Our methods are based on ACT (or the not too snappily named Acceptance and Commitment Training). The focus of ACT is on the development of the capacity to direct thought and behaviour, otherwise known as psychological flexibility.
The following are just some of the examples of a growing body of research, which demonstrates that psychological flexibility developed through ACT, has positive outcomes in a very diverse range of areas.
Psychological flexibility positively predicted work performance (Bond & Flaxman, 2006), and innovation (Bond & Bunce, 2000; Bond, Lloyd & Guenole, 2012), while also reducing work errors (Bond & Bunce, 2003), and work related stress (Bond & Bunce, 2003; Flaxman & Bond, 2010), as well as increased general mental health (Brinkborg et al, 2011). Increasing psychological flexibility improved leadership skills, and as a result the health and productivity of team members (Bond, 2012).
For a more detailed publication list of Professor Frank Bond’s work on Acceptance and Commitment Training see:http://www.gold.ac.uk/institute-management-studies/staff/bond//.
Psychological flexibility helped to reduce psychological distress (e.g. Hayes, Luoma et al, 2006), including anxiety and depression (Forman et al, 2007), and the impact of chronic pain (McCracken & Velleman, 2010; Vowles et al, 2007). ACT has also been cited as facilitating the cessation of smoking (Gifford et al, 2004) and increasing weight control (Lillis et al, 2009). See Professor Lance M. McCracken’s work regarding ACT and chronic pain (https://kclpure.kcl.ac.uk/portal/lance.mccracken.html).
An ACT based intervention adapted for use with elite golfers, resulted in improved golf performance, as defined by increases in national rank (Bernier, Thienot, Codron, & Fournier, 2009).
Psychological flexibility reduced mathematics related anxiety (Zettle, 2003) and even improved the performance of international chess players (Ruiz & Luciano, 2012).