2014 LTPS Workshop Dates Announced

Give your team the proven tools needed to lead sooner and succeed fasterPsychological Associates’ Leadership Through People Skills®  (LTPS) interactive workshops help the leaders of today and tomorrow become self-aware and learn the influencing and people skills needed to drive change, foster innovation, and develop talent across their organizations.

Our 2014 public 3-day LTPS session schedule has been finalized. Sign up early to reserve your space, as registrations fill quickly.

  • February 18-20
  • March 18-20
  • April 15-17
  • May 7-9
  • July 9-11
  • August 19-21
  • September 23-25
  • October 21-23
  • December 16-18

LTPS participants return to their organizations with skills they can use immediately to promote a more collaborative workplace. Equipped with the necessary skills to handle real-life situations and an action plan for immediate application, each graduate
has new tools to manage behaviors in any workplace situation. LTPS helps leaders develop critical skills to:

  • Influence in all directions (direct reports, bosses, peers, customers, vendors)
  • Promote collaboration and teamwork
  • Manage conflicts
  • Motivate for commitment and growth (coaching)
  • Raise levels of trust and engagement.

All 2014 workshops will be held at the Charles F. Knight Executive Education Center at the Washington University Olin School of Business in St. Louis, Missouri, U.S.A. www.ahl-knightcenter.com/index.cfm. 

For more information about Psychological Associates, visit www.q4solutions.com or call 314-725-7771. To learn more about LTPS, visit www.q4solutions.com/workshops or call Executive Education Coordinator Kathy Manche, at 314-862-9300, ext. 727.

Tuition price of $1,995 includes catering charges for breakfast buffets, lunches, and coffee breaks. Travel, hotel, and non-workshop expenses are not included. There is a service charge for cancellations. A limited number of guest rooms are blocked at the Knight Center for each workshop. Participants are responsible for making their own hotel reservations. We encourage out-of-town participants to make room reservations 30 days, or more, in advance. Tell them you are participating in the Psychological Associates’ Leadership workshop and provide the dates. Plan to arrive the evening before and depart the last day after 5:30 p.m. You should guarantee your reservation for late arrival to ensure your room will be held. In the event of late registration and rooms are not available, or if you prefer to stay elsewhere, we provide a list of nearby hotel.


7 Steps to Play Nice at the Office

Dealing With Workplace Incivility

Heather Heimbaugh, M.A.
Meghan R. Lowery, Ph.D.

Do you struggle with employees who are repeatedly absent, show little effort, never seem to go the extra mile, or neither seem satisfied nor committed to their jobs?

If you answered yes to any of these, you may have a problem with workplace incivility – but your employees may not be the one struggling!

Before you start pointing fingers and placing blame on the employees, consider whether these individuals are the real the problem. More often than we realize, these counterproductive behaviors occur in reaction to the work environment or organization’s leadership. Perhaps even your own leadership could be partially at fault. Remember, when you point one finger, there are four others pointing back at you.

Specifically, we find they are reacting to non-Q4 behaviors as defined by Psychological Associates’ The Dimensional® Model of Behavior. Q4 behaviors are those that are involving, assertive, and collaborative. However, there are three other quadrants, as shown below, in which behaviors can fall as well, and those are the ones we find most troublesome in a work setting.

q4 model in hand

At this point you, or someone you know, may think, “Now, wait a minute! I am definitely not the problem. I may not be the picture of niceness all the time, but my employees do not need a friend, they need a boss. It is my job to make sure the work gets done, and if I have to occasionally raise my voice to make sure that happens, then so be it.”

There is a problem with this thinking. Even low intensity, seemingly benign behaviors like interrupting others, swearing, telling offensive jokes, conducting oneself unprofessionally, embarrassing others, subtly undermining others’ opinions, speaking condescendingly, using sarcasm, and rudeness – behaviors falling specifically in the Q1 quadrant of the Model – have the potential to produce negative consequences. These behaviors fit under the broader classification of workplace incivility, which includes any behavior that threatens the workplace norm for mutual respect, regardless of its intention.

