Alexandra Furness’ Post

How Psychology Sparked My Passion for Learning and Development 🩷 My love for psychology has always been about understanding people—what makes them tick, how they grow, and how to empower them to thrive. It’s no surprise that this naturally led me to a passion for learning and development. Psychology taught me the importance of meeting people where they are 🫂 Everyone learns differently, and creating experiences tailored to different learning styles is one of my favorite challenges. It’s also shown me how emotions play a huge role in learning—when people feel supported and valued, they’re more likely to grow. In L&D, every training session feels like an opportunity to put these lessons into practice. I’ve learned that effective training isn’t just about sharing information—it’s about creating an environment where people feel seen, inspired, and ready to take on new challenges. What I love most is the ripple effect. Helping someone grow in their role often impacts their confidence and mindset in all areas of life. That’s what keeps me motivated. If you’ve found ways to use psychology in your own work—or have thoughts on what fuels personal and professional growth—I’d love to hear your perspective! #LearningAndDevelopment #PsychologyInHR #GrowthMindset #PeopleFirst #HR

🖍️ Did you know that something as simple as paper color can significantly impact learning and memory retention? Fascinating, right? In one of my research projects, I explored how environmental factors like paper color affect cognitive performance. The findings were eye-opening: different colors can enhance memory retention and cognitive function, a concept that can be easily applied to educational settings and even workplace training programs. 🎓 As someone deeply passionate about organizational psychology, I'm always on the lookout for innovative yet practical ways to improve employee training and knowledge retention. Understanding these small, impactful changes allows organizations to create more effective learning environments. If you've experimented with similar tweaks in your training programs, I'd love to hear about your experiences! #Research #InnovationInLearning #Psychology #EmployeeTraining #OrganizationalPsychology #WorkplaceLearning

Today's Work Life: Classroom Confidence v/s On the Field Challenges What’s the difference between learning about Industrial Psychology in the classroom and applying it in the real world? As someone who's transitioned from textbooks to on-the-job experience, I’ve realized how vastly different they can be. In the classroom, we’re often presented with clear-cut theories and frameworks that promise smooth solutions to workplace conflicts. But the reality? It’s not always so straightforward. Take tough HR-employee conversations as an example. In theory, it seems simple: follow conflict resolution techniques, maintain empathy, and drive toward a win-win solution. But in practice? It’s a balancing act, mainly when you deliver disappointing appraisal results to a team member who's worked hard all year. Suddenly, the techniques you learned feel too simplistic, and the emotions in the room are far more complex. One of the biggest myths about transitioning from classroom to fieldwork is that you can apply every principle perfectly. But in the real world, the dynamic between management and employees often means navigating tricky politics, power struggles, and unspoken tensions. As a trainee industrial psychologist, you’re tasked with balancing organizational objectives with employee wellbeing, yet you often find yourself caught in the middle and unable to implement ideal solutions. I'd love to know how you've managed that space between wanting to stay true to Industrial Psychology’s ideals and needing to adapt to real-world limitations. Have you found any specific strategies that help you bridge that gap? Let’s share insights! 👇 #IndustrialPsychology #CorporateRealities #HRChallenges #LearningToDoing #WorkplaceDynamics

I’m happy to share that I’ve completed my Master of Science - MS in HR Management at Southern New Hampshire University! On to my second master’s degree in January for Industrial and Organizational Psychology! 🌟 #education #learningisfundamental #psychology #humanresources #HR

Dear Connections, I'm thrilled to share that I have recently completed two fascinating courses I've been eager to undertake for a long time: Professional Life Coaching and Cognitive Behavioral Therapy from Achology - The Academy of Modern Applied Psychology. These experiences have deepened my appreciation for the profound impact psychology can have within the HR field—a topic that deserves more attention. Combining the insights from life coaching and CBT, I’m excited to apply these Psychological principles to enhance Talent Management strategies. Here are the top 7 techniques I plan to implement: 1. Cognitive Restructuring This CBT technique helps in identifying and challenging negative thought patterns, leading to more constructive thinking and decision-making. 2. SMART Goals Establishing Specific, Measurable, Achievable, Relevant, and Time-bound objectives ensures clarity and focus in career development. 3. Behavioral Activation Encouraging engagement in positive activities to combat procrastination and enhance job satisfaction. 4. Mindfulness Training Integrating mindfulness techniques from CBT to improve emotional regulation and reduce workplace stress. 5. Strengths-Based Coaching Focusing on individual strengths to maximize potential and drive performance. 6. Solution-Focused Techniques Utilizing solution-focused approaches to foster a proactive problem-solving mindset. 7. Resilience Building Developing resilience through life coaching strategies, enabling better adaptation to professional challenges and setbacks. Let’s continue to explore and discuss the incredible potential of psychology in our professional lives! #LifeCoach #CognitiveBehavioralTherapy #HR #ProfessionalDevelopment #PsychologyInHR #ManagementStrategies

What will a degree in HR and psychology do for your career? Interested in studying a psychology course but don’t see yourself becoming a clinical psychologist? Thinking about studying human resource management? With people at the centre of a human resource professional’s role, it’s helpful to have a solid understanding of why humans behave the way they do. The Bachelor of Human Resources Management (Psychology) is a degree that allows you to pursue dual paths of interest, solidifying your employability while also keeping your prospects in psychology open. Plus, they give you the benefit of two specialisations without having to extend your undergraduate degree into a fourth year. Check out Deakin's Deakin’s Bachelor of Human Resource Management (Psychology) course - https://lnkd.in/gKiSDB8e 'In a rapidly changing workforce, where the needs of people in organisations are dynamic, there is and will continue to be a growing requirement for expertise in psychology among human resource (HR) professionals,' Dr Sarah Steen, Course Director of Deakin's Bachelor of Human Resource Management (Psychology), explains. ⬇ ⬇ ⬇ https://lnkd.in/gkZbNevA https://lnkd.in/gsNVeEYG Deakin University Deakin Business School

