on how it works right, but how it can be extraordinary. It can help foster improved well-being of people, organizations, and their work environment. “Resources are abundant in organizations, yet there’s a constant challenge in recognizing them, engaging in collaborative strategies to put them into practice, and mobilizing them in a way that benefits everyone,” Shirli noted.

Contributing to the leadership of CPO has inspired her over the years. As the Center’s former research director, Shirli said leading the biennial POS Research Conference was a high point. The conference brings together people from around the world to present and discuss their research and energizes them as they continue to pursue it. “Our Community of Scholars helps researchers articulate, design, develop, and empirically test new ideas,” she said, “and it provides a great resource to receive feedback on ideas and engage in new collaborations.” Shirli is best known for her groundbreaking work on negotiations. Her research has uncovered insights into the way emotions—even those perceived to be negative—can be a beneficial resource, and how a cultural lens is beneficial for promoting cooperation in competitive settings. After distilling years of research, teaching, and coaching into an integrated framework, Shirli authored the book, Negotiating Genuinely: Being Yourself in Business, which applies a positive lens to the field of negotiations. “Applying a positive lens has enriched my research, fueled my teaching, and distinguished my impact on practice. I believe the Center for Positive Organizations helps people have the courage to look at things they care about and to conduct meaningful work,” Shirli remarked.

Shirli Kopelman is a clinical professor of management and organizations at Michigan Ross and a core faculty member of the Center for Positive Organizations.

IMPACT REPORT 2020

RESEARCH SPOTLIGHT

LINDSEY D. CAMERON

A PERSONAL INTEREST IN THE GIG ECONOMYâ&#x20AC;&#x2122;S IMPACTS

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS Photo: Shira Yudkoff

“It made me curious about how changes in the modern workplace ... affect workers in the gig economy. It’s what led me to study how people interact with algorithms, instead of a supervisor. “

It was hard for Lindsey D. Cameron to watch her mother struggle after being laid off from her job as a manager of a call center, going from one gig job to the next. “She worked really hard at multiple jobs, like stocking groceries and working at concession stands,” Lindsey said. “It made me curious about how changes in the modern workplace, like algorithms, short-term contracts, and variable pay, affect workers in the gig economy. It’s what led me to study how people interact with algorithms, instead of a supervisor. Algorithms are the glue of gig work: from hiring and firing, to evaluation of work, and how people are paid,” Lindsey explained.

Lindsey’s initial research focused on the largest employer in the gig economy, the ride-hailing industry, which she experienced first-hand as a driver for three years. She studied the role of algorithms in managerial control and why people comply with or break the rules. “It’s so counterintuitive, but I found that people still feel autonomous even though they are being managed by an algorithm. They find a sense of freedom without having co-workers or direct contact with a manager,” she said.

This research is important because numerous forecasts show that nearly half of U.S. occupations are at risk of automation in the next 15 years and at least 70% will require some interaction with digital technology.

Thanks to her exposure to POS, the Center for Positive Organizations (CPO), and Michigan Ross, Lindsey has been able to take on ambitious projects. “I’m grateful that I’ve been allowed to think big and swing for the fences,” she said. She plans to stay connected to CPO to pay homage to the special place where the seed of her POS interest was planted. “If you care about the world, you care about POS. It’s just that simple.”

Lindsey uses the lens of Positive Organizational Scholarship (POS) to focus her research on the human side of algorithms. “The core theme of my work is that algorithms don’t exist in a vacuum. Humans write them. There’s no getting away from the human element of work no matter how technically efficient we’re getting.”

Lindsey D. Cameron is an assistant professor of management for the Wharton School at the University of Pennsylvania and a faculty affiliate of the Center for Positive Organizations. She anticipates receiving her PhD from Michigan Ross in spring 2020.

IMPACT REPORT 2020

RESEARCH SPOTLIGHT

D AV I D M . M AY E R

UNLEASHING THE POWER OF FEMININE TRAITS IN THE WORKPLACE

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

“Positive Organizational Scholarship principles have been pivotal in framing my research perspective. Using a positive lens on research makes you ask different questions than you might have before.”

