Careers in Psychology University of Montana April 2004

Careers in Psychology University of Montana April 2004 John Blattner, Ph. D.

The “Demand” Side Tens of thousands of business, educational and human service organizations that need to: – Select, integrate, train, develop, motivate and retain staff – Increase effectiveness of teams – Manage change effectively – Integrate people and processes in mergers – Accelerate learning and knowledge transfer – Use behavioral science expertise to make decisions and function better

The “Supply” Side • 377 APA-Approved Doctoral Programs • 49 APA-Approved Internships in Psychology – 328 in Clinical, Counseling, School and Combined Scientific/Professional – 49 in I/O Psychology • 2 -3, 000 New Ph. D. Psychologists/year • <5, 000 Full-time Psychologists in business • Thousands of Consultants and Coaches without advanced degrees in Psychology

The Job Landscape • External Consultancy – The “human capital” practices in large management consulting firms – National/International management psychology firms – Regional and local practices • Internal Consulting – – Fortune 1, 000 companies Universities and school systems Government, military and public sector Non-profits

What Does a “Typical” Project Look Like? Individual Behavior • Profiles of Success • Individual Assessment • Leadership Development Plans • Executive Coaching • 360° Feedback Current Reality • Organizational Audits • Organization Effectiveness Survey • Talent Audits Business Plans & Strategies • Process Facilitations • Performance Management Systems • Change Readiness Mapping • Communication Strategies • Change Implementation Strategies Team Behavior • Definitions of Team Purpose and Process • Team Issue Resolution • Team Building • Top Team Facilitations • Team Assessment Organizational Behavior • Competency Profiling • Talent Audits and Need Analyses • Organization Designs • Staffing and Selection Systems • Succession Planning • Merger and Acquisition • Integration Desired Outcome • Organizational Effectiveness Surveys • 360° Feedback • Leadership Development Systems • Organization Development Programs

Examples of Consulting Engagements • Executive Selection – CEO Succession • Executive Coaching – Faltering Executive • Hi-Potential Development – Restaurant Company • Change Implementation – Best Buy • Team Development – Trade Association

Coaching Delivery: Sequence of Key Components Initiate Process Assess the Context Feedback to the Organization Assess the Executive • Interview of “sponsoring” manager and HR • Interview, self-assessment, objective testing, 360° feedback • Develop a success profile for a specific position or situation • Deliverable: Assessment Report Feedback to the Individual • One-on-one meeting with individual Development Planning #1 • One-on-one meeting with individual • Sponsoring manager • HR Development Planning #2 • 3 -way meeting between manager, individual and HR • Deliverable: Development Plan Development Proper Integration • Coaching in 4 iterative phases over time • Evaluate progress and results • Periodic feedback to manager and HR • Ongoing recommendations Assessment Feedback Development Integration

What Competencies Are Needed? • Knowledge of the Context – Business/Economics/Specific Market • Knowledge of How Organizations Work – Structure/Systems/Processes • Knowledge About People and Groups – Individuals, Group and Organizational • Knowledge of Tools and Techniques – Individual/Group/Organization – Assessment/Development

Personal Attributes • What Companies Look For: – Intelligence, quick study, “helicopter” range – Passion for excellence, service and impact – Credible rapport with business executives – Insight into self and desire to develop – Strong work ethic, personal maturity, team orientation and stamina

How to Prepare • Classes – Core curriculum (learning, social, developmental, personality, etc. ) – Business school (organizational behavior, strategy, human resources, finance, and marketing, etc. ) • Faculty and Personal Networking • Research/Read (Business & Professional Literature • Consulting Experience/Client Exposure • Professional Conferences • Part-time/Volunteer Consulting Assignments

Additional Resources • www. apa. org/div 13 – – Journal of Consulting Psychology August and Mid-Winter Conferences Shared Interest Groups Listserve • www. siop. org – 2004 Annual Conference in Chicago • Handbook of Organizational Consulting Psychology (Lowman, ed. ; Jossey-Bass, 2002)

Personal Preparation • Cultivate Self-Awareness – Understand your motives – Learn your strengths and weaknesses – Seek feedback from others • Construct a Development Plan – Identify specific objectives and action steps • Execute with Patience and Persistence