Areas of Expertise
Industrial/Organisational (I/O) Psychologists have a wide range of skills, knowledge and abilities that allow us to contribute effectively to improve organisational effectiveness and the quality of work life. Specific areas of expertise include:
Change is often met with resistance. The individuals involved are often the biggest obstacles to successful change. Industrial/Organisational (I/O) Psychologists investigate specific issues causing resistance and develop, implement and evaluate strategies to engage employees within the change process.
Once development needs have been identified, coaching provides support, advice and feedback methodologies to assist individuals to improve their job performance. Industrial/Organisational (I/O) Psychologists use evidence-based theories of problem solving, motivation and learning to tailor the best approach for each individual.
Competency frameworks and capabilities define the knowledge, skills and abilities required for successful job performance providing an objective basis for selection, appraisal and training decisions. Industrial/Organisational (I/O) Psychologists systematically analyse the requirements of a role and accurately identify these competencies.
Leadership and talent development
Research demonstrates that effective leadership is less about innate personal characteristics, and far more about their behaviour. By altering behaviours, individuals can improve the effectiveness of their leadership. Industrial/Organisational (I/O) Psychologists advise on, and conduct a range of assessments to identify key areas for leadership and talent development.
Occupational health and safety/ Organisational wellness/ Mental health in the workplace
Well-being programs address the physical, mental and social needs of employees, resulting in improved health and productivity, reduced absenteeism and turnover of staff. Industrial/Organisational (I/O) Psychologists investigate programs that are strategically most valued by employees, then implement and evaluate the effectiveness of such programs.
All organisational structures, processes and systems should be aligned towards achieving an organisation’s mission, vision and objectives. Industrial/Organisational (I/O) Psychologists’ understanding of the factors that motivate individuals and groups can ensure that systems and processes encourage all employees to work towards desired objectives.
Organisational development is a system of planned, ongoing change that improves organisational effectiveness. Industrial/Organisational (I/O) Psychologists investigate the issues of most concern to employees, then create, implement and evaluate an appropriate learning and development strategy to create fluid transfer of knowledge.
Psychometric assessment can evaluate whether an individual has the competencies required for a role, highlight the most effective way to manage them and identify areas for development. Industrial/Organisational (I/O) Psychologists advise, administer and provide feedback on the optimal method to gain these insights to enhance productivity and longevity in the workplace.
To achieve an organisation’s mission, vision and objectives, clear and effective strategies must be determined. There are likely to be many potential strategies that will achieve the desired result, each with specific costs and benefits. Industrial/Organisational (I/O) Psychologists can facilitate discussion and decision-making processes to gain agreement on the most optimal strategies.
Team development/ Building effective teams
An effective team requires all members to contribute, communicate, and co-ordinate their efforts. Industrial/Organisational (I/O) Psychologists assess levels of team functioning, then design, facilitate and evaluate strategies to improve team effectiveness and cohesion.
Training and development
For development initiatives to be successful, training and facilitation must be effective. Industrial/Organisational (I/O) Psychologists understand the complex nature of group dynamics, improving outcomes of group facilitation, and apply theories of adult learning and motivation to maximise training and development outcomes.
Work Design/Job Design/Role Clarity
Work design concerns the “content and organisation of one’s work tasks, activities, relationships, and responsibilities” (Parker, 2014). Industrial/Organisational (I/O) Psychologists review job tasks, relationships, and an individual’s way of thinking about their work to ensure that their roles are meaningful and motivating, thus creating greater productivity and job satisfaction.