Why choose us?

We're here to answer all your questions

If your question isn’t listed here, drop us a line and we’ll get back to you right away.

 

  • What is the Career Psychologist network?

    Rather than a company, we are a group of psychologists who have decided to collaborate, not-for-profit. This means you can trust us to advise what is actually best for you, rather than most lucrative for us.

  • Who do you work with?

    A wide variety of private individuals and organisations.  We’ve worked with 100s of people from all walks of life, employed, not employed, entrepreneurs, graduates, mid-career changers and senior leaders.  Our organisational clients range from professional services, banking and finance, oil and gas, construction and FMCG to elite athletes.

  • Why would I need a psychologist?

    Don’t worry.  We won’t ask you to sit on a couch and tell us about your difficult childhood.

    Psychology is the science of human behaviour.  Psychologists can therefore offer new and different perspectives on how and why we get stuck.  This helps our clients understand what’s holding them back.

    Getting unstuck and finding more effective and meaningful work can be a long and complex journey.  Along the way there can be many challenges – practical and psychological.  We can help you deal with both.

    If you like the sound of this, get in touch.

  • How are you different from other coaches?

    Read about the 5 reasons to choose The Career Psychologist here.

    If you like the sound of us, get in touch to set up an informal chat.

  • How long does the career change process take?

    It depends.

    In general, our career change plans are designed to help you think differently about yourself and your career.  This takes time and effort.  We would estimate that on average each step of the 5 step career change process takes 3-4 weeks.  Our aim is to help clients feel that they truly did all the ‘due diligence’ they could possibly have made on their career decision.  In some cases, this can be very rapid.  Even a one off session can do the trick.  But we have also had clients commit to a 12 month process, which allows a slow and planned transition.

    The average is something like 3-4 months.

    If you’d like to chat further, get in touch.

  • Will I inevitably change career / job after your process?

    No.

    Many people do, but the objective is to make the best possible decision. In some cases (perhaps 30% of our clients) they choose to stay where they are.  For now.  But in general, these people make a clear plan for the future (by working on a clear transition plan) and / or they take some concrete steps to improving their job right now.  This is called job crafting.

    Career paralysis, or being ‘headstuck’, is a kind of mental limbo, a non-decision. That’s very different from consciously deciding to stay in your current work on your own terms.  Ultimately the Getting Unstuck process is not about leaving your current job, but making a conscious decision about the future.

    Get in touch if you’d like to discuss this further.

  • Can you help me move from 9-5 work to something more flexible?

    Yes, if that’s what’s right for you.

    In the Getting Unstuck process there is a specific section on generating options.  At this stage we encourage people to imagine what different combinations of jobs or projects might look like (for example, 2 days per week on an exciting freelance project, 2 days per week doing work to pay the bills and 1 day per week childcare).

    Or we explore transition moves, for example cutting down to 4 days in your current job and creating 1 day per week to work on your new business or freelance idea.

    All options are systematically evaluated and in the final step, a clear plan created to help you move forward with clarity and purpose.

    Get in touch if you want to discuss how the Getting Unstuck process could help you.

  • Do you use psychometric tests?

    Yes, where it helps – but we use them cautiously. Personality cannot capture your whole essence – you’re not a ‘type’, you’re a human.   Second, personality is contextual, not absolute: a strength in one context is a weakness in another.

    And we don’t believe in ‘matching’ people to an ideal job.  Job markets are far too complex and fast-moving. They’re based on backward-looking data, and can only cope with the major career types. Because of this, they can’t recommend new careers, nor less well-known careers or portfolio careers.  Humans are even more complex.  It’s easy to find introverted sales people and extravert librarians.   And psychometric tests have a tendency to reinforce someone’s rigid view of themselves, when what is needed is reinvention.

    So unless used wisely, psychometric tests are just as likely to keep you trapped in old ways of thinking as to open new avenues.

  • What’s the first step?

    If you feel we might help transform your career, it’s usually best to meet or speak with one of our career psychologists informally about your situation.

    If after that we both think we could work together, we’ll make a proposal (i.e. number of sessions, cost, objectives and outcomes) based around your specific requirements.

    So to take the first step, just get in touch.

  • What are your prices?

    Individuals:

    Our aim is to make the very best career coaching and psychology available at the most competitive prices.  Prices continue to vary for individual career services between psychologists, location, number of sessions booked and availability.