Workplace incivility might seem relatively insignificant in the grand scheme of things compared to abusive supervision, workplace aggression, or harassment. However, it can create a great deal of stress for the target when it persists for a relatively long duration, occurs with great enough frequency, or manifests in varied or unpredictable ways.

The stress often results in a variety of consequences, many the same as those resulting from higher intensity, more openly aggressive behaviors. Furthermore, these consequences are not isolated to just the target. That is, even witnessing or hearing about workplace incivility can lead to the same negative consequences, such as:

  • Damage to trust
  • Retaliatory behaviors
  • Tardiness and/or leaving work early
  • An unwillingness to help out others or “go the extra mile”
  • Decreased
    • satisfaction with one’s supervisor, coworkers, and job
    • organizational commitment
    • perceptions of justice
    • effort, productivity, and performance
  • Increased
    • job withdrawal
    • turnover intentions
    • prevalence of mental and physical health problems

Abolishing, or at the very least, lessening the prevalence of workplace incivility at your organization can help reverse many of these while  encouraging improvements to organizational functioning and performance. By demonstrating Q4 collaborative behaviors, you can make a difference in the lives of your employees. The following are some techniques to help you begin:

  1. Team up with other leaders to set an example of the type of behavior you expect to see from employees in your organization.
  2. Ensure your interactions with peers are consistent with the behavior expected from others. Even if you know with certainty that your peer will not be offended by a joke or other unprofessional behaviors, others who might overhear the interaction may not feel the same.
  3. Always treat direct reports with respect. When they make mistakes, never say something that will make them feel badly. Instead, offer your support, and collaborate in creating a plans so the mistakes do not happen again.
  4. Give all negative feedback in private. Even if your feedback is constructive, calling out a person’s weaknesses in public can cause embarrassment.
  5. When you see something that constitutes uncivil behavior, take corrective action. Although you may be wary of issues not directly involving you, the worst thing you can do is ignore the situation. Workplace incivility builds off itself, and, if left unchecked, can transform into more overt and intentional aggression. Furthermore, if the incivility is allowed to permeate, it may become a part of the organization’s culture.
  6. Build positive relationships with other employees. Take time to get to know them as individuals.
  7. Be a respectful leader. Support a work environment that instills confidence, not fear and uncertainty. It is OK to be assertive, so long as it is balanced with respect and collaboration.

Learn how to deal with difficult people at the office

Learn how to work through office conflict

Learn about our award winning leadership development program

Schedule a complimentary Talent Development Direction session to address your issues

Q4 Disruptions

Psychological Associates is excited to announce that our own Cindy Lefton, RN, Ph.D., Vice President Organizational Consulting, had an article published in the May 2013 issue of prestigious American Nurse Today. In the article, “Why disruption can be a good thing,” Cindy discusses how positive disruption – or challenging the status quo – in the medical field can lead to better patient outcomes and why nurses should create this positive disruption. “Unfortunately, in health care, too many situations arise where workers fail to speak up and disrupt the status quo – with serious repercussions,” she said.

When someone does not challenge the status quo or rock the boat, they are exhibiting Q2 behaviors based on the Dimensional Model of Behavior®. This can be detrimental to any company or, in the case of healthcare, to patients. By learning how to behave in a more Q4 manner, you can help your organization go from good to great or help avoid potentially serious repercussions for a patient. Being overly friendly or accepting of a superior or direct report is also call for a “positive disruption.” This Q3 behavior can lead to mistakes and things being swept under the rug, which can lead to a false sense that everything is ok.

Learn more about Q behaviors

Cindy combines her extensive knowledge of organizational psychology with her experience as a registered nurse to develop effective interventions for academic medical centers and hospitals. She is a sought-after speaker and author of many articles on the topic of psychology in nursing and healthcare leadership, and she will have additional articles published in the coming months.

Get the full article

Schedule a free session to learn about Q behaviors

Get a sneak peak of our Leadership Through People Skills®

Download our free presentation “Dealing With Difficult People”

PRESENTATION: Learning Agility


Learning Agility is a hot topic these days – what exactly is it and how does it affect you?