David M. Mayer is unapologetically a feminist. And he’s boldly leading the way with research that hopes to answer the question: Why are men often discouraged from expressing stereotypically feminine characteristics that actually could help them become more effective leaders and be allies for gender equality? While men are more likely to be seen as leaders, research shows women are more likely to be effective leaders, he says. That’s because their feminine qualities, like listening and being compassionate and nurturing, are the ones that help people succeed at work. Being held to traditional, rigid masculine standards has made it challenging for men. “My hope is to find a modern form of masculinity that provides the type of social connections that allow men to live healthier lives,” David said. His research is especially timely in the wake of the #MeToo movement which has highlighted appalling and unacceptable behavior by some men towards women. “The goal is obviously not to condone this behavior. The goal is to allow men to be more open and vulnerable which could create a more hospitable work environment where women can thrive,” he noted.

A prolific researcher, David has been published in numerous academic journals and is regularly featured in many of the nation’s most widely read publications, from Harvard Business Review and The Conversation to Fast Company and Fortune. “Positive Organizational Scholarship principles have been pivotal in framing my research perspective,” he said. “Using a positive lens on research makes you ask different questions than you might have before.” David is also a leader in studying behavioral ethics in organizations. He’s especially interested in those who are ethical almost all the time, despite temptations. “Applying a positive lens helps me assume people’s best intentions, and is useful for designing interventions that help people be the type of person they want to be,” he said. David’s next project is a book on men and masculinity. “I’m featuring successful male leaders who display communal qualities, along with additional traits typically associated with women, like compassion. I hope this book will inform the discussions taking place across the American landscape today, especially related to gender equality,” he said.

David M. Mayer is the Jack D. Sparks Whirlpool Corporation Research Professor of Business Administration at Michigan Ross and research director of the Center for Positive Organizations.

IMPACT REPORT 2020

OUR HISTORY

Lynn Wooten, Robert E. Quinn, Jane Dutton, Kim Cameron, and Wayne Baker (L-R) accept the 2010 Joanne Martin Trailblazer Award from the Academy of Management.

The Center for Positive Organizations is housed at the Stephen M. Ross School of Business, a top-ranked business school comprised of purposedriven leaders, researchers, and lifelong learners creating innovative solutions to the world’s most complex business challenges. Historically and collectively, we are committed to building a better world through business. Below are a few highlights of our near twenty-year history.

Positive Organizations Consortium meetings enable peer-to-peer learning and collaboration.

2001

2003

2009

• Positive Organizational Scholarship (POS), a new field of inquiry in management science, founded at the University of Michigan Ross School of Business.

• Research to Practice Tool: Reflected Best Self Exercise

• POS Summer Fellows program established: Undergraduate and graduate students assist with faculty projects and engage in POS learning sessions.

• Inaugural POS Research Conference with 40 scholars in attendance; conference subsequently held biennially with 200+ attendees in 2019.

2002 • Center for Positive Organizational Scholarship established at Michigan Ross by Kim Cameron, Jane Dutton, and Robert E. Quinn, later becoming the Center for Positive Organizations (CPO). • Positive Links Speaker Series established: Leading POS scholars present inspiring and practical research-based strategies for building organizations that thrive. • Community of Scholars established: A network of POS scholars around the world.

• POS integrated into core MBA course, “Human Behavior and Organizations: Managing for Excellence in Work Organizations.”

2004

• First POS teaching case published.

• Research Incubator established: A developmental space for POS scholars to share research and receive feedback.

2010

• Inaugural Gathering of POS Scholars at the Academy of Management Annual Meeting: Leading POS scholars build community and generate energy about the possibilities created by applying a positive lens.

2005 • Inaugural POS-themed Michigan Ross Executive Education program established, “Leading the Positive Organization.”

2008 • CPO established and awarded the first biennial Award for Outstanding Published Article in Positive Organizational Scholarship. • Research to Practice Tool: Job Crafting Exercise

• First POS-focused postdoctoral research fellow named, fully supported in partnership with Humana.

MICHIGAN ROSS CENTER FOR POSITIVE ORGANIZATIONS

• Academy of Management presented CPO with the Joanne Martin Trailblazer Award for opening a new field of inquiry in management science.

2011 • The Oxford Handbook of Positive Organizational Scholarship, first major resource for scholars and professionals interested in learning about POS, published.

2012 • Academy of Management presented CPO with the Research Center Impact Award in recognition of its extensive influence on management practices.

Mari Kira and Amy Young (L-R) at the biennial 2019 Positive Organizational Scholarship Research Conference.

