PSY FPX 6730 Assessment 2 Entry and Contracting: A Case Study Description

Abstract

The following is the beginning of a case study to be employed in a consultation psychology class, laying out three consulting psychology and professional development objectives and emphasizing the necessity for research in corresponding journals. Also included is a case study intended to develop competence within the consulting psychology field.

My Consulting Goals and Aspirations

This class provides groundwork for future career aspirations in consulting psychology. As I grow in my professional life, I will enhance skills I already have and integrate acquired knowledge from the course. Specifying three of my personal and professional goals under consultation psychology is imperative. In the first instance, I am going to pursue skill sets relative to this job, which will facilitate future consultative work. Secondly, educating oneself on drawing up consulting agreements is essential, according to Block (2011). Finally, based on my VIA character strengths survey findings, especially humor, social intelligence, leadership, hope, and curiosity are most important in defining my identity as an I/O psychologist.

Researching Relevant Articles

Punctual research in relevant articles is the cornerstone of a consultant. Exploring issues in accordance with my consultation objectives, I read an article by Pelletier (2020) that focuses on uniting theoretical approaches to enhance relation building, ethical behavior, and authenticity, key issues for an I/O consultant. This article also discusses leadership styles, providing excellent insight to be used in the future.

Description of a Case Study

The case study is focused on developing an independent leadership program for the New York City Metropolitan Transportation Authority (MTA) to address the problem of existing in fragmented form within its seven agencies. It seeks to create a single leadership development program for all agencies in a single initiative. With organizational leadership support and coordination with frontline managers, the program aims to identify future leaders and further develop existing leadership groups, which could positively affect over 70,000 employees.

Conclusion

To be a professional consultant, one needs to be committed and resilient. I enjoy the experience of being able to apply my developing skills through the MTA and coursework. With stakeholders’ assistance and commitment to change, I am confident that I can excel as a consulting psychologist.

PSY FPX 6730 Assessment 2 Entry and Contracting: A Case Study Description

Salicru, S. (2020). A new model of leadership-as-practice development for consulting psychologists. Consulting Psychology Journal: Practice and Research, 72(2), 79–99. https://doi.org/10.1037/cpb0000142