Delivery Method: Virtual

Date/Time/Location: March 31, 2023, from 9 a.m.-1 p.m. EDT, via Zoom

Presenters:       

•  Kristin Saboe, Google

•  Shonna Waters, BetterUp

•  Aiwa Shirako, Google

Coordinator: Ted Hayes, U.S. Department of Justice

Intended Audience: Introductory. Anyone with interest in the world of hybrid work.

Abstract:

The future - hybrid work, worker well-being, and prioritizing employee voice - is now. This session will provide an overview and update on current top trends in workplace dynamics, research-based practices to optimize employment experiences in varied work environments (e.g., in-office, hybrid, remote), and solutions to current hybrid workplace challenges.

Detailed Description:

Technology advancement and adoption, distributed business practices, shifts in employee expectations and COVID-19 have led to new areas of focus on and understanding of how we optimize workplaces for employees in varied work arrangements. Industrial and Organizational scientists have a platform to inform senior executives and Boards on how to best adapt to evolving workplace challenges. This session will provide an overview and update on current top trends in workplace dynamics and a research-driven discussion of practical mechanisms to optimize work and employment experiences in varied work environments (e.g., in-office, hybrid, remote). The session will close by discussing solutions to the challenges that the changing nature of hybrid work invites by focusing on worker well-being, giving voice to employees, productivity, and development.

Learning Objectives:

This workshop is designed to help participants:

1. Identify at least one challenge facing hybrid workers in each of these areas:
  1A. Engagement & commitment – what general sentiments do workers express?
  1B. Workplace Experience - What are the benefits to office work and flexible / non-office work locations? 
2. Identify at least one challenge facing managers when implementing talent management practices in hybrid workplaces in each of these areas:
  2A. Productivity – How can managers implement and attain productivity targets in a hybrid workplace?
  2B. Talent management and development – How can managers manage career trajectories, mentoring, supervision in a hybrid workplace?
  2C. DEIA - How can managers meet accessibility and inclusion targets in a flexible work arrangement? 
3. Intentionally re-design a workplace in a hybrid modality that focuses on your organization’s talent strategy while engaging employees where they are. 
4. Design flexible and inclusive workplace feedback mechanisms for managers, staff, and teams.

Presenter Bios

Kristin Saboe, Ph.D., is an Industrial-Organizational Psychologist, Army veteran, and strategist. She currently is the Head of Employee Voice at Google and is an adjunct professor at Georgetown University. Dr. Saboe previously led Employee Listening, Research, and Talent Strategy at The Boeing Company. Before this, she served in the U.S. Army as a Research Psychologist establishing strategy and policy founded in science-backed practices. Her writing, research, and community involvement focus on human performance optimization, employment policies and strategies for minority populations, leadership, and employee voice. She is the author of the edited book, Military Veterans Employment: A Guide for the Data-Driven Leader, the recipient of early career psychologist awards from the Society for Military Psychology (2019) and the Society for Industrial-Organizational Psychology (2020), was recognized for her national leadership by the President George W Bush Institute in 2019, and is a fellow of Division 19: Society for Military Psychology. She received her Ph.D. and M.A. in Industrial-Organizational Psychology from University of South Florida.

Dr. Aiwa Shirako leads Google’s Future of Work Research & Analytics, and the People Innovation Lab (PiLab for short). She marries people analytics and design thinking to solve complex organizational problems across policy, process, and practice, and has focused her career on the design, implementation, and evaluation of equitable, data-driven people programs. Prior to Google, Aiwa served as a Visiting Professor of Management and Organizations at New York University’s Stern School of Business. She received a Ph.D. and a M.S. in Business Administration with a concentration in Organizational Behavior from the Haas School of Business at the University of California, Berkeley.

Dr. Shonna Waters is BetterUp’s Vice President of Alliance Solutions. She leads the development of evidence-based solutions to address the top business challenges of our customers and drive optimal performance and wellbeing for our Members. Shonna began her career as an internal and external consultant across sectors and industries on issues spanning every aspect of people systems in organizations including selection, development, leadership and succession, performance management, governance, and compensation. Prior to joining BetterUp, she served in executive leadership roles at the Society for Human Resource Management (SHRM) and the National Security Agency. Shonna is a professor, author, leadership coach, and a Fellow of the Society for Industrial Organizational Psychology (SIOP) and the Center for Evidence-Based Management (CeBMA). Shonna received her Ph.D. in Industrial-Organizational (I-O) Psychology and Statistics from the University of Minnesota. She completed her certificate in Leadership Coaching from Georgetown University's Leadership Coaching Program and is an ICF certified coach.

