Abstract
PSY FPX 6730 Assessment 2 This essay introduces the beginning of a case study to be utilized in a consultation psychology course, outlining three professional growth and consulting psychology objectives, and emphasizing the necessity for research in the appropriate journals. Also introduced is a case study intended to develop skills in the consulting psychology field.
My Consulting Goals and Aspirations
This course provides a groundwork for future career objectives in consulting psychology. As I move forward in my career, I will be expanding on my current skills and knowledge obtained from this course. In posing three personal and professional development objectives in consultation psychology, there is a need to first acquire skill sets relevant to this profession, which will allow for future consulting work. Learning how to structure consulting contracts is essential, as Block (2011) has indicated. Lastly, according to my VIA character strengths survey results, particularly humor, social intelligence, leadership, hope, and curiosity, is of greatest significance in determining my identity as an I/O psychologist.
Researching Relevant Articles
Professional research in relevant articles is the foundation of a consultant. Reading through subjects in accordance with my consultation objectives, I came across an article by Pelletier (2020) that discusses merging theoretical approaches to enhance relation building, ethical behavior, and authenticity, essential factors for an I/O consultant. This article also explores leadership styles, providing valuable insight for future application.
Description of a Case Study
PSY FPX 6730 Assessment 2 The case study is designed to develop an independent leadership program for the Metropolitan Transportation Authority (MTA) in New York City, addressing the challenge of functioning disconnectedly in its seven agencies. It is looking to develop a single leadership development program for all agencies in a single initiative. Through organizational leadership support and coordination with front-line managers, the initiative aims to find leaders of tomorrow and additional development for existing groups of leadership that could potentially make a positive influence on over 70,000 employees.
Conclusion
It takes dedication and perseverance to be a professional consultant. I enjoy the experience of being able to apply my developing skills through the MTA and course work. Through the support of stakeholders and dedication to change, I am confident that I can become a consulting psychologist.
References
Block, P. (2011). Flawless consulting: A guide to getting your expertise used. Center for Creative Leadership.
Pelletier, K. L. (2020). Enacting leadership: The reciprocal influence between instructor and student. Industrial and Organizational Psychology, 13(4), 461-466. https://doi.org/10.1017/iop.2020.86
PSY FPX 6730 Assessment 2 Entry and Contracting: A Case Study Description
Salicru, S. (2020). A new model of leadership-as-practice development for consulting psychologists. Consulting Psychology Journal: Practice and Research, 72(2), 79–99. https://doi.org/10.1037/cpb0000142
