Common Challenges

How do I avoid the cost of a bad hire?
How do I avoid the cost of a bad hire?
Start by developing a clear picture of which competencies you need for the role, your organization, and your culture. Then, use an assessment tool that measures candidates for those competencies.
How do I know who in my company is ready for promotion?
How do I know who in my company is ready for promotion?
Gauge your current bench strength by assessing existing associates against an agreed-upon set of competencies. Complement the assessment by capturing critical, real-life data from peers, managers, and direct reports.
How do I create a succession plan?
How do I create a succession plan?
Start with the end in mind — to identify the best people for the required roles in a fair and objective manner. Select those people who embody the required attributes, including the right match of knowledge, experience, competencies, and motivation for key positions.
How do I create more effective teams?
How do I create more effective teams?
Start by measuring what high-performing teams have in common — effective communication, collaboration, candor, decision making, and execution. Next, deliver regular feedback to ensure continued growth and development.
How do I develop my high-potentials?
How do I develop my high-potentials?
The most effective formula for developing high-potentials is to create a heightened level of self-awareness, Then, create action plans that result in both personal and professional growth.
How do I deal with high turnover?
How do I deal with high turnover?
Research indicates that a bad boss is the number one reason people leave their jobs. Reducing turnover is directly related to the effectiveness of an organization’s leaders. When a company spends time and effort improving leadership skills system-wide, employee retention increases.
How do I develop a culture focused on people and results?
How do I develop a culture focused on people and results?
Changing individual behaviors can transform the culture. Through development and candid feedback, leaders can better understand and modify their style to demonstrate and equal focus on people and results.
How can a family business avoid common pitfalls?
How can a family business avoid common pitfalls?
Establishing proper governance can minimize problems and conflict. Having a board of advisors, a compensation committee, and a family council leads to both business success and family harmony.
How do I deal with a problem employee / executive / manager / leader?
How do I deal with a problem employee / executive / manager / leader?
Dealing with a problem individual begins with capturing data on the behaviors in question. Next, the results are shared with the individual and paired with more constructive alternatives. An action plan is identified, and regular feedback is provided regarding progress.
How do I deal with conflicts and difficult team interactions?
How do I deal with conflicts and difficult team interactions?
High-performing teams are a critical component of any organization. Increasing team synergy improves decision-making, execution, and outcomes. Surveying the team, followed by a facilitated feedback session, builds accountability, raises candor, and improves collaboration. It also provides a method for measuring team progress over time.
How do I ensure that my kids will be successful in our family business?
How do I ensure that my kids will be successful in our family business?
It’s beneficial to have the “kids” learn the business from the ground up. However, family members who work in the organization aren’t necessarily ready to own and lead the business. Determining their readiness involves gauging their ability to process information, make good decisions, and lead others.
How do I create a culture of innovation and collaboration?
How do I create a culture of innovation and collaboration?
Creating a culture that supports innovation and collaboration begins with creating supportive behaviors. Leaders who reward new thinking and shepherd ideas to implementation will foster the same approach in others.
How do I know if an associate is a good fit for an overseas position?
How do I know if an associate is a good fit for an overseas position?
Success in a current position doesn’t necessarily translate into success for an international assignment. People who succeed overseas demonstrate certain skills, attitudes, and personal characteristics. Also, it’s critical to gauge the interest and commitment of the associate’s spouse or life-partner. Psychological Associates assesses and interviews both people involved to provide data that is predictive of success.
How do I get my organization ready to face future challenges and capitalize on future opportunities?
How do I get my organization ready to face future challenges and capitalize on future opportunities?
By gauging your bench strength, implementing executive development, and measuring executive growth and results, you’ll have the right people in the right roles at the right time, ready to face whatever comes next.
How can I help my senior-level teams improve their engagement and candor with each other?
How can I help my senior-level teams improve their engagement and candor with each other?
Open and direct communication is foundational to effective team performance. Start by learning about each person’s perceptions of how the team functions now. Provide feedback within a facilitated meeting, then leverage the insight gained by creating a specific outcome oriented action plan to improve trust, collaboration, productivity, and performance.

What Are Your Challenges?

“Psychological Associates is our “go to company” when we vet employee candidates, implement employee engagement surveys and conduct individual employee coaching sessions.  They greatly increase our ability to recruit and manage our most costly and also greatest asset … our employees.  We would find it hard to operate as effectively and confidently without Psychological Associate’s valued support and direction.”

- Bob Franceshelli, Chief Executive Officer, Pritikin
“With Psychological Associates, we receive a complete solution. It’s a thorough assessment combined with feedback, action planning and coaching. We’re also enhancing our skill building efforts through the courses that Psychological Associates developed.”
- Bill Pitchford, Senior Vice President of Human Resources, Wabash National Corporation

“The quality of Psychological Associates reports…in general, they have quite good insights into the people taking the tests. Another one is that, by virtue of having worked with us for years, they know us fairly well. As a result, they are able to do some successful matching between candidates and the company.”

- Peter Allen, Managing Director, Agoda

“We actually sought Psychological Associates out when we recognized that we had a need for higher level resources in our leadership development program… They came back with a very clear and concise approach to helping us with our leadership development program.”

- Jim Castellano, Chairman, RubinBrown