You already work a full-time job, but you want…

• Another income stream
• More job security
• More freedom and autonomy
• Work that’s more fun
• Work that’s more AI-proof

A good side hustle can give you all these things, which is why I believe almost every professional should have one.

Plus, you never know… Sometimes a side hustle can blow up and become your main gig. =)

I can give you rapid guidance on questions such as…

• How do you choose what services to provide?
• How do you find clients?
• How do you build credibility?
• Do you need a website? Or social media presence?
• How do you set prices?
• How do you sell (sales conversations, proposals, negotiation…)
• Do you need contracts, or are handshake agreements fine?
• How do you handle the finances (invoicing, taxes, business bank accounts…)?
• Do you need an LLC? If yes, how do you set it up?
• Do you need to tell your boss? Is there a conflict of interest or potential moonlighting violation?
• How much time should you dedicate to it weekly?
• Do you need to hire anyone?
• Should you find a business partner?

There’s a LOT to consider here. I can help you fast-track it.

You chose I-O Psychology as your field.

You got the degree.

You’re on the job market.

Only problem is, no job titles say “I-O Psychologist.”

I’m alarmed by the number of I-O job-seekers I see on Reddit, LinkedIn, etc., complaining that there are no “I-O jobs” or that the “I-O job market” is nonexistent.

To be clear, those statement are TRUE… but they’ve always been true!

I have no idea what an “I-O job” is. Nor am I aware of any “I-O job market,” except in academia.

(Yes, I’m being intentionally difficult here, but it’s for your own good.)

An I-O degree is education, NOT job training.

The education gives you a set of specialized knowledge and skills that will have a diffuse application in whatever job or industry you might choose to pursue.

But this means “I-O Psychology” is too broad and therefore generic. You need to decide how you’re going to specialize.

If any of this is resonating, then hop on a call with me to walk through my 3TC model:

1. Content Domain: Your primary I-O subfields (e.g., selection, training, teams, organizational change…)
2. Context: Where and for whom you work (e.g., industry, location, internal vs. external…)
3. Capability: The unique set of skills and abilities that enable you to deliver results that are difficult for others to imitate (e.g., tools, technologies, models, perspectives…)

Having read hundreds of resumes and cover letters, I can assure you that most of your competitors in the job market are largely indistinguishable.

You should differentiate yourself.

At the start of my career as a youth worker (direct care staff, case manager, etc.), I could never have predicted that 5 years later I’d be a consultant.

I had no idea what consulting even involved, and I certainly never thought there could be pathways into it from nonprofit work. It sounded like the kind of job that would require a business degree.

Yet a few years later, that is precisely the transition that I made. One day my job title was “Staff Supervisor,” and the next day it was “Trainer/Consultant.”

The pathways do exist.

There are few careers as deeply misunderstood, misrepresented, and oversimplified as consulting.

Even to call it a career, as though “consulting” refers to any single type of work, is misleading.

The reality is that consulting can take countless forms, and each of those can be practiced in different contexts, such as:

• “Big Consulting” firms
• Boutique firms
• Solopreneur firms
• Internal consulting
• Fractional roles
• And more

My personal trajectory has been:
Youth Work —> Boutique Consulting —> Solo Consulting

The first step is getting clear on exactly what you want and why the idea of consulting appeals to you. That helps with sorting out what type of consulting work you might want to do and in what context.

The next step is clarifying how your existing skill sets and experiences are aligned to qualify you for the type of consulting work you want to do, as well as where there are still gaps.

After that, all that’s left is closing those gaps.

If you want to talk through a game plan with someone who has already made the transition themselves, then let’s set up a call.

An advisory retainer is for someone who wants one of my other services (see here, here, and here) but only needs help with strategy and planning on an ad hoc basis.

Basically, this means you’ve got me on-call 24/7.

This makes sense if you want to be able to pick my brain on demand, but you don’t need me to actually do the work for you.

There are several advantages to this approach:

• More affordable than having me deeply involved in the implementation
• More effective for developing your team’s internal capacity
• Allows you to control the timeline and frequency of contact
• Keeps me out of your hair

Here are the details:

• Contact me via phone or email anytime
• I’ll respond to messages within 24 hours (usually much faster)
• Zoom meetings will usually need to be scheduled in advance

The focus of our conversations is strategy only (not implementation).

Example discussion topics include:

• Structuring a team intervention
• Managing a team conflict
• Planning an employee survey or focus group
• Formulating leadership communications about surveys and results
• Developing change initiatives based on results of employee listening activities
• Interpreting confusing analytic results
• Sanity checking a plan or procedure before launching it
• Exploring effective applications of personality and other assessment results