This presentation will help you better understand what learning agility is, how to tell if someone has it, and when to know if you even need it for a specific role. The information within will help you identify, hire and promote individuals who will succeed and grow in their new positions.  After review you will be able to:

  • define learning agility
  • interview to uncover agility
  • setup an appropriate battery to assess for agility
  • understand the importance of learning agility within your organization

Learn more about our Q4 Dimensional® Model of Behavior™

Sign up for Leadership Through People Skills®

PRESENTATION: Succession Planning


We recently hosted an event with the Metro East Illinois Human Resources Group to help HR leaders learn the key strategies to develop a succession plan. Dr. Michelle Clark, Vice President of Organizational Consulting, discussed the importance of succession planning, how understanding behavior can help you and your organization get the right plan in place, and key pitfalls to avoid when implementing a succession plan.

We know as a Human Resources leader you are continually striving to ensure you have the right people in the right roles in your organization. This presentation will help you be sure you continue to do so in the future. This information will help you create a successful succession plan which will help you identify and develop employees who can best contribute to your organization’s goals in the future.  After review you will be able to:

  • avoid the pitfalls of only analyzing past performance
  • combine and accurately measure past performance and skill sets
  • analyze future potential of individuals

Learn more about our Q4 Dimensional® Model of Behavior™

Sign up for Leadership Through People Skills®

PRESENTATION: Unlock the Resistance to Change

key to change

We recently hosted a Breakfast Briefing Event to help you learn key strategies to unlock the resistance to change within your organization. Dr. Michelle Clark, Vice President of Organizational Consulting, discussed the elements of change, how understanding behavior can help you and your organization stop avoiding change, and key mistakes to avoid when dealing with change.

We know change is inevitable and employee resistance can cost a company time, money, and customers. We would like to share this presentation with those of you who were unable to attend our event. It will give you the confidence you need to embrace change and help you to coach others through it. After learning about this topic you’ll be able to:

  • Understand why people avoid change
  • Understand the stages of change
  • Address resistance
  • Avoid key mistakes

Learn more about our Q4 Dimensional® Model of Behavior™

Sign up for Leadership Through People Skills®

EVENT: Succession Planning

You Have the Right People in the Right Place Now…But What About in the Future?


As a Human Resource leader, undoubtedly you are inundated with the need to assure you currently have the right people in the right roles within your organization.

Are you also working to assure your organization will continue to have the right people in the right roles in the future?

Now is the time to act. Successor development planning helps you identify and develop employees who are best positioned to contribute to the organization’s future. At this Metro-East Illinois Human Resources Group (MEI-HRG) event Psychological Associates, will illustrate how you can develop an effective system of succession planning for your organization. We will demonstrate how using one method of looking at the past performances of individuals can hamper even the most well-intended succession plans. It is a combination of past performance, future potential, and overall skills sets that put the right people in the right roles well into an organization’s future.

This event is designed for all levels of HR and anyone handling the talent management needs of an organization. It does cost to become a member of the MEI-HRG, however, this event is free to all who would like to attend.

At this event you will learn how to:

  • avoid the pitfalls of only analyzing past performance
  • combine and accurately measure past performance and skill sets
  • analyze future potential of individuals

Succession Planning – You Have the Right People in the Right Places Now…
But What About the Future
Thursday, April 11, 2013
The Collinsville Golden Corral
12:00pm – 1:30pm

Seating is limited. Please fill out our registration form to reserve your spot:

Like to handle things the old-fashioned way – talking to a real live person? Give us a call to register! 314.678.5678

Learn about PA’s proprietary Dimensional® Model of Behavior™ and how it can help you

Learn about Leadership Through People Skills®

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EVENT: Unlock the Resistance to Change

…Key Strategies that Work!

key to change

You may not always foresee change, but you can anticipate that change in your business environment has the capability of causing resistance, or even paralyzing fear, among anyone within your organization – from the senior team to the individual contributor.

