This comes as no surprise, the way we are working is changing. Many organizations are still built around leadership models that began decades ago when it was the norm for an employee to work at one company for the entire 30+-year span of their career. Now, it’s typical for the average worker to change careers (not jobs!) every 5-6 years.
Companies, and more specifically the humans who lead those companies, need Industrial-Organizational Psychologists to support them in creating models of how to lead teams and businesses in this rapidly-changing environment.
With the help of IO Psychologists who are equipped with the latest research on what dynamics support a thriving organization, you can learn to truly listen to what your employees are asking for to create the meaningful workplace they yearn for. Instead of trying to stay up-to-date with the latest Silicon Valley start-up trend, working with an IO Psychologist can better support you to find unique solutions that distinctly support your organization.
Because here is what the research is showing… your employees want to know that you see them as a person, not just as a means to an end.
"Employees are not resources to manage. They're humans to value. Bad managers only care about your results. Good managers care about your well-being. Great managers care more about your well-being than your results. We do our best work when leaders put people above performance."
– Adam Grant
How an IO Psychologist can bolster your leadership
My particular blend of consulting combines my background in coaching and strengths-based leadership development to deliver organizations impeccable results.
But here’s my big secret:
You will never crush your goals if they are your primary focus.
In order to reach your desired outcome, you have to begin by putting your people first. That’s it. It’s as simple and as complicated as that. When employees thrive as humans and feel cherished by their leaders, the business thrives with it.
My approach is very relational, focusing on interpersonal dynamics and teaching effective communication techniques so that a foundation of psychological safety is felt by everyone on the team.
What does this look like in practice?
While exact hours and level of engagement are negotiable, the minimum requirement for the most effective results is 10-15 hours/week for 6 months.
It all starts with me immersing myself in your organization to get a feel for the people and the culture. By utilizing standardized assessments as well as honest observation, I’ll present my findings to upper management so that we can begin to optimize and build a new path forward. With a solid plan in place, then we’ll begin with specific training and leadership development to support your newly defined vision for your teams and your company. And we’ll wrap it all up with a final recap and review to honor the work we’ve done and set a new plan for the future.
From here, ongoing engagements are available based on any needs you feel would best support the continued growth of your leaders, but let’s get through this initial phase, shall we?
Areas of Specialization
Creating Company culture, vision, mission, and values
Optimizing organizational structure, business strategy, and annual planning
Employee engagement and team dynamics
Human Resources Support
Leadership Development (communication, leading with authenticity, being the coach, talent acceleration, development planning, creating psychological safety & trust, and performance management)
Interested? Now what?
Each consulting package is completely customizable, so the first step is for us to schedule a complimentary 30-minute discovery call. After that call, I’ll put together a proposal and send to you so that we may continue the conversation to see how a working relationship might develop.
Ready to chat?
Not quite ready for a full 6-month engagement? Check out my Workshops for Teams offerings to see if that might be a better starting point for you and your business.