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenters:         

•  Eden King, Rice University
•  Emily Solberg, SHL

Coordinator: Jerilyn Hayward, Otsuka Pharmaceutical Companies

Intended Audience: Introductory. This workshop will cover several topics at an introductory level; basic understanding of I-O psychology is expected, but complex procedures and practices requiring advanced skills will not be included.

Abstract:

Rapid developments in science and practice make it difficult to stay informed. This workshop helps by distilling critical findings over the past several years on trending topics such as remote work, inclusion, and talent attraction/retention. Participants will walk away with up-to-date understanding of the science behind their work.

Detailed Description:

Despite our best intentions to stay informed, I-Os are often too busy doing our jobs to stay up to date on the latest scientific findings. This workshop will fulfill these best intentions by boiling down the most important findings of the past few years. Topics mirror the top trends in I-O psychology and will include discussion of remote work, inclusion, and talent attraction/retention. Dynamic presenters will describe current and convincing evidence from respected journals and the ways that these findings can drive your practice and scholarship.

Learning Objectives:

This workshop is designed to help participants:

1. Explain recent I-O research findings on selected topics important to I-O practice (including talent management, DEI, leadership, well-being and engagement, organizational commitment, and selection).
2. Compile leading-edge research in leadership and discuss methods for incorporating research findings into impactful talent management frameworks at participant organizations.
3. Describe methods to apply recent research findings in engagement and/or organizational commitment to help inform program revitalization efforts at participant organizations.
4. Identify ways that current research findings in inclusion and employee well-being can shape DEI and wellness efforts at participant organizations.
5. Analyze how best to synthesize recent selection literature into selection and assessment programs in their own practices.

Presenter Bios

Dr. Eden King is the Lynette S. Autrey Professor of Industrial-Organizational Psychology at Rice University where she is pursuing a program of research that seeks to guide the equitable and effective management of diverse organizations. This research– which has yielded over 100 scholarly products and has been featured in outlets such as the New York Times, Good Morning America, and Harvard Business Review– addresses three primary themes: 1) current manifestations of discrimination and barriers to work-life balance in organizations, 2) consequences of such challenges for its targets and their workplaces, and 3) individual and organizational strategies for reducing discrimination and increasing support for families. In addition to her scholarship, Dr. King has partnered with organizations to improve diversity climate, increase fairness in selection systems, and to design and implement diversity training programs. She has served as President of the Society for I-O Psychology and is currently co-Editor of the Journal of Business and Psychology.
 

Dr. Emily G. Solberg is a Managing Consultant at SHL. In this role, she manages the development and delivery of legally defensible assessment services that optimize client implementation and administration, quality of hire, and legal defensibility. These services include job analysis, development of tailored and custom assessments, and assessment validation. She has been with the organization since 2003 and has worked with many large organizations in numerous industries including manufacturing, financial services, healthcare, customer contact, and retail. She has developed and implemented a wide range of assessment programs including online selection testing, behavioral interviews, managerial simulations, and assessment centers. Dr. Solberg received her Ph.D. from the University of Illinois at Urbana-Champaign. She has authored and co-authored numerous book chapters, articles, and presentations on a variety of topics, and is an active member of the Society for Industrial and Organizational Psychology, having recently served in roles such as SIOP Program Chair and Workshops Chair.

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenter: Richard Landers, University of Minnesota

Coordinator: Carl Persing, Infoscitex

Intended Audience: Introductory. Designed for participants who have little to no experience with R.

NOTE: CE credits will NOT be available for this workshop.

Abstract:

R is the dominant tool for statistical analysis in I-O psychology, and many job ads list it as a requirement. Some people have tried to tackle this problem by self-teaching R but get off track. This workshop will enable you to create basic analyses, visualizations, and go forward with R.

