Continental Europe
Understanding work
The scientific foundations of work and occupational psychology: wellbeing, professional functioning and the relationship between people and work.
WORK · LEADERSHIP · ORGANISATIONS
One integrated
psychology of work.
European work psychology. British business psychology. American I–O psychology. Supported by counselling, psychotherapy and coaching.
A CENTRAL AREA OF PRACTICE
When the person is not the problem—
but the fit is.
Person–job fit describes the alignment between a person's abilities, needs, values and preferred ways of working—and the actual demands, resources and conditions of their role.
Personabilities · needs · values
×Jobdemands · resources · autonomy
×Contextteam · leadership · culture
THE INTEGRATED FOUNDATION
Three traditions.
One coherent practice.
Different traditions developed distinct ways of understanding people at work. Their strengths become more useful when brought together.
United Kingdom
Applying psychology to business
Leadership, organisations and business consulting—using psychological science in organisational development and executive practice.
United States
Measuring and improving organisations
Psychometrics, organisational research, personnel assessment and evidence-based methods for improving organisational effectiveness.
Europe explains work. Britain applies psychology to business. The United States measures, validates and improves organisational decisions.
LOCATE THE REAL PROBLEM
Workplace challenges rarely exist at only one level.
01
Explore the five levels of analysis →Individual
Wellbeing, motivation, confidence and psychological functioning
↗02Role
Demands, autonomy, responsibility, resources and job design
↗03Relationships
Leadership, colleagues, conflict, trust and communication
↗04Organisation
Culture, structures, systems and working conditions
↗05Career
Professional identity, transitions, direction and long-term fit
↗MULTIPLE MODES OF INTERVENTION
From organisational systems to personal experience.
The method follows the problem. The client is not forced into a predetermined format.
Coaching
For goals, decisions, leadership development, career transitions and professional growth.
Counselling
For current stress, uncertainty, workplace conflict, adjustment and loss of direction.
Psychotherapy
For persistent emotional patterns, burnout, anxiety and past experiences that affect professional functioning.
AREAS OF PRACTICE
Psychology across the working life.
Person–job fit
Alignment between the person, role and working environment.
Explore →Leadership psychology
Decision-making, authority and sustainable executive performance.
Explore →Stress & burnout
Restoring capacity while examining the conditions that created overload.
Explore →Workplace relationships
Conflict, trust, boundaries and difficult organisational dynamics.
Explore →Career alignment
Professional identity, transitions and choices that fit the whole person.
Explore →Organisational consulting
Evidence-based assessment of roles, teams and working systems.
Explore →THE DIAGNOSTIC MODEL
Understand the problem before choosing the intervention.
- Assessthe person, work and organisational context.
- Locatethe primary source of difficulty.
- Differentiateskill gap, psychological difficulty and systemic misfit.
- Selectthe appropriate level and method of intervention.
- Evaluatewhether the person, role or environment needs to change.
ILIA TSA
ABOUT THE PRACTICE
Psychology across individual and organisational systems.
Ilia Tsa works at the intersection of clinical, counselling, career, business and organisational psychology. His approach combines psychological depth with practical understanding of leadership, professional functioning and organisational life.
7+ years in practicePsychology & organisational trainingInternational perspective
About Ilia Tsa →INSIGHTS & RESEARCH
The science and psychology of working life.
What person–job fit actually means
Read insight →When underperformance is a problem of fit
Read insight →Why coaching is not always enough
Read insight →BEGIN WITH THE RIGHT QUESTION
Is the difficulty within the person,
the role or the system?
Begin with a structured consultation to identify the relevant level of intervention and determine the most appropriate next step.
Request an introductory consultation ↗