Fundamentals of Consulting Psychology Series – serie

Functioning successfully within different cultures can be a struggle for many professionals and, as the world changes, it's become clear that working within other cultures, both domestic and international, requires competence in both identifying and transcending cultural boundaries. In this highly approachable volume, the authors provide a robust framework for addressing cultural conflicts within organizations not just for practitioners in the field of consulting and organizational psychology, but for a broad spectrum of professionals, executives, and community leaders. Drawing on case studies that illustrate commonly encountered cultural dilemmas in a variety of practice areas, the authors present applications, assessments, and intervention approaches that are prerequisites for gaining transcultural competence, whether as a consultant, organizational leader, or professional in any number of fields dealing with diversity and globalization. Four steps for identifying and managing cultural dilemmas are described: recognizing, respecting, reconciling, and realizing cultural differences. The authors ably expand on these concepts with real-world examples from their practice – from corporate struggles with native pacific islanders to functioning within the complicated traditions of Native American reservations.The concept of 'cultural traps' associated with often subtle ethnocentric assumptions, and how to avoid them, makes Transcultural Competence an invaluable resource.

This book provides consulting psychologists, managers, and human resources personnel with easy-to-use, evidence-based strategies for providing effective feedback to improve communication and performance in the workplace.Feedback is an essential part of communication, coaching, management, and human resource practices. Yet the essential elements that make feedback more effective often fail to go beyond the pages of academic journal articles and into the workplace where they could greatly improve communication and performance. This book is an easy-to-use resource that applies classic and current research findings to create actionable, evidence-based tactics that consulting psychologists, consultants, managers, and HR personnel can use to improve feedback exchanges in any work environment.The authors present a simple and straightforward model of the feedback process that includes four critical elements that can make or break a feedback exchange: the actions and behaviors of the feedback provider, the content of the message, the beliefs and perceptions of the feedback recipient, and the context in which feedback is provided. Each chapter includes a case example that highlights key takeaways from the research and illustrates how consultants can apply these concepts and strategies in real scenarios.

This book provides a broad introduction to consulting psychology that reviews assessment and intervention at three levels of competency-individual, group, and organizational-including how these levels interact.Consulting psychology is a burgeoning yet sometimes underappreciated discipline whose goal is to empower clients and improve workplace functioning. In this book, Dr. Lowman describes this fulfilling and important work, translating theory and research into a succinct and accessible overview that will familiarize students, psychologists from multiple disciplines, and others with the field.Lowman reviews how consultation helps clients at three levels-individual, group, and organizational. Using illustrative case examples, he samples issues that can arise at each level and describes appropriate tools for assessment and intervention.The various consulting activities surveyed include: screening potential job candidates coaching individuals to help them adapt to new roles and manage relationships with colleagues evaluating and improving work group dynamics, such as communication patterns and working with different organizational cultures to enhance system-wide processes and structures. Leadership is given special focus as a complex topic that spans all three levels and requires the consultant to consider a host of variables. Multiculturalism and internationalism are also examined as competencies that consulting psychologists must possess in our increasingly globalized society.Lowman also considers important professional standards and guidelines for consulting psychologists, including the APA Ethics Code.

This book surveys the exciting opportunities that await psychologists in national security settings. The authors are experienced consulting psychologists who provide a richly detailed introduction for psychologists and graduate students. Their insider knowledge gives readers a rare glimpse into the workplace culture and group dynamics of national security organizations.  The authors offer tips and strategies to prepare consultants as they navigate complex challenges and procedures, such as the security clearance process. They identify important qualities, competencies, and interpersonal skills that consultants must possess to adapt to these organizations and deliver effective psychological services to operations and support personnel. Ethical dilemmas are also examined, particularly situations in which a psychologist's professional and personal values may be tested by the nature of the work at hand.  Illustrative case vignettes bring to life the day‑to‑day roles and responsibilities of consulting psychologists, highlighting the importance of their contributions and how rewarding this work can be.

Consulting to Technical Leaders, Teams, and Organizations presents a rich discussion of the opportunities organizational consultants have to impact the development of technical leaders, teams, and organizations. The expansion of the tech sector has revolutionized how processes are conducted in almost every realm, from farming to medicine to communication to retail and so much more. The role of technical leaders has evolved from supporting organizational functions to creating and leading corporations, many with worldwide impact. This boom in the technology industry has brought along unique challenges and opportunities for organizational consultants. Consulting to Technical Leaders, Teams, and Organizations covers topics including creating effective engagement with technical leaders, understanding technical teams, and assessing and changing technical organizations.

This text provides conceptual and operational descriptions of the major theories in and strategic approaches to the field of organizational and systems change.Organizational and systems change, a primary focus for many consulting psychologists and other professional consultants, requires a subtle knowledge of human organizations, cultures, and societies. This book describes a variety of strategies and principles involved in O/SC, including general systems theory, chaos and complexity theory, organizational development and change management, organizational and personal learning, psychodynamics and covert processes, and emerging areas of interest including the integration of positive psychology, appreciative inquiry, behavioral theory, and neuropsychology into the practice of O/SC.  Essential Strategies for Organizational and Systems Change offers a broad and comprehensive treatment of the research behind and challenges involved in motivating and effecting large‑scale human systems change. While the authors discuss interventions at the individual, group, and organizational/systems level, the outcome of these efforts is focused upon organization and system success, improvement, and survival.  The authors provide a thorough overview of theories and strategic approaches in this area, how they developed, the evidence base for their use in practice, practical and effective mental models, examples of how the strategies and models can be applied, and references that will provide the reader with a deeper understanding of the concepts discussed. This book is an invaluable reference resource for anyone wanting to enter or progress in the field of organizational consulting.

Coaching Psychology brings evidence-based methods and models to the practice of leadership coaching for professional and personal growth. The authors apply these tools with the aim of developing and improving the skills clients need to assume and/or be more effective in leadership positions in organizations.This concise guide offers psychologists a comprehensive overview of coaching psychology, from initial client contact to the conclusion of the engagement. It describes the assortment of tools coaching psychologists use, including models to guide the process didactic exercises and other homework that requires self-reflection, video clips, journaling, and assessment inventories and key stakeholder feedback for identifying the individual amp rsquo s great strengths (their platform for achieving their best Leader self) and suggested areas for improvement.As the authors describe, the primary tool for facilitating learning is the coach amp rsquo s self. Results of research on the effectiveness of various coaching methods are presented, along with practical discussions of how psychologists can acquire the often subtle skills required to become effective coaching psychologists. Common ethical dilemmas, such as how to handle multiple relationships, are examined, along with evidence-based strategies for addressing professional issues, such as maintaining emotional resilience.