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Critical Analysis of Existential and Person-Centered Theory and Therapy Introduction Each unit introduces you to major theories within the field of counseling and psychotherapy. In this unit, you will read about existential and person-centered theories and therapies. This is your opportunity to demonstrate your understanding of the theories through a critical analysis journal entry. While it is acceptable to express your opinions within the analysis, it is essential that you back them up with evidence. This assignment is foundational for meeting CLO 1, and it assesses ULOs 3.1 and 3.3. Instructions Write a 4- to 5-page, double-spaced paper critically analyzing theoretical approaches presented in this unit: existential and person-centered theories. The purpose of critical analysis is not merely to inform, but to evaluate the worth, utility, excellence, distinction, and validity of the theories that were introduced within the unit. Include the relevant core principles of each theory and explain how these principles can be applied when working with clients. While it is acceptable to express your opinions within the analysis, it is essential that you back them up with evidence. Your paper should include the following: Introduction: Briefly outline the main ideas of the theories. Summary: Explain the key points of the theories and provide some examples. Analysis: The analysis should be a balanced discussion and evaluation of the strengths, weaknesses, and notable features of each theory. Critically state what you like and dislike about the theories. Assess what it would be like to use these therapeutic approaches when working with clients. Determine effectiveness. Back up your opinions with specific details from the text and research articles. Conclusion: Summarize your key points and highlight a few ideas for further consideration. References: Cite your textbook and outside sources that you used in your review.

Part 1: In this unit, you listened to the Halloway et al. (2021) podcast episode titled Making Common Factors Common in EBP Practice. The following questions pertain to this resource.

A. Share your reaction to what you learned about the common factors in this podcast. Considering the common factors that the speakers listed, identify 2 or 3 that stood out to you as surprising. Or most important? Hardest/easiest for a clinician to do? Remember to explain your thinking so that we can follow along with your train of thought and join in; briefly describe the podcaster’s position on those point, too (what were some things they said that stood out?).

B. One of the speakers used a scaffolding metaphor to explain the relationship between the common factors and empirically based, protocol-driven therapy practices. Given what you know now about this relationship, what metaphor would you use? Apply this metaphor to the speakers example of doing exposure therapy with his trainee (found between minutes 21:00- 25:00).

C. If you were in the room with these clinicians while they were recording the podcast, what questions would you have for them? What would you want to know more about? How would knowing this help you better understand the relationship between the common factors and empirically-based practice?

D. Combining what you have learned in this podcast episode with what you read in Chapter 10, offer your perspective on the value of empirically-supported therapies.

Part 2: One of the subheadings in your text reading asks: Does psychotherapy work? How would you answer this question? Bring in specific, cited supporting points from your reading to justify your answer.

Part 3: Read through Section 10 of the APA Ethics Code the section of the code that outlines ethical therapy practice. Of the 10 standards listed, identify two of them that stand out to you and offer:

a. Your general reaction to them.

b. What you see as the importance/value of that standard to the client, to the therapist, and to the field of psychology.

Introduction

For this assessment, you will complete a self-assessment of your leadership strengths, and then use it to write a paper on opportunities and strategies for future development.

An important characteristic of a leader is the ability to assess and develop one’s own skills and effectiveness as a leaderself-awareness and self-management are critical to being a successful leader. This is often referred to as self-leadership (Manz et al., 2016). According to the Society for Industrial and Organizational Psychology (SIOP, 2016) education and training guidelines, self-leadership is an important, emerging focus for the education of industrial-organizational (I-O) psychologists.

Additionally, knowing how to capitalize on one’s strengths, as well as how to overcome shortcomings, is a common theme across different approaches to leadership development.

One approach comes from the field of positive psychology, which became popular through the work of Martin Seligman, past president of the American Psychological Association (APA). Strategies from positive psychology show promise in consulting to leaders.

While positive psychology favors the enhancement of personal strengths rather than dwelling on weaknesses, it does not advocate that personal challenges should not be addressed. Instead, the theory is that by working with a client from a perspective of strengths, it is possible to address areas of challenge and enhance a leader’s work. The Clifton StrengthsFinder is one strengths-based assessment that is widely used for the purpose of building on strengths (Rath & Conchie, 2009).