Detailed Description: 

R is becoming the dominant tool for statistical analysis and data visualization in I-O psychology. It is also considered a gateway tool for learning high value data science skills like machine learning and natural language processing. Many IO job ads now list it as a required or desired skill. Yet if you were trained to run your analyses in SPSS, Minitab, or Excel, you may feel like this market change is leaving you behind. Some people have tried to tackle this problem by self-teaching R but get off track. Others may never have started, overwhelmed by all the options, approaches, techniques, and new vocabulary. Regardless of the personal barriers you have faced, if you've ever thought "maybe it's finally time to jump into learning R" but haven't yet, this workshop will give you the tools to begin that journey. By its end, you will be able to run basic analyses, create some pretty visualizations, and see your own path forward with R.

Learning Objectives:

This workshop is designed to help participants:

•  Install the R program and identify the ancillary “packages” necessary for various analytics
•  Identify and understand necessary terminology such as data frames, objects, lists, vectors, and factors
•  Write commands to manipulate data
•  Compute basic statistical analyses and produce data visualizations using a sample data set
•  Create a map to continue applying what is learned in the workshop to further expand analytic capabilities

Presenter Bios

Richard N. Landers, Ph.D., is the John P. Campbell Distinguished Professor of Industrial-Organizational Psychology at the University of Minnesota and Principal Investigator of TNTLAB (Testing New Technologies in Learning, Assessment and Behavior). His research concerns the use of innovative technologies like games, gamification, machine learning, artificial intelligence, and virtual reality, to improve psychometric assessment, employee selection, adult learning, and research methods. He is a Fellow of the Society for Industrial and Organizational Psychology, American Psychological Association, and Association for Psychological Science. His work appears primarily in psychology and interdisciplinary human-computer interaction journals. He currently serves as associate or consulting editor or on the editorial board of four academic journals. He is author of a textbook and has developed two edited scholarly volumes. He is featured frequently in the popular press, such as Forbes, Business Insider, and Popular Science and regularly consults as president of Landers Workforce Science LLC (https://landers.tech), primarily by auditing employee hiring systems incorporating artificial intelligence and machine learning. 

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenters:        

•  Wayne Cascio, University of Colorado
•  Josh Allen, Walmart

Coordinator: Kevin Reindl, San Diego Gas & Electric

Intended Audience: Intermediate. Building on graduate-level education in I-O psychology or HR management, participants should have a working knowledge of inferential statistics, personnel selection, and program evaluation, though they need not be experts. Basic familiarity with common accounting and corporate finance measures is helpful, though not required.

Abstract:

While I-O psychologists have traditionally focused on predicting individual outcomes, there is a growing push to link HR/talent management practices more effectively to organizational outcomes and the bottom line. Presenters will offer illustrative examples that demonstrate the financial and organizational impacts of effective HR & talent management practices in areas such as recruitment, selection, onboarding, retention, DE&I, learning and development.

Detailed Description:

Effective talent management manifests itself in a variety of organizational outcomes including financial gains, costs avoided, improved employee attitudes, physical health, mental health, wellness, and customer metrics (e.g., net promoter score). This workshop will demonstrate how to link these outcomes to effective talent-management practices in a variety of industries. Those practices encompass the entire employee lifecycle, from recruitment to retirement. Our goal is to offer compelling evidence about “what works” when measuring the impacts of talent management practices. This will enable participants to apply or adapt similar approaches in their own organizations.

Learning Objectives:

This workshop is designed to help participants:

•  Link effective talent-management practices to at least three types of organizational outcomes.
•  Apply at least two analytical methods in their own organizations to assess the impact of talent-management   practices on high-value organizational outcomes.
•  Identify at least three evidence-based strategies for retaining employees.
•  Illustrate alternative DE&I strategies with demonstrated impacts on organizational outcomes.

Presenter Bios

Wayne F. Cascio, Distinguished University Professor Emeritus, University of Colorado

Professor Cascio, a former president of SIOP, has also served as chair of the Society for Human Resource Management Foundation, the Human Resources Division of the Academy of Management, and as a member of the Academy of Management’s Board of Governors. He is a Fellow of the National Academy of Human Resources, SIOP, the Academy of Management, the American Psychological Association, and the Australian Human Resources Institute.

