Get your questions answered.


What is Positive Psychology?2021-06-02T18:11:51+02:00

Positive Psychology is the applied scientific study of optimal human functioning and behaviour in individuals, communities, and institutions. Psychology and Positive Psychology are both human social sciences that have the same fundamental purpose, but tackle it from different sides. Positive Psychology’s intention is to generate evidence-based practice that people can learn and apply themselves to enhance their well-being and experience optimal mental health.

The roots of Positive Psychology2021-06-02T18:15:13+02:00

Positive Psychology has been around for centuries, but only got its name in the 1980s from Martin Seligman, president of the American Psychological Association at the time. Its roots can be traced back to the classical Greek philosophers around 4000 BC. After that, it threads through Christianity, the Reformation, and the Renaissance era right through to the 20th century philosophers of Carl Jung, Carl Rogers, and Abraham Maslow.

Between 1950 and 1965, philosophers raised the importance of human dignity, growth, development, and progress, and began to shift from the prevailing pessimistic psychoanalysis world view. Maslow (in his 1955 Humanistic credo) was ahead of his time when he touched on topics that have become extremely relevant in the 21st century. Examples of these are: the importance of studying people at their best; studying humans as active, autonomous, self-governing beings, making psychology less intellectual and more mainstream; and creating a healthy culture and society in which man can grow and be self-fulfilled.

At this point, it must be said that Positive Psychology is not a Westernised perspective on happiness, but rather a worldwide concept. It’s equally recognised in Eastern philosophies such as Buddhism, Fascism, Confucianism, or Hinduism, where the Third Wave of Positive Psychology has gained much of its secular, spiritual well-being practices such as mindfulness, gratitude, and compassion.

What is a positive organisation?2021-06-02T18:15:57+02:00

Positive organisations are those in which people thrive while working, because they place people at the centre of their business model. In these organisations, outcomes are achieved above expectations. Their values are lived out in all areas, and this creates a positive organisational culture. They focus on what makes the working environment positive and empowering for employees, and support their potential for engagement.

Organisational Change Methodology2021-06-02T18:17:19+02:00

Many models and theories exist relating to Organisational Development and Change (ODC). Although 4Seeds is well-versed in many of the ODC models, we are advocates of the philosophy of strengths-based change. This means that we explore the organisation’s and people’s strengths, and what they naturally and collectively do well, and then we expand from there. When we focus on the weaknesses, we limit the growth and development that is possible. It’s in the strengths that we leverage transformation and optimise the change process.

When 4Seeds partners with you in transforming your organisational culture, we become part of your team with a specific change portfolio as our mandate. 4Seeds facilitates change through these seven steps.

  1. Conduct initial organisational diagnostics which comprise of structure, performance results, and current culture (using questionnaires and interviews techniques).
  2. Understand the change gap (where we are now, and where we want to be).
  3. Compose a strategic plan which includes targets, measurements and timeframes, responsible person, and celebrating milestone achievements.
  4. Identify and train change management champions to oversee projects, motivate people, and manage resistance to change.
  5. Support, grow, and develop leaders, managers, and employees with the change process.
  6. Provide monthly reviews and feedback on the progress of the change.
  7. Realign and redirect where necessary.

Happiness at Work

What is Happiness at Work?2021-06-02T18:18:57+02:00

Happiness at Work is a proven concept which supports organisations and motivates people. It combines two key components in a business: outcomes and people. It instils a mindset that enables people to maximise performance and achieve their optimal potential. The Happiness at Work model was researched, designed, and developed by the iOpener Institute for People and Performance in Oxford, United Kingdom in 2008.

Does happiness really make a difference in the workplace?2021-06-02T18:19:33+02:00

Yes, it does! Using the words happiness and work in the same sentence seems a bit of a contradiction in terms. But, there’s a natural symbiosis, an inherent sense of belonging to, and influence of, the one on the other. Work is the place where you spend two-thirds of your day, so being happy there makes logical sense. It’s through our work tasks that we bring our personality and authenticity out into the world. We find fulfilment in collaborating with our peers, sharing ideas, and coming up with innovative solutions. Happiness at work is the bridge builder that unites two often opposite elements into a winning formula.

Is this a good investment?2021-06-02T18:20:06+02:00

Your profits are ultimately the outcome of the input that your people have invested in their tasks and in the organisation. People, not profits, determine an organisation’s success, because they’re the ones who create, develop, and deliver. People are an organisation’s biggest asset, and it’s through their productivity and performance that organisation can make a profit and deliver a high-quality service to its customers. Our services aim to raise employee engagement and productivity, through which you can create a sustainable competitive advantage while keeping your shareholders and your employees satisfied.

