Organizational psychology is a natural field of work for me because the workplace—just like a soccer field—has role descriptions, rules, and boundaries. This makes it easier to address psychological aspects, whether I’m working with people dealing with stress, those with career goals, or anyone looking to grow professionally. The line between the personal and the professional can be hard to sense and see, but it can always be negotiated and articulated in the here and now, based on existing roles, processes, and procedures. This makes the workplace an ideal and meaningful setting for working on human development and strengthening professional communities.
I am also particularly interested in workplaces because we give so much of ourselves to our work. And I often see a waste of human resources—in the way workplaces are organized, in how they are managed, and in the lack of relevant communication versus the constant flood of irrelevant communication from the employees’ perspective. This undermines organizations’ efficiency and flexibility, and it takes a toll on people—their well-being, their self-image, and their relationships both inside and outside the workplace.
That’s why I’m passionate about providing employees and leaders—who are focused on contributing and making a difference—with a space where they can also keep their own needs and desires in mind—so they don’t lose sight of themselves and burn out, but can instead continue to make a difference while thriving and growing in a meaningful way. This benefits both them and their workplace.
