Pearn Kandola
- Our Profile
- http://www.changeboard.com.au/profile/pearnkandola/
- Industry
- Human resources
- Website
- http://www.pearnkandola.com/
- Blog
- http://www.pearnkandola.com/blogs.html
- Pearn Kandola Events
- http://www.pearnkandola.com/business-psychology-seminars-conference-events.html
About Us
In 1984, Binna Kandola founded the business with a belief that the unique insights of psychology could benefit the world of work. At the time, something few businesses acknowledged. Over 25 years later, we're now acknowledged as one of the leaders in the field of business psychology.
In practical terms, we deliver diagnoses, solutions and results to issues in the areas of Assessment, Development, Diversity and Well-being that our clients can struggle to see clearly and resolve on their own. We also look to the future using our own research to develop new ways of enhancing our clients’ performance in the rapidly changing business environment.
With a head office office in Oxford, UK, and a consultancy presence in Ireland, France and the USA, our clients encompass a wide range of organisations from leading FTSE companies to public and voluntary sector bodies in the UK, Europe and worldwide. Though we should add that every assignment for every organisation is as different as the people who make them up.
Our Values
Every organisation has a distinct culture; what they’re like to work with and what they’re like to work for. When Pearn Kandola started out in 1984, we established a set of core values which remain our guiding principles:
- Act with integrity
Broadly speaking, integrity means three things: incorruptible; honest; and complete. As people, we stick firmly to sound moral values; we deliver our service to you in an unimpaired, objective manner; and we finish the job we set out to do.
- Push the boundaries
We like to anticipate the next thing, making use of the latest thinking and research in our field to continually improve our knowledge and our service to clients.
- Work in partnership
We work alongside our clients not at them, knowing that it is ultimately they who will hold the best solutions and must take the responsibility for them.
- Apply psychology
We never lose sight of our area of expertise. We are involved in the application of psychology – not management consultancy.
- Always deliver
Above all, we believe in delivering not just a solution, but a solution that works for your organisation.
Asssessment
Most businesses will readily tell you ‘we’re only as good as our people’.
Yet understanding their people is something organisations find difficult to do.
People are weird. They don’t say what they’re really thinking, they don’t tell you how they’re really feeling, they have good days and bad days, and yet we often pretend that cool logic and process can tell us all we need to know about them.
As psychologists we know there’s a simple reason people are hard to read: it’s that our ability to present ourselves in the best possible light has evolved in parallel with our ability to detect such deception. Effective assessment is about getting beyond the masks to the truth; not just in terms of ability but also in terms of motives, potential and risks.
Whether it’s a case of matching the right people to the right jobs, helping individuals realise where their strengths lie or designing the most accurate and efficient selection system, our Assessment team helps make sure that the right things are being measured in the best possible way.
This, in turn, gives you the best possible information on which to base your people decisions; decisions about who to employ, how and where to employ them, how to develop them and what they need to do to be effective.
We apply this expertise from graduate recruitment right through to board level.
Our Assessment expertise includes:
Development services
People fear change, but they need it, too. How do you make it happen?
On the one hand, change breeds a mix of fear, cynicism and suspicion, often making goals difficult to realise. On the other, individuals see progress and change as key to their career development. Without it, they go stale. Not surprising that change needs careful handling.
At Pearn Kandola, we understand what motivates individuals, teams and leaders. As psychologists, we also know how they learn – and adapt – in new and constantly changing environments.
There’s no doubt that every individual can continue to grow and develop in the right environment, and we can help you identify and nurture their talents, engage their motivation and help them to understand their potential.
Talented individuals will generally succeed in any role, but we aim to make sure they thrive – not just survive. Ensure your people are stimulated and they’ll be less likely to seek their fortunes elsewhere.
As people take on new roles, new demands will be made of them. Leadership, for example, can be an uncomfortable occupation for those with no support or preparation for it.
Whether they’re leaders or followers, we can partner with and help individuals to thrive.
Our Development expertise includes:
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Diversity services
Diversity and inclusion isn’t about ticking boxes or being politically correct – it’s about relationships, culture and attitude. The question is – do you value and nurture difference or do you merely tolerate it?
No matter how inclusive your organisation may appear to be, some of your people don’t see you that way.