Does the Happiness at Work programme work?2021-06-02T18:21:11+02:00

Changing an organisation’s culture requires absolute dedication and commitment from everyone, but primarily from senior leaders. To create organisational change, we believe in two key concepts. Firstly, that every organisation and its people are unique, so every culture change management process will be bespoke and different. We don’t support a one-size-fits-all approach. Secondly, lasting change requires a slow, constant, and reflective process, and cannot be achieved in one short workshop. The organisations which have had the most success have chosen interventions of 12 to 24 months.

Our Team Packages

Summarised workshop topics offered per package2021-08-23T16:22:47+02:00
Workshop Topic Foundation Workshop Competent Workshop Master-Level Workshop
Designing a Positive Organisation X X X
Emotional Agility X X X
Strengths Building Awareness X X X
Building Positive Relationships X X X
Engagement and Motivation X X
Establishing Meaning and Purpose at Work X X
Achieving your Potential X X
Workplace Well-Being X X
Personality- Based Communication X
Building Resilience X
Here is a brief overview of each topic2021-08-23T16:37:24+02:00

Designing a Positive Organisation

This introductory workshop provides insight into the science of building positive organisations. Its focus is on creating awareness and instilling the courage for team members to break free from conventional business models, old organisational cultural concepts, and challenging constraint thinking and beliefs. Building a positive organisation mindset means working with a growth mindset in which everyone in the organisation flourishes and sees opportunities. It requires a change in perspective, culture, and language.

The workshop is the starting point in all three team packages, as this topic lays the foundation for creating abundant organisations that allow individuals to thrive and organisations to prosper. It brings out the best in each other so that people can grow.

Strengths Building Awareness

In this workshop, we shift the focus from what is wrong to what is strong, by becoming aware of our unique strengths, and understanding that these strengths enable us to achieve our potential. Strengths come easily to us, are effortless to apply, and energise us. This means that they naturally raise our level of performance and well-being. Strengths give us the power to operate from our best possible self.

The workshop focuses on how to maintain and balance weaknesses, what the benefits are of applying strengths, how to spot them in team members, and how to collaborate as a team to maximise each other’s strengths. We will also delve into how to balance our strengths to make sure that we don’t overuse them and turn them into a deficit. Having obtained a strengths-based awareness and vocabulary is a compelling way to provide meaningful feedback to others.

Engagement and Motivation

All organisations aspire to have engaged and motivated employees, but, sadly, very few employees are. Statistics show that a mere 35% of people are engaged in their tasks. Most people work to earn a living, and don’t love their work or workplace. This spills over into low engagement and motivation. The result is a lack of enthusiasm, reduced job satisfaction, feelings of unfulfillment, unwillingness to go the extra mile or to volunteer, and working to less than the best of our ability.

In this workshop, we explore what engagement and motivation is, the benefits for individuals and companies, how to increase motivation and engagement, techniques to enable people to bring their authentic selves to work, and how to experience flow moments. We’ll also introduce the power of job crafting. The workshop will also discuss how enjoyment, challenges, and meaning at work foster happiness and fulfilment in the workplace.

Achieving and Goal-Setting

Setting goals and actioning them is not always the easiest thing to do. We often know what we want to achieve, but less about how to get it done, or we start something and then run out of motivation along the way. This leads to our goals becoming unfulfilled dreams, but it doesn’t need to be that way.

This workshop explores how to set meaningful and attainable goals that align with our core values. We’ll introduce and discuss two core goal concepts: growth mindset and hope.. We’ll learn the difference and benefits of a growth mindset versus a fixed one, and how to apply this to track our goal progress practically. After that, we’ll discuss the Hope theory, and will unpack how to achieve our goals through monitoring progress, and remaining committed and adaptable when obstacles come up. We’ll also look at positive ways to view challenges, assess our self-efficacy, and realistically see our chances of success.

Building Resilience

Resilience has become the new buzzword in the workplace, and is an important learned behaviour in managing daily stress. Enhancing our resilience levels is not a nice-to-have, but rather a must-have that helps us cope better, manage unforeseen situations, buffer against depression, anxiety, and burnout, and increase our career advancement.

In this workshop, we’ll explore what resilience is, look at the different types of resilience, discuss why it’s a valuable skill to develop, and understand how our brains process and manage stress. We’ll also talk about what to focus on to build resilience, and what drains it. This workshop is best for people who have completed the Strengths Building Awareness, Emotional Agility and Well-being, and Social Support and Relationships workshops, as they will have provided more building blocks to develop and grow resilience.

