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Workshop Committee Goals and Progress Report

Committee Chair:  Liberty Munson, Microsoft
Committee Chair-in-Training: Erica Desrosier, PepsiCo

Date:  5/21/12

Committee Members:

Leanne Bennett, Credit Suisse
Jerilyn Hayward, ServiceMaster
Laura Heaton, The Hershey Company
John Howes, Kenexa
Ted Kinney, Select International
Rob Michel, Edison Electric Institute
Lorin Mueller, Federation of State Boards of Physical Therapy
Christina Norris-Watts, Macquarie Group Limited
Ryan O'Leary, PDRI
Emily Solberg, Valtera
Aarti Shyamsunder, Infosys
Darin Wiechmann, North Shore-Long Island Jewish Health System
Paul Yost, Seattle Pacific University

SIOP Vision: To be recognized as the premier professional group committed to advancing the science and practice of the psychology of work.

SIOP Goals: SIOP will become the…

  1. Visible and trusted authority on work-related psychology. This includes:
  • Heightened awareness within lay, business, scientific, and government communities of the role and value of I-O psychology in improving productivity and well-being in the workplace.
  • Greater outreach to the broader field of psychology and related disciplines and organizations (including organizations outside the United States), policy makers, the public, and the media.
  1. Advocate and champion of I-O psychology to policy makers.  This includes:
  • Increased efforts to obtain federal funding for I-O research.
  • Increased efforts to monitor and influence policy and legislation affecting human behavior at work.
  • Heightened awareness among top managers in business about the value of I-O psychology and I-O professionals.
  1. Organization of choice of I-O professionals.  This includes:
  • Increased enjoyment and satisfaction of members.
  • More members in all categories, including regular, Student, International, Affiliate, and Associate Members.
  • Higher annual retention rate.
  • Increased support for SIOP members in their efforts to study, apply, and teach the principles, findings, and methods of I-O psychology.
  1. Model of integrated scientist–practitioner effectiveness that values research, practice, and education equally and seeks higher standards in all three areas. 
  • Increased collaboration and dialogue between academics and practitioners where science informs practice and practice informs science.
  • Increased collaboration and exchange of ideas with non-North American I-O professionals.
  • Decreased perception of fissure between academics and practitioners.
  • Clear and rigorous means of evaluating the quality of graduate training programs.
  • Clear and rigorous standards for practice.

Strategic Planning Goals:

1. Determine the appropriate number of pre-conference workshops and identify topics to maximize participation in 2012 (linked to SIOP’s Strategic Planning Goals related to Visibility and Organization of Choice).

Action:  We have identified 12 workshop topics and are in the process of identifying speakers to lead/facilitated these workshops. The workshop titles and leader contact information are due from the committee members on June 8; I have provided a high level overview of the workshop topics and whether speakers have confirmed at the end of this report.

2. Develop workshops covering a range of relevant and interesting I/O topics, and identify seasoned, well-respected, thought leaders with good presentation skills from a variety of organizations (e.g., academic, private industry, consulting) to lead each workshop (linked to SIOP’s Strategic Planning Goals related to Organization of Choice and Model of integrated scientist).

Action: The workshop committee identified a wide range of topics in the following areas: organizational, assessment, methodology, legal updates, ethics, and HR management; a high level overview of the topics is provided at the end of this document. In addition, we are trying to recruit leading thinkers on the selected topics to facilitate the workshops, and when appropriate, we plan to ask an academician and a practitioner to co-facilitate the session.

3. Increase the visibility of the workshops in both the I/O and business communities (linked to SIOP’s Strategic Planning Goals related to Visibility).

Action:  One committee member is focused on marketing the workshops this year (this person will also take on the data analysis role).  He will develop and implement a high level marketing plan, coordinating these activities with SIOP Administrative Office.

4. Improve the quality of the workshops.  Clearly define workshops goals and workshop’s target audience and include both in the workshop description. Clearly communicate to speakers that all workshops must have attendee “takeaways” provided during the workshop as well as the expectation that workshop will contain an appropriate form of interaction between participants.  Ensuring interaction in all workshops will be a critical commitment for the 2013 workshops (linked to SIOP’s Strategic Planning Goals related to Visibility).

