Imagine a world full of people who spend their days doing things they enjoy.

They go to an office because it’s a pleasure. Tasks are fulfilling, stretching their abilities just enough to be exciting. The companies they work for embrace fresh ideas and are eager to listen, to participate, to try harder, and to do better in the world. Work-life balance isn’t even a concern because work and life flow seamlessly together, two sides of the same coin. Every day is lived fully.

Imagine companies that embrace environmental responsibility, sustainability, diversity, and wellbeing instinctively—because they’ve designed their organisations with intention. They use facts, exploration, research, creativity, and empathy to serve not just their customers and clients, but also their employees.

Imagine businesses that want to do, make, create, and serve with purpose—companies that see listening, learning, and reimagining as the essence of being successful.

Imagine if values created value and being different made a difference.

Now imagine someone with a Masters degree in Occupational Psychology who spends their free time dreaming of all that.

That’s an Organisational Psychologist.

What do they do?

They look at the world of work. Your work. Your world. They find out what matters to you and what might benefit from a little attention.

Maybe you’re a business owner who wants to develop a new service area. Maybe you’re Head of HR and want to create a fresh initiative for your staff. Maybe you’re a manager wondering how to retain your employees for longer.

An Organisational Psychologist will listen to your story—really listen. Then they’ll try to understand it, explore the possibilities, formulate a plan, and recommend ways forward. They draw on research, best practices, and create practical, evidence-based solutions tailored just for you. They’re a consultant, an advisor, a guide, and an explorer.

But what do they actually do?

They might interview key staff members to uncover insights, hold focus groups to generate ideas, or issue questionnaires to gather data.

They will take a deep dive into the academic literature—exploring theories, studies, and lessons from other disciplines. They look at insights from writers, business thinkers, and other consultants to find approaches that could work for you. They might also connect with other companies to learn from their experiences and see how they’ve tackled similar challenges.

What might come from it?

The outcome could be a detailed report, a compelling presentation, or a clear plan for an initiative or strategy. It might include practical guidance, training materials to help people grow, or even a workshop to spark collaboration and new ideas.

What about coaching?

Maybe you want to pause and reflect on who you are and what you do. You’d like someone to guide you, help you understand your motivation, and support you in transforming your working life. Maybe you want to develop yourself as a leader, rethink your attitude, or refine your approach.

An Organisational Psychologist can do all that—and drink tea at the same time.

What’s a Chartered Occupational Psychologist?

An imaginer, supporter, researcher, and doer—except they’ve also completed a doctorate-level qualification accredited by the British Psychological Society, registered with the HCPC, and earned the right to use the protected title.

Who am I?

I’m an Organisational Psychologist who’s halfway to becoming a Chartered Occupational Psychologist.

I’ve spent a lifetime wandering the valley of transferable skills and off-label practice. Now I’m getting ready to hang my own shingle and do things my way. Slowly at first, building a side hustle into a business.

I have a great imagination and I love tea.