Podcasts about consulting psychology

Providing performance feedback is one of the most challenging tasks leaders face. Feedback often sparks frustration and fear for both leaders and their teams. Why? Because there is a disconnect between what leaders think they are communicating and what employees receive. It's rooted in neuroscience and psychology research that we don't always apply effectively in the moment. EPISODE SUMMARY:WHAT YOU WILL LEARN:There are a lot of moving parts to provide effective feedback, including the content, valence, purpose of the message, the feedback recipient's characteristics, and the feedback provider's characteristics. In their new book, Performance Feedback Strategies, published by the Association for Talent Development (ATD), Drs. Nowack and Mashihi introduce a model of performance feedback coaching for leaders with structured exercises, techniques, and tips to help leaders become better performance coaches. After over a decade spent developing, testing, and refining their model with leaders around the world, they are now ready to share their four-part Performance Feedback Coaching Model, based on research in neuroscience and psychology, to help us all become better at providing performance feedback that is received well and translates into real behavior change. ***ABOUT OUR GUESTS:Dr. Kenneth M. Nowack is a licensed psychologist and Senior Research Officer of Envisia Learning, Inc., a global consultancy specializing in assessments and technology platforms. He serves on Daniel Goleman's Consortium for Research on Emotional Intelligence in Organizations and recently served as Editor for the Consulting Psychology Journal. He is also a Fellow of the American Psychological Association through Division 13 (Society of Consulting Psychology).Sandra Mashihi, PhD is an organizational psychologist and executive coach with over 20 years of experience helping leaders and teams thrive through customized leadership development solutions. As the founder of Spectra Coaching, she works with executives, emerging leaders, and organizations to unlock leadership potential, enhance team dynamics, and drive measurable change. She was previously an Adjunct Professor at Pepperdine Graziadio Business School and Director of Coaching Services at Envisia Learning.***IF YOU ENJOYED THIS EPISODE, CAN I ASK A FAVOR?We do not receive any funding or sponsorship for this podcast. If you learned something and feel others could also benefit, please leave a positive review. Every review helps amplify our work and visibility. This is especially helpful for small women-owned boot-strapped businesses. Simply go to the bottom of the Apple Podcast page to enter a review. Thank you!***LINKS MENTIONED IN EPISODE:www.gotowerscope.comwww.envisialearning.comwww.linkedin.com/in/kennethnowackwww.spectracoaching.comhttps://www.linkedin.com/in/sandramashihi/https://www.amazon.com/Performance-Feedback-Strategies-Successful-Behavior/dp/1957157860www.envisialearning.comwww.linkedin.com/in/kennethnowackwww.spectracoaching.comhttps://www.linkedin.com/in/sandramashihi/https://www.td.org/product/book--performance-feedback-strategies/112504https://www.amazon.com/Performance-Feedback-Strategies-Successful-Behavior/dp/1957157860#Feedback #360DegreeFeedback #leadership #PerformanceFeedback #LeadershipSkills #LeadershipDevelopment #TheHardSkills

In this episode, Dianne A. Allen welcomes John Horton, Lead Consultant of Hogan's Independent Consultants Network, to explore how multipotentialites—those with many talents and passions—can truly make a difference by embracing their unique gifts.   John shares his inspiring journey, shaped from childhood by imagination, curiosity, and the drive to excel across many areas: from sports to leadership. He opens up about “unlocking a warrior,” and how aligning mindset, movement, and purpose helped him step into his true essence.   Gifted, multipotentialite individuals thrive when supported by strong leadership and a healthy, empowering work environment. It's so important for us to have physical outlets to channel intense energy and stay in flow.   Be inspired on the Someone Gets Me Podcast – How a Multipotentialite Can Make a Difference with John Horton.   Did you enjoy this episode? Follow the podcast and leave a 5-star review. You can also listen to this podcast on YouTube. https://www.youtube.com/@someonegetsme/   Get Dianne A. Allen's book, “Someone Gets Me: How Intensely Sensitive People Can Thrive in an Insensitive World” https://www.amazon.com/Someone-Gets-Intensely-Sensitive-Insensitive/dp/0999577867   —-------------------------------------------------------------------------------------------------   John Horton is the Lead Consultant with Hogan's Independent Consultants Network. He has worked with organizations from around the globe, including many Fortune 500 companies, in the areas of high-stakes selection and development, product development, and assessment interpretation, as well as marketing and entrepreneur development. John holds an M.S. and B.S. in Psychology from the University of North Florida, where he graduated Magna Cum Laude and has published research in journals such as the Applied Cognitive Psychology, Computers and Education, and Computers in Human Behavior.  He is active on the speaking circuit, having presented at numerous academic and professional conferences and events across the US, including the Society of Consulting Psychology and the American Psychological Association conferences. He is also the co-founder of a psychology app and regularly volunteers as a youth leadership coach.   LinkedIn: https://www.linkedin.com/in/john-h-19748879/    Learn more about Hogan Assessments. Facebook: https://www.facebook.com/hoganassessments LinkedIn: https://www.linkedin.com/company/hogan-assessment-systems/ X: https://x.com/HoganAssessment YouTube: https://www.youtube.com/user/hoganassessments/featured   Dianne A. Allen, MA is an intuitive mentor, speaker, author, ambassador, hope agent, life catalyst, and the CEO and Founder of Visions Applied. She has been involved in personal and professional development and mental health and addiction counseling. She inspires people in personal transformation through thought provoking services from speaking and podcasting to individual intuitive mentoring and more. She uses her years of experience coupled with years of formal education to blend powerful, practical, and effective strategies and tools for success and satisfaction. She has authored several books, which include How to Quit Anything in 5 Simple Steps - Break the Chains that Bind You, The Loneliness Cure, A Guide to Contentment, 7 Simple Steps to Get Back on track and Live the Life You Envision, Daily Meditations for Visionary Leaders, Hope Realized, and Where Do You Fit In?   Website: https://msdianneallen.com/  Instagram: https://www.instagram.com/dianne_a_allen/  Facebook: https://www.facebook.com/msdianneallen/  LinkedIn: https://www.linkedin.com/in/dianneallen/#  Twitter: https://x.com/msdianneallen   #GiftedPeople #Neurodivergent #Neurodivergence #Multipotentialite #GiftedAdults #UnlockYourPotential #ImaginativeMinds #FindingYourEssence #GiftedPeople #Neurodivergent #Neurodivergence #Multipotentialite #GiftedAdults #UnlockYourPotential #ImaginativeMinds #FindingYourEssence #ThrivingAtWork #LeadershipMatters #MentalHealth #GiftedPodcast

