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.

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PRESENTATION: Learning Agility

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™

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PRESENTATION: Succession Planning

succession

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™

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EVENT: Succession Planning

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

succession

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

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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

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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

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EVENT: 3 Reasons a Company Can Fail…

…and 1 BIG Reason It Can Succeed

q4 model in hand

Everyone knows there are many reasons a company might fail.  But not everyone knows many failures occur due to a team or individual’s behavior.  At Psychological Associates we divide behaviors into four quadrants – found in our Dimensional® Model of Behavior™.  Three of those quadrants identify behaviors that can lead a company to fail.  One of the quadrants, the one we call Q4 – describes those behaviors that are results focused and foster a company’s success.

We and the Saint Louis RCGA cordially invite you to attend a Business After-Hours Event where complimentary cocktails and hors d’oeuvres will be served while local business leaders share success stories. At this event you will discover what top executives at leading Saint Louis based companies such as Emerson, Centene, and Buckingham Asset Management have done to ensure successful leadership development.

We’ll also give you an inside look at our flagship workshop, the newly redesigned Leadership Through People Skills® (LTPS.) Please join us at 5:30 p.m. February 6, 2013, in the second floor gathering area of the Knight Center at Washington University to learn the behaviors that can foster your company’s success.

RCGA Business After Hours Event – 3 Reasons a Company Can Fail
Wednesday, February 6, 2013
Charles F. Knight Center at Washington University
5:30 – 7pm 
Complimentary cocktails and hors d’oeuvres will be served  
Space 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

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3 Pitfalls of Do-It-Yourself Organizational Surveys

Written by: Meghan R. Lowery, Ph.D.

survey

Advanced technology makes designing, using, and administering online surveys easier than ever. A prominent employee survey vendor even remarked “an intern can create a survey!” In part, they are correct. Organizations often relegate survey design and rollout to internal employees, who, with best intentions, create a measure they feel will help achieve the organization’s objectives – such as measuring employee opinions or understanding customer satisfaction metrics –  but often fall short of the strategic goals.

The DIY method often leaves out integral keys to surveys – pertinent questions, accurate data, and meaningful interpretation. Though the process of actually creating a survey, from the most simplistic to incredibly complex, has been made easier through new technology, the unfortunate reality is that user error has become more commonplace.

Imagine if it was suddenly easier and cheaper to manufacture weight scales by doing it yourself. Everyone on the lookout for a good bargain would buy the discount DIY scale, assemble the pieces at home, and step on the scale. To their amazement, the scale may read they are 15 pounds lighter than they were expecting. This DIY scale also is supposed to measure height, which helps in calculating body mass index. Oddly though, sometimes the measurements are 1 to 2 inches shorter or taller than previous measurements. Now, the individual’s body mass index is not the same – inaccurate in fact – but it’s close, and the scale was inexpensive.

This hypothetical tale of woe illustrates a simple concept: because the scale is DIY, it has a higher chance of turning out to be unreliable. This problem is just one of many pitfalls that can occur with DIY surveys. Here are other drawbacks:

Asking the Wrong Questions

Reliability and validity are integral when it comes to constructing strong organizational surveys. The questions are vital for understanding what an organization actually wants to know. It is important to consider what information you want as a result – not simply what to ask. There is a phrase commonly used to describe a source of bad data: “junk in equals junk out.” If the questions are not reliable, valid, and consistent, the conclusions that are drawn from the resulting data may not be correct. For this very reason, it is important to have a professional trained in survey methodology to design, construct, administer, and even interpret survey data for your organization.

Lack of Candor

Another problem that can occur when surveys are administered by internal sources is the resulting lack of candor from the employees themselves. Receiving candid responses is vital to the success of any survey, and employees may feel they cannot answer candidly when their responses are going directly to another employee, however trustworthy that person may be. Employees may feel responses could be viewed by their boss or another decision maker, and that can be frightening! Protect their interests and gain their trust by having an outside firm complete the data collection and analysis.

Radio Silence with Feedback

Many times, individuals compiling the results deliver the information directly to decision makers, who quietly absorb the report or discuss it with peers in high-level meetings. Though there may be changes made based upon the results, the employees rarely find out how their feedback may have helped the organization itself.  Revealing the entire report will not help in providing meaningful feedback either though.

It is essential to plan through who will be listening to the end results, communicate at a level that is appropriate, and disseminate results and the planned actions in a timely manner. Sounds simple, but this step is often forgotten, which means the employees can become distrustful of how their responses might be used in future surveys. A consultant trained in delivering feedback throughout the different levels of an organization can assist in this important process.

Learn why trust is the key to high performance

Though it is easy to construct and administer a survey using internal resources, the cost of doing so may turn out to be quite high if you get inaccurate data, false results, or have to duplicate your efforts. Data you can trust is invaluable in making strong organizational decisions. Be sure you make the right decisions from the right data.

Focus less on a bargain budget survey and enjoy the cost savings that may come after you incorporate valuable feedback from valid, reliable surveys your employees feel comfortable completing.

Implementing a fully reliable survey process is more affordable than you think – and can save you a lot of time and even help with employee retention. We would love to give you more information to help you improve your organizational surveys – just click here

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