Why I/O Psychology
My Journey into Industrial-Organizational Psychology: A Path of Growth and Purpose
In February 2020, I embarked on a new journey, both personally and professionally. At the time, COVID-19 was a faint blip in the news, and I had just stepped into the role of Team Lead at a community mental health organization. It was a position others hesitated to take on due to the chaos that had historically surrounded both the role and the organization. Reflecting on my next steps in mental health, I realized that while I had successfully run a private practice and ended a major contract with the Department of Child Services, I wasn’t sure what path I wanted to pursue next. I knew my current position as a Team Lead did not feel right.
Then came March 2020, and with it, the height of the pandemic. Amid the chaos, I found myself offering coaching and support to a supervisee, and we often discussed Adlerian theory. That particular conversation struck a chord when my supervisee shared their regret about missing the chance to attend Adler University. It made me pause and reflect—had I also missed an opportunity? I had been thinking about returning to school and possibly pursuing a doctoral degree but hadn’t committed to a path. That conversation opened a door.
Adler University’s focus on social justice and community improvement stood out to me. I became fascinated with how Industrial-Organizational (I-O) Psychology uses unique instruments to understand how people perceive and relate to their workplace, employee well-being, and overall organizational effectiveness by applying psychological principles. The rich academic discussions with professors and classmates fueled my interest further. The social service sector, I realized, was in desperate need of these types of discussions. Most organizations still rely on outdated assumptions and models, which no longer meet the complex needs of today's workforce and service populations. I saw the disconnect clearly—many organizations struggle to recruit the right people and, at the same time, fail to retain great employees.
The journey into I-O psychology has reshaped how I view leadership and values. These values guide my career choices, ensuring that I stay committed to a path that supports both my family life and personal growth. Even the clinical skills I once honed now apply to understanding attitudes, perceptions, and organizational change. Balancing full-time work with the demands of graduate school has been challenging, and in 2022, I decided to focus on private practice and contractual work as a business analyst/success coach.
The doctoral program has challenged my growth and expanded network opportunities. I now serve as a graduate teaching assistant, working closely with students, and will teach in the future. I’ve also had the chance to co-facilitate panels and serve as a panelist in mentorship book clubs. These experiences have been invaluable. Also, a fellow cohort member introduced me to coaching, sparking a new direction in my professional journey. Coaching aligns perfectly with my passion for helping others achieve meaningful personal and professional goals. I see it as a proactive, solution-focused approach to empowering individuals and driving positive change.
Now, as I enter the data collection phase of my dissertation, I reflect on how far I’ve come. My focus has come full circle—well-being and the employee experience are at the forefront of my research. I look forward to completing my dissertation by December 2024, confident that this journey has equipped me to make a lasting impact in the field of Industrial-Organizational Psychology and beyond.
Author: Dr. Cyntoya Campbell, PhD, LCSW, LCAC, CCTP
Originally published in Paris Counseling, LLC Newsletter October 2024