In this episode of the CCPT Purism series, I explore the work of Bernard and Louise Guerney, who extended the principles of child-centered play therapy beyond the playroom through the development of filial therapy. Their innovation marked a major turning point in the model's evolution by shifting the role of the therapist from the primary change agent to a coach who empowers parents to support their children at home through non-directive play. I walk through how filial therapy remains fully adherent to CCPT while providing a framework for training parents in tracking, reflecting feelings, and setting therapeutic limits. The Guerneys' work laid the foundation for programs like CPRT, which combine CCPT principles with family engagement to dramatically improve outcomes. This episode is a call to remember our roots, honor the legacy of those who shaped this model, and stay grounded in the principles that make CCPT so powerful. Episode References: Guerney, B. G. (1964). Filial therapy: Description and rationale. Journal of Consulting Psychology, 28(4), 304–310. https://doi.org/10.1037/h0044594 Guerney, L. F. (2000). Parent-child interaction therapy: Filial therapy and child-centered play therapy. International Journal of Play Therapy, 9(2), 33–49. https://doi.org/10.1037/h0089442 Landreth, G. L., & Bratton, S. C. (2006). Child parent relationship therapy (CPRT): A 10-session filial therapy model. New York, NY: Routledge. Bratton, S. C., Ray, D., Rhine, T., & Jones, L. (2005). The efficacy of play therapy with children: A meta-analytic review of treatment outcomes. Professional Psychology: Research and Practice, 36(4), 376–390. https://doi.org/10.1037/0735-7028.36.4.376 Ray, D. C. (2011). Advanced play therapy: Essential conditions, knowledge, and skills for child practice. New York, NY: Routledge. LIVE, APT-approved Advanced "4-Pillars" CEU Training (Reflecting Feelings, Choice-Giving, Encouragement, Limit-Setting) Series Starting Friday March 28th Through April 11th, 2025 PlayTherapyNow.com is my HUB for everything I do! playtherapynow.com. Sign up for my email newsletter, stay ahead with the latest CCPT CEU courses, personalized coaching opportunities and other opportunities you need to thrive in your CCPT practice. If you click one link in these show notes, this is the one to click! If you would like to ask me questions directly, check out www.ccptcollective.com, where I host two weekly Zoom calls filled with advanced CCPT case studies and session reviews, as well as member Q&A. You can take advantage of the two-week free trial to see if the CCPT Collective is right for you. Ask Me Questions: Call ‪(813) 812-5525‬, or email: brenna@thekidcounselor.com Brenna's CCPT Hub: https://www.playtherapynow.com CCPT Collective (online community exclusively for CCPTs): https://www.ccptcollective.com Podcast HQ: https://www.playtherapypodcast.com APT Approved Play Therapy CE courses: https://childcenteredtraining.com Twitter: @thekidcounselor https://twitter.com/thekidcounselor Facebook: https://facebook.com/playtherapypodcast Common References: Cochran, N., Nordling, W., & Cochran, J. (2010). Child-Centered Play Therapy (1st ed.). Wiley. VanFleet, R., Sywulak, A. E., & Sniscak, C. C. (2010). Child-centered play therapy. Guilford Press. Landreth, G.L. (2023). Play Therapy: The Art of the Relationship (4th ed.). Routledge. Bratton, S. C., Landreth, G. L., Kellam, T., & Blackard, S. R. (2006). Child parent relationship therapy (CPRT) treatment manual: A 10-session filial therapy model for training parents. Routledge/Taylor & Francis Group. Benedict, Helen. Themes in Play Therapy. Used with permission to Heartland Play Therapy Institute.

What makes diversity and inclusion—seemingly so simple—also so complicated and difficult to achieve? Truly bringing inclusion to life can sometimes feel quite challenging, especially when there seem to be forces pulling in many directions, and various inherent dilemmas involved in working with and across differences. In this episode, we will explore how to bring inclusion to life and how to understand and manage some of the paradoxes and tensions of inclusion. WHAT YOU WILL LEARN:Leading in a diverse organization can often feel very challenging, especially given some of the pulls and pushes these days related to DEI. What is involved in inclusive leadership geared toward helping oneself and others work well with our many differences and toward gaining the benefits of diversity? In this episode, we will discuss how to bring inclusion to life -- the essence of inclusive leadership, what makes it challenging, and how to manage the inevitable tensions involved in working with and across differences. Bringing inclusion to life involves being authentic and helping others do so, fostering more experiences of inclusion for more people, and behaving and leading inclusively. But inclusion is also difficult. We will discuss and unpack core dilemmas that are part and parcel of inclusion, including the tensions between fostering self-expression and requiring mutual adaption, between being flexible and open about boundaries and norms and keeping them stable and well-defined, and between increasing comfort and safety and leaving our comfort zones and taking more risks. Join us to learn more about the everyday work of inclusive leadership.***ABOUT OUR GUEST:Dr. Bernardo Ferdman is an internationally recognized expert and thought leader on inclusion, diversity, and inclusive leadership, with over 39 years of experience in the U.S. and around the world as an organization and leadership development consultant and executive coach. He is passionate about creating a more inclusive world where more people can be fully themselves and accomplish goals effectively, productively, and authentically, and he works with leaders and employees to develop and implement effective ways of using everyone's talents and contributions and to build inclusive behavior and multicultural competencies. Bernardo is principal of Ferdman Consulting, which specializes in supporting leaders and organizations in bringing inclusion to life in leadership practices and in organizational cultures and systems, and he is Distinguished Professor Emeritus at the California School of Professional Psychology, where he taught for almost 25 years. Bernardo has written extensively on inclusion and inclusive leadership; his most recent book is Inclusive Leadership: Transforming Diverse Lives, Workplaces, and Societies. He received his Ph.D. in Psychology from Yale University in 1987. He is afellow of various professional organizations and was the recipient of the Society of Consulting Psychology's 2019 Award for Excellence in Diversity and Inclusion Consulting.***IF YOU ENJOYED THIS EPISODE, CAN I ASK A FAVOR?We do not receive any funding or sponsorship for this podcast. If you learned something and feel others could also benefit, please leave a positive review. Every review helps amplify our work and visibility. This is especially helpful for small women-owned boot-strapped businesses. Simply go to the bottom of the Apple Podcast page to enter a review. Thank you!***LINKS MENTIONED IN EPISODE:Guest LinkedIn Profile: https://linkedin.com/in/ferdman ; https://www.linkedin.com/company/ferdmanconsultingGuest Website: https://ferdmanconsulting.com (firm); https://inclusiveleader.com (book)Our website: www.gotowerscope.comhttps://linkedin.com/in/ferdman; https://www.linkedin.com/company/ferdmanconsulting; https://x.com/bferdman; https://www.instagram.com/bferdman; https://ferdmanconsulting.com (firm's website); https://inclusiveleader.com (book website)#Inclusive:leadership; #DEI; #paradoxes; bringing inclusion to life; #TheHardSkillsTune in for this empowering conversation at TalkRadio.nyc

Join us for a captivating episode with Dr. Dan Radecki, a leading expert in neuroscience and brain-based leadership. In this discussion, Dr. Radecki details the differences between acute and chronic stress in the workplace and highlights the critical link between psychological and physical safety. Discover effective strategies to build brain resilience, foster better decision-making, and manage stress in high-risk roles to create safer environments. Don't miss this insightful opportunity to dive into the neuroscience of safety leadership! About the Guest: Dr. Dan Radecki is Co-founder and Chief Scientific Officer at The Academy of Brain-based Leadership (ABL). He also serves as Vice President and Head of Global Clinical Research at Object Pharma and holds a Bachelor's in Psychology, a Master's in Biopsychology, and a PhD in Neuroscience. Dan delivered a TEDx keynote and co-authored the book “Psychological Safety: The key to happy, high-performing people and teams.” He has been guest editor on a special issue for the Journal of Consulting Psychology, written numerous peer-reviewed scientific articles, and been published in the Harvard Business Review. For more information: https://brainleadership.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Dr. Williams is the Founder and Chief Executive Officer of Legacy Consulting & Research Group. Dr. Williams is an enthusiastic leader who enjoys helping individuals and organizations thrive. Dr. Williams has experience in assessment, consulting, research, and speaking. His research interests include multicultural competence, emotional intelligence, resilience, and leadership. Dr. Williams works with clients at Legacy, delivering executive coaching and consulting services. Dr. Williams is also an assistant professor in the Behavioral Sciences and Leadership department at the United States Military Academy at West Point and Fuller Graduate School of Psychology & Marriage and Family Therapy. Dr. Williams also served as the Diversity, Equity, & Inclusion Chairperson for the American Psychological Association, Division 13 Society of Consulting Psychology. In addition to his experience in Consulting Psychology, Dr. Williams has served in the United States Army (active and reserve) for over 20 years. He is an Airborne and Ranger qualified Infantry Officer who has served soldiers and their families in various leadership positions. Dr. Williams discusses the importance of implementing strategic approaches throughout your career to help you leave a legacy. To learn more about Dr. Cedric Williams, visit www.legacycrg.com.www.TheAcclivity.comhttps://www.linkedin.com/indrlorenmhill/https://twitter.com/drlorenmhillhttps://www.youtube.com/channel/UCc7Pj53_iGc2M9GcZN1AgLAwww.TheAcclivity.com https://www.linkedin.com/indrlorenmhill/ https://twitter.com/drlorenmhill https://www.youtube.com/channel/UCc7Pj53_iGc2M9GcZN1AgLA