Join us at our upcoming event, Unlock the Resistance to Change: Key Strategies that Work, where we will address this resistance and help you identify leverage points at the organization, senior team, and individual levels. Dr. Michelle Clark will illustrate key strategies to help your organization adapt to changes in the marketplace, and examine strategies many companies employ that do not work. You will leave this event armed with proven tools you can use immediately to eradicate issues that hamper change within your organization.

This event is designed for attendees at the C-Suite level and above.

You will learn how to:

  • realize if you are in the way of change
  • address changes in your culture
  • adapt to changes in the marketplace

We know everyone’s change management concerns are different, and we want this event to have a big impact on your success. So we are offering a special gift to event attendees – a complimentary, individualized change management coaching session with one of our specialized Ph.D. consultants for up to one hour. You will receive a certificate at the event you can use for this complimentary session.

Unlock the Resistance to Change – Key Strategies that Work
Friday, April 5, 2013
Psychological Associates Office
8112 Maryland Avenue, Suite 300
Saint Louis, MO 63105 
7:30am – 9:00am
7:30-7:50 – Light Breakfast and Networking
7:50-8:45 Change Management Strategies
8:45-9:00 Questions and Networking

Seating and complimentary coaching sessions are limited.

Please fill out our registration form to reserve your spot:

Like to handle things the old-fashioned way – talking to a real live person? Give us a call to register! 314.678.5678

Learn about PA’s proprietary Dimensional® Model of Behavior™ and how it can help you

Learn about Leadership Through People Skills®

Learn about recognition Leadership Through People Skills® has received

Sign up for our leadership newsletters

Follow us on LinkedIn

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“Leadership Through People Skills®” Honored Again by TrainingIndustry.com!

2013 Leadership Watch List largeWe are excited to announce Psychological Associates and our flagship leadership course, Leadership Through People Skills® (LTPS) have repeated our placement on the Leadership Training Companies Watch List for 2013.

Trainingindustry.com chose PA based on the innovativeness of LTPS, our unique approach, our commitment to thought leadership and the quality of our clients.

For the thousands of LTPS graduates who tout our program regularly, this repeat honor comes as no surprise. They understand the effectiveness and immediate applicability of the skills learned in LTPS. Are you a graduate who wants to share your stories with others? You can on LinkedIn.

You can post your certification on your profile

You can join the LTPS group to share with other like-minded leaders

You can recommend LTPS on our company profile page

We are incredibly flattered to have received this recognition again in 2013, and are grateful to our loyal clients – we could not have earned this without you.  Our program is already offered at the master’s level at Washington University, internationally at Webster University and at Saint Ambrose and the University of South Carolina.  Now our LTPS program will be even more respected and world renown than ever – meaning your selection of our program for your company will bring an even bigger value to your organization.

Our own Dr. Thomas D. Brooks,  Executive Vice President Professional Services, said it best when he stated, “We continually work to update our training programs and materials to reflect the current business climate, and an honor such as this demonstrates our lasting connection to what our clients need to succeed.”

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Psychological Associates’ Dimensional® Model of Behavior™ Helps the Nursing Field

Mastering Precepting

In 2012, we announced our own Dr. Cindy Lefton had written a chapter in the ground-breaking book Mastering Precepting: A Nurse’s Handbook for Success.  In the chapter, Dr. Lefton discussed the uses and importance of Psychological Associate’s Dimensional® Model of Behavior™ in the development of nurses.

We are once again proud to announce this book has secured not one, but TWO spots on the American Journal of Nursing’s Book of the Year Awards List!  It was voted No. 1 in the Medical-Surgical Nursing category and No. 2 in the Nursing Education category.

Congratulations to editor and author Beth Ulrich, and of course our own Dr. Cindy Lefton!

Watch out world, here comes a new generation of Q4 nurses!

View the awards list here

Download a PDF of the AJN’s Book of the Year Awards

Learn more about Mastering Precepting: A Nurse’s Handbook for Success

Purchase a copy

Learn about LTPS

Join the LTPS Group on LinkedIn

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