He has published more than 200 articles and book chapters, and 33 books, including Managing Human Resources: Productivity, Quality of Work Life, Profits (12th ed., 2022), Investing in People (3rd ed., 2019), and Applied Psychology in Talent Management (8th ed., 2019). He received SHRM’s Human Resources Research Award in 2010, SIOP’s Distinguished Scientific Contributions Award in 2013, and in 2016, by a vote of ninety countries, he received the George Petitpas [Lifetime Achievement] Award from the World Federation of People Management Associations. In 2020 he received the inaugural Ulrich Impact Award from the HR Division of the Academy of Management for his research that links theory to practical applications, and he was also inducted into the Australian HR Institute’s Hall of Fame.

Josh Allen

Dr. Josh Allen is a Senior Director of Walmart Store Learning at Walmart. In his current role, Josh is responsible for learning across all Walmart stores including the 200+ Walmart Academy facilities, the learning-measurement strategy for Walmart stores, and onboarding for Walmart stores. Previously with Walmart, Josh led the Global Selection and Assessment Strategy team where he led the validation, analysis, and implementation of over fifty assessments that are administered to millions of candidates annually around the world. Josh has worked on several innovative assessment projects, including Virtual Reality (VR) assessments, game-based assessments, simulated assessment centers, and AI/ML-based selection.

Josh’s team won the 2019 HRM Impact award for their work on predicting candidate retention in Walmart Stores, the 2022 M. Scott Myers award for their work on Store Manager selection, and the 2022 Brandon Hall Excellence Award Gold Medal for their work in developing an interviewer training simulation. He received his B.A. in Psychology from Florida Atlantic University and his M.S. and Ph.D. in Industrial-Organizational Psychology from Florida International University.

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenters:        

•  Sandra Hartog, BTS
•  Lynn Collins, BTS
•  Claude Werder, Brandon Hall Group

Coordinator: Taylor Sullivan, Codility

Intended Audience: All audience levels:  introductory, intermediate, and advanced. This workshop is intended for audiences at all stages of their professional practice in Industrial-Organizational Psychology. We will employ a technique for brainstorming the future state and needs of talent management and rely on the workshop members to participate in imagining and preparing for the unknown future. A wide range of participant experiences and levels of expertise will add to the richness of the workshop outcomes. It is expected that workshop attendees will be well-versed in the practical application of Industrial-Organizational Psychology and talent management.

Abstract:

These are times of rapid change. Thinking from the future back requires specific provocations to help people break free from conventional thinking and explore something new. Through a process called future-storming, we will imagine I-O’s role in the future of work and develop strategies for addressing future talent needs across the employee lifecycle and the unknown evolution of organizations. Throughout this workshop participants will be both engaging in an approach for anticipating future talent needs as well as learning how to take this thought-opening exercise back to the workplace to teach others. Working with a group of talent professionals from a range of levels and areas of expertise we will be able to imagine and plan for what, as individuals, may have been unimaginable in the talent world.  You will become better forecasters of the future needs of your own organizations as well as the larger world of individuals at work. It is anticipated that this workshop will result in a prioritized list of forecasted talent future states and strategies for I-O Psychologists in addressing future needs. It will also result in learning a technique that will have immediate value back at one’s own organization, practice, research, or own career direction.

Detailed Description:

We are living in times of rapid change. For organizations and their people, the future holds many opportunities and threats – yet these are often missed. Why? Humans are inherently biased, which makes it hard for us to imagine what we haven’t experienced before. To break free from conventional thinking, people and their organizations need to think from the future back, and develop the behaviors needed to explore something new.  This requires specific provocations, which we will facilitate through a structured process called Future Storming. In this exercise, talent professionals will come together to imagine how I-O can impact the future of work by developing strategies for leveraging what has yet to happen. Throughout this workshop participants will be both engaging in an approach for anticipating future talent needs as well as learning how to take this thought-opening exercise back to the workplace to teach others. Working with a group of talent professionals from a range of levels and areas of expertise we will be able to imagine and plan for what, as individuals, may have been unimaginable in the talent world.  You will become better forecasters of the future needs of your own organizations as well as the larger world of individuals at work. It is anticipated that this workshop will result in a prioritized list of forecasted talent future states and I-O’s strategies for addressing future needs. It will also result in learning a technique that will have immediate value back at one’s own organization, practice, research, or own career direction.