In the face of work and life challenges, there are three distinct possible long-term outcomes including harm, resilience, and growth. In some cases, people can experience positive change because of overcoming challenges and crises, as expressed in the aphorism “What doesn't kill you makes you stronger.” Dr. Ken Nowack will help us understand how resilience and growth occur as a set of personality and evidence-based personality traits, lifestyle practices and specific habits/behaviors that characterize such hardy individuals, and the leadership practices that can enhance a trusting, psychologically safe, and a positive mental health culture. Kenneth M. Nowack, Ph.D. is a licensed psychologist and Senior Research Officer of Envisia Learning, Inc. Dr. Nowack received his doctorate degree in Counseling Psychology from the University of California, Los Angeles and has published extensively in the areas of 360-degree feedback, assessment, health psychology, and behavioral medicine. Ken is a member of Daniel Goleman's Consortium for Research on Emotional Intelligence in Organizations and serves as the outgoing Editor for the APA Consulting Psychology Journal. He is also a Fellow of the American Psychological Association (Division 13: Society of Consulting Psychology).What differentiates the hardy who grow and flourish under pressure and challenge versus those who appear to endure lasting negative consequences of these same experiences? In this episode, Dr. Ken Nowack will walk us through: 1. Understanding the 3 ways to define resilience 2. Understanding the common trajectories of resilience 3. How to apply leadership practices to enhance a psychologically safe, trusting, and resilience culture in organizations#resilience #leadership #job burnout #stress #TheHardSkills #leadershipdevelopmentTune in for this empowering conversation at TalkRadio.nyc

Have you ever wondered how to go from one career to a very different one? Or how to integrate all of the interests you have into a professional career? This is the area of professional identity development and formation and Dr. Williams will lead us through how to do this. Listeners will gather information on how to start building the career they want by assessing themselves, understanding their unique skills and talents, and taking calculated risk with a supportive community. Have you ever wondered how to go from one career to a very different one? Or how to integrate all of the interests you have into a professional career? This is the area of professional identity development and formation and Dr. Williams will lead us through how to do this. Dr. Williams, Founder and CEO of Legacy Consulting & Research Group LLC, is a Licensed Clinical and Consulting psychologist who is an enthusiastic leader who has experience in assessment, consulting, research, and speaking on topics related to leadership development and culture. Dr. Williams works with clients, delivering executive coaching and consulting services. Dr. Williams is a member of the American Psychological Association, Division 13 Society of Consulting Psychology. In addition, Dr. Williams is an Infantry Officer who has served soldiers and families in the United States Army (active and reserves) for over 20 years.www.legacycrg.com www.formationpublishing.comCareer Development, Professional Identity, Career Exploration, #TheHardSkills, #leadershipdevelopment #leadershipidentityTune in for this empowering conversation at TalkRadio.nyc

You're Making This Way Too Hard: Find Your EASY Way to NJOYLFE by Angelo Valenti https://amzn.to/3GcQeoG Angelovalenti.com WARNING: DO NOT OPEN THIS BOOK IF YOU ARE HAPPY WITH BEING UNHAPPY What if I told you that the answers to finding your easy way to NJOYLFE already exist inside of you? Stop fighting the systems designed for you to fail! It's time to realize that every problem in your life has a solution that you can take advantage of to make your life more vibrant, more successful, and most importantly, more enjoyable. Forget about keeping up with the Jones, winning the rat race, or getting those ever-so-important likes on social media. It's time to start living for yourself. Join Dr. Angelo Valenti on an eye-opening journey that tears off the blindfold and points the way toward a life of fulfillment, purpose, and joy. If you liked The One Thing and The Subtle Art of Not Giving a F*ck, you'll love You're Making This Way Too Hard: Find Your EASY Way to NJOYLFE. About the author Dr. Angelo Valenti, The Company Psychologist, is a consulting psychologist in Nashville, Tennessee. The focus of his practice is helping business leaders hire and develop the right talent for their unique businesses and helping individuals live their best personal and professional lives. He received his Ph.D. in Social Psychology from the University of Georgia in 1976. He joined the faculty of Oklahoma City University, where he served as Chairman of the Department of Psychology from 1977-79. In 1980, Dr. Valenti joined the psychological consulting firm RHR International. He opened his own practice in 1982. Dr. Valenti is a member of the American Psychological Association and the APA Division of Consulting Psychology. He's married to Rachel and has three children and five grandchildren.

The audience will learn how to identify and manage the anxiety and uncertainly of addressing equity inclusion and belonging in any organization and society.One of the greatest feelings of uncertainty leaders experience is how to have important conversations and take critical actions related to diversity, equity, and inclusion (DEI). Many leaders believe that these are some of the hardest skills to learn. This episode will help leaders learn how to identify and manage the anxiety and uncertainly of addressing equity inclusion and belonging in order to be better able to engage in the actions required to make change.We will interview Dr. Rehman Abdulrehman who is clinical & consulting psychologist who applies his skills of creating sustainable change to leadership & diversity equity & inclusion. He has a broad & international portfolio of clients including Google/Youtube, Mastercard Foundation, and Canadian Broadcasting Corporation, among others. He is an assistant professor with the department of clinical health psychology at the University of Manitoba and has held three visiting professor positions at Zanzibar University, the State University of Zanzibar and the Muhimbili University of Health and Allied Sciences.He is the author of an upcoming book, Developing Anti-Racist Cultural Competence, due out in early 2024, TEDx speaker on “Resolving Unconscious Bias,” and the founder of testbias.com and livingwithracism.com. He was awarded the Excellence in Diversity and Inclusion (D&I) Consulting Award by Society of Consulting Psychology. He hosts a podcast on the difficult conversations of racism, called Different People. leadwithdiversity.comtestbias.comlivingwithracism.comhttps://www.linkedin.com/in/dr-rehman-abdulrehman-9412365bInstagram: @Dr.R.Abdulrehman #leadwithdiversity #livingwithracism #leadership development #leadershipconsulting #UnconsciousBias #TheHardSkillsTune in for this empowering conversation at TalkRadio.nyc

This is Arete Coach Podcast Episode 1140, with host Severin Sorensen bringing you an exciting episode with Dr. Travis Kemp titled "Beyond Intuition and The Fusion of Sports, Study, and Evidence-Based Coaching." Hailing from Adelaide, Australia, Dr. Kemp stands as a beacon in executive coaching, leadership, and organizational psychology. With over three decades of experience, his expertise is acknowledged not just in Australia but globally by industry stalwarts and peers. In this episode: Uncover Dr. Kemp's enthralling journey from his early ties to sports and education to his passion for embracing the uncertainties that life offers. Delve into the intriguing application of sports metaphors in coaching, with insights from skiing and golf. Understand the pivotal difference between perception and reality. As Kemp articulates, "Understanding what's actually happening versus what is perceived is crucial." Challenge widely accepted coaching assumptions and unearth the significance of evidence-based coaching. Embrace Dr. Kemp's philosophy on the art of asking questions, emphasizing that "It's not just the structure, but the timing, tone, and intent that truly matter." Reinforce the inviolable principle of confidentiality in coaching. As Kemp succinctly puts it, "You are a vault, creating an environment for deep, genuine sharing." Dr. Kemp's vast experience spans working with top-tier leaders across diverse industries, focusing on magnifying individual and organizational performance. As an executive coach, he aids leaders in refining their strategy, communication, and leadership techniques. He's also the co-director of the Institute of Coaching and Consulting Psychology, contributes to leading coaching journals, and serves as an adjunct professor at the University of South Australia. The Arete Coach Podcast aims to uncover the art and science of executive coaching. Learn more about the podcast at aretecoach.io. This Podcast interview was recorded on July 11, 2023. Copyright © 2023 by Arete Coach™ LLC. All rights reserved.