Action:  The marketing committee member will update the SIOP Workshop presentation template created for the 2013 Workshops and incorporate feedback received from speakers and attendees as appropriate. The committee chair and the marketing committee member will review drafts of all presentations to ensure that presenters have carefully considered the topic and content that they plan to discuss during the workshop (and don’t wait until the last minute to prepare the workshop) and that ALL workshops have an appropriate level of planned interaction.

5. Increase our understanding of who attends workshops and why. Identify patterns in workshop attendance and explore changes in attendee behaviors to improve and/or target marketing for future workshops (Linked to SIOP’s Strategic Planning Goals related to Visibility and Organization of Choice). Provide suggestions for Hawaii workshops based on analysis of post-Conference survey data.

Action: A committee member will focus on continuing the analysis of the data collected from the pre/post workshop surveys and post-Conference surveys. This research will build on the research conducted in prior years. We added some demographic questions to the pre/post workshop surveys to have a better understanding of who’s attending which type of workshop. In addition, I’m hoping to explore if there’s a relationship between popularity and satisfaction with the workshop (are the popular workshops also the most liked?) and understanding if it’s speakers who are popular or topics or both. Data from the post-Conference survey may shed light on changes in attendee behavior and may provide ideas for new and interesting workshop topics for 2014. I am also hoping some of this research will start to inform us on how to build excitement and interest in the 2014 Workshops in Hawaii (i.e., is there anything we can and should be thinking about differently when we start planning for Hawaii?).

6. Onboard chair-in-training, Erica Desrosiers (linked to SIOP’s Strategic Planning Goals related to Organization of Choice).

Action: Finalize the Workshop Chair “procedures manual” and transition to Erica.

Updates or Comments from Chair:

Progress on recruiting workshop speakers/leaders and finalization of workshop topics is proceeding more slowly than expected. The Committee will meet on May 25 to address any issues or concerns members might have about their assigned workshop topic and/or difficulties finding speakers. No issues in finalizing titles and speakers by the June 8 deadline are anticipated.

As a high level overview, the 2013 workshop concepts and speakers are listed below (highlighted workshops are finalized):

  1. Creative Validation Studies: Ryan O’Leary
  • Alternative validation strategies, legal risks and implications
  1. Performance Management: Darin Weichmann
  • Implementation, considerations; lessons from behavioral research; motivation, goal setting; how to use PM to increase motivation; who’s doing this well and what are they doing that works; how to make PM more effective; increase motivation; what works, what doesn’t
  1. Legal Risk Assessment: Lorin Mueller
  • What to look for, assessing level of risk, overview of laws, practices, alternatives with less risk; balancing risk vs. utility
  1. Integrated Strategic Talent Management: John Howes
  • HR strategy supporting business strategy
  1. Alternatives to coaching: Aarti Shyamsunder
  • Moving to internal coaching strategies: mentoring, sponsorships, internal coaches
  • What are the pros and cons / best practices and critical success factors of fostering an Internal coaching practice and who has been successful at implementing?
  1. Culture assessment, creating culture: Rob Michel
  • What is culture? How do you assess culture? How does culture align to business strategy? What do you do if it’s not aligned?
  1. Linkage Research: Emily Stolberg
  • What is Linkage Research? (It refers to building empirical connections between HR practices, employee attitudes, and business performance)
  • What are the Uses of Linkage Research? (Demonstrating the value of people-related investments, communicating strategic priorities, etc.)
  • What are the Steps in Designing and Implementing Linkage Research? (these will include: identifying the organization's strategic priorities, focusing on the organization's unique value chain, communicating the model to stakeholders, etc.)
  • Hands-On Exercises to Design a Linkage Model for the Participant's Organization
  1. Formative/Development Assessments: Leanne Bennett
  • Use and misuse; correct uses that are in alignment with how they were validated; use for executive and hi potential assessments; review of landscape and options
  1. Psychometric bootcamp/statistics primer: Laura Heaton
  1. I/O & IT: Jerilyn Hayward
  • Understand IT world, integration, learn the IT language – learn IT systems processes (e.g., database management, software development cycles, etc.)
  1. Building the I/O brand: Paul Yost
  1. Update on research in the last 5 years: Christina Norris-Watts