Learning Objectives:

This workshop is designed to help participants:

• Identify 8 facts about our brain that inhibit the ability to envision future opportunities and threats in the workplace and learn how to combat them.
• Explore 10 trends that have yet to occur and how they might intersect in surprising ways to impact talent strategy.
• Develop at least 3 capabilities to spot opportunities and threats in the future.
• Create a process for collaborating proactively to address future challenges.
• Teach participants how to identify new products, services and business models that help serve their organizations to excel in an uncertain future.

Presenter Bios

Sandra Hartog, BTS
As a Partner Emeritus in the BTS Assessment Practice, Sandra focuses on thought leadership on high-potential assessment in development, strategic succession planning, development and expansion of the global assessment practice as well as innovation and technology enhanced assessment and development centers. Prior to BTS, Sandra was president and CEO of Fenestra, Inc., a leading provider of global talent management and technology solutions acquired by BTS in 2014. Sandra brings extensive experience in strategic succession management, executive coaching of senior and C-suite leaders, individual and group assessment for development and selection, leadership competency studies, enhanced 360° feedback design, assessment and feedback delivery, and development action planning.

Sandra has over 30 years of experience as a consultant and executive coach to individuals in Fortune 500 companies and other organizations, including Edward Jones, Bank of America, Merrill Lynch, General Electric, UPS, New York Life Insurance, Kellogg’s, Merck Pharmaceuticals, Interpublic Group, Anthem, Mercer, RedHat, MetLife, Siemens, Verizon and others. As a seasoned executive coach, Sandra has worked in a range of industries with numerous executives in senior leaders across the globe.

Sandra has served as an international keynote speaker and presents extensively at professional conferences on technology-enhanced assessment, executive coaching, assessment and development techniques, professional development and career success. Additionally, Sandra has contributed a chapter to the 2011 SIOP Professional Practice Series on Technology-Enhanced Assessment of Talent, as well as co-authored the chapter on Assessment Centers for Adult Development for the Oxford Handbook of Lifelong Learning (2011).

Sandra has taught executive MBA courses on Assessment and Development at the Zicklin School of Business/Baruch College in Singapore and was an adjunct professor at New York University in the graduate school of Industrial and Organizational Psychology. Sandra is a member of the American Psychological Association, the Society for Industrial and Organizational Psychology, and the Metropolitan New York Association of Applied Psychologists.

Sandra earned her Ph.D. in Industrial and Organizational Psychology from the Graduate Center, City University of New York.

Lynn Collins, BTS
As head of the Center of Expertise and Chief Scientist, Lynn is responsible for the development and expansion of the US assessment practice. Prior to joining BTS, Lynn was a partner at SH&A/Fenestra, a leading provider of global talent management and technology solutions acquired by BTS in 2014. Lynn brings extensive experience in individual and group assessment for development and selection, leadership competency studies, assessment and feedback delivery, and developmental action planning. ​​

For over 30 years, Lynn has helped organizations address a variety of organizational issues in talent management, including Salesforce, Pfizer, Edward Jones, UBS, Merck Pharmaceuticals, Interpublic Group, Edward Jones, Fifth Third Bank, Verizon and others. Her work in large scale selection processes, high tech leadership assessment for manager development, and blended leadership development that combines interactive learning, virtual “day in the life” simulations, role playing, and coach feedback has received awards from IPAAC and Brandon Hall. ​​

Lynn authored numerous presentations at SIOP, National Academy of Sciences, Leading Edge Consortium, The Assessment Center Study Group, and NJOD. Lynn also authored a chapter on Assessment Centers for the Handbook or Adult Learning and was part of the task force responsible for the revision and ratification of the Guidelines and Ethical Considerations for Assessment Center Operations published in the Journal of Management. Lynn is currently authoring two chapters on Development Assessments for a new Oxford University volume on Talent Assessment Innovation and Tends. ​

Prior to SH&A/Fenestra, Lynn was a Project Manager at HR Strategies and was associated with the startup of Applied Psychological Techniques (APT). Lynn has also held positions at Citibank, Avon, and AT&T. 

Lynn earned her Ph.D. in Industrial and Organizational Psychology from the Graduate Center, City University of New York.