www.CPOPLAYBOOK.comEpisode Transcript*Join host Felicia Shakiba in an insightful conversation with Dr. Greg Pennington, Managing Partner of the Pennpoint Consulting Group, Former VP, Human Resources for Johnson Controls, and Harvard alumni. In this episode, Dr. Pennington delves into the crucial realm of Diversity, Equity, and Inclusion (DEI) from a leadership perspective, and shares his wealth of experience and expertise on how leaders can communicate and drive change through DEI initiatives. *Dr. Greg PenningtonGreg Pennington, Ph.D. is Managing Partner for Pennpoint Consulting Group (PC|G). His recent publications include Your Leadership Signature: Mapping your personal pursuit of influence and impact. He is an American Psychological Association Fellow. He holds a Ph.D. in Clinical Psychology from the University of North Carolina, Chapel Hill and a B.A. degree Cum Laude in Psychology and Social Relations from Harvard University. He is an active member of the American Psychological Association, having served as President of the Society of Consulting Psychology. He is a Board member of the Society of Psychologists in Leadership, and a recipient of their Distinguished Psychologists in Leadership Award. Dr. Pennington's Board experience includes Hillside Organization which provides residential and therapy support for children and families, and Drawchange which provides art classes to children in homeless shelters.*Be a guest on the showAll media inquiries: media@cpoplaybook.com

Six Cool Ask David Questions from Carlos and Greg Carlos asks: 1. Are your tools available in Spanish? 2. Is there any evidence that TEAM can help patients with Borderline Personality Disorder (BPD)? 3. How do you get patients with BDP to stop jumping from problem to problem? 4. How do you get them to stop endless venting during therapy sessions? Greg asks: 5. What comes first, thoughts or feelings? 6. Can't a genuinely negative or tragic event directly cause negative feelings, without having to have negative thoughts?   Dear Dr. Burns: 1. I would like to use your BMS but I mostly work with patients in Mexico. Has there been any standardization of your tests in any Spanish speaking country? David and Rhonda address this.  You can email Victoria Chicural, who is one of the TEAM-CBT leaders in Mexico (along with Silvina Carla Bucci), at victoriachl@yahoo.com and ask her about access to TEAM-CBT forms that have been translated into Spanish. 2. I am wondering if TEAM has proven to be effective in the treatment of BPD (Borderline Personality Disorder). I use it a lot, but I have found quite a few challenging elements. David describes his published work, indicating an excellent response to TEAM-CBT in patients with BPD. 3. People suffering from BPD usually have trouble prioritizing tasks and activities. The same happens when it comes to setting objectives. Because of their emotion dysregulation, they usually decide to work on one objective, and later on, they sometimes say: "Well, this objective is not THAT important anymore. Let's do another." For them, doing the specificity part can be really challenging because their perspective changes very quickly and they usually go back to the former objective when they're being challenged by a similar situation!!! How do you get them to prioritize objectives and not to switch from one to another so quickly? Or, do you think I could be making a mistake when setting objectives? David describes the strategies he has developed for coping with this type of clinical problem, including the development of his Concept of Self-Help Memo that he required every new patient to fill out prior to their first therapy session. 4. BPD usually come up with a lot of material to the session. They may be facing complex PTSD but also dysfunctionality at work, at school, etc. They want to say everything in a single session even if we have agreed to follow one single objective. Many sessions turn into endless talking without getting anywhere - some of them argue they need to vent out what they feel - but as time goes by, they complain that therapy is not working! How do you deal with a patient who is overwhelmed with numerous factors in a session where you have a previously set objective? David describes the strategies he has developed for coping with this type of clinical problem, Carlos S Bouchanm, Clinical Psychologist David's Response Hi Carlos, I think these would make for excellent Ask David podcast questions. If so, can we use your name and read your questions? I reported on the effectiveness of the forerunner of TEAM in the treatment of BPD is the Journal of Clinical and Consulting Psychology in the 1990s. TEAM was specifically developed for this population, since 28% of my patients in Philadelphia had BPD. In the live podcast, I will address the excellent questions you asked about treating individuals with BPD. Thanks! David From: Greg Hi David, Thanks for everything you do and for the great podcast! I have another couple questions possibly for the “Ask David” segment of the podcast. 5. Can you say some more about automatic thoughts? CBT is based on the idea that we're thinking things that produce feelings, but with an automatic thought it just kind of pops up and is there. It's not like actively, intentionally thinking it. Other schools of thought (for example Somatic Experiencing) posit that feelings from the nervous system occur first and that the thoughts are actually the product of that, which seems to run counter to the CBT view. This has been a little challenging and confusing. David and Rhonda discuss this, including new research on the causal links between emotions and thoughts. 6. How do you apply TEAM CBT to worries about real and true things, like a real diagnosis or a tragic event? It would seem that it's not just one's thoughts about it, but an actual threat or upsetting event causing feelings because that is simply how one would feel about. Maybe the thinking is accurate? This, too, has been particularly challenging and confusing, so I'd love to hear more on this. David and Rhonda discuss how thoughts trigger all of your feelings, even after a genuinely tragic event. Thank You, Greg L. David's Response Thanks, Gary. These are great questions, and perhaps we can address them om an Ask David podcast! There are strong, clear answers that might be interesting or helpful, as nearly everyone has these questions! Best, david Thanks for joining us today! Rhonda, and David

Yvette lives her motto currently in the capacity as the Principal Probation Aftercare Officer for St. James, substantively working as a Social Work Administrator. Her Master of Science Degree in Counselling and Consulting Psychology along with her postgraduate Diploma in Loss, Grief and Trauma Management has ably equipped her for this area of her life. ____________________________ For more about Obehi Podcast, visit our YouTube channel - Youtube.com/c/ObehiPodcast. Check out also our official website ObehiEwanfoh.com. Do you want to learn how to better leverage your storytelling skill and earn more? Then check out our training class: Storytelling For Content Creators and Digital Entrepreneurs --- Send in a voice message: https://podcasters.spotify.com/pod/show/obehi-podcast/message

In the latest episode of The Science of Personality Podcast, Ryne and Blake are joined by Dr. Ted Hayes, a research psychologist in the northern Virginia area, to discuss the implications of using artificial intelligence in consulting psychology. This subject is of particular interest to Dr. Hayes and, as he likes to say, “AI is coming at us, we're not going to it.” 

