“As stated above, managerial leaders serve themselves and
others best when they are committed to a set of core values: leaders be clearer about what values they champion leader must effectively communicate their values clearly and meaningfully to key stakeholders and managerial need to ensure their action are in alignment with their espoused values the positive psychology approach also tells us that factors such as character strengths, optimism, and resilience can play significant roles in how goals are managed.” The remark highlights how crucial it is for leaders to embrace positive psychological traits like optimism and resilience while adhering to key beliefs, expressing them effectively, and acting in a way that is consistent with those principles. In Major League Baseball (MLB), where clubs flourish under values-driven leadership, this idea is especially pertinent. Theo Epstein, who was instrumental as an executive in ending two of baseball’s greatest championship droughts—the Chicago Cubs in 2016 and the Boston Red Sox in 2004—is a perfect example. Through a data-driven approach, Epstein’s leadership demonstrated a clear expression of principles like trust, perseverance, and teamwork. He demonstrated how coordinating leadership actions with values might result in historic achievement by building resilience in his teams during crucial playoff runs.

Similarly, despite the organization’s turmoil, Dusty Baker, the ex-manager of the Houston Astros, my team, has been praised for his ability to foster optimism and trust among his team members. His moral fiber and dedication to honesty contributed to the Astros’ improved performance and reputation.On the other hand, companies that don’t live up to their basic values—like the teams from the steroid scandal—highlight the dangers of misalignment and damaged stakeholder trust. MLB serves as an example of how team culture, performance, and long-term success can be influenced by the ideals and positive psychology of leaders.