Putting Psychology to Work: Direct Action Starts at Home

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Psychology has always had the power to change lives. But all too often, that power is trapped on the page.

At the American Psychological Foundation, our mission is clear: we leverage the power of philanthropy to advance psychological knowledge by investing in innovative research and applications that prioritize people and their wellbeing.

And in 2024, we had the unique opportunity for a unique new endeavor: we could practice what we had been preaching.

You’ve probably seen hints of APF Direct Action, our first implementation-focused initiative, designed to take psychological science off the shelf and into the real world. We fund projects that translate evidence-based research into tangible, community-level impact. (You can check out our first Direct Action Visionary Grant here.)

But before we asked others to apply psychology in bold new ways, we started with ourselves.

Starting at Home
As a social psychologist and nonprofit leader, I’ve spent years thinking about the frustrating gap between research and reality. We know so much about what helps people thrive – autonomy, purpose, psychological safety, belonging – but somehow, that knowledge rarely makes it into the spaces where we work and live.

So at APF, we made a commitment: we would take what we know from the science and build our workplace from scratch using psychological principles. No plug-and-play template. No borrowed corporate playbook. Just us, the data, and a desire to get it right for our people.

We treated our organization as our first Direct Action project.

What It Looks Like in Practice
We dove into the research on employee wellbeing, motivation, and organizational health, and then we translated those findings into specific practices, policies, and rhythms for our team. Here are a few key principles we leaned on:

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Work-Life Integration
Psychological wellbeing isn’t a bonus, it’s a requirement:

• Flexible work hours, mental health days, and capacity check-ins
• Permission (and encouragement) to set boundaries
• Space to be whole, not just “on”

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Important caveat: this model works for our team. There’s no one-size-fits-all solution. But there is science. And when you honor the human beings in your organization and adapt the research to your context, the results speak for themselves. Additionally, it’s important to keep in mind that this is an ongoing process. As our team grows and needs evolve, we must ensure that the environment is adaptable to these changes.

Spoiler Alert: It’s Working
Our efforts have earned recognition, including a Bell Seal for Workplace Mental Health and a spot among Inspiring Workplaces. But more than that, we feel it. The culture is healthier. The team is thriving. The work gets better because we’re better. It’s a reminder that psychology doesn’t just belong in journals. It belongs in breakrooms and Zoom calls and policy binders.

So…How Will You Direct Your Action?
Direct Action is about one core idea: take what psychology teaches and use it to make your world better.

We’re inviting others – organizations, leaders, and community members – to do just that. Whether you’re building from scratch or trying to change one thing for the better, the science is there to support you. And so are we.

Let’s build a world where people matter, and where we prove it in how we show up every day.

Join us. We’d love to work with you.

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