Welcome to an episode with the Founder and visionary Managing Director of Bandelli & Associates, Dr. Adam C. Bandelli. Get Adam's book here: https://amzn.to/3nhGgsC “It is very important for leaders to not only surround themselves with great talent but build really strong partnerships with their people.” - Adam Bandelli In this episode, Adam speaks about how reliance on technology has kept people technologically connected but has prevented them from building genuine and sustainable relationships. Covid has exacerbated this problem, especially when organizations started hybrid work models. In order to improve the level of connectivity and build strong long-lasting personal and professional relationships, Adam laid out the five key skills that make up relational intelligence: Establishing Rapport, Understanding Others, Embracing Individual Differences, Developing Trust, and Cultivating Influence. Dr. Adam C. Bandelli has 20 years of management and leadership advisory consulting experience in the firm's service offerings, including board consultation, senior executive selection, leadership development, CEO succession, organizational culture, and transformational change. Adam is an expert on communication, relational intelligence, and leadership effectiveness having worked with CEOs and senior executives to strengthen their abilities to inspire and influence their people, teams, and organizations. The mission of his firm is to help leaders identify, unlock, and unleash their true potential. Adam has worked with executives around the world in organizations ranging from small start-up firms through global Fortune 100 companies.  Prior to founding Bandelli & Associates, Adam was a Partner at Korn Ferry, where he led the Private Equity assessment practice for North America. Earlier in his career, he was a Partner at RHR International, where he served as one of the firm's leaders on Board and CEO Succession, High Potential Development, Senior Team Effectiveness, and Executive Assessments. Adam is the author of the books Relational Intelligence: The Five Essential Skills You Need to Build Life-Changing Relationships, and What Every Leader Needs: The Ten Universal and Indisputable Competencies of Leadership Effectiveness, which have received strong reviews from prominent business leaders.  Adam received his Ph.D. and master's degrees from the University of South Florida in Industrial-Organizational Psychology, and a bachelor's degree concentrating in Psychology and Business Management from Fairleigh Dickinson University. Acknowledged as an expert on leadership, relational intelligence, and organizational culture, he is a frequent speaker at business and professional meetings including the Society of Consulting Psychology and the Society of Industrial-Organizational Psychology.  Relational Intelligence: The Five Essential Skills You Need to Build Life-Changing Relationships. Dr. Adam C. Bandelli: https://amzn.to/3nhGgsC Enjoying our podcast? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Welcome to Strategy Skills episode 254, an episode with the Founder and visionary Managing Director of Bandelli & Associates, Dr. Adam C. Bandelli. Get Adam's book here: https://amzn.to/3nhGgsC “It is very important for leaders to not only surround themselves with great talent but build really strong partnerships with their people.” - Adam Bandelli In this episode, Adam speaks about how reliance on technology has kept people technologically connected but has prevented them from building genuine and sustainable relationships. Covid has exacerbated this problem, especially when organizations started hybrid work models. In order to improve the level of connectivity and build strong long-lasting personal and professional relationships, Adam laid out the five key skills that make up relational intelligence: Establishing Rapport, Understanding Others, Embracing Individual Differences, Developing Trust, and Cultivating Influence. Dr. Adam C. Bandelli has 20 years of management and leadership advisory consulting experience in the firm's service offerings, including board consultation, senior executive selection, leadership development, CEO succession, organizational culture, and transformational change. Adam is an expert on communication, relational intelligence, and leadership effectiveness having worked with CEOs and senior executives to strengthen their abilities to inspire and influence their people, teams, and organizations. The mission of his firm is to help leaders identify, unlock, and unleash their true potential. Adam has worked with executives around the world in organizations ranging from small start-up firms through global Fortune 100 companies.  Prior to founding Bandelli & Associates, Adam was a Partner at Korn Ferry, where he led the Private Equity assessment practice for North America. Earlier in his career, he was a Partner at RHR International, where he served as one of the firm's leaders on Board and CEO Succession, High Potential Development, Senior Team Effectiveness, and Executive Assessments. Adam is the author of the books Relational Intelligence: The Five Essential Skills You Need to Build Life-Changing Relationships, and What Every Leader Needs: The Ten Universal and Indisputable Competencies of Leadership Effectiveness, which have received strong reviews from prominent business leaders.  Adam received his Ph.D. and master's degrees from the University of South Florida in Industrial-Organizational Psychology, and a bachelor's degree concentrating in Psychology and Business Management from Fairleigh Dickinson University. Acknowledged as an expert on leadership, relational intelligence, and organizational culture, he is a frequent speaker at business and professional meetings including the Society of Consulting Psychology and the Society of Industrial-Organizational Psychology.  Relational Intelligence: The Five Essential Skills You Need to Build Life-Changing Relationships. Dr. Adam C. Bandelli: https://amzn.to/3nhGgsC Enjoying our podcast? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Brian Underhill, Ph.D., PCC is the Founder and CEO of CoachSource, the world's largest executive coaching firm, with over 1,100 coaches worldwide. He is also the co-editor of Coach Me! Your Personal Board of Directors, and Mastering Executive Coaching, the author of Executive Coaching for Results: The Definitive Guide to Developing Organizational Leaders, and author of numerous articles, chapters, and blogs in the coaching field. Brian is an internationally sought-after speaker, with presentations on 6 continents, including The Conference Board, International Coaching Federation (international and regional events), European Mentoring and Coaching Council, Asia Pacific Alliance of Coaches, Society for Industrial and Organizational Psychology, Society of Consulting Psychology, World Business and Executive Coach Summit, Organization Development Network, and regional SHRM, ATD and other events. Brian was nominated as a Thinkers50 Leading Global Coach in 2019, is a Fellow of the American Psychological Association (Div.13 - Society for Consulting Psychology), and holds a Ph.D. and MS in Organizational Psychology. Brian resides in Silicon Valley where he enjoys racquetball, plays music as a worship leader and spends time with his family. www.coachsource.com  

About Ellen Moran: Ellen is a business psychologist and Master Trainer/Coach for the LAB Profile. In her executive coaching practice she also employs the principles and methods of Conversational Intelligence. In her assessment practice she utilizes an array of assessments relevant to strategic recruitment, selection, development, coaching, and productivity management of sales teams.She is a certified facilitator of the LEGO® Serious Play® method and tools as well as a Professional Innovation Advisor for the Basadur Applied Creativity process. She also serves as faculty for Mercer Delta's Executive Learning Center. Her professional affiliations include the American Psychological Association, the Society for Consulting Psychology, the International Coach Federation, and the Neuroleadership Institute. She also serves on the board of the Institute for Work Attitude and Motivation.In this episode, Chabidaye and Ellen discuss:Pulling off the invisibility cloak for what's going on in our conversationsConversations happen below the conscious levelThe magic decoder ringHow to shift your language to get into rapport and build engagementKey Takeaways:One of the best ways to influence is to stimulate someone's motivation, their interest in or their enthusiasm for doing somethingMotivation triggers are below conscious patterns that reveal what a person needs to get and stay motivated in a given contextIf you want people to get on the bus with you, you have to go pick them up, at their bus stopFor successful motivation and influence, one size doesn't fit all " We tend to assume that most people's opinions, beliefs, and attributes are more widely shared and maybe more like ours." —  Ellen MoranConnect with Ellen Moran:Website: www.leadershipdialogues.comLinkedIn: linkedin.com/in/ellenlmoranphdCONNECT WITH CHABIDAYE:Facebook: https://www.facebook.com/chabidaye.ramnath.3Instagram: https://www.instagram.com/leadandlift/Website: https://leadandlift.com/LinkedIn: https://www.linkedin.com/in/chabidayejaglalramnath/Show notes by Podcastologist: Chabidaye Jaglal RamnathAudio production by Premier Podcast Promotions