Building Positive Relationships

It’s a well-known fact that we are social creatures who require social connection and interaction. Unfortunately, as much as we need it, we’re seldom good at it, particularly in the workplace. We don’t always get along with our colleagues, like them, or want to work with them, which results in a strained working environment and relationships. A toxic work culture leaves us emotionally, physically, and mentally drained and exhausted.

In this workshop, we’ll focus on how we can positively show up at work, and how we can work together in an environment that leverages our strengths, which will allow us to flourish and be at our collective best. We explore the core building blocks of positive relationships, such as psychological safety, trust, what is a safe team environment, how we can learn from mistakes, and how we can communicate to understand and speak to be understood.

Emotional Agility

Emotional agility is the third most sought-after leadership skill. Since the COVID-19 pandemic, it’s the one main skill that separates an inspiring leader from the rest. However, most of us are uncomfortable about showing and expressing our emotions at work, believing that there is no place for them there. This thought is misleading, because humans use emotions to be successful, productive, and to attain goals.

In this workshop, we’ll gain an in-depth understanding of our emotions, how to become aware of them, and how to manage them in ourselves and others. Specific attention is directed towards how we can experience positive emotions, how to harness their benefits, and how to understand how our emotions are linked to our well-being. Included in the workshop is specific learning on empathy, kindness, caring for others and self, and learning the power of understanding the language of our emotions, feeling them, and using them to achieve our goals.

Meaning and Purpose at Work

We all want to know that the work that we do impacts another person’s life. It’s important to know that our tasks have a bigger purpose, and are not some mundane activity that we have to do. Meaning focuses on what matters to us, what we value, and where we find purpose. Our work meaning influences our performance, connections, client satisfaction, productivity, task endurance, adaptability to situations, and job satisfaction. If we lose meaning in our work, we develop a negative attitude and behaviour, and this impacts everyone around us.

In this workshop, we’ll differentiate between finding meaning IN our work tasks, and meaning AT work. We’ll review what gives us meaning on an individual level, as well as collectively as a team, challenging limiting assumptions, reviewing whether we feel a sense of belonging in the team, and also understanding the team’s purpose.

Achieving your Potential

We all want to operate at our best level and unlock our true potential. Sadly, very few of us know what being at our best looks and feels like. As outsiders, we might have seen others operating at this level, and perhaps wondered how they got there – with the desire to follow suit.

The goal of this workshop is to assist you and your team to live the life that your heart desires. The focus is on noticing and becoming aware of how to create a balanced perspective of what’s working well for you at work, and what’s stopping you from achieving your potential. We’ll use the Appreciative Inquiry methodology to understand what you and your team have control over, your strengths, and how we can capitalise on them. We’ll explain how to direct your energy and attention to things that enable you to grow in your personal and professional life, and bring you closer to your true potential.

Personality-based Communication

Communication is the common denominator that causes team dysfunction and conflict in the workplace. Communication should be very natural to us, but appears to be extremely difficult since people have different expectations, backgrounds, and personalities. In addition, the common work complaint is that information is not equally communicated or is not communicated adequately.

In this workshop, the focus is on how best to communicate with your team, using different communication channels effectively, as well as tailoring your communication style to their personality style. No-one conceptualises information and instructions the same way, and being clear on how best to tailor your communication will increase your possibility of being heard, understood, while minimising misunderstandings.

Workplace Well-being

Workplace well-being has become an extremely important topic, especially during the COVID-19 pandemic. Statistics show increasing mental illness, and employees and leaders have a joint responsibility to discuss their employees’ well-being. However, many leaders feel that this is either not their responsibility, or they feel unequipped to have the conversation with their team.

In this workshop, we’ll aim to remove the stigma around mental well-being and impart an easy-to-apply framework and questionnaire that will offer support to the team member and leader to manage well-being conversations on a regular basis. The underlying intention of the conversations is to identify the mental well-being support an employee requires at an early stage.

Positive Team Workshops

Key signs that you need a Positive Team workshop2021-06-02T18:23:46+02:00

Teamwork is a well-meant concept that should lead to greater productivity and performance. It means leveraging off each other’s ideas, experience, and knowledge. Unfortunately, this is not how a lot of teams function. Whether it’s poor communication, lack of diversity and inclusion, or power politics, teamwork often becomes a nightmare to manage.

