SEASON FOUR | EPISODE SIX: HOW TO MAINTAIN A HEALTHY, DYNAMIC ORGANIZATION
Episode Description:
How is your business really doing? To answer this question, today’s episode brings in Organizational Psychologist, fellow Georgia Bulldawg and AOII Alum, Krysia Waldron, Ph.D., to sit down with Heather to talk about the perspective, discomfort and desire to help uncover the more significant, deeper themes underlying human dynamics. Krysia works with senior leaders in some of the biggest companies around the country to train and develop an optimized leadership style, interaction patterns and decisions in their organization. By asking the right questions and determining your goals, Krysia allows clients to close the gap between what people are saying and what they are actually feeling at their place of employment. In the year of YOU, this interview is more than worth the investment. With direct and clear insight into how to optimize your and your company’s performance, you can expect to leave this episode with fine-tuned, psychology-based leadership skills that set up your 2023 and beyond for success. Make sure to stay tuned in for a look into Heather and Krysia’s years as students at University of Georgia!
Listen here or watch the full video here!
Quotes from the show:
"I think that's mostly referred to as psycho education, that you're teaching people about psychology to understand their own lives better. And that happens in the coaching work I do."
"It's a sense that there is, there's more, or that they've reached a point at which they've done as much work as they can do on their own around these kind of questions. And because these are people who look to optimize their lives, they're not willing to just sit back and... So they want to explore those questions, and that's what we do."
"But you could be in the happiest loveliest feeling place that is financially unstable, and we wouldn't call that healthy. You could be in a place that is financially really strong, but is just burdensome and toxic, and I don't know that we would call that healthy. So it really depends so much on what your goals are and what organizational health would be to you as a leader."
"So when a leader gets a feel for the margin between what people are willing to say to that person in power and what they're probably noticing and thinking and feeling, then a leader might start to question like, what else do I not understand about what's going on in my company?"
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