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Courtney Consulting Group

All work is generally done remotely unless otherwise requested. Email or call us to set up a meeting and learn more!

(952) 830-1190

Carol Lynn Courtney, senior consultant

What Is I/O Psychology?

Learn the Lingo

CCG is a consulting firm made up of I/O psychologists who have practical business experience. The field of I/O psychology often works hand-in-hand with business leaders, executives, and human resource leaders to consult and deliver management services to people.

Here are some terms you may come across on our website or in working with I/O and HR professionals. We have provided brief definitions that we hope will be helpful as you navigate the complexities of working with people and organizations in today’s global business world.

    Industrial / Organizational Psychology

    (also I/O Psychology, Organizational Development, Organizational Psychology, or Industrial Psychology)

    “The scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance.”

    Organizational Development

    (also Organizational Effectiveness, OD, OE)

    Organization-wide initiatives to help companies to be more effective through organizational reflection, analysis, planning, and system improvement. OD is sometimes structured within Human Resources or as a separate department. It uses behavioral science knowledge and principles, talent management, succession planning, and competency modeling.

    360 Degree Feedback

    (also 360, multi-rater feedback)

    A method for collecting data about a person from different perspectives, usually that of self, manager, peers, and direct reports. Information is collected through surveys or one-on-one interviews and then feedback is given to the individual as a tool for development.

    Job Analysis

    A job analysis is useful for describing what someone does at a particular job. It also helps in placing people in similar salaries, selecting types of tests, and in performance appraisals.


    The accuracy of a measurement instrument. This helps tell if you are predicting what you want to predict. Unfortunately, there can be many threats to your accuracy of measurement.

    Carol Lynn Courtney, Ph.D.

    Dr. Courtney consults in the areas of Executive Coaching, Individual Assessment, Organization Development, Team Facilitation, Selection and Development Systems. She has been an invited speaker and lecturer in the areas of competency modeling, organization change, and management and team development.

    Dr. Courtney spent close to 20 years working in various management and executive roles in companies such as Quaker Oats, Motorola, Pillsbury, and Malt-O-Meal. She is a member of the Association for Psychological Type (APT) and also MPPAW (Minnesota Professionals for Psychology Applied to Work) where she was formerly the Vice President of Programs. 

    Carol Lynn engages in a variety of volunteer work with non-profits and ensures that an ongoing percentage of her practice goes to pro bono work.

    Richard D. Olson, Ph.D., L.P.

    Dick Olson consults in the areas of executive and management appraisal, selection testing, executive coaching, leadership development, and organizational change. He has worked with a range of professionals from first line supervisors to CEO’s in America’ s largest companies, including manufacturing organizations as well as leading professional service firms.

    Prior to starting Olson Consulting Group, he was vice president of a large consulting firm and an executive in a Fortune 200 firm. He is a former President of Minnesota Professionals for Psychology Applied to Work (MPPAW).

    Dr. Olson enjoys running, swimming, and minor house maintenance. He usually takes time off in the summer to go mountain climbing, and spends his time at home maintaining his collection of antique automobiles.