Impact Psychology empowers people to get the best out of themselves and enables organisations to get the best out of people in business and work. We look at peoples’ behaviour, their thinking styles, the way they act and interact with others, then use this knowledge to influence change.

Our Key Areas -

Development
Personal Development
There are many reasons for someone to undertake personal development, but whatever the reason it is essential to have a plan.

Personal Development – an individual realising their potential – becoming all that he or she is capable of.

Personal development programmes take various formats, incorporating facets such as training, mentoring and performance appraisal, addressing perceived deficiencies in skills and knowledge. However, behaviours and thinking patterns often have just as much effect as skills and knowledge and deserve to be given as much, if not more, attention when considering development. To do this it is necessary to know the self – to be aware of behaviours, characteristics, motivations and values that contribute to success or that may be holding one back. Self-awareness and reflection leads to identification of strengths and areas for development, leading to improved confidence and performance.

Based on a comprehensive assessment of the individual as part of our 5 stage development model, each programme is bespoke designed and offers flexible, cost-effective development programmes tailored to individual client requirements.

Impact Psychology Development Model
Please click on the stage areas above
to see further models of each stage

A key feature of our development model is the comprehensive assessment that we carry out before looking at the creation, or the realisation, of a development plan. Whilst we recognise the importance of focussing on moving forward, we acknowledge that behaviours are affected by the past of an individual. Thus we believe it is necessary to gain a full picture of the individual before considering what development may be required and what form of development plan is going to be appropriate.

Development
Team Development
The development of a team can be achieved in several ways, dependent on the purpose of the development. We offer:
  • Programmes aimed at the identification and integration of key skills, knowledge and qualities required within a team.  Strengths and shortfalls are identified and consideration is given to the development required by team members or the introduction of specific skills or experience. The programme can be geared to established teams or to assembling a team for a specific project.

  • Team Building – specifically aimed at ‘pulling together’ the team and fostering a team spirit. In-house or ‘event’ based, the benefits of team building will be evident. A full feedback report service is available.

Development
Career Development
Closely aligned with our Personal Development Model, we tailor this to focus on career development. There is an emphasis on the individual exploring their career options and creating a career plan. As with the Personal Development Model, the individual takes control of the realisation of the plan, with assistance and coaching being provided by us.

Assessment
Assessment is a key aspect of impact psychology’s approach. It is used for selection – initial recruitment, promotion or inclusion on a development programme – and as part of our development programmes. We adopt a comprehensive, integrative approach to assessment, incorporating a wealth of tests, interviews and exercises.

Selection
For some roles it may be that a single interview will suffice, but only if it is carefully designed. For more senior or complex roles an integrated assessment is likely to prove a better option. We can advise on all aspects of the selection process, from application to appointment.

Key features of our approach include:
  • Job analysis – Person Specification
  • Specification of role and desirable candidate qualities/skills
  • Creation of tailored application process – initial sifting/rating system
  • Interview design – rating/scoring system
  • Integrated assessment design – tests and exercises – rating/scoring system
  • Evaluation of selection process – includes specific links between staff turnover and process

We design bespoke assessment processes according to client requirements. We can deliver the complete assessment process using our consultants, can work in association with in-house assessors to deliver the assessments or can design a process to be delivered by an organisation's own personnel.

Assessments can be delivered as a staged assessment, over a period of time, or can be delivered as a complete assessment centre.


Training
Assessor/Interviewer Training
The success of any selection process is dependent on the abilities of the interviewers and assessors. It is recommended that any personnel undertaking these duties are suitably equipped with the knowledge and skills to perform effectively.

We offer interviewer and assessor training that covers the following:
  • The assessment process
  • Fairness and bias
  • Questioning skills
  • Listening skills
  • Observation skills
  • Interview and assessor skills practice

The interviewer training is one day. The assessor training is two days and includes the interviewer training as well as the skills required to assess other elements of the assessment process, such as interactive exercise role-play.

The training can be adjusted to suit the specific requirements of the client.

Selection Interview Design Training
It is imperative that any selection interview is designed well in order for it to be fully effective as a selection tool. We offer a one day course covering:

  • Types of question to be used
  • Aligning questions to job requirements
  • Design of indicators to ensure an objective and robust selection interview

Appraisal and Feedback Training
An appraisal system is only as effective as the appraisers. The aim of this one day course is to equip the appraisers with the skills and knowledge required to carry out appraisals to best effect. The same skills are used when giving feedback. The course includes:

  • Principles of appraisal systems
  • Appraisal/feedback techniques
  • Dealing with difficult appraisal sessions
  • The use of appraisal and feedback

The course can be adjusted to facilitate organisational requirements, for instance if there is a specific appraisal system in operation, the course can be geared to reflect this.

Evaluation of Training Programmes
We offer comprehensive evaluation of existing training schemes, working with clients to ensure the effectiveness of the training provided. This can range from a formal programme of evaluation, for instance incorporating training needs analysis and pre/post training assessment, through to informal observation of training.