Dysfunctional teams have a physical, psychological, and emotional impact on the individuals involved. The impact becomes apparent in their work engagement, commitment, and performance. A team that’s not functioning well together can be felt and seen by people within and outside of the team. The energy feels uncomfortable, tense, and heavy, and leaders spend their days micro-managing and mediating conflict situations. This is obviously draining on time, resources, and efficiency.

Signs of a dysfunctional team

  • Poor communication
  • Mistrust
  • Duplicated tasks
  • More mistakes
  • Poor accountability
  • Increased silo effect
  • Poor collaboration
  • Unresolved conflicts

Personal signs of a dysfunctional team

  • Lack of trust
  • Disengagement
  • High levels of unnamed stress
  • Feeling unsafe
  • Withholding information
  • Blaming or shaming colleagues
  • Lack of desire to collaborate
  • Low levels of commitment
  • Corridor talk and gossiping


What topics does the Meaningful Leader workshop cover?2021-06-02T18:25:38+02:00

The Meaningful Leader workshop is for newly-appointed leaders, and so the topics covered will assist the leader to understand what their new role and responsibility is, and what makes an effective leader. Our Meaningful Leader workshop does this by focusing on the following elements:


An effective leader is one who is able to notice their own behaviours, and learn how to be a better role model to others.

Strengths focus

A great leader is one who knows their strengths, and empowers those around him/her to make the most of theirs.

Resilience building

An effective leader is one who can bounce back from setbacks and persevere after failure.

Leadership style

We all have unique skills and strengths. Learning how to harness them for leadership is key to becoming a meaningful leader.

Group discussion

Expert coaching and a group learning focus are essential to get burning questions answered, and to prevent common mishaps.

Development plan

Our leadership development plan allows participants to build practical and meaningful development goals.

The Meaningful Leader workshop provides detailed but practical and easy-to-apply tools that will empower you to become the leader that you were born to be.

Meaningful Leader topics

  • Understanding the leader you want to become.
  • Learning about your unique leadership style.
  • The difference between managing and leading.
  • Characteristics of a meaningful leader.
  • How to transform power.
  • Learn about your unique character strengths.
  • How to spot strengths in others.
  • Job crafting for individual strengths in a team.
  • How to ideally balance trust and control within your team.
  • How to develop a growth mindset.
  • Learning strategies to build your leadership resilience and stamina.
  • Meaningful leadership goal-setting.


Common Coaching Topics – Individuals2021-06-02T18:34:18+02:00
  • Time management
  • Confidence
  • Assertiveness
  • Goal-setting
  • Business strategy
  • Mental well-being
  • Relationship management
  • Work-life balance
  • Burnout
Common Coaching Topics – Leaders2021-06-02T18:35:37+02:00
  • Conflict management
  • Delegation
  • Team motivation
  • Employee well-being
  • Trusting your team
  • Perfectionism
  • Career transition
  • Unhappiness at work
  • Learning to say no
What are the available coaching packages?2021-06-02T18:37:46+02:00

We offer two distinct coaching packages:

  • Individual coaching
  • Organisational employee coaching.

Individual coaching

This process can be an important way for you to reach your potential. Our personal coaching packages comprise of six or 12 sessions every two weeks. Once-off coaching sessions are available by special request. Coaching sessions are tailored to accommodate your schedule and location, and we offer a combination of face-to-face or online coaching.

Organisational employee coaching

Coaching is a valuable resource in developing high-potential employees, and guiding employees who are going through a difficult time at work. Organisational employee coaching is a triad in which the leader, employee, and coach agree upfront on the confidentiality, responsibilities of each party, logistics, coaching topics, measures of success, and timeframe. Carrying out assessments is an optional extra, but it’s recommended because it often provides valuable insight and a starting point from which to work. A halfway check-in is always done with all parties, and a final report is provided by the coach at the end of the coaching programme. The organisational employee coaching packages start at 12 sessions running over six months with a meeting every two weeks. Coaching sessions are tailored to accommodate the employee’s schedule and location, and we offer a combination of face-to-face or online coaching.

How does the coaching process work?2021-06-02T18:39:25+02:00

The coaching process will always follow a similar method. At first, there will be a 90-minute discovery session where we’ll spend time exploring what your overarching objective is, identifying areas in which you want to grow, and creating clear measures for your progress. We’ll also agree on whether it’s necessary to set a halfway checkpoint, and when that will be. After the first session, each subsequent one will go through the following seven coaching stages.