Yet despite the damage that exclusion can do, many organisations persist in seeing diversity and inclusion as merely a matter of benchmarking, ‘statements’ or networking groups.
These are great if used in the right way. But all too often, merely repeating these processes yields no difference in results.
We take a fresh approach – and one that does get results. As psychologists we know that diversity affects everything – from organisational structure, culture and processes right through to individuals; their behaviour; personal relationships, attitudes and prejudices.
At the individual level, we use tools and techniques to provide insight into key behaviours associated with inclusiveness, or its reverse. And we reveal it in the people who matter most – themselves.
Where people come together, we uncover issues associated with group dynamics: how groups in your organisation are affecting diversity attitudes.
At the organisational level we diagnose systemic issues and advise at policy, strategy and operational levels to bring about real change.
It matters because we know that the inclusive organisation - one that truly understands the importance of diversity - enjoys reduced staff turnover and absenteeism, increased job satisfaction and productivity, and an enhanced profile in the marketplace.
Our Diversity expertise includes:
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Wellbeing
The commercial value of psychological well-being means it should be a key part of your organisation’s priorities.
Studies have shown that 22% of variance in job performance is accounted for by well-being related factors. The fact is, it’s not a nice-to-have but a must-have.
But well-being is a complicated dynamic. In psychological terms it’s the result of a number of forces interacting on people in a positive way. But it’s hard to get the balance right. In a telling example, we recently asked respondents “what made you happy/unhappy this week?” The top answer to both was the same: “Getting my job done”.
What’s a healthy pressure for one person can be debilitating stress or ‘burn-out’ for another, and an equally fine line exists between responsibility and empowerment; between support and self-motivation.
Our approach is to look at the specific factors which affect the individual happiness and fulfilment of your people.
We devise questionnaires that reveal susceptibilities to their working environment, from their office furniture to the corporate culture and your leadership style.
Then we apply the science of positive psychology to engineer the conditions that will help your people feel better about themselves and their work.
And work it does.
Our Psychological Well-Being expertise covers:
- Organisational well-being audits
- Team well-being analysis
- Engagement surveys
- Leadership impact assessments
- Positive psychology coaching
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Stuart Duff
Stuart is a Partner and Head of Development at Pearn Kandola. He is a Chartered Occupational Psychologist specialising in identifying leadership talent, developing potential through one-to-one coaching and designing innovative development methodologies.
Jonathan Atkins
Jonathan Atkins is a business psychologist working in the areas of selection, assessment and development. He has delivered multiple projects designed to identify talent at a range of levels to enable people to thrive in their organisations and has researched how leadership and culture can play their part in motivating and developing individuals. He has a BSc in Psychology and an MSc in Occupational Psychology, both from Goldsmiths College, University of London.
Louise Weston
Louise is a Chartered Occupational Psychologist and a member of the British Psychological Society. She holds an MSc in Occupational Psychologist from the University of Sheffield. Since joining Pearn Kandola, Louise has worked on a wide variety of assessment, development and diversity projects for a range of clients across both the public and private sector. Her specific areas of interest include leadership development and coaching.
Polly Howard-de-la-Mare
Polly is a Chartered Occupational Psychologist who joined Pearn Kandola in 2007 and works in the areas of assessment, development and diversity. She has a degree in Psychology from Oxford Brookes University and an MSc in Occupational Psychology from London Metropolitan University, where she completed research into the relationship between employees’ satisfaction with their working benefits and perceptions of work-life balance, job satisfaction and affective commitment.
Our latest articles
- You’re Hired! Interview Answers: Part 1 of 8 12/03/2012
- You’re Hired! Interview Answers: Part 2 of 8 12/03/2012
- You’re Hired! Interview Answers: Part 3 of 8 12/03/2012
- You’re Hired! Interview Answers: Part 4 of 8 12/03/2012
- You’re Hired! Interview Answers: Part 5 of 8 12/03/2012
- You’re Hired! Interview Answers: Part 7 of 8 12/03/2012
- Making your career resolutions and sticking to them 22/12/2011
- How do you manage remote teams? 14/09/2011
- What diversity ‘counts’? 03/08/2011
- Cultural intelligence – how stupid is your business? 27/07/2011