"Making Work Life Work Well"
Workplace Psychology is a consortium of consultants, coaches, trainers, group facilitators and psychologists, all focused on making work life work better, primarily via leadership excellence. Our associates are deeply and broadly experienced, bringing together a diverse set of skills to offer a wide range of services on various aspects of work life. But our specialty is leadership development – simply put, we help leaders to become better leaders. We partner with top executives and other managers to help them boost the performance and morale of the people who work for them, allowing them to leverage the full potential and engaged effort of their teams. We can also assist with organization development – helping leaders to re-stitch the connective fabric of their enterprises to enable their people to deliver better results.
• consulting services for organizations - including corporate, non-profit, and healthcare enterprises, as well as government agencies, small/family businesses, and communities
• coaching services for individual clients - including leader advisement, executive or manager coaching, career development, and other forms of work-oriented counseling
Workplace Psychology helps people and enterprises to achieve truly sustainable growth in workplace performance. We work with clients to solve pressing problems, enhance ongoing effectiveness, and build long-term capability. We begin with an assessment that allows us to design an approach customized to client needs. We proceed by conducting productive conversations - dialogue that gets to the heart of issues, expands the field of possibilities, navigates obstacles and conflicts, and generates constructive solutions. We then assist clients to execute these solutions and implement changes in ways that incorporate action learning. It is this mix of shrewd assessment, deep conversation, and experiential learning which results in sustainable development.
Our individual client services include:
• Leader Advisement: advice focused on the key imperatives for leading an enterprise, including decision-making processes, top team effectiveness, strategic communications, talent management choices, organization re-structuring, partnership mediation, negotiation support, etc.
• Executive/Manager Coaching: coaching to build competence in key management skill sets, such as performance supervision of reports, managing upwards and/or within a matrix, strategic and/or innovative thinking, team and/or participatory leadership, implementing change initiatives, handling conflict situations, etc.
• Job Enhancement Coaching: coaching for workers at any level to improve their relationship management with bosses and co-workers, as well as their execution of tasks and role accountabilities - to boost job functioning, enhance promot-ability, and improve satisfaction at work.
• Career Development: career assessment and counseling, with advice for navigating career transitions across the lifespan – from the initial choice of career path, to career advancement and/or outplacement issues, to mid-life career changes, to contributing beyond retirement.
• Brief Psychotherapy: for serious work derailment or career stagnation, due to issues such as performance fears, creative blocks, procrastination, perfectionism, uncontrolled temper, harassment traumas, demoralization, loss of meaning, workaholism, family stress and other emotional difficulties that undermine work-life success.
Our organization consulting includes:
• advice for enterprise leaders
• coaching for senior executives
• training for middle managers
• facilitation of meetings and retreats
• execution of complex consulting initiatives
Our consulting projects are always customized to client needs, but they often focus on the sorts of issues described in the column to the right. Many of our projects focus mainly on leadership effectiveness, while other projects are more focused on organization effectiveness. Complex consulting initiatives combine several elements of both leadership and organization development.
Workplace Psychology takes pride in its commitment to clients to help improve bottom-line results while also enhancing quality of work life.
Some examples of our leadership development projects are:
• Top Team Enterprise Leadership: developing a high performing team of senior executives who can collectively act as enterprise leaders supporting the CEO, while equally driving success for their own teams and units.
• Performance Supervision Process: building a work culture that nourishes high-performance and continuous quality improvement, with an engaging and accountable process of performance planning, appraisal and coaching that truly organizes, motivates and develops employees.
• Manager Training & Development: customized (or off-shelf) training workshops, often with follow-up activities to consolidate learning - such as individual feedback sessions, brief coaching support, peer learning groups, action learning projects, etc - focused on the development of key management skills.
• Talent Assessment & Advisement: building a talent pipeline, via selection assessment (for hiring & promotion), talent pool assessment (for high potential development), and leadership succession planning - using structured interviews, personality assessments, 360 feedback, etc, to inform both leader development, and talent management discussions.
• Interpersonal Conflict Containment: defusing tensions, calming tempers, healing wounds and re-building morale (e.g., on a leadership team), with a process that creates common ground along with respect for differences, and promotes re-grouping around shared mission and values.
• Governance & Board Effectiveness: cultivating a board that truly serves its organization well, by clarifying governance best practices & board member rules of engagement, developing member contributions and collaborations, and finding the right balance in board-management relations.
Some examples of our organization development projects are:
• System-Wide Workforce Engagement: introducing creative meeting methods (e.g., Open Space, World Cafe, Pecha Kucha) and other interactive mediums (e.g., polling surveys, chat rooms for group brainstorming, management blogs) to boost employee engagement, collaboration and innovation.
• Strategic Clarification & Planning: gauging market conditions and analyzing other key trends; pinpointing distinctive competence, crafting an enterprise vision and honing brand image; articulating key goals, priorities, delivery targets, and implementation responsibilities.
