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Industrial Organizational Psychology
The branch of psychology that deals with the psychological theories and principles of organizations. It is also known as I-O psychology and this branch based on increasing workplace productivity and focuses on issues that are related to workplace such as the physical and mental well-being of workers. It is also known as Business Psychology.
There are two areas of Industrial-Organizational psychology:
- Industrial psychology
- Organizational psychology
The first one is the industrial side, which focuses at how to best match specific field expert person to a specific job role. This area of Industrial Organizational psychology is also known as personnel psychology.
Individuals who work in this area judge employee qualities and then rival these individuals to jobs in which they think to perform better. Other roles that fall on the industrial side of Industrial-Organizational psychology involve training employees, developing job performance standards, and measuring job conduct.
The second is organizational side of psychology. It focuses on understanding how individual behaviors are affected by organization. The structure of organization, its social norms, management styles, and role expectations are all elements that can affect how people behave within an organization.
By understanding such elements, Industrial-Organizational psychologists consider improving individual performance and health while at the same time benefiting the organization.
Executive Coaching in London - Corporate Psychologist London
Wellbeing in the Workplace
Workplace Wellbeing relates to all aspects of working life, from the quality and safety of the physical environment, to how workers feel about their work, their working environment, the climate at work and work organization. The aim of measures for workplace well-being is to complement OSH measures to make sure workers are safe, healthy, satisfied and engaged at work. Workers well-being is a key factor in determining an organization’s long-term effectiveness.
Many studies show a direct link between productivity levels and the general health and well-being of the workforce.
Enterprises and organisations are increasingly recognizing the need to take the well-being of their workers seriously. The more progressive organizations are doing so because they appreciate that their most important resources are their human resources - their people. Potential solutions, such as leadership, communication and a focus on learning and development are essential for anyone committed to making the workplace a more decent and satisfying place.
The evidence of the impact of tackling risk factors such as smoking, physical activity and obesity is also clear.
A survey of 25,000 health workers found that those who smoked are twice as likely to take time off work, and a study of Transport for London found workers with obesity (BMI>30) take an average of three sick days more annually than those of normal weight (BMI<25), and those with severe obesity (BMI>35) take six days more. There are interventions that are recognized by NICE as effective, but workers are often not given access.
How can a corporate psychologist support your Organization's Success?
Psychology is critical to the workplace. It helps managers at all levels of organizations select, support, motivate and train employees. It also helps businesses design products, build better workspaces and foster healthy behaviour.
Through their scientific research, psychologists are discovering new ways to increase productivity, identify training and development needs, and implement policies proven to attract and retain the best employees. By studying how people interact with technology and equipment, psychologists can help make these tools more user-friendly and prevent errors, whether we are using everyday products or life-critical technologies.
Very little research has been conducted on the neuroscience of organizational culture. Robert Doidge, psychiatrist and author of “The Brain that Changes Itself” (2007) describes the relationship between national or societal culture and the brain. He notes that conventional science suggests that the brain – from which all thoughts and actions emanate – produces what we understand as culture in societies. However, he continues, neuroscientific research in recent years regarding this perspective is limited:
“Culture is not just produced by the brain; it is also by definition a series of activities (experiences) that shape the mind … we become “cultured” through training in activities, such as customs, arts, ways of interacting with people and the use of technologies and the learning of beliefs and shared philosophies and religion.”
Executive coaching for individuals working in organizations to improve leadership, business performance, wellbeing or resilience.
Business psychologists work with business leaders, middle managers and front-line staff who want to improve their performance through coaching. We believe that coaching can benefit everyone, but it is particularly useful for those who are:
- Managing a big or difficult transition
- Experiencing a stressful time
- Seeking to clarify next steps
- Needing to get better results from themselves or others
Executive team development
The ability of your executive leadership team to work together effectively to drive change and execute strategy across the business may be the most critical element in your organization’s success. The intense pressures executive leaders operate under can also lead to counterproductive behaviors — turf battles, conflicting egos and a lack of alignment. Those behaviors can become threats to executive team performance that cascade through your entire organization, potentially crippling it. However, when leadership teams are at their best, the positive effect is felt across an organization and seen in business results.
Every organization is shaped by its leadership. Leaders create a vision. They inspire change. They motivate you to go out and achieve your goals. Experts in the psychology of leadership: understanding the factors that enable and inhibit great management. Psychologists design programs that challenge and stretch leaders to be their brilliant selves and to enable those around them to thrive. Through our development programs, psychologists raise awareness of the impact of personal biases in leadership, of leadership stereotypes and how to create a culture of performance and inclusion. These programs have been hailed as ‘life-changing’, but it’s not us who change lives. It’s your leaders. We simply enable them. Psychologists have designed global leadership programs that have helped our clients out-perform market conditions to excel and grow.
Customer and Employee engagement
A company is doing something right if both their employees and customers are happy. We know about the importance of employee engagement and the importance of customer satisfaction. But, as Doug Conant suggests, is there also a connection between the two? The short answer is yes, and a strong connection at that. Delivering a positive customer experience is crucial to your business: 80% of U.S. consumers would pay more for a product or service to ensure a superior customer experience. So, we’ve outlined an important — and often overlooked — way to ensure positive customer experiences: employee engagement.
Training and Talent development
Training and talent development are a very wide area within the field of I/O psychology. Continually improving the skills of the company's work force is essential for staying updated in the fast-moving business world. Most companies have come to the realization that this is a vital part of business success; therefore, most have implemented some type of program into their human resources practices. The I/O psychologists have many career options when it comes to this part of the field. Coaching, training program implementation, instructional design, and management training are just some path options available. It is a rewarding and exciting part of I/O psychology.
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