Claude Werder
Claude Werder, Senior Vice President and Principal HCM Analyst, runs Brandon Hall Group's Talent Management, Leadership Development and Diversity, Equity, and Inclusion practices. His specific areas of focus include how organizations must transform culturally and strategically to meet the needs of the emerging workforce and workplace.

Claude develops insights and solutions on assessments, culture, leadership, employee experience and other topics to help members and clients make talent development a competitive business advantage.

Before joining Brandon Hall Group in 2012, Claude was an HR consultant and spent more than 25 years as an executive and people leader for media and news organizations, including a decade as the producer of the HR Technology Conference and Expo. He helped transform it from a small event to the world's largest HR technology conference. Claude is a judge for the global Brandon Hall Group HCM Excellence Awards and Excellence in Technology Awards and produces the firm’s annual HCM Excellence Conference. He is also an executive and leadership coach.

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenters:        

•  Terence Bostic, CMA Consulting
•  Corina Rice, BetterUp

Coordinator: Courtney Van Overberghe, SHL

Intended Audience: Intermediate. Participants should have a working knowledge of coaching methods to understand the application of lessons from the pandemic to apply to future coaching.

Abstract:

This session will discuss the challenges that impacted coaching during the COVID-19 pandemic and the expected adjustments for future coaching. Using data collected throughout the pandemic, presenters will share lessons learned. Participants will discuss key takeaways and how to implement to improve the delivery of coaching for the future.

Detailed Description:

COVID-19 has impacted work life including resilience, travel, networking, interpersonal relationships, retention, and many others. Coaches have had to flex to additional stressors from clients as well as the lack of therapists and change in mode of coaching (move to virtual). Now that some time has passed to reflect on (the worst part of) the pandemic, there are good lessons learned that can apply to coaching going forward. The speakers in this session will discuss the challenges that occurred in coaching practices during the pandemic, the way this has changed the delivery of coaching and how organizations deploy it, as well as the skills to put into practice going forward. Participants will be able to describe the challenges of giving and receiving coaching during these past two years, the newest developments, and how to improve their delivery of coaching for the future.

Learning Objectives:

This workshop is designed to help participants:

1. Be able to articulate two changes that occurred in the delivery of coaching from pre- to post-pandemic.
2. Identify two changes to intentionally shape coaching practices to better meet client’s needs.
3. Implement one or more coaching strategies to address pandemic trends.
4. Identify one key trend for organizations to consider when deploying executive coaching and proper response to the issue.

Presenter Bios

Corina Rice is a Senior Consultant on the People Insights team at BetterUp, where she works to advance the science and practice of evidence-based coaching to help transform workplace behavior. Prior to BetterUp, Corina practiced as an external consultant responsible for designing executive assessments and leadership development programs for clients in both public and private sectors. In this role, she also delivered individual and team-based coaching, using various development assessments and multi-source feedback tools. Corina earned her Ph.D. in Experimental Research in Psychology from the University of Memphis and her bachelor’s degree in Psychology from Texas State University at San Marcos. She is a regular contributor at the annual conference for the Society of Industrial-Organizational Psychology and has also presented live webinars on the topic of remote work and leadership effectiveness for the Society for Human Resource Management.

Terence Bostic serves as a Managing Partner at CMA and sits on the advisory boards of an overseas school and a university-based STEM initiative focused on under-represented populations. He has an extensive coaching practice with particular interest in healthcare and in physician executives. Trained in both clinical and industrial/organizational psychology, he holds a Bachelor of Science from The College of William and Mary, a Master of Science from Bucknell University, and a Doctorate from Saint Louis University.

He is a licensed psychologist in Missouri and is frequently published as the principal author in international, peer-reviewed journals on issues of stress management, personal resiliency, and psychological wellbeing. He is also a member of the American Psychological Association, the Society for Industrial and Organizational Psychology, and the Society for Consulting Psychology.

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenters:        

•  Elizabeth McCune, Wise Mind Research & Consulting
•  Laura Hamill, Paris Phoenix Group

Coordinator: Anne Hansen, Amazon

Intended Audience: Intermediate. Participants should have familiarity with theoretical models of organizational culture, a graduate level understanding of inferential statistics, and experience applying both in practice.

