2008-2009 Transitioning Consultants Group

Hello from DRI Consulting!

Since 1992, DRI Consulting provides masters-level practica, and pre-and post-doc internships for consulting psychologists.  As part of these professional experiences, we offer systematic training in consulting-related topics that are highlighted in APA Division 13, Society of Consulting Psychologists Guidelines.  In addition, we have offered training in consulting psychology to external colleagues for the past 10 years.  Our training topics focus within the three major domains of consulting psychology: the individual, the group, and the organization/ system.

Part of DRI Consulting’s mission is service to the discipline of consulting psychology.  In this vein, we are making our training available to a wider audience.  The purpose of this e-mail is to invite you to participate in some or all of our upcoming training sessions.

The Mentor group provides transitioning consultants a mix of very hands-on didactics and case consultation/supervision as a way to expand their professional expertise.  Dr. Fennig will teach from the list of skills in the SCP Guidelines for Training (Individual-Level, Group-Level and Organizational/Systemic-Level Core Competencies).  As an added bonus, the group plans to offer CE credits for this training.  

Each session takes place on a Wednesday afternoon, 3:30 p.m. - 5 p.m. Central Time.  Sessions will be led by a variety of experts in their field, and will focus on topics suggested by the Division 13 Guidelines.

You can participate in the training by teleconference.  The fee for each training session is $50 or you can buy in bulk at discount pricing. We ask that you RSVP to dric@dric.com by the end of business on the Monday prior to the Wednesday event in which you wish to participate.  We welcome your individual case presentations or discussions.  Let us know: if you want time in the agenda to discuss a case or have questions answered.

You can buy recordings of the session for $40.

We look forward to seeing at the training sessions!

Spring/Summer 2008- Individual

• Aug 27^th:         Individual-level intervention for job and career-related

                                 problems (Go to current course page)

Fall 2008- Group

• Sept 17:          Group Assessment

• Oct 8:              Assessment of the functional and dysfunctional group       

• Oct 29:            Assessment and development of teams

• Nov 19:           Creating group level teams in organizations (e.g. self-                       directed work groups

• Dec 10:           Inter-group assessment and intervention/Group boundary 

                                 assessment and intervention 

• Jan 7:           Identity group (racial, gender, ethnic) management in the                          organizational context

Spring 2009- Organization

• Jan 28:           Organizational diagnosis including systemic assessment                          of the entire organization or large component parts of org. 

• Feb 18:            Attitude, climate, and satisfaction surveys

• Mar 11:            Evaluation of corporate management philosophy,                         organizational culture, and nature of systemic                                stressors  

•  April 1:           Work-flow and project planning activities

• April 22:          Identification of aggregate performance measures

• May 13:           Assessment of organizational values and management

                                 practices     

• June 3:            Organizational level interventions

• June 24:          Change Management of organizational systems 

PAST TRAINING TOPICS

Wednesday, April 24th:  A free Q & A session at 3:30 p.m. Central Time.  Call in with your questions, needs and ideas for the program. 

April 30:          Individual assessment for purposes of career and

                       vocational assessment (click for course page)

Learning objectives for April 30.  As a result of participation in this seminar, participants will:

1.   Knowledge:  Be able to define what the term “career” means, such that they can consciously recognize a person with the need for career help generally and career assessment specifically..

2.   Knowledge: Be able to define what the term “assessment” means and to identify top career assessment tools given the client’s need and life situation (age, history, opportunities, family context).

3.   Skill: Be able to understand their readiness (and other development needs) to administer a standard battery of career assessment tools (Career Needs checklist, Bio data form, Strong Interest Inventory and Skills Confidence Survey, Myer’s Briggs Type Indicator)

May 21:           Individual assessment for purposes of employee

                       selection  (click here for course page)

Learning objectives for May 21.  As a result of participation in this seminar, participants will:

Objective A:  Knowledge:  Be able to define what the term “selection” means, such that they can consciously recognize the three types of selection assessment: advisory, pass/fail, and developmental hybrid.

 

Objective B:  Skill:  Participants will learn how to do a basic job analysis that is central to selection assessment.

 

Objective C:  Skill: Participants will learn to how present comparison information to assist the client in ranking selection candidates.

June 11:          Individual assessment for purposes of employee

                       development (click here for course page)

July 2:            Job analysis for purposes of individual assessment (click here for course page)