Mary Magalotti Life Resolutions Principal Psychologist

Mary Magalotti has a vast amount of industry knowledge of how to run a psychology firm and in the clinical side of psychology work. Mary began her career in private psychology practices in Melbourne, and in 2001, joint forces with Jodie Brenton, which saw the creation of Life Resolutions, as we know it today.

Mary is a multifaceted psychologist, which explains her success in the industry. She has a range speciality areas, including but not limited to: clinical supervision, cognitive behavioural therapy (CBT), stress management, private practice management, medical practice management, business relationship management, counselling psychology, psychological assessment, and working with adolescents.

Mary believes that “the way we see the world affects the way we behave and way we act towards others”. This is one of the many reasons why Mary believes that mental illness should be taken seriously and explains her commitment to providing premium mental health services to her valued clients.

An important Life Lessons from Mary Magalotti’s 19 Years at Life Resolutions

Over her 19-year journey with Life Resolutions thus far, Mary Magalotti has learned many important lessons relating to both her business and life in general. However, one of them stood out.

It’s all about the people.

She realised that her relationships with her team, her clients, and her stakeholders were crucial in the development and the success of her business, as well as the very inspiration for creating it.

From this lesson, Mary also saw the importance of finding the right people to welcome into the Life Resolutions team, people that shared this same people-centric sentiment. From this, Mary developed a thorough process to help find her perfect team.

mary magalotti

 Mary Magalotti’s Candidate Selection Tips:

By going through the process countless times, Mary put together a list of tips to help others in their own recruitment journey.

  1. Be clear on motivations – establish their reasons for applying to the role to ensure their objectives are compatible with your own.
  2. Set expectations early – clear distinctions on the specific role and expectations of each person in the relationship should be established early.
  3. Back up assumptions with proof – use instinct as a supplementary tool, focus predominantly on the concrete evidence.
  4. When in doubt stick to the process – don’t accept the first candidates you find, trust the process and wait for your perfect candidate, who you can then happily invest your time and resources into.

Finally, strong business relationships are centred on trust and healthy communication. So, to ensure the longevity and prosperity of your business relationships, focus on these principles.