Making psychological knowledge available to managers

In an email I received the following question: “Do you have any ideas on how to deal with the fact that there is so much psychological knowledge that it is difficult for the typical manager to remember it in the moment, even if they have learned it? I keep leaning towards AI solutions, but that could be technophilia. ” Off the cuff I wrote an answer to his question:

My answer

“Thank you for your interesting question! I haven't thought much about this, so here are some thoughts from my head:

  1. Train them on the basics. The whole of psychology is too complex and large for any person to oversee, let alone for busy managers. I think it's good if managers get some basics of psychology into their system. in fact, this is exactly what my colleague and I are trying to help achieve. We try to give them an overview of psychological knowledge that is relevant to managers and practice a lot with them in situations which are relevant to their work.
  2. Psychology in schools: I think it would be good if psychology became more a part of education (from an early age). This would help people to know certain psychological knowledge much earlier, allowing it to become more internalized.
  3. Guided intervision: A good way to keep psychological knowledge at hand is through structured (and guided) intervision sessions.
  4. Surveys: We also use technical aids these days. We have managers (or teachers, or coaches, etc.) complete surveys, on the basis of which they then receive a report that provides specific tips on how to develop their own leadership style. (The underlying frameworks are based on mindset theory and self-determination theory).
  5. Structures and systems: Another way I'm thinking is to build psychology into the systems that managers use. An example is conversation formats they use to talk to employees. For example, we train managers to conduct annual interviews with employees in which we provide them with detailed discussion structures. The structure alone makes the conversations slightly less negative and judgmental, making them more useful and pleasant for both the employee and the manager.

These are just a few ideas. I suspect that the application of AI will indeed become very important, although I cannot properly oversee the exact ways. Think of databases or digital assistants or coaches. What do you think?"

More ideas?

If you have any additional ideas while reading this, please let me know.