Workplace Consulting


You may have already read my posts at Linkedin or US News & World Report — but here’s a bit more about my background. I am an Industrial/Organizational Psychologist that blends the disciplines of psychology and business to help both organizations and employees move forward effectively.  I’m committed to develop strategies that align work with strengths. Many of us hold roles that do just the opposite — and this can be quite destructive.

Workplace Consulting. Most teams have the ability to achieve a healthy “state” and evolve. But, you must to truly understand your people, processes and the larger culture to make that a reality. We’ll start with your current issues, review the history of leadership, customers, products and launch from there. The  process works well — and coupled with targeted diagnostic tools the direction of your team can shift.

  • Step 1: History
    Who are your customers? With whom does your team interface? What challenges has the organization/team faced? What are the challenges you will face in the near future?
  • Step 2: Problem Definition
    What symptoms are you currently experiencing? How has this affected your team?
  • Step 3: Discovery
    What is getting in the way of healthy growth? Do your processes support effectiveness or hinder it?
  • Step 4: Attack Obstacles
    What can be changed to improve the situation (short and long-term)? How can these changes be measured?
  • Step 5: Align Support
    Support the structure of your goals for future opportunities and growth.

Where might you might want to go?
Common goals:

  • Retaining the “best and the brightest”.
  • Addressing a “negative vibe” within the team.
  • Becoming more flexible and innovative.
  • Aligning people with their strengths.
  • Gaining a competitive edge.

Schedule a Skype consultation using the contact Form.

2 thoughts on “Workplace Consulting

  1. I am also very passionate about administration of organizations, its management, decision-making process and the infrastructure. I always start with observation and data gathering, I watch how organization functions, how it makes certain decisions, how dedicated or open the leaders are to changes, what is the level of expectations and accountability from not only the leaders, but also from the unit / department / project(s) managers etc… Organization is directed and lead from the TOP.
    While I do enjoy reading posts on leading from within or from non-leadership positions, I do not believe such changes are viable or effective. It is all about motivation, vision, strategies, leadership, accountability AND recognition. Let’s not forget recognition. That makes magic…… :)
    Thanks for all your insights, wisdom and recommendations.
    While I am a new follower, I am an avid learner and a quick absorber!

  2. Excellent post. I was checking continuously this log and I’m impressed!

    Extremely useful information specially the last paret :) I care for such information much.
    I was looking foor this certain info for a very long time.
    Thank you and good luck.

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