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?”
Perception Is Not Always Reality
Situation:
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.
The Difference Between a Business Coach and a Business Psychologist
What's Your Workplace EQ?
It's All About The Relationship...
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 Dynamics Compromise Business
Situation:
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.
An Overview of What's In It For You
Change Can Be Painful
Situation:
The HR consultant started by saying, "staff was taking their conflict to the parking lot." He related that on-going interpersonal conflicts among the staff finally had reached a boiling point. The HR consultant, working with the office manager of a Delaware Valley Professional Services Firm, requested assistance in building cohesiveness within the office of this highly successful professional services practice. While the practice owner enjoyed an excellent reputation in his field and recognition for his service to the local community, the HR consultant confided that "his business management skills were not his strengths."
Could Workplace Conflict be Holding Your Business Back?
"Show Me The Money"
Situation:
The Board Chair of a statewide Professional Association requested that I assume the leadership role of the Annual Convention that typically drew 300-400 participants. The event enjoyed modest success in prior years. Envisioning the event as a way to attract and retain members, I focused upon two objectives:
develop the highest quality, continuing education for participants and
provide an environment in which members could network both socially and professionally. Operating with full autonomy, I embarked on the journey to make this vision a reality, coordinating logistical issues through an all-volunteer committee.
Give Them What They Want
Situation:
Recognizing prior contributions, the membership of a state-wide Professional Association elected me to their Board of Directors (in the role of Program and Education Board Chair). The mandate was to bring the same level of strategic guidance to the two committees responsible for all continuing professional education programs offered by the association.
The Show Must Go On!
Situation:
Challenges exist when providing Board-level strategic guidance for the two committees of a statewide Professional Association responsible for generating the bulk of non-dues revenue. While I focused on building and strengthening the continuing education program, I relied on the two committee chairs to carry out the logistical functions inherent in actually delivering the CE programs at the convention and at conferences across the state. Great care was taken in selecting personnel to fill those roles.
Follow the Leaders...
Situation:
I was elected by the membership to provide leadership to the 2nd largest state Professional Association of its kind in the country- with 3,000+ members and net assets in excess $1M. My responsibilities spanned supervising performance of Executive Director and presiding over the 25-member Board of Directors composed five specialty Boards encompassing 27 committees and project groups. A three year commitment consisted of three consecutive, one-year terms, as President-Elect (2007), President (2008) and Past-President (2009).
Lost Without a GPS
Passing the Torch
Foundations of Organizational Success
Difficult Employees? How to Solve Interpersonal Challenges
How to Create Lasting Change
How to Motivate and Retain Employees – It May Surprise You!
While money may motivate employees to some degree, it cannot be used as a substitute for management practices that engage employees and maximize their contribution. Sadly, however, much of corporate America is stuck in the industrial age, using the antiquated carrot and stick system that was developed to boost output on an assembly line.