When stepping into leadership as the “next generation” in a family business, you quickly recognize the big shoes you are expected to fill. After years in the organization, you know there’s room for improvement and you’re poised to push the business forward and drive growth.
Picture this...it’s your annual review, and you’ve received outstanding performance feedback from your colleagues. Because of your impressive track record, your managers believe in your ability to help drive business growth - particularly in your area of expertise - and thus have promoted you into a higher management position. Now you have more authority, responsibility, and, most importantly, an opportunity to create a focused team under your leadership. Your success is now measured by your team’s success.
Most business professionals approach me because they need help with a workplace challenge that, on the surface, seem easily identifiable. But often the core issues that create these challenges are much more complex and run deeper than they appear. Think about what you see when you observe a sculpture. The surface is smooth and carefully crafted, providing just a glimpse of the intricacies contained within and the layers that have built it. These intricate and sometimes mysterious layers also exist within the workplace, where the overt and obvious problem is not necessarily a reflection of the root issue.
In this video, Andrea Delligatti, Ph.D. is quite candid about who her clients are and who they are not. Interestingly, if you’re the type of person who is likes tangible results, then you’ll appreciate working with Andrea, because she relates to the focused clients who eagerly respond to, “so what are we going to work on today?”
An interpersonal conflict emerged between the Controller and Assistant Controller (AC) at a Delaware Valley Real Estate Development Firm. The AC wrote a letter to the company President/CEO – 3 levels her senior - complaining about the annual performance evaluation. CEO immediately requested HR to isolate and resolve any issues. Internal discussions led to the company engaging my services.
In this video, Andrea Delligatti, Ph.D., talks about when it’s appropriate for an organization — or individual — to hire a business psychologist vs. a business coach.
Andrea Delligatti, Ph.D. shares insight into what makes a psychologist successful. Whether working with individuals, families, businesses or organizations — while process is important — it always comes down to the relationship. It’s important to have a genuine relationship based on empathy and compassion.
Family-owned businesses possess challenges rarely seen in most corporations. The boundaries around the roles are blurred, channels of communications routinely disregarded, long standing feelings often trumping business logic. Decision making is plagued by emotion, causing procrastination and lost opportunities. Deep rooted familial conflicts often prove the downfall of even the best businesses.