Abstract:

Although organizational culture is so important to business success companies often misunderstand it. Using a balance of theory and real-world experiences, this workshop makes a compelling case for weaving culture into every organization’s people strategy and offers a culture measurement framework that can be a catalyst for improvement.

Detailed Description:

Now more than ever, organizational culture is under the microscope. And despite a shared understanding of how much culture matters, most organizations are confused about how to tackle it. In this workshop, we start with what organizational culture is, why a systems approach is important, and how it is related to other constructs like power, climate, and engagement. We then delve into why culture continues to be a challenging construct for so many organizations and how it is related to business results. Next, we address how to measure culture and the practical considerations for implementing these measures, including using quantitative and qualitative methods. Inclusion, belonging, and connection will also be part of our discussion. Our goal with this workshop is to make a compelling case for weaving culture into every organization’s people strategy and offer a culture measurement framework that can be a catalyst for improvement.

Learning Objectives:

This workshop is designed to help participants:

1. Define organizational culture as it is currently understood in your organization and contrast it with the definition of organizational culture as a strategy concept.
2. Identify 2-3 quantitative and qualitative methods appropriate for measuring culture in your organization and articulate the practical advantages and limitations of these methods.  
3. Assess your organization’s readiness for culture change and identify the leverage points for change within your organization. 
4. Outline a culture measurement strategy  for your organization that aligns to desired business results and provides an evidenced-based foundation for measuring organizational progress on culture change.

Presenter Bios

Elizabeth McCune’s professional focus areas are people analytics and employee listening. She has over a decade of experience including the work she did to set the strategy and direction for Microsoft’s employee surveys to ensure that these efforts 1) reflect best-in-class measurement and analytics techniques that bring the employee experience to life, and 2) enable leaders and HR professionals to make evidence-based decisions. Working with a talented team of I-O psychology and data science professionals, she also drove the strategy for scalable analysis of employee survey comments leveraging natural language processing techniques and accessible reporting solutions. Elizabeth has served on the board of the Information Technology Survey Group (ITSG), has co-authored book chapters on normative survey data and employee listening, and is a frequent presenter at the annual SIOP conference. Elizabeth holds a PhD in Industrial-Organizational Psychology from Portland State University.

Dr. Laura Hamill is an organizational psychologist and business leader, focusing on the intersection of science and HR. Her research is centered around employee well-being, employee engagement, and organizational culture. Laura is the owner of Paris Phoenix Group, a consulting firm specializing in driving impactful research and outcomes. In her consulting business, Laura has had the opportunity to work with numerous organizations to assess and transform their cultures. Laura was also a co-founder of Limeade, an employee experience software company, where she held the dual roles of Chief People Officer and Chief Science Officer.

Before Limeade, Laura worked at Microsoft as Director of People Research. She is a sought-after speaker – having keynoted at major tech and HR conferences and featured in Fast Company, Forbes, HR Executive, Inc., NPR, SELF, US News & World Report, and other top HR publications. Laura is also a host on the Happy at Work podcast, where she interviews organizational leaders, HR professionals, and positive psychology researchers, to create more positive workplaces. Laura is also authoring a book with The Economist on organizational culture scheduled for publication in 2024. Laura earned her Ph.D. Industrial-Organizational psychology from Old Dominion University and a B.A. in psychology from the University of North Carolina, Chapel Hill.

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19, 2023, at the Hynes Convention Center, Boston

Presenters:        

•  Lauren McEntire, PepsiCo
•  Marc Sokol, Sage Consulting Resources

Coordinator: Erica Hauck, PepsiCo

Intended Audience: Intermediate. Assumes participants have some internal or external practitioner experience and solid grounding in I-O Psychology.

Abstract:

This workshop deep-dives how I-O Psychologists partner successfully and effectively across business settings. In addition to I-O and social psychology, we draw upon diverse domains including organization development consulting, negotiation, conflict management, and strategic account management. Participants will explore strategies to enhance partnerships and craft an actionable plan.

Detailed Description:

We spend much of our early career learning the technical side of our profession. Effective practice also depends upon our relationships and ability to forge and maintain partnerships. This workshop looks at the many ways I-O Psychologists partner to be successful in a business context. The secrets of successful partnerships are intentional tactics and behaviors we can evaluate and adapt for different business situations, clients, and aspirations. We draw upon research and insights from diverse domains including social psychology, organization development consulting, negotiation, strategic account management, and research on successful financial and business partnerships. Participants will engage in exercises to recognize the strengths and limitations of different approaches. They will reflect upon, plan, and practice their collaboration skills to build trust quickly, and to create authentic and winning partnerships both internally and externally to their organization.

