psychological solutions for strategic change
psychological solutions for strategic change
After two decades as a clinical psychologist providing consultation to families, schools, clinics, and hospitals, I recently transitioned to a career in executive and leadership coaching, where I can leverage my extensive background and experience in psychology to consult with organizational and business leaders to enhance effectiveness, self-awareness, and strategic decision-making.
My goal was to transfer this unique skillset into an industry where I could have even greater impact in a more "top-down" way by supporting leaders and managers who would benefit from one-on-one coaching to develop greater emotional intelligence, sharpen judgment, increase team engagement, foster accountability, and strengthen communication skills. While much of my coaching focuses on self-awareness training and cultivating the right leadership mindset, I also spend time fostering each client's individual strengths to help achieve the desired changes, as I believe in meeting each client where they are because they already possess what is needed to create positive change in their lives; they just need the right coach to help develop it and bring it to light.
As an executive and leadership coach with a PhD in clinical psychology and over 20 years of experience in creating lasting change for countless individuals and families, I have a very unique background with proven skills that allows me to be particularly effective at creating that same positive change within managers, leadership, and organizations. My approach as a psychologist was grounded in a developmental psychopathology framework, which suggests that psychological disorders can be best understood as normal development gone awry. Therefore, therapy sessions tended to focus on addressing the various mechanisms that led someone toward one outcome versus another (i.e., pathological versus typical development). In a similar way, as an executive and leadership coach, I view a client's challenges as "leadership gone awry," with the goal of identifying and addressing what is leading the client towards ineffective leadership or management. I don't believe that there is a dichotomy of either good or bad leaders; rather, I conceptualize challenges as leadership that has gone off course because of ineffective habits, and our goal then is to use the right tools to steer the ship back onto the right track.
Please feel free to contact me at drgerryfoo@gmail.com with any thoughts, comments, or questions about my work—I’m always interested in making new professional acquaintances.