Le coaching est une activité très demandeuse, très enrichissante, mais qui ne réussit pas toujours. Pourquoi? Tout semble pourtant concourir au succès de l'intervention. Coach externe - leader interne, même combat de deux postures différentes. 8 facteurs de succès du coaching (selon Kilburg 2021) Détermination du client à se mettre sur le chemin du progrès Détermination du coach à être sur le chemin du progrès Caractéristiques des problématiques du client Structure de l'intervention Relation coach / client Qualité de l'intervention Protocole d'adhérence Environnement organisationnel du coach et du client (*) Détermination du client à se mettre sur le chemin du progrès - Conscience de soi - Adhérence - Curiosité, volonté d'apprendre - Courage Détermination du coach à être sur le chemin du progrès - Conscience de soi - Adhérence - Curiosité, volonté d'apprendre - Courage Caractéristiques des problématiques du client - Fréquence, intensité, durée - Risque pour le client - Attitude défensive, présence de conflits, émotionnalité Structure de l'intervention - Clarté de la demande - Ressources mises à disposition - Obstacles identifiés (*) Relation coach / client - Confiance mutuelle - Tolérance - Tact - Authenticité (*) Qualité de l'intervention - Niveaux adéquats de réflexion - Choix de la méthode d'intervention - Ouverture du client par rapport à la méthode - Timing (*) Protocole d'adhérence - Personnalisation de l'intervention - Anticipation et traitement des résistances - Utilise la motivation du client - Utilise les forces du client et du coach Environnement organisationnel du coach et du client - Soutien au coaching 4 exemples pour illustrer: - Détermination à progresser: personne arqueboutée sur ses convictions - Relation coach / client: personne méfiante (contexte) - Qualité de l'intervention: mauvaise méthode utilisée - Protocole d'adhérence: intervention terminée trop tôt Questions à poser avant le coaching (interne comme externe!) 1. À votre avis, qu'est-ce qui vous a amené à choisir ces objectifs ? 2. Avez-vous déjà essayé de développer ces compétences ou de résoudre ces problèmes ? Si oui, que s'est-il passé ? Si non, pourquoi pas ? 3. Quelque chose vous inquiète-t-il alors que nous commençons cet effort de coaching ? 4. Quelle sera, selon vous, l'efficacité de ce coaching ? 5. Pouvez-vous penser à des problèmes que nous pourrions rencontrer dans le suivi de l'accord de coaching ? 6. Quelle est la probabilité que des problèmes se produisent pendant le coaching? 7. Avez-vous déjà cessé d'essayer d'accomplir quelque chose une fois que vous avez commencé ? Que s'est-il passé ? A votre avis, pourquoi cela s'est-il produit ? 8. Y a-t-il quelque chose que nous puissions faire pour augmenter la probabilité que vous réussissiez et persévériez ? 9. Lorsque vous avez été en mesure d'accomplir quelque chose ou de changer dans le passé, quelle a été la meilleure façon de le faire ? 10. Quelles sont, selon vous, les principales forces que vous appliquez habituellement à tout effort que vous faites pour vous développer ou changer quelque chose dans votre vie ? 11. Lorsque vous avez rencontré des problèmes pour changer quelque chose dans le passé, qu'est-ce qui a le mieux fonctionné pour vous pour surmonter ces problèmes ? MERCI aux personnes qui laissent des notes / commentaires! Allez sur Spotify, sur iTunes (9), sur Google Podcasts et faites-le aussi, ça prend 30 secondes! Source: Kilburg, Richard R. ; Diedrich, Richard C.. The Wisdom of Coaching : Essential Papers in Consulting Psychology for a World of Change . American Psychological Association (APA). Restons en contact, inscrivez-vous à notre newsletter! www.coapta.ch/newsletter Accès gratuit à toutes nos ressources: www.coapta.ch/campus Accès aux archives du podcast: www.coapta.ch/podcast Une production COAPTA, copyright 2020 COAPTA Sàrl Site internet: www.coapta.ch

Mark Grant is a clinical psychologist with over 30 years of experience in the treatment of stress, trauma, and pain. Mark's main interest and experience is in the role of negative emotion (resulting from stress) as a cause and an effect of health problems.In addition to his clinical work, Mark has studied and written about the problem of stress and pain, and his ideas have also been cited in the New York Times. Mark is the author of the book “Change Your Brain Change Your Pain” and has published several articles on the subject, including in the Journal of Clinical and Consulting Psychology.We are incredibly lucky to have Mark share his expertise on the podcast to discuss how to manage and overcome pain, the relationship between pain to trauma, the role of medication in pain relief and much more.

In this gripping episode I speak with executive coach and leadership consultant Daniel Stover about his near-death experience while traveling abroad. His story is vulnerable, captivating and ultimately very inspiring. We explore what happens when we're pushed to our limits, how we may not react the way we think we're going to in crisis, and the potential for trauma to lead to profound shifts in understanding about what it means to be alive. About Our Guest:Dan grew up in rural Northwest Ohio, where his journey of self discovery began. While volunteering for Suicide Prevention Services in college, Dan found his passion for helping others get unstuck and find hope. It was there he became a coach, advisor, trainer and board member for the first time.Dan received two degrees from The Ohio State University, and his master's degree in organizational psychology from The Chicago School of Professional Psychology. In 2012, Dan began his formal training in leadership psychology with an established midwest leadership development firm. He thrived in the consulting profession and held several board positions in Columbus, Ohio. In 2015, Dan pioneered West to Los Angeles, where he expanded his career and passion for leadership development.Today, Dan owns and manages Ensight Partners. He has helped hundreds of teams create culture, resolve conflict and lead more effectively across industries, internationally. In 2017, he received the Excellency Award from Geneva Group International.In his free time, Dan is an avid reader, traveler, nature photographer and hiker. He is a member of The American Psychological Association, The Society of Consulting Psychology, and The Nature Conservancy. Dan is also member of the Diversity and Inclusion Initiative for the Society of Consulting Psychology, The International Coaching Federation and the ICF Foundation Society.Visit Dan's company websiteFollow Dan on Instagram

Dr. Dan Radecki is Co-founder at the Academy of Brain-based Leadership (ABL), which offers a scientifically validated, brain-based approach for future-oriented leaders and organizations interested in optimizing their performance, relationships and health. Dan also serves as Executive Director of Research and Development at AbbVie Inc., where he is a Global Leader for drug development programs. Dan holds a Bachelors in Psychology, Masters in Biopsychology and PhD in Neuroscience. Working as a leader in the corporate world allows Dan the unique perspective on how our knowledge of brain functioning can aid leaders in maximizing their results as well as the results of their teams. With this unique perspective from roles in both the leadership and neuroscientific world, in 2009 Dan created the content for the educational arm of the NeuroLeadership Institute and served as the lead professor and advisor for the Master of Science program in the Neuroscience of Leadership. This was the first university-accredited program ever developed to incorporate cutting edge neuroscience research into an optimal model of leadership. In the following 10 years, Dan has taught thousands of leaders in 40 countries, on the neuroscientific underpinnings of effective leadership. Dan co-authored the book “Psychological Safety: Managing the Hidden Drivers of Individual Behavior and Team Success”. He has been guest editor on a special issue for the Journal of Consulting Psychology, written numerous peer-reviewed scientific articles, been published in the Harvard Business Review, delivered a TEDx keynote and has lectured internationally on topics such as the neuroscience of resilience, bias, creativity, leadership wisdom, the aging brain, the biology of collaboration and the impact of stress on the brain. For more information on Building Trust and Belonging, check out the Leadership Principles and Practices website: https://hermanmiller.sharepoint.com/sites/LeadershipPrinciplesandPractices/SitePages/Definitions.aspx

*Airdate 1/30/2018 On this episode of Family Business Today, Greg Lewis interviews Dr. Bill Bellet of the Legacy Consulting Group in Nashville, TN. Bill has over 25 years' experience in the “relationship business” as a clinical and consulting psychologist. He specializes in conflict resolution, family owned business succession and strategic planning, coaching and developing leaders, career counseling and relationship issues which arise between partners and family members in privately held companies. Bill holds a Doctorate in Clinical and Consulting Psychology from Vanderbilt University. Bill discusses how being fair is not always being equal in family businesses. He gives insight into the dynamics of family businesses – “insiders vs outsiders” – and the importance of finding ways to make both stockholders and shareholders feel that they are involved, informed and contributing to the success of the family business. He also discusses the top issue that all family businesses have in common – avoiding conflict; choosing leaders from the next generation; the top 3 things that family businesses struggle with; and the importance of having someone who can help family business owners and leaders to be objective as they work through these issues. To learn more about The Legacy Consulting Group, visit their website at: www.tlcg.org Family Business Today is hosted by Greg Lewis. Family Business Today is produced by the Tennessee Center for Family Business. To learn more about the Tennessee Center for Family Business, visit our website at: www.tncfb.com Podcast made with help provided by Visual Media Co. https://www.visualmediaco.com/

Chester's guest today Is Dr. Natalie Baumgartner, Chief Workforce Scientist at Achievers.Achievers is an award-winning employee voice and recognition solution, creating a workplace environment that accelerates employee engagement and performance — every single day.Dr. Natalie's passion and profession is serving as an engagement and culture thought leader and evangelist.She has spent over a decade focused on driving the translation of engagement/culture research and theory into SaaS based software, working to help make it possible for organizations to solve problems and achieve goals that advance their performance.Prior to joining Achievers, she co-founded and served as Chief Psychologist at RoundPegg, a culture and engagement SaaS based platform that uses scientific metrics and insights to every organization to manage the most critical business drivers that exist. RoundPegg was acquired by Achievers in 2017 to further their mission to Change the Way the World Works.Throughout her career, Natalie has focused on understanding how culture and values alignment drive employee engagement and impact strategic business outcomes. Natalie holds a Ph.D. in Clinical Psychology with a specialization in Strength-Based Psychology. She serves on several boards – including the board of the Consulting Psychology division of the American Psychological Association, and has spent much of her career advising leaders from companies of all sizes, from entrepreneurial start-ups to Fortune 500 firms, on issues related to culture and engagement.Natalie is dedicated to helping organizations leverage and manage engagement and culture to transform their business and achieve strategic aspirations. She enjoys speaking regularly about the power that engagement and culture have to revolutionize how we work – and she presented a TED talk in June 2012 - 9 minutes on the importance of Culture Fit.###Chester Elton's "Leading with Gratitude" Newsletter - I hope you will subscribe and become part of the Gratitude Community. LifeGuides is a peer-to-peer community that helps people navigate through their day-to-day stressors by providing a place of empathy, listening, wisdom and support with a Guide who has walked in your shoes, experiencing the same challenge or life experience as you.