• Organization Alignment with Strategy: systematically reviewing and (as needed) re-configuring social structures - e.g., departments and teams, processes and work flow, roles and reporting relations, policies and procedures, etc - to optimize accountability, productivity and alignment with strategy.
• Sustainable Change Implementation: maximizing employee "buy-in" on change, cultivating a genuine willingness to change, and changing in ways that actually work, by empowering workers to join with managers in co-designing changes that impact their jobs.
• Enterprise Turnaround & Renewal: intervening with units and organizations in crisis, or with those that have been coasting too long, to set new priorities and take vital steps which infuse new direction and energy, enabling new growth.
• Cross-Systems Problem-Solving: meetings that rapidly solve complicated systems or matrix problems, and leverage under-utilized collaborative strengths, by fostering silo-breaking whole-enterprise dialogue.
• External Stakeholder Networking: meetings that access and leverage previously untapped feedback, opportunities, resources and alliances via dialogue with external stakeholders (while concurrently boosting brand image).
• Transformation of Work Culture: cultivating and reinforcing best practices and desired behaviors – such as collaboration, accountability, innovation, customer service, organizational learning, and efficient execution – so that these vital behaviors become truly embedded in the fabric of daily work.
• Building Communities of Practice: helping disparate individuals, groups and organizations that share a vital common interest to connect, evolve, and self-organize as an efficacious and sustainable community - sometimes in the service of developing sufficient focus, commitment and momentum to move a social agenda.
Joel Mausner, PhD, is the Managing Principal of Workplace Psychology, which he founded in 1996. He has over 30 years experience as an expert in human behavior, leadership development and organization effectiveness.
In past years, Joel has been a Leadership Consultant with the Hay Group, a global human resources firm, working for their Executive Services Practice. He also served as Chief Learning Officer of the Non-Profit Leadership League, a learning association of non-profit leaders and consultants.
Corporate Clients have included: General Dynamics, Sun Life Financial, WR Grace, Philips Lighting, Fidelity Investments, Subway, Talbots, Sepracor (pharmaceuticals), Health Education Technologies (pharma marketing), Cabot Microelectronics, Vishay Electronics, Independent Financial Marketing Group (IFMG), US Smokeless Tobacco, Eugene Biro Diamonds, Mirrorball Advertising, Henegan Construction, & Wireless Generation (educational software).
Non-Profit Clients have included: United Way of NYC, NY Public Library, Dairy Management Inc (DMI), Hudson Guild Settlement House, Spence-Chapin Adoption Services, Pratt Area Community Council (PACC) (housing development), National Association of Specialty Food Trades (NASFT), Family Support Systems Unlimited (FSSU) (foster care), NY Foundation for the Arts (NYFA), NY Learning Alliance (adult education), Industrial Technology Assistance Corp (ITAC), NYC Administration for Children's Services (ACS), Canadian Consulate General in NY, & Gov Works (US Interior Dept) (procurement).
Healthcare Clients have included: NY-Presbyterian Hospital, Saint Lukes-Roosevelt Hospital, Montefiore Care Management Organization (CMO), NY Downtown Hospital, Brooklyn Pediatric Aids Network (B-PAN), Mental Health Association of NYC, Mental Health Association of Nassau County, Health Insurance Plan of NY (HIP), Kings County Hospital, Brooklyn VA Hospital, Kingsboro Psychiatric Center, Mary Brooks Geriatric Center, VIP Community Services (addiction care), Health Education Alternatives for Teens (HEAT) (aids care), & SUNY Downstate Medical Center.
Private Coaching Clients have included senior executives and middle managers from well-known corporations – such as IBM, Apple, Price-Waterhouse, Morgan Stanley, Deutsche Bank, Lillian Vernon & Victoria’s Secret – as well as others in key leadership roles, including non-profit executives & board members, family business owners, small business partners, and solo entrepreneurs.
Earlier in his career, Dr. Mausner worked as a clinical psychologist in multiple healthcare settings. He served more than a decade on the faculty of SUNY Downstate Medical Center, teaching and mentoring trainees, managing treatment programs, conducting staff and team development, and advising clinical program leaders.
Joel earned a BA in History from Yale University, an MPhil in Philosophy from Columbia University, and a PhD in Clinical Psychology from the City University of NY. He studied Group Dynamics at the AK Rice Institute, and Organization Development at the NTL Institute.
Joel lives in Westchester with his wife and two sons in a home he is constantly renovating. He also enjoys books, music, walking, dancing, and the company of friends.
Joel Mausner, PhD, Leadership Consultant
telephone (& fax): 914-591-8470
mail: 8 Cedarlawn Road, Irvington NY 10533
Offices in White Plains & Midtown Manhattan