  1. Connect and receive feedback from the previous coaching session.
  2. Set the coaching topic for the current session.
  3. Identify what you want to have obtained by the end of the session.
  4. Explore what makes the current topic important for you. Obtain clarity on your thoughts, assumptions, and ideas.
  5. Create possibilities or alternative ways of viewing the situation.
  6. Design actions and an accountability framework.
  7. Recap on learning or discoveries made in the session.
What’s the difference between coaching and therapy?2021-06-02T18:39:57+02:00

Therapy is a remedial modality which supports people to overcome emotional trauma. The focus is usually on exploring past psychological reactive behaviours, and providing coping mechanisms and solutions to the underlying emotional trauma. Therapists help to diagnose issues, and advice is often given on how to heal mental health challenges.

In contrast, coaching is a proactive, forward-focused process which aims to make you aware of patterns and behaviours, and progressively solve them before they come up. The client chooses what they’re willing to explore, reflect on, and work through. Coaches don’t diagnose, advise, or prescribe anything, because the principle of coaching is that the client is the master of his/her own life, and is fully capable of generating their own solutions.

What’s the difference between coaching and mentoring?2021-06-02T18:40:33+02:00

The fundamental difference between coaching and mentoring is that a mentor is a wise and trusted adviser who shares advice and guidance. They’ve gone through the challenges you’re facing, and are willing to impart their knowledge, skills, and experience. On the other hand, a coach lets you find the solutions for yourself, which will automatically inspire and motivate you to change.

Is coaching effective?2021-06-02T18:41:13+02:00

Coaching is a new-age profession, and as such there’s limited research on the tangible measurements of its effectiveness. Putting a price on behavioural change and attitude is never easy. However, you can ask the reverse question: “What’s the price of staying stagnant and not growing?” All I can share with you is that if you proactively engage in coaching, you will without a doubt reap the rewards of your investment, and grow to a level you previously would not have thought possible. The journey is challenging and adventurous, but rewarding for your personal and professional life.

How many coaching sessions should you have?2021-06-02T18:42:39+02:00

Creating new habits and shifting our mindset takes time, practice, and repetition. A good place to start is to engage in six sessions running over three months. After that, you can end the coaching or extend it for another three months. We offer three, six, and nine-month coaching programmes where you meet with your coach every two weeks. The programmes vary in price, and are payable at the beginning of every month.

Can you stop coaching at any time?2021-06-02T18:43:06+02:00

In principle, yes, you can stop a coaching programme at any time. But we advise you to discuss any concerns you have about the success of the coaching with your coach before you decide to end the coaching.

What coaching is not2021-06-02T18:42:12+02:00

Five things explain what coaching is not, so as to remove any misunderstandings or expectations of what isn’t included in the coaching process.

  1. Coaching is not meant to create any co-dependence. The aim is to help you grow and support you so that after the coaching is complete, you’re empowered to go your own way.
  2. Coaching does not dwell in the past, nor does it aim to analyse or fix past life events. Coaching has a future orientation, and respects that engaging in healing past events is for other qualified professionals.
  3. Coaching does not seek to give you advice or diagnose your problems. You’re the expert of your life, and have all the knowledge and understanding of your situation. You are capable and competent to find solutions to your own challenges.
  4. Coaching sessions are not training sessions where skills or competencies are transferred. In a coaching session you set the agenda, the topic to be discussed, and the desired outcome.
  5. Coaching is not prescriptive, so the coach won’t tell you what to do. You choose what you’re willing to explore, reflect, and experiment with.
Is coaching for you?2021-06-02T18:43:30+02:00

Coaching is for everyone who is ready to invest in themselves and create positive change in their lives. It doesn’t matter what your current work title or responsibility is; if you want to self-actualise, then coaching is for you.

The history of coaching2021-06-02T18:43:58+02:00

The birth of coaching goes back to the 1850s where tutors helped university students prepare for exams. It then deviated and became popular in the sporting world where teams and professional athletes used a coach to help them maximise their potential. Only in the 1950s did coaching slowly make a breakthrough in business management literature. By the 1980s, coaching became recognised as a conventional profession, and since then has made its way into leadership programmes, career development, personal growth, and guiding human prosperity.

Are none of our services a good fit?

Don’t worry! 4Seeds is a bespoke consulting and training company, which means that we can tailor our services to fit your individual needs. We are experts at diagnosing core company issues and finding viable and affordable solutions. So, if none of the services mentioned are a good fit, please call us and let’s see how we can tailor-make a specialised solution to suit your individual company needs.

If you have any questions which aren’t listed here, please get in touch with us and get your questions answered.


Join our mailing list

Stay updated with news, tips and upcoming from 4Seeds Consulting.

Go to Top