Connecting with Learners - Learner Centered Approaches (EP:18) With  Dr. Cheryll Albold, Ph.D.  Learner-Centered instructional approaches ask educators to shift their focus from traditional, teacher-centric approaches, where instructors push information at learners, to one that asks learners to actively co-create knowledge and participate in their learning. This transition from "Sage on the Stage" to "Guide on the Side" is not always a simple one and requires that educators connect with their learners.  In this episode, Stacy Craft chats with Dr. Cheryll Albold, an assistant professor of medical education in the Mayo Clinic College of Medicine and Science and Administrator and Designated Institutional Administrator for the Mayo Clinic School of Graduate Medical Education, about why connecting with learners is so important, principles and foundations for learner-centered approaches, and pedagogically-sound practices and simple design recommendations to help you start incorporating more learner-centered strategies in your education Questions? Feedback? Ideas? Contact us at edufi@mayo.edu Additional Resources: A visual list of 28 Learner Centered Instructional Strategies Infographic  Learner-Centered Approaches: Why They Matter and How to Implement Them Teacher Centered Vs Learner Centered Warm Demander: Irvine, J.J. & Fraser, J.W. (1998). Warm demanders. Education Week, 17(35), 56. Kleinfeld, J. (1975). Effective teachers of Eskimo and Indian students. School Review, 83, 301-344. Unconditional Positive Regard Rogers, C.R. (1957). The necessary and sufficient conditions of therapeutic personality change. Journal of Consulting Psychology, 21, 95-103 Challenge and Support Sanford, N. (1962). Developmental status of the entering freshman. In N. Sanford (ED.), The American College: A psychological and social interpretation of higher learning (pp.253-282. New York: Wiley Mattering Rosenberg, M., & McCullough, B. C. (1981). Mattering: Inferred significance and mental health among adolescents. Research in Community & Mental Health, 2, 163-182. Schlossberg, N. K. (1989). Marginality and mattering: Key issues in building community. New Directions for Student Services, 48, 5-15. doi: 10.1002/ss.37119894803 Belonging Hurtado, S., Cuellar, M., & Guillermo-Wann, C. (2011). Quantitative measures of students' sense of validation: Advancing the study of diverse learning environments. Enrollment Management Journal: Student Access, Finance, and Success in Higher Education, 5(2), 53-72. Meeuwisse, M., Severiens, S., & Born, M. (2010). Learning environment, interaction, sense of belonging and study success in ethnically diverse student groups. Research in Higher Education, 51, 528–545. National Center Hurtado, S., & Carter, D. F. (1997). Effects of college transition and perceptions of the campus racial climate on Latino stu­dents' sense of belonging. Sociology of Education, 70, 324-345.

Dans cet épisode, je démolis le mythe d'une communication à 7% verbale et 93% non-verbale et j'en tire quelques leçons et recommandations. Articles origniaux d'Albert Mehrabian et ses collègues en 1967: Mehrabian, A., & Weiner, M. (1967). Decoding of inconsistent communications. Journal of Personality and Social Psychology, 6, 109-114. Mehrabian, A., & Ferris, S. (1967). Inference of attitudes from nonverbal communication in two channels. Journal of Consulting Psychology, 31, 248-252. De ces recherches: la série de chiffres la plus connue de la discipline : l'idée que le sens total d'un message est "7 % verbal, 38 % vocal et 55 % facial". Pire, "la communication est 7% verbale et 93% non verbale". Ce qui est complètement faux. Les études: - 37 femmes étudiant la psychologie - Etude 1: un seul mot prononcé, étude 2: trois mots prononcés - Aucune des deux études ne compare la part relative du verbal et du non-verbal - Mehrabian ne cherchait pas à savoir si la communication était verbale ou non, il cherchait à savoir comment les personnes reconnaissaient les émotions / attitudes! En 1997, Mehrabian lui-même: "Mes conclusions sont souvent mal utilisées... De toute évidence, il est absurde de laisser entendre ou de suggérer que la partie verbale de l'ensemble des communications ne constitue que 7 % du message. Supposons que je veuille vous dire que la gomme que vous cherchez se trouve dans le deuxième tiroir de droite de mon bureau, au troisième étage. Comment quelqu'un pourrait-il prétendre que la partie verbale de ce message ne représente que 7% du message ?" Mais alors la règle des 70% non verbal? Parce que vous trouverez "entre 70 et 93% de la communication est non-verbale" - jolie agrégation de choses incomparables. Comme si je disais: le prix de ce produit se trouve entre 2 et 5 francs, avec le premier produit un petit pain au chocolat et le second 6 boules de Berlin. Source: Ray Birdwistell, théorie jamais prouvée, voire même très critiquée pour ses limitations méthodologiques. Le vrai non-verbal scientifiquement prouvé, alors? - Sourire - Parler avec des gestes Leçon 1: Toujours checker les sources - TOUJOURS, surtout si vous avez des responsabilités d'encadrement ou de formation Attention!!! - “one study at UCLA” (8) - “a classic UCLA study” (1) - “a study of communication” (6) - “one study done in the United States” (1) - “research shows” (1) - “studies show” (5) - “experts say” (3) - “some students of communication say” (1) - “a commonly cited statistic” (1) - “statistics from the communication field” (1) - “psychologists and anthropologists” (1) - “other scientists” (1) - “research in the field of neurolinguistics” (1) - “according to several communicationists [sic]” (1) - “Neuro-Linguistic Programming Psychologists” (1) and - “clinical studies done over the past 40 years” (1) Appel à l'autorité / appel à la popularité! Leçon 2: Scepticisme / curiosité: est-ce mon expérience est effectivement que… (7%)? Leçon 3: Est-ce que je propage parce que j'aime / ça me plaît, ou parce que je pense que c'est vrai? Attention au biais de confirmation! Leçon 4: "On peut faire dire ce qu'on veut aux chiffres" - non, "des personnes mal intentionnées peuvent faire dire aux chiffres ce qu'elles veulent". Recommandation: séparez-vous des gens qui propagent ce genre d'information - ce n'est pas sérieux! Sources: https://www.pgi.com/blog/2020/03/how-much-of-communication-is-really-nonverbal/ https://cornerstone.lib.mnsu.edu/cgi/viewcontent.cgi?article=1000&context=ctamj

