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.

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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

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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™

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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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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

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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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PRESENTATION: The Office Battleground: The Secret to End the Conflict

office battleground

We recently hosted a Breakfast Briefing Event to help you learn how to end conflict at the office. Pam Hager, Vice President of Instructional Consulting, discussed the elements of a conflict, how changing your own behavior can help the other party change, and how you can work through – and help others work through – the conflict to arrive at the best solution.

We know even the most peaceful offices have conflict, and this 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 address conflict in your office, and most importantly arrive at a successful resolution for you and your business. After learning about this topic you’ll be able to:

  • Get past conflict and get things done
  • Size up behavior to understand the conflict styles of others, using the Dimensional® Model of Behavior™
  • Re-engage affected parties to work through the underlying disagreement
  • Control your emotions and manage others’ emotions in resolving the issue

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PRESENTATION: Gaining Employee Commitment to Increase Business Results

Our own Dr. Tom Brooks presented on the topic of employee engagement at a recent event for CEOs.  He explored the 10 things that drive employee commitment and increase bottom line results in any organization.

Below is Dr. Brooks’ presentation so you, too, can learn the essential elements of a committed workforce and how to gain commitment from your own employees. Topics covered in this presentation include:

  • The case for engagement
  • Specific drivers of engagement
  • Connecting workplace changes and engagement
  • Motivators of a committed workforce
  • Who owns responsibility of driving engagement

You can view the presentation in its entirety on slideshare or by using the widget below.

Watch for additional events and presentations coming soon from Psychological Associates.

As the leaders in organizational and leadership strategy and development solutions, we help our clients evolve into the organizations they wish to become. We offer talent management programs for some of the top Global 1000 companies. From assessments of new recruits to executive coaching and development to team building and numerous other programs, our Ph.D.s are well-versed on the needs of our Fortune 1000 clients.

To learn more about our offerings visit www.q4solutions.com/offerings.

At Psychological Associates we offer an exceptional leadership program called Leadership Through People Skills® on a monthly basis here in Saint Louis.  Leadership Through People Skills® is an intensive, three-day event that uses real-world issues and situations to give executives the opportunity to learn and apply the interpersonal leadership skills that are proven contributors to leadership success.  It teaches men and women how to use the appropriate amount of assertiveness and compassion as a leader; and helps grow the skills that help leaders obtain goals quicker.  LTPS provides rich, personal insights about leadership effectiveness and style. It strengthens influencing and people skills. It builds successful leaders.

We have also developed a group on LinkedIn where leaders can go to network with successful leaders across the globe and receive tips and articles from us as well as other individual contributors.  Join us in our LTPS group on Linkedin!

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PRESENTATION: Global Talent: Selection, Management and Leadership

Psychological Associates’ Dr. Ann Beatty recently gave a presentation to the Washington University Olin Business School’s Executive MBA students about Global Talent: Selection, Management, and Leadership. The presentation is relevant for any company that is currently working on a global scale or that is considering broadening its reach.  This presentation discusses both the benefits and challenges of a global workforce.

In today’s fast-paced and global business environment, executives must navigate the opportunities and challenges of a multicultural workforce where distance is not the only differentiator. Dr. Beatty utilizes a client case study to explore these differences and demonstrate how companies can profit from the use of specific strategies to build a successful team.

You can view the presentation in its entirety on slideshare or by using the widget below.

Psychological Associates offers talent management programs for some of the top Global 1000 companies. From assessments of new recruits to executive coaching to team building and numerous other programs, our Ph.D.s are well-versed on the needs of our global clients. We prepare organizations to achieve the future they envision. To learn more about our offerings visit www.q4solutions.com/offerings.

At Psychological Associates we offer an exceptional leadership program called Leadership Through People Skills® on a monthly basis here in Saint Louis.  Leadership Through People Skills® is an intensive, three-day event that uses real-world issues and situations to give executives the opportunity to learn and apply the interpersonal leadership skills that are proven contributors to leadership success.  It teaches men and women how to use the appropriate amount of assertiveness and compassion as a leader; and helps grow the skills that help leaders obtain goals quicker.  LTPS provides rich, personal insights about leadership effectiveness and style. It strengthens influencing and people skills. It builds successful leaders.

We have also developed a group on LinkedIn where leaders can go to network with successful leaders across the globe and receive tips and articles from us as well as other individual contributors.  Join us in our LTPS group on Linkedin!

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EVENT: The Office Battleground: Secrets to End the Conflict

We have all been there – either at an impasse with a colleague or on the management end of a conflict among others. In today’s fast-paced, stressful business environment, it is inevitable to encounter workplace conflicts at some time.

Whether you are in the midst of the battle or playing the role of the peacekeeper, finding resolutions to these issues is essential. Unresolved issues can lead to diminished performance or cause permanent harm to your company.

Join Psychological Associates at our next complimentary Breakfast Briefing as we present The Office Battleground: Secrets to End the Conflict on November 29, 2012, at our office in Clayton. The event will be hosted by Pam Hager, Vice President of Instructional Consulting. Limited seating is available, so please RSVP as soon as possible.

Those who attend will learn:

  • How to get past conflict and get things done
  • How to size up behavior to understand the conflict styles of others, using the Dimensional® Model of Behavior™
  • How to reengage affected parties to work through the underlying disagreement
  • How to control your emotions and manage others’ emotions in resolving the issue

Based on our Working Through Conflict™ workshop, Ms. Hager will present the event in a “learn-by-doing” format with demonstrations and lively discussions. This is a do-not-miss opportunity for anyone seeking ways to resolve their own workplace conflicts or those within their own organizations.

Please mark this event on your calendar and register below to join us to get the tools you need to end conflict at your office.

“The Office BattleGround: Secrets to End the Conflict” is a complimentary breakfast briefing, but space is limited and it does fill up fast, so be sure to register today.

The Office BattleGround: Secrets to End the Conflict
Thursday, November 29, 2012
Psychological Associates
8112 Maryland Avenue, Suite 300
Clayton, MO 63105 
7:30am
Breakfast will be served, seating is limited. 
Please fill out our registration form to reserve your space:

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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