More on Broaden-and-Build Theory of Positive Emotions
Introduction
It is a key concept that explains how positive emotions expand people’s thinking and gradually build lasting psychological and social resources.
It has strong implications for change management, because organisational change often triggers threat responses (fear, uncertainty, resistance, etc), while positive emotions help people become more open, creative, and collaborative.
There are 2 core processes:
1. Broaden
Positive emotions broaden people's momentary thought–action repertoires.
When people feel emotions such as:
- Interest
- Joy
- Gratitude
- Hope
- Pride
- Inspiration, etc
their thinking becomes:
- more open
- more creative
- more flexible
- more exploratory.
Consequently, they become more willing to:
- consider new ideas
- experiment
- collaborate
- learn.
In contrast:
Negative emotions (fear, anger, anxiety) narrow thinking because they have evolved for survival.
Example:
| Emotion | Cognitive Effect |
|---|---|
| 1.1 Fear | Focus on immediate threat |
| 1.2 Anger | Focus on confrontation |
| 1.3 Anxiety | Focus on risk avoidance |
| 1.4 Joy | Explore possibilities |
| 1.5 Interest | Learn and investigate |
| 1.6 Gratitude | Build relationships |
Therefore, positive emotions expand thinking, while negative emotions restrict it.
2. Build
Repeated experiences of positive emotions build durable resources over time, such as:
| Resource Type | Examples |
|---|---|
| 2.1 Psychological | Optimism, resilience |
| 2.2 Cognitive | Creativity, problem-solving ability |
| 2.3 Social | Trust, relationships, networks |
| 2.4 Physical | Energy, health |
| 2.5 Organisational | Collaboration, learning culture |
These resources persist even after the emotion has passed.
This is why positive emotional climates produce stronger teams and organisations over time.
(main source: Barbara Fredrickson, 2001)