To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.

For the following questions, refer to the article by Welch, Grossaint, Reid, and Walker (2014), “Strengths-Based Leadership Development: Insights from Expert Coaches,” listed in the “Leader Development” resource activity.

• How do leadership strengths evolve over a long period of time? Are these strengths sustainable?
• In what ways can professional leadership coaching help people reach their leadership potential?
• How can a coach help to sustain a person’s leadership strengths over time?

References

Manz, C. C., Houghton, J. D., Neck, C. P., Fugate, M., & Pearce, C. (2016). Whistle while you work: Toward a model of emotional self-leadership. Journal of Leadership & Organizational Studies, 23(4), 374386.

Rath, T., & Conchie, B. (2009). Strengths based leadership: Great leaders, teams, and why people follow. Gallup Press.

Society for Industrial and Organizational Psychology (SIOP). (2016). Guidelines for education and training in industrial-organizational psychology [PDF]. http://www.siop.org/Instruct/SIOP_ET_Guidelines_2017.pdf

Preparation

A key characteristic of effective leaders is the ability to continue to assess one’s own skills and development. In order to self-assess, a wide range of leadership assessment tools are available for determining one’s strengths and potential areas of improvement as a leader.

Using the optional strengths-based assessments in the “Self-Assessment Tools and Strengths-Based Applications” resource activity or other strengths-based assessments you find from the Capella library or other reputable Internet sources, research different leadership assessment tools and complete a strengths-based assessment.

You can select a leadership assessment of your choice. If you opt to use the StrengthsFinder assessment, be sure to procure a new copy of the accompanying text by Rath and Conchie (2009), Strengths Based Leadership, for an access code. You may also wish to explore the Values in Action (VIA) personality strengths test, which provides a classification of strengths.

For this assessment, imagine that you are preparing for a year-end performance review. Your organization recognizes the value of a strengths-based assessment, and your manager has asked you to complete one as part of your year-end review. It may help you to use a current or previous position as the context for your writing.

Requirements

Prepare a 35 page paper that answers the following:

• Assesses one’s strengths as a potential leader, based on results from the chosen self-assessment tool.
• What are your own strengths as a potential leader, based on results of the self-assessment tool?
• Describe a time when that strength operated strongly in your work or life.
• Is there anything that might help you use one of your strengths more fully now in your work or life?
• Do you feel the assessment adequately and accurately described your strengths and potential opportunities for development as leader? Why or why not?
• Propose key strategies for further development as a leader.
• How might you build for the future on one of your strengths identified by the assessment?
• What are key areas of opportunities and potential strategies for your further development as a leader, according to your results from the assessment and the literature on strengths-based leadership development?
• Analyze applicability of strengths-based leadership theories for enhancing leadership effectiveness.
• How does the process for assessing your own leadership abilities connect with strengths-based theory grounded in positive psychology, using the tool you selected?
• How helpful are strengths-based theories in helping enhance leadership effectiveness?
• How does knowing the strengths of others help leaders to coach people and improve performance on a team?

Be sure to provide at least three references to support your analysis.

Additional Requirements

• Written communication: Ensure written communication is free of errors that detract from the overall message.
• APA formatting: Format your paper according to current APA style and formatting.
• References: Minimum of three peer-reviewed resources to support your paper.
• Length: Submit 35 typed and double-spaced pages.
• Font and font size: Use Times New Roman, 12-point font.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 2: Evaluate the relevance and applicability of theories of leadership.
• Analyze applicability of strengths-based leadership theories for enhancing leadership effectiveness.
• Competency 3: Apply processes for your leadership development and for developing leadership in others.
• Assess one’s strengths as a potential leader based on results from the chosen self-assessment tool.
• Propose key strategies for further development as a leader.
• Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the psychological professions.
• Use grammar, punctuation, and mechanics expected of graduate-level composition and expression.
• Use current APA format and style.