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- What is the organization hoping to accomplish with the intervention?
- Who is the target of this intervention (e.g. employees, managers, etc.)?
- What population is this intervention intended for? (e.g. type of organization or industry)?
- What problem does this intervention seek to solve, and/or what positive outcome does this intervention seek to enhance or create?
2. Has the presenter adequately described the components of the intervention?
- What are the psychological (or physical) mechanisms this intervention seeks to impact? (e.g. Would it work by creating positive habits of attention? By increasing self-efficacy? By causing a positive physiological shift?)
- What are the expected outcomes and practical results you would anticipate from its implementation? (e.g. Would it result in more positive emotions? Greater productivity at work? Reduced crime rates?)
3. Has the presenter provided empirical and theoretical evidence for the intervention?
4. Has the presenter made a strong case for his or her intervention?
5. Does the implementation plan seem well thought-out and appropriate for the population? If the team already implemented the plan, did they adequately describe their thought-process and learning?
6. Do the expected outcomes seem supported by evidence? If the team already tested the intervention, were the outcomes well measured and explained? Do you think this intervention would work with other populations?
Hi Jessica, thank you for sharing your idea. I am intrigued and keen to learn more. Where might I find your book online please? Thank you, Dina
Hi Jessica, I also study job crafting and am looking forward to hearing about the results (whether at the Congress or in a follow-up paper). Congratulations on putting together different active ingredients to have an effective intervention. According to you, what are the next steps if your intervention works/has positive results?
Hi Jessica. Thank you very much for sharing your intervention in this fantastic video. I really think that it is brilliant! I am convinced that these kinds of synergetic proposals could be a very suitable intervention designs for organizations. They combine several psychological resources both online and classroom sessions. I think that this is important to help employees to participate in positive interventions and training when they can not invest much time in them. I read your thesis and I enjoyed it. It will be fantastic to know more about PEP talk results and outcomes. I am in the last year of my doctoral studies. My topic is about positive interventions, and I believe my research is very similar to your proposals.
I only have one question related to the personal feedback report: Do participants compare their own results with a general BM or do they compare with their collegues results?
Good luck!
Best,
Thanks Jessica for an interesting and motivating presentation. The aim of PEPtalk to increase employee engagement, energy and performance are clearly aligned to positive psychology. The design of your intervention is very clear and you have based it on relevant science such as job crafting, strengths use, job resources and recovery. The survey, reflection, class time and buddy system will all be helpful in encouraging employee to use their strengths more at work and, thus, enhance their engagement, energy and performance. I look forward to hearing the results in Montreal.
Hi Jessica! I really enjoyed watching the video and listening to your clear and scientifically based explanation. It was very clear and colorful! Thank you!. I strongly believe in celebrating the positive qualities of workers and students!!! Thank you for sharing and I do hope to listen to the results in Montreal!!!
Hi Jessica – I really enjoyed your video – it was clear, concise and your visual clearly explained the steps, process and actions. I think having a buddy system works well for accountability and sharing ideas and approaches. I look forward to hearing your results at Montreal also. Thanks for sharing
Jessica, work engagement is an important issue for employees and organizations. You smartly included job demands and resources theory and recovery in your intervention (along with job crafting and strengths use). I would like to learn more about how managers and organizations will support their employees in their efforts to “alter their work environments” particularly as it relates to job demands and resources. I will look forward to seeing your results with your current test and would be interested in seeing post-test results several months after the intervention. Hopefully we can continue this discussion within the WOD.