Adam Grant, a University of Michigan alum, encourages people to unleash their creativity during his 2017 ‘sold out’ Positive Links session.

Nearly 300 2014 Positive Business Conference attendees played The Positive Leadership Game, a research to practice tool.

2013

2015

2018

• U-M undergraduate and graduate students joined CPO’s first student program (+LAB).

• U-M undergraduate students enrolled in the first offering of the Magnify Immersion action learning course.

• 200th Adderley Positive Research Incubator session.

• Inaugural Research Advisory Board established: Barbara Fredrickson (University of North Carolina at Chapel Hill), Adam Grant (University of Pennsylvania), Scott Sonenshein (Rice University), and Amy Wrzesniewski (Yale University).

2014 • Positive Organizations Consortium established: Peer-to-peer learning and networking cooperative to enhance the effectiveness and sustainability of positive organizational change. • “The Science of Flourishing at Work and Beyond: The Foundations of POS” course created and offered to U-M undergraduate and graduate students. • Research to Practice Tool: The Positive Leadership Game • Research to Practice Tool: Task Enabling Exercise • Inaugural Michigan Ross Positive Business Conference for business leaders produced by CPO.

• Executives in Residence program established.1 • 100th Positive Links Speaker Series session.

2016 • Research Incubator renamed Adderley Positive Research Incubator to honor the generous support of Terence E. Adderley, CPO’s first major donor.

• Positive Organizations Consortium surpassed 50 organizational members. • Research to Practice Tool: The Positive Organization Learning Map. • Community of Scholars surpassed 500 members.

2019 • New members joined Research Advisory Board. 2

2017 • Inaugural POS Teachers’ Gathering: Faculty from across U-M’s campus share best practices for teaching with a positive lens.

1 EXECUTIVES IN RESIDENCE

Inaugural member Fred Keller (founder and chair, Cascade Engineering) was later joined by Roger Newton (founder, Esperion Therapeutics), David Drews (former EVP and CFO of Project: WorldWide), Rick Haller (former president and COO, Walbridge), Ron May (former EVP of DTE Energy), and Laurita Thomas (former University of Michigan associate vice president of Human Resources). 2 RESEARCH ADVISORY BOARD MEMBERS

Arne Carlsen (BI Norwegian Business School), Brianna Caza (University of Manitoba), Stephanie Creary (University of Pennsylvania), Theresa Glomb (University of Minnesota), Christopher Myers (Johns Hopkins University), Olivia (Mandy) O’Neill (George Mason University), Ace Simpson (Brunel University London), and John Paul (J.P.) Stephens (Case Western Reserve University).

IMPACT REPORT 2020

CENTER FOR POSITIVE ORGANIZATIONS Stephen M. Ross School of Business University of Michigan 701 Tappan Street Ann Arbor, MI 48109-1234

REGENTS OF THE UNIVERSITY OF MICHIGAN

Paul W. Brown Ann Arbor

PRODUCTION CREDITS Editorial and Creative Directors Angie Ceely Katie Trevathan

Jordan B. Acker Huntington Woods Michael J. Behm Grand Blanc Mark J. Bernstein Ann Arbor Shauna Ryder Diggs Grosse Pointe Denise Ilitch Bingham Farms Ron Weiser Ann Arbor Katherine E. White Ann Arbor Mark S. Schlissel (ex officio)

NONDISCRIMINATION POLICY STATEMENT The University of Michigan, as an equal opportunity/affirmative action employer, complies with all

Designer Daina Fuson Contributors Robert Bain Mark Bialek Adam Brodax Betsy Erwin Julie Halpert

Effective January 1, 2019 through January 1, 2021

applicable federal and state laws regarding nondiscrimination and affirmative action. The University of Michigan is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender

Esther Kyte Tommy LaVergne Corey Seeman Peter Smith Austin Thomason

identity, gender expression, disability, religion, height, weight, or veteran status in employment, educational programs and activities, and admissions. Inquiries or complaints may be addressed to the Senior Director for Institutional Equity, and Title IX/Section 504/ADA Coordinator, Office for Institutional Equity, 2072 Administrative Services Building, Ann Arbor, Michigan 48109-1432, 734-763-0235, TTY 734-647-1388, institutional.equity@umich.edu. For other University of Michigan information call 734-764-1817. © 2020 Regents of the University of Michigan