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2018 Workshop Titles, Presenters, and Abstracts

Each workshop is available in both the morning and afternoon sessions, with the exception of our all-new, two-module Individual Leadership Assessment Course.

1. Successfully Transitioning High-Potential Employees to First-Time Managers

William A. Gentry, High Point University; Cindy McCauley, Center for Creative Leadership

An employee’s first experience as a manager will be one of the biggest challenges and experience of his or her career. This session will take participants into the world of the first-time manager and introduce tools for stimulating the critical leader transitions needed in mindset, skills, and focus. Participants will also learn about the strategies organizations use to develop a cadre of frontline leadership talent.

2. Putting Strategy Back into Strategic Talent Management—Not a Random Act of HR 

Sarah Evans, ServiceMaster; Erica Desrosiers, Johnson & Johnson; Ken Oehler, Aon

Organizations are facing unprecedented technological disruption; however, the inertia of current HR programs can make talent management feel out of sync with the business. This workshop will help participants connect innovation and evolving business strategies with talent strategies and point to solutions and approaches designed for the future.

3. How to Use Advanced Technologies for Employee Selection (and Feel Good About It!)

Charles Handler, Rocket-Hire; Shawn Bergman, Appalachian State University Ben Taylor, HireVue

Advanced employee selection technologies are outpacing research, creating uncertainty that makes many hiring managers and practitioners uncomfortable adopting them. In this interactive workshop experts take a deep dive into these technologies, using the latest research and practice to provide attendees a framework for understanding how to deploy them successfully, and with a clear conscience.

4: The Changing Landscape of Employee Surveys: Emerging Solutions to Recurring Challenges

Bill Macey, CultureFactors, Inc.; Will Shepherd, The Wendy’s Company

Employee survey programs are evolving at a rapid pace by capitalizing on advances in technology and analytics. This workshop will present some of the more recent advances and their pros and cons in comparison to more traditional approaches in each of the primary stages of survey activity.

5: Could You Pass Comps in 2018? What Research Practitioners Need to Know

Ann Marie Ryan, Michigan State University; Charlotte Powers, Johnson & Johnson

This workshop will serve as a “speeded update” for practitioners interested in getting an overview of the latest research. Eight specific areas will be covered, focused on questions commonly posed to I-Os in the workplace, such as: Should we get rid of performance ratings? What should we do about rising workplace incivility? What are truly effective ways to promote an inclusive workplace? Should we gamify our assessment tools? How can we make our organizations more agile? What can we do to foster greater resilience in our employees? What are the best ways to develop upward potential? How do we translate the buzz about new work arrangements into positive outcomes for our employees?

6. Beyond Evaluation Levels: Building Value Using Learning and Development Data

Kurt Kraiger, Colorado State University; Eric Surface, ALPS Solutions, Inc. and ALPS Insights, Inc.

This workshop provides practical advice for designing and implementing the evaluation of learning and development (L/D) activities in ways that create value and build support for the learning enterprise. Topics include: Building support for evaluation, tailoring value propositions to stakeholder perspectives, discussing two fundamental evaluation questions, and designing high impact evaluation systems.

7. Modern Analytics for Data Big and Small

Dan J. Putka, Human Resources Research Organization (HumRRO); Richard N. Landers, Old Dominion University

This workshop will provide an overview of three “hot” topics in modern analytics that have relevance to I-O psychologists and HR professionals. We’ll discuss developments in: (a) data acquisition and curation (e.g., web scraping), (b) unstructured text processing and analysis (e.g., natural language processing), and (c) predictive modeling (e.g., machine learning).

8. Glimpses of Personality Everywhere: Looking Beyond Self-Report Assessments

Eric D. Heggestad, University of North Carolina at Charlotte; Lynn A. McFarland, Human Capital Solutions, Inc.; Maynard Goff, Korn Ferry Institute

Although self-report remains the most common method for assessing personality in applied contexts, there is growing interest among researchers and practitioners about other methods of assessing personality. We consider the evidence for the viability of several of these other assessment methods, including peer-reports, resumes, interviews, assessment centers, and social media.

9: Storytelling With Impact: Mastering the Practical Science of Influential Communication

Evan Sinar, DDI; Amy D. Grubb, Federal Bureau of Investigation (FBI)

As I-O psychologists and HR professionals, our success in driving workplace change and executing data-driven practices is bounded by our ability to creatively advise and persuade business professionals. We will bypass generic “tell a story” advice to instead illustrate practical techniques and research-grounded approaches for crafting communications that incite audiences to act.

10: Leadership Development Programs: Current State and State of the Art

Jeffrey J. McHenry, Rainier Leadership Solutions; Allan H. Church, PepsiCo

Organizations face the dual challenge of making leadership development programs relevant to leaders’ learning needs and “sticky” (i.e., leaders apply what they’ve learned on the job). This workshop will examine how organizations are approaching leadership development and how well they perceive their efforts are working. Also, in this workshop we will highlight some innovative approaches organizations are taking to get greater impact from their leadership development investment.

All-New Individual Leadership Assessment Course

These courses represent Modules 1 and 2 in a pilot effort that will lead to a full six-module course on Individual Leadership Assessment, if there is sufficient member interest.

Individual Leadership Assessment, Module 1: An Overview for Experienced Assessors (8:30am – 12:00pm)

Rob Silzer, PhD, HR Assessment and Development Inc. / Baruch, Graduate Center, City University of New York; Sandra Davis, PhD, MDA Leadership Consulting; Vicki Vandaveer, PhD, The Vandaveer Group, Inc.

 Individual Leadership Assessment is a core I-O consulting practice. This session provides an overview of current leadership assessment practices and an opportunity for experienced assessors to advance their own assessment skills as well as practice and learn from highly experienced assessors.

Individual Leadership Assessment, Module 2: Interviewing Skills for Leadership Assessment (1:30pm - 5:00pm)

Rob Silzer, Ph.D., HR Assessment and Development Inc. / Baruch, Graduate Center, City University of New York; John R. Fulkerson, Ph.D., Fulkerson Consulting; Andrea Hunt, Ph.D., Andrea Hunt, Ph.D., P.C.

 Individual Leadership Assessment is a core I-O Consulting Practice. This session focuses on leadership assessment interview skills and practices. It is an opportunity for experienced assessors to advance their own assessment interviewing skills and practice, and learn from highly experienced assessors.

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