Find out the top 10 core skills you need to master as a pediatric psychologist and what hard skills you need to know to succeed in this job.
A Pediatric Psychologist is responsible for promoting the health, well-being and the proper development of children and that of their families. They examine any signs of development delays, learning disabilities, and confusion in adolescents and develop appropriate treatment guideline for them. He/she will also get to promote child affair policies especially those that are related to health.
Beside the primary role, other responsibilities include; conducting research to study on pediatric issues, undertake diagnosis and treatment of mental disorders in children, examine the behavior of family members to have a better understanding of the dynamics of the family, conduct various interviews and record data, devising treatment plans for the patients, offering proper information to the family, providing counseling sessions to the child and family and improving pediatric services.
Core Skills Required to be a Pediatric Psychologist
Core skills describe a set of non-technical abilities, knowledge, and understanding that form the basis for successful participation in the workplace. Core skills enable employees to efficiently and professionally navigate the world of work and interact with others, as well as adapt and think critically to solve problems.
Core skills are often tagged onto job descriptions to find or attract employees with specific essential core values that enable the company to remain competitive, build relationships, and improve productivity.
A pediatric psychologist should master the following 10 core skills to fulfill her job properly.
Negotiation Skills:
Negotiation Skills are a deliberative process by which people settle their differences through an acceptable agreement to both parties to co-exist without argument and dispute in the workplace.
A Pediatric Psychologist must learn to resolve any disputes that arise in the workplace using the principles of fairness, seeking mutual benefit and maintaining a cordial relationship that builds a success at the workplace.
Safety at work:
Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds.
A Pediatric Psychologist must learn to keep the organization safe from different risks by developing a high sense of alertness that detects danger from afar and stops it before it causes risk, danger or injury in the organization.
Delegation:
Delegation is assigning responsibility or authority to another person a junior or subordinate to carry out specific activities while remaining accountable for the outcome.
A Pediatric Psychologist must be equipped with skills on how to make the delegation work correctly to save the organization time and money and to allow the subordinate make wise decisions, skills, and motivation to become better and grow the company.
Strategic Planning:
Strategic Planning is organizational management activity that is used to set priorities, focus energy and resources, strengthen operations while guaranteeing that employees and other stakeholders are working towards common goals.
A Pediatric Psychologist should be liable to develop the systematic tools to be used in the organization's processes that coordinate and align resources and actions with the mission, vision, and strategy throughout the organization.
Planning and Scheduling:
Planning and Scheduling are the act of establishing a plan for a set of tasks that needs to be completed and including when they should be done.
A Pediatric Psychologist needs creativity in balancing both planning and scheduling by clearing defining what and how activities will be carried out by when and who in particular to ensure there are a clear flow and accountability to every staff.
Dependability:
Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.
A Pediatric Psychologist needs to be dependable and hire reliable employees who can be counted on as consistent and beneficial to the business, building their niche as an essential element of the larger team without worrying about bringing less than your efforts.
Persistence:
Persistence is the refusal to give up or let go of a firm or obstinate continuous course of action despite difficulties or opposition that you may face.
A Pediatric Psychologist should strongly emphasize the need for persistence as the fundamental difference between a successful outcome and a failed one while developing this important quality in each creating happy employees and business.
Using Common Sense:
Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it.
A Pediatric Psychologist needs to creatively train his employees always to see the missing element that is typically crucial in any workplace or project and take the opportunity to do business out of it.
Managing Details:
Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.
A Pediatric Psychologist should be keen to handle every detail using strategic planning and organizational techniques that make it easy to keep track of everything that is happening in the organization consistently desiring to improve their knowledge and skills.
Product Knowledge:
Product Knowledge is an essential sales skill to understand the features of your product allowing you to present the benefits compellingly and accurately to the customer.
A Pediatric Psychologist should ensure the teams understand the company's goods or services and can quickly take a client through them, therefore, instilling faith, trust and respect in the customers which in turn creates a positive customer experience.
Hard Skills Required to be a Pediatric Psychologist
Hard skills are job-specific skill sets, or expertise, that are teachable and whose presence can be tested through exams. While core skills are more difficult to quantify and less tangible, hard skills are quantifiable and more defined.
Hard skills are usually listed on an applicant's resume to help recruiters know the applicant's qualifications for the applied position. A recruiter, therefore, needs to review the applicant's resume and education to find out if he/she has the knowledge necessary to get the job done.
A pediatric psychologist should have a good command of the following hard skills to succeed in her job.