From a developmental perspective, business psychology is not the same discipline as adult development psychology, as I do not use psychometrics or other such tools.
Based on the CIPD definition, the below is what a standard business psychologist would do for you. I would do more, based on capability and capacity… and the efforts of my research over the last 9 years – 3 of which culminated in a doctorate.
A business psychologist studies a unique branch of psychology and does not have the same responsibilities as a traditional psychologist. They do not normally see individual “patients” but an entire company can be their “patient”. They work alongside the Human Capital function (HR) but are more focused on the well-being of the employees, while an HR specialist has more of a legal and financial focus. From this perspective, one could consider the consultation that Gables performs as Stage Development Psychology.
Business psychologists study the workplace and employees to learn how to best motivate employees as well as improve conditions and therefore make the business run smoothly and successfully. They counsel clients, usually the business owners, in order to enhance work performance through improved practices in hiring, employee feedback, training and management. At Gables, we also align the complexity of the role with the complexity of the person, from a social-emotional and cognitive complexity perspective.
There are two kinds of business psychologists: a researcher, and an advisor. It is possible to work on both sides of the field.
As a researcher, you run studies on how to optimize the workplace. You can gather data needed to study your theories from:
- Focus Groups
- Case Studies
The research side for a business psychologist can be done at the work place, an independent office, or even a University where they might also be on faculty. As faculty, they would be responsible for lectures and mentorship in addition to their research tasks of: grant writing, research, and publication.
As advisors, we take the theories proven by research and advise on how to run your company. This is my favourite part of the job. We can help find problems within a company and devise a plan on how to correct the issue, or create a bespoke Development or training program for the employees. Some of the specific things we can do are:
- Talent Management – this is done using my own system derived from my PhD research
- Talent Development from a Complexity Perspective – again, my own methodology
- Role Complexity Alignment – using Jaques and Loevinger
- Training – you can’t train development…
- Leadership Development
- Human-Machine Interaction
- Employee Interaction and Morale
In addition to these specific areas, we can also evaluate the business and its practices to make sure they are in line with the core principals of the business. If they do not line up, then we can put together a plan of action on how to realign the practices or see if the core principals needs to be modified to fit the current business model in place. In essence, we can align the values of the organisation with the individual’s values to ensure a mutual goal going forward.
Finally, if you want to improve the bottom line of your organisation, then the capacity and capability of your staff needs to increase so they can make better decisions. A problem they see today will not be a problem after they increase their thinking capacity, and this has a direct result on your profitability!
Get in touch today to find out more.