I’m excited to announce that I have begun my studies in Industrial Psychology at Jain University! This program will deepen my understanding of the psychological principles that drive workplace behavior and organizational effectiveness. I am eager to learn and apply these insights to enhance HR practices and promote positive work environments. Looking forward to this new chapter! #IndustrialPsychology #JainUniversity #HigherEducation #LifelongLearning #HumanResources #WorkplaceWellbeing #Psychology #CareerDevelopment #EmployeeEngagement #OrganizationalBehavior

The Power of I-O Psychology in Education: Building Stronger Relationships in Schools One of the most important lessons I learned while studying Industrial-Organizational Psychology is this: happy, supported employees create the best results for any organization. Whether in a corporate office, a healthcare setting, or a school, when people feel valued, empowered, and understood, they perform at their best—and everyone benefits. This principle is especially relevant in education. Schools aren’t just places of learning for students—they’re workplaces for principals, teachers, and countless support staff. Yet, when we talk about improving schools, we often focus on curriculum, policies, or HR practices, while overlooking the core of any successful organization: its people. This is where a dose of I-O psychology—not just traditional HR—could make a world of difference. • How do we foster a sense of belonging for teachers and staff? • How do we ensure workload expectations are realistic, preventing burnout? • Are leaders equipped with the tools to inspire, support, and listen to their teams? • Are there clear opportunities for professional growth and development? By focusing on relationship-building and creating systems that prioritize collaboration, recognition, and well-being, schools can not only retain great teachers and staff but also create a positive environment where everyone thrives—including the students. Education is one of the most human-centered fields there is. Let’s not forget the humans behind the scenes making it all possible. How do you see schools supporting their teams better? Let’s discuss in the comments! #Education #TeacherRetention #IOPsychology #Leadership #HappyEmployees

📚 The Importance of Upskilling in Psychology: A Path to Growth and Impact 🌱 In the ever-evolving field of psychology, staying relevant and effective is not just a choice—it’s a responsibility. Whether you’re working in clinical practice, organizational psychology, research, or any other domain, continuous learning is the cornerstone of professional and personal growth. Here’s why upskilling and attending regular training programs are essential for us as psychology professionals: 1️⃣ Keeping Up with Advancements: Psychology is an ever-evolving science. New research, tools, and methodologies emerge regularly, shaping how we understand and address human behavior. Staying updated ensures we provide the best interventions and solutions. 2️⃣ Adapting to Diverse Needs: Every client or organization is unique. Regular training equips us with diverse approaches to cater to different cultures, age groups, and needs. From trauma-informed care to diversity and inclusion strategies, there’s always more to learn. 3️⃣ Enhancing Credibility and Competence: In psychology, trust is paramount. By pursuing certifications, workshops, and advanced courses, we demonstrate our commitment to excellence and establish credibility with clients, colleagues, and stakeholders. 4️⃣ Expanding Career Opportunities: Upskilling broadens our horizons, opening doors to specialized fields like neuropsychology, forensic psychology, or even tech-driven roles like UX research and AI ethics. 5️⃣ Preventing Burnout and Boosting Confidence: Learning new skills and approaches doesn’t just enhance our practice—it rejuvenates our passion for the field. It allows us to approach challenges with renewed energy and confidence. 📌 My Journey with Upskilling: Recently, I attended a workshop on Couple Therapy, which profoundly changed the way I approach Couple Counselling. It reminded me of the value of continuous education and how it enriches both our clients’ lives and our own. If you’re in the psychology field, I’d encourage you to explore upcoming workshops, webinars, or certifications that spark your curiosity. Let’s commit to lifelong learning to make a greater impact. What’s a recent skill or insight you’ve gained through training? Let’s inspire each other in the comments below! Explore various upskilling workshops and courses offered by Silent Door. #Psychology #Upskilling #LifelongLearning #ProfessionalGrowth #MentalHealth

Even my mother couldn't believe that I won’t be studying psychology anymore…. Coming from a psychology background, I've spent eight years studying different branches of psychology and various aspects of human behaviour. However, I’m now experiencing a significant shift toward understanding behaviour in a completely different context. In my current course OB HRM, the focus is more on the manifestation of feelings and their impact on work dynamics. It’s fascinating to explore behavior from this new angle, understanding not just what people do, but why they do it and how it affects their work performance. This shift hasn’t been easy. Letting go of perspectives I've held for years, perspectives I’ve studied, practiced, and even taught—has been challenging. But alongside the struggle, there’s also a quiet excitement in transitioning from a clinical mindset to one centered around workplace behaviour. I’m learning to navigate this new field and adapt my skills to understand and manage behaviour in a professional setting. To stay in touch with my psychology background, I try to produce content that can help aspiring students, and I continue teaching, which keeps me sane. Stay tuned to follow my journey as I navigate this transition from psychology to OB HRM. I’m eager to share how I’m dealing with this shift and the lessons I’m learning along the way.🌻🌻 P.S. Have you ever experienced a significant career or life shift? How did you navigate the challenges, and what did you learn from the process? #Phdlife