I/O Psychology Consultants
is I/O Psychology at work
Give your talent a little lift
Talentlift is I/O Psychology
About Talentlift, I/O Psychology, and Psychways
At Talentlift we believe we are saving lives -- individuals' and organizations'.
When the right people are matched with the right work (and organizations), magic happens, both flourish with effects well beyond a satisfying job well done. When this match is wrong, bad happens, individuals' and organizations' lives can be ruined. The effects are monumental -- and this can be the case even when the match is just "a little off." "Seeing" it in real time can be hard. Predicting it can be deceiving.
Everything we do at Talentlift is about getting the match between people and organizations right.
We apply our expertise in I/O Psychology to predict (e.g., psychological assessments for hiring decisions) or develop (e.g., executive coaching, change management) the optimal functioning of people at work.
About I/O Psychology
Industrial Organizational Psychology is a specialty focus within the very broad discipline of Psychology. Operating as a distinct division (division 14) of the American Psychological Association (APA), Industrial Organizational Psychology concerns itself with the psychological dynamics of people in work environments. People influence the work environment and the workplace has an impact on people. Additionally, work and non-work (i.e., home) are not separate worlds. What happens in either of these places affects the other.
Although Industrial Organizational Psychology is less well known than other types of psychology such as counseling or clinical psychology, its scope of practice and research is very broad. Individual differences, social dynamics, organization culture, team development, cognitive processes, psychological biases, personality testing and development are just a sample of the domain of Industrial Organizational Psychology. And, unlike most other divisions of the APA, I/O Psychology typically works with high functioning populations that are much more difficult to understand or manage. These are talented people with the power and skill to influence entire organizations. Simply put: the "tool chest" of an I/O psychologist must include the knowledge and skill to deal with everything from executive leadership to organization change.
Psychways is the blog for Talentlift. Here you will find articles discussing issues of psychology applied at work (and non-work). These posts have been carefully constructed to reveal insights from evidence backed psychological research addressing timely, important, relatively misunderstood (or not even known) issues and phenomena. In addition, they have been written in common language (i.e., minimal "psycho-babble") and in some cases, a witty, but not necessarily academic style. The intent is to resonate with a broad reader population, for some by the wisdom of practical advice and tips, for others more so by the editorial style of the writing. Although all material is grounded in proper scientific research, it doesn't have to be written so that only a doctoral student would appreciate it.
Recent Posts: Psychways by Talentlift
In times of stress and global crisis, meaningful work is more important than ever. Most jobs can be designed to be meaningful. Since meaningful is a perception, the leader’s job is to ensure that individuals see how their work makes a real difference for someone. The connection is called, “line of sight,” and it really helps in terms of sense making for the worker and their engagement.
The aim of team building is to strengthen the communication and coordination of individuals who work in teams. Team building is seldom a bad idea, but it may be desired at a bad time. Circumstances following a global pandemic may make now a good time of team building. But for the same reasons it’s a good time, the pandemic has subjected people to environments that can make it highly risky and people could get hurt. It’s important to consider these risks in making the decision to proceed or not.
There’s a lot of interest surrounding the topic of resilience. In these times the mere term, resilience, is magnetic. But what’s obvious is often misunderstood. There is potential for serious consequences if the dynamics of individual resilience aren’t known. This article addresses warning signs about resilience and corresponding HR practices.
Executive Summary (for Twitter users): Career guidance is growing. Many seek work. Many want different work. O*NET is a database of 1,000 jobs. It’s free, even for commercial use. Free. 1 and 2 have created a surge of job search applications using O*NET. But, O*NET is easy to “click around in,” but quite intricate “under …
Psychways posts offer practical advice based on our broad and diverse experience consulting to individuals and organizations. It covers a lot of topics in I/O Psychology, from biases that compromise our judgment to tips on how to manage contemporary psychological issues. There is no shortage of topics when it comes to psychology in the workplace because everything in the workplace (and world) actually depends on psychology. We cannot escape the reality that everything we know, feel or do is influenced by psychology -- even if that involves writing computer code or simply taking time to "smell the roses."
Why Call Talentlift?
Q: How much risk are you willing to take with the potentially devastating impact of one bad hire?
A: Talentlift consultants are experts in Individual Psychological Assessment.
A: Talentlift consultants are experts in Executive Coaching and Career Counseling.
These are just a couple of questions we address on a daily basis. We do much more.
If you're the kind of person who wants to avoid bad decisions about people at or and work, calling Talentlift may be the first of many good decisions.