Interview with Senior Psychologist, Lisa Everton

By June 7, 2021 Uncategorised

CLA are very pleased to announce that our much-valued organisational psychologist, Lisa Everton, well known to many of our clients, was recently promoted internally to the role of Senior Psychologist and Consultant.  CLA’s David Bowering took a moment to catch up with Lisa, and find out what makes her tick!


DB. Lisa, congratulations on your recent internal promotion at CLA! Tell us, what does this promotion mean to you?

LE. First of all its recognition for the work I have done at CLA and for our clients as an organisational Psychologist and consultant over the four years.

It shows I’m a valued member of the team, and that CLA see me as being able to contribute to the business in a broader and more strategic way.

And it means that I can continue to work and develop my experience and capabilities, and contribute to projects that create value for our clients in a different and exciting way.


DB. How has the provision of organisational psychological services to businesses shifted over your career?

LE. There is a much stronger emphasis on online services. Face to face services are still preferred by many clients, but being able to provide quality programs online has become very important. COVID since 2020 obviously has increased this, but even prior to the pandemic, online was becoming a stronger feature of client requirements.

In addition, there is more understanding in businesses how organisational psychology can help enhance the role of leadership – understanding human motivations and behaviours – is much more seen as a ‘must have’, rather than a ‘nice to have’. This allows us to partner with our clients in a much more strategic way, embedding ourselves into the understanding and development of what good leadership looks like to their organisation.


DB. What did you want to be when you were 12 years old?

LE. Not a psychologist, I think it was probably a hairdresser at that stage. I went through phases of what I wanted to be. I also had a big teaching phase – I could well have been a teacher. All the careers that have interested me have a relationship focus, and also helping people.  Nursing was also a possible career choice for me.


DB. Why did you decide to get into Organisational Psychology?

LE. I became interested in psychology in high school. I enjoyed the subject at school, so decided to continue studying psychology at uni.  I like to understand what sits behind people’s behaviour, and why people are how they are.  While I like psychology, I knew I didn’t want to be a clinical psychologist.  When I was studying, a friend suggested organisational psychology to me.  I took a couple of years off after graduating to build my work experience, and that gave me some interest in the psychology and human dynamics of workplaces so organisational psychology became the natural choice.


DB. What’s your favourite movie that has a psychological theme?

LE. That’s an interesting question! One Flew over the Cuckoo’s Nest comes to mind, in terms of how far we have progressed in considering mental health. It shows a disturbing look into mental hospitals in the 1960s. And I like the complexity of diagnosis – does McMurphy have mental health disorder, or is he a challenging non-conformist?

The Joker is also really good – fascinating for what sits at the origins of mental disorder.

I also really enjoyed American Psycho which gives you an insight into the inner dialogue of someone with Antisocial Personality Disorder.

What movies do you like about psychology?

DB. I like the Alfred Hitchcock movies – Vertigo as an example. You think the movie is going down one path, a standard murder mystery. And then half way through it turns sharply down a dark path about obsession. And Psycho of course is a classic – the early days where psychological disorders were pinned on the mother!


DB. Do leaders need a good knowledge of psychological principles and frameworks to be highly effective?

LE. No, I don’t think leaders necessarily need to know the psychological frameworks behind behaviours. It definitely helps to understand the different drivers behind people’s motivations.  But the practical application of skills associated with managing people is more important.  For example, communication.  Being able to apply the practical principles and models of clear effective communication and conversations will serve those leaders well.


DB. Thanks for your time Lisa – it was great to learn a little bit more about our newest Senior Psychologist!  Best of luck to you in your role and for your career.



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