    We offer a free introductory session  to assess what kind of career services you need after which you will receive a detailed proposal with cost information attached.  Get in contact here to book your introductory session.

    Organisations:

    For all corporate coaching services prices are available on request – please contact us.

  • Do you work with companies and other organisations?

    Yes!

    We offer both Executive Coaching  and tailored training programmes for organisations.  Our clients include Astra Zeneca, Boston Consulting Group, Bank of America, Danske Bank, Laing O’Rourke, London Airports, HMRC, the UAE Government, Thames Water and UK Power Networks.  We also work with the third sector, offering coaching and workshops at discounted prices.

    For more detail on our services go here.

    To discuss any of our corporate services and prices please contact us.

  • Career Change, Developing Coaches - ACT Training, Getting Unstuck coaching

    Are You Confused By Your ‘Values’ Versus Your ‘Character Strengths’?

    By Dr Fiona Day

    At The Career Psychologist we believe that understanding yourself is essential for career success, whether it’s succeeding as a leader, making a career change, planning your next position, or the next stage your career.  Equally, our clients want more from their careers than ‘career change’.  They want meaning, fulfilment and to flourish and thrive in what they do.

    Two of the best ways to understand yourself are through understanding your values, and your strengths. These are different dimensions which can be a source of confusion, as the differences between them are subtle. So what’s the difference between a value and a strength – and why does it matter?

    Values

    Our values are our compass, they are our ‘chosen life directions’ in the world. They can be used to guide our actions and decisions and can help us to move forwards in the face of difficult thoughts, feelings and sensations – including when we are feeling stuck in our careers. The key point about values is that they are what we consciously choose our lives to be about. Our values are unique to us individually and are always freely chosen by ourselves. See here for our blog post on values.

    Values are qualities of action and ‘show us the way we want to proceed in the world’. A key question about your values is ‘what do you choose to stand for in the world going forwards from here?’.

    Strengths

    It is also important to know our strengths so that we can build on and develop them further in our careers. Rather than being freely chosen like values, strengths are more of a reflection of our brain development, skills and / or personality to date. Confusingly, there are two main schools of thought about strengths: ‘Character Strengths’ (“a pre-existing capacity for a particular way of behaving, thinking, or feeling that is authentic and energizing to the user, and enables optimal functioning, development and performance” (Linley, 2008)); and ‘Talent Strengths’ (which focus more on the skills that you have already developed).

    Seligman’s ‘VIA’ character strengths assessment identifies 24 character strengths, you can see more on this chart. Character strengths are labels we might use to describe qualities about ourselves. A key question on your character strengths is ‘what’s (already) best about who you are and how can you build on this in the future?’.

    CliftonStrengths (formerly StrengthsFinder 2.0) is a tool to identify 34 Talent Strengths- skills we have already developed. A key question would be ‘What’s best about what you (already) do at work?’

    Why does it matter?

    If we want greater meaning, purpose and satisfaction in our working lives, we need to play to our character strengths and to understand and commit to living more according to our values.

    Unlike character strengths and values, our personality, talents and skills don’t always evoke feelings of energy, joy or authenticity (for example I am very talented and skilled at completing spreadsheets because I can pay attention to detail, but this activity doesn’t bring me any joy or satisfaction, not least because my personality type likes working with people!).

    Focusing on our values and character strengths is vitally important to our wellbeing and our sense of being our best selves: by building our careers on these foundations, we can flourish and thrive in our careers and our work, and bring our unique contributions into the world.

    If you’d like to discuss your ‘values’ versus your ‘character strengths’, please get in touch.

  • Career Change, Career Development

    Taking A Compassionate Approach to Self-Limiting Beliefs

    by Rachel Collis

    Have you ever felt like you weren’t good enough in some way – that you were too fat; too thin; too loud; too quiet; too boring; too weird, not smart enough or too clever by half? That in some way you just weren’t quite as you should be? That you didn’t quite fit in?

    A few years ago, I went to a workshop run by Professor Kelly Wilson.  He asked audience members to each raise a hand, if we ever felt that in some way we weren’t quite good enough. Everyone in the room raised a hand.

    I still remember the feeling of looking around the room and realising that we all felt the same way – we all believed that in some way we weren’t good enough. Worse than this, if you dig a little, you discover that most of us then let that belief influence the way we live.