Archives

12Nov2009

Psychological Aspects of H1N1: introduction

  • By Ian Bradley
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Welcome to my series concerning psychological issues related to H1N1 in the workplace. The series is aimed at Human Resource or Occupational Medicine Departments that are now faced with developing policies and procedures to support their organizations as we head into the second wave of the H1N1 influenza. H1N1 is a medical problem, but it’s
07Jul2009

Executive & Sports Coaching: unsettling parallels

  • By Ian Bradley
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I finally had enough hitting erratic backhands. Opponents were deliberately targeting my tennis backhand, and for good reason as the ball would either fly-off my too-open racquet, or alternatively, plummet into the net. In a last desperate effort before turning to racquet-ball, I engaged our club pro who coaches, not executives as I do, but
14May2009

Employee Recognition and Reward (ERR) Programs: the solution

  • By Ian Bradley
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Here’s a follow-up to the previous post about employee recognition. Guideline #1 Form a Steering Committee Strike a small committee, comprising peer-nominated shop floor employees and managers, with the mandate of designing and promoting the employee reward and recognition program or ERR program. Once created, the committee would bear the continuing management responsibility for the
07May2009

Employee Recognition and Reward (ERR) Programs: the problem

  • By Ian Bradley
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As a professor who teaches an undergraduate course in Cognitive Behaviour Therapy or CBT, I have many students who outright dismiss many of the “B” or behavioural aspects of CBT.   Nowhere is this more event than when I talk about positive reinforcement and its role in performance management. To these students, anything associated with
22Apr2009

Workplace Disability: a quantum shift

  • By Ian Bradley
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Let me tell you about a very strange transition that I see in my executive coaching practice. Fortunately, it happens infrequently, but when it occurs, I’m always amazed at how the rules of game shift – I think for the worse. Here’s a typical narrative involving someone that I might be seeing. An employee, invariably
13Mar2009

Prediction: face the facts

  • By Ian Bradley
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In my executive coaching practice in Montreal, many of the business issues that I discuss with my clients concern prediction. These prediction problems are rarely conceptualized as such, instead they are couched in jargon of the particular business using words such as “forecasting,” “planning” or “analysis”. However, the underlying psychological process is prediction. For example,
22Feb2009

Meetings and managed conflict

  • By Ian Bradley
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In my practice as an executive coach in Montreal, I often hear managers complain about the stress of conducting business meetings.  Their major worry is conflict. My first response is almost always: “you’re lucky, especially if those anticipated conflicts contain the seeds of contrarian ideas that might help the business.”  In today’s economic climate; heaven
12Feb2009

Problem-solving: my view on coaching

  • By Ian Bradley
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A friend recently asked me about my practice in executive coaching. He was curious about what the major mental health problems the executives that I see in my practice face. He had in mind the typical collection of diagnostic entities such as depression, anxiety, or perhaps more behavioural deficits, such as, perfectionism or excessive self-criticism.
03Feb2009

Dialectics

  • By Ian Bradley
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Dialectics in Sports and Business: As a psychologist involved in helping professional athletes as well as senior executives, I have found numerous similarities in the challenges facing both groups. One such similarity is the dialectical tension of two potentially opposing tendencies – individual competitive achievement and team playing. As students of philosophy appreciate, a dialectic
23Jan2009

Life can be lonely at the top

  • By Ian Bradley
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Executive coach as a confidant A large part of my practice in executive coaching consists of providing the unique perspective of an informed outsider. The informed part is relatively easy to define. I bring an extensive knowledge of psychology to address problems in the workplace.  Psychology is truly an impressive field that spans everything from
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