About This Episode In this episode, I interview Dr. Dale Thompson about the concept of Worthy Leadership.  Dr. Thompson talks about the fact that even leaders who appear to be at the top of their game can experience catastrophic failure without one very important personal quality.   About Our Guest Dale Thompson is a seasoned business executive and consultant, a licensed psychologist, and Founder and CEO of Leadership Worth Following, LLC (LWF). Established in January 2004, LWF helps organizations identify and develop talent with the capacity, commitment, and character to become top-performing leaders worthy of followership. Dale’s more than thirty years of business, consulting, and leadership experience have focused heavily on helping individual leaders, groups, teams, and organizations address critical talent-related issues including top leadership selection, development, and succession; Board and CEO-team effectiveness; and creating sustainable leadership systems and processes. His most recognizable clients have included prominent global firms such as 7-Eleven, AIG, BNSF, Boeing, Federal-Mogul, Freescale, Rackspace, Texas Instruments, and Walmart, as well as dynamic domestic companies such as Advance Auto Parts, H-E-B, Neiman-Marcus, NuStar Energy, PetSmart, SCAN Healthplan, USAA, and Valero Energy, to name a few. His varied business experiences include co-founding a truckload transportation company in 1986 that served as a test bed for then cutting edge Global Positioning technology and operations-research driven business models; directly leading and supporting a leadership consulting-firm’s aggressive global expansion to more than 30 markets in 14 countries and ultimately leading all of its North American operations throughout the 1990’s; and in 2001 co-founding a significant competitor to IBM’s Global Services consulting business. He founded LWF in 2004. Beyond consulting, Dale has made a number of recognized contributions to the fields of business and psychology. In 1986, he published what has been acknowledged as the first formal study of executive coaching. His pioneering research focused on evaluating the emerging practice of executive coaching and its effectiveness, and identifying “who changes, how much, and why” among coaching participants. In 2008, he was first author of the landmark article, “The Search for Worthy Leadership;” one of the most downloaded articles in the leadership literature since it was published. And in 2010, he was co-author of “The Character to Lead: A Closer Look at Character in Leadership;” a critically acclaimed study showing that character in leadership can be reliably defined and measured – and that character in leadership is directly related to important leadership and business outcomes. Dale’s professional contributions were acknowledged in 2004 when The Society of Consulting Psychology presented him with the prestigious RHR International Award for Excellence in Consultation. His contributions to leadership theory and practice were acknowledged by the Society of Psychologists in Management when he was named The 2011 Distinguished Psychologist in Management; and by The Goolsby Leadership Academy at The University of Texas at Arlington when he was named its 2011 Distinguished Visiting Leader. Dale received his Ph.D. from the University of Minnesota. He is a Member and Past-President of The Society of Psychologists in Management, and was a founding member of the Advisory Board of the Goolsby Leadership Academy at the University of Texas-Arlington. He has been affiliated with the Cox School of Business at Southern Methodist University, and the Industrial/Organizational Psychology Programs at the University of North Texas and at The University of Texas at Arlington. He is a Licensed Psychologist in the State of Texas, and a member of the American Psychological Association, The Society of Consulting Psychology, The Society of Psychologists in Management, and Dallas Executive Connection.(Taken from Dale's bio on the Leadership Worth Following Site)

Katherine Schantz, EdM, CAS has served as the Head of school at The Lab School of Washington since 2009. Ms. Schantz has more than 35 years of experience in the field of learning differences and ADHD. She has taught at all educational levels — from public schools, to specialized independent schools for students who learn differently, to the university level. Her research and experience have focused on students with specific language based learning differences (dyslexia) and ADHD, including defining learning differences, evaluating assessments, and determining effective interventions for both the clinical and classroom settings. She holds a Bachelor of Arts degree in Economics from Kalamazoo College and a Master of Education and CAS in doctoral studies in the field of Counseling and Consulting Psychology from Harvard University. Before coming to The Lab School, she was head of Delaware Valley Friends School in Pennsylvania and associate head of The Kildonan School in Amenia, New York. Both schools serve students with dyslexia and language based learning differences. The post 124: How to Figure Out if You Have Learning Disabilities & What to Do About It w/ Katherine Schantz, The Lab School of Washington [Main T4C episode] appeared first on Time4Coffee.

  There are so many different models of leadership and there are so many different solutions out in the market. Martin Lanik, CEO of Pinsight and the author of the business bestseller, The Leader Habit, says what makes their process different is the realization that traditional classroom-based leadership development just doesn’t work. They focus on 5-minute daily leadership exercises that build positive habits. They work with organizations to help them hire better leaders, and then to promote better leaders to identify the right high-potentials that they should invest in and to develop them to prepare them for executive positions. Martin shares some effective leadership behaviors you can practice to the point that they are your second nature. Watch the episode: Listen to the podcast: Hiring and Developing Better Leaders with Martin Lanik We are in Downtown Denver with Martin Lanik. He’s the CEO of (https://www.amazon.com/Leader-Habit-Master-Lead-Minutes/dp/0814439349) . I had the good fortune of getting a copy before it was released and finished reading it. Martin, thank you so much for taking time to be on the podcast. I’m happy to be here. Thank you, Bob. Martin, if you would tell us a little bit about your business and who you serve. I run a software company called Pinsight and we focus on leadership development and leadership assessment. We work with organizations to help them hire better leaders and then to promote better leaders to identify the right high potentials that they should invest in and to develop them and prepare them for executive positions and work with those high potential as we are developing them. I’m paramilitary so the leadership model was pretty understood and taught and so on. What took you down the path of working on leadership and developing solutions and applications to help? I have a background in Industrial Organizational Psychology. I have a PhD from Fort Collins from Colorado State University. I started very early on in my career focusing on leadership and leadership assessment and then development. Then I worked as a consultant out of Pittsburgh and London working with global organizations, helping them with their leadership strategy. When the recession hit, I identified an opportunity. I thought, “There’s an opportunity here in the market where you can take all the really good parts of general leadership programs and then streamline them so they become much more cost-effective and scalable globally. That’s how I founded Pinsight. Let’s make leadership as natural as brushing your teeth. Click To Tweet (https://twitter.com/intent/tweet?url=http%3A%2F%2Fbusinessleaderspodcast.com%2Fhiring-and-developing-better-leaders-with-martin-lanik%2F&text=Let%E2%80%99s%20make%20leadership%20as%20natural%20as%20brushing%20your%20teeth.&related) I think about the folks that are listening and they’re going, “There’s a number of leadership programs with one description or another.” It’s really module-based inside the book where you could go through and try to do some work with big topics and work your way through, what led you basically to the thought process to start chunking it for lack of a better term? You are absolutely correct. There are so many different models of leadership and there are so many different solutions out in the market. What makes our process different is the realization that your traditional classroom-based leadership development just doesn’t work. This was actually why I decided to write the book. Several years ago, I came across an article in the Journal of Consulting Psychology that shows that American corporations year-over-year are now spending more and more money on leadership development, to the point that it was about $14 billion in 2012. Our general confidence in leadership is actually decreasing. There’s a negative relationship....

On this episode of Family Business Today, Greg Lewis interviews Dr. Bill Bellet of the Legacy Consulting Group in Nashville, TN. Bill has over 25 years’ experience in the “relationship business” as a clinical and consulting psychologist. He specializes in conflict resolution, family owned business succession and strategic planning, coaching and developing leaders, career counseling and relationship issues which arise between partners and family members in privately held companies. Bill holds a Doctorate in Clinical and Consulting Psychology from Vanderbilt University.Bill discusses how being fair is not always being equal in family businesses. He gives insight into the dynamics of family businesses – “insiders vs outsiders” – and the importance of finding ways to make both stockholders and shareholders feel that they are involved, informed and contributing to the success of the family business. He also discusses the top issue that all family businesses have in common – avoiding conflict; choosing leaders from the next generation; the top 3 things that family businesses struggle with; and the importance of having someone who can help family business owners and leaders to be objective as they work through these issues.To learn more about The Legacy Consulting Group, visit their website at:www.tlcg.orgFamily Business Today is hosted by Greg Lewis. Family Business Today is produced by the Tennessee Center for Family Business. To learn more about the Tennessee Center for Family Business, visit our website at:www.tncfb.com

Dr. Ken Nowack is the President and Chief Research Officer of Envisia Learning, as well as the President and Co-Founder of Ofactor, Inc. In addition to his research and consulting experience, Dr. Nowack is a licensed psychologist and a lecturer at the University of California, Los Angeles' Anderson School of Management.