The organizational psychologist stays far away from the therapeutic couch where their patients will lay. Rather, through coaching, training and analyzing profiles, they improve work relationships, which in turn boost the business’ productivity.
In Quebec, 9% of registered psychologists work as organizational psychologists. Their role is perhaps less known than that of the conventional therapist, but nevertheless essential in changing old practices and improving on working relationships.
Coach, profiler, firefighter
Imagine a plant manager who believes he must constantly be demanding and critical to achieve good results. The problem here? Employees can’t stand it anymore and refuse to approach him because they are afraid. Yet, in his personal life, all is well. The manager simply thinks that a boss MUST behave in a tough warrior-like manner.
This is when an organizational psychologist like Jacques Lamarre comes in. By helping this employer highlight his values and abandon his vision of the perpetually hostile boss, the specialist aims to change old preconceptions and possibly even the ways of doing things.
In this case, the organizational psychologist acts as a coach that improves workplace hygiene. He is hired to help a too-strict manager, a corporate vice-president that may be too rigid, or a surly director.
However, organizational psychologists are not all coaches. They can also be profilers. For a company, it's a bit like using the services of a headhunter. When it’s time to hire a new employee, the company asks the organizational psychologist to draft a profile of the ideal candidate.
These profilers will adjust profiles according to needs. If a design agency is seeking a manager able to lead a creative team, the profile will not be the same as if you would want a marketing manager. After assessing the company’s needs, the psychologist develops tools for recruiters to then find their own candidate.
Finally, there are the “firefighter” psychologists, those that extinguish fires during crises: overcoming the trauma following massive layoffs, dealing with depression, suicide, family problems, etc. These psychologists help to not only repair the mess, but can also help employers to better manage layoffs, for example.
“Layoffs are real, and sometimes you need a psychologist’s help for it to be done smoothly,” states Jacques Lamarre.
Convincing results
“Some managers think they are warriors, and are able to control everything. They are constantly in ‘fight’ mode. They do not know anything else!” says Jacques Lamarre. In his 30 years in the field, the organizational psychologist has developed his methods. He uses an approach similar to that used on top-level athletes for his customers, the so-called third wave of cognitive and behavioural therapy. According to him, “psychological flexibility” remains the main quality that applies to a good business leader.
Who wins here? Well, both the employees and the company itself come out on top. It is for this reason that organizational psychologists improve business productivity. Jacques Lamarre, however, does not like to talk about “growing the business.” He states that organizational specialists are primarily meant to assist in the development of a person or group of people who will, in turn, have a positive impact on the company’s growth.