Learning Objectives:

This workshop is designed to help participants:

• Describe one recent research-based finding that shapes strategies and approaches to successful partnerships across various business contexts.

• Conduct a personal SWOT analysis based on an existing partnership to develop an actionable plan for future partnership development.

• Identify one new partnership strategy that supports your organization's business strategy.

• Apply one key insight or research finding to build on your action plan for partnership development and/or enhancement in your current job role.

• Identify and practice two new partnership approaches or behaviors to practice real-world application related to current role.

Presenter Bios

Marc Sokol, PhD, Industrial-Organizational Psychology (University of Maryland, College Park), has worked in large and small firms, in the public and private sector, in both internal and external roles, across 25 countries, and has led his own firm, Sage Consulting Resources, for more than a decade.  He has worked with virtually every C-level leadership role, consults to and partners with Boards, CEOs, Presidents, Chairs and Vice-Chairs, helping them extend impact across the firms they lead.  Active in professional communities of practice, he has been executive editor of People + Strategy (now a publication of SHRM), on the editorial board of Consulting Psychology Journal, associate editor of OD Review, co-author of several books, past president of a local applied psychology association in Minnesota and is president-elect of the Society of Consulting Psychology (APA Division 13). He is a fellow of SIOP, APA, and the Society of Consulting Psychology. Marc is co-editor of a forthcoming SIOP Professional Practice volume on Strategic Workforce Planning. He is also an advisor to a graduate program in Industrial-Organizational Psychology

Lauren E. McEntire, PhD., is a Senior Director and Sector Lead in Learning & Development for the PepsiCo Foods North America Division of PepsiCo. In this role she is responsible for a large team of capability professionals who support leadership development, functional/technical instructional design & training, program measurement & utility analysis, knowledge management, and learning systems, platforms & tools. She is also an executive coach and designs accelerated development programs and experiences for hi-potential leaders. She has worked for PepsiCo for over 13 years. Prior to PepsiCo, Lauren served as a Selection & Assessment Consultant for Kenexa (IBM) designing solutions for a variety of clients across industries including custom selection systems, competency modeling, instructional systems, multi-rater feedback tools, and leadership development programs. She also serves as a mentor to psychology graduate students through one-on-one coaching, speaking engagements at universities, overseeing intern programs and university partnerships to allow students to gain applied project experiences, and serving on dissertation committees. Lauren received her Ph.D. in Industrial-Organizational Psychology from the University of Oklahoma. Lauren has published several articles in the fields of Human Resources and Industrial-Organizational Psychology as well as presented at many conferences and professional workshops.

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenters:        

•  Lilly Lin, Russell Reynolds
•  Sergey Gorbatov, AbbVie

Coordinator: Kelsey Klausing, Hogan Assessments

Intended Audience:  Intermediate. No previous experience or knowledge is required; however, attendees should have a role that has some responsibility and stake in talent assessments, be it through the talent acquisition, leadership development, or talent management functions of an organization.

Abstract:

To ensure that their assessment strategy aligns with creating competitive advantage for their company, this workshop will allow attendees to connect their talent assessment approach to their company’s business strategy, evaluating that strategy at key levels of their organization.

Detailed Description:

From using assessments to identify best in class talent, to creating a strong leadership development program which will help retain their employees, to creating a robust and engaging assessment experience at the executive levels, organizations have opportunities to amp up their assessment strategy up and down the organization. The workshop is intended for I-O professionals and HR practitioners who are interested in best practices, new strategies, and methods that will allow them to evaluate their talent assessment strategy up and down the organization and determine whether they are leveraging their assessments to create competitive advantage for their organizations. This workshop will allow attendees to first identify opportunities to support their talent strategy through assessments, connect their talent assessment approach to that strategy, and finally to identify at key levels of their organization, where their assessments can be further enhanced to support their organization’s strategic goals.

Learning Objectives:

This workshop is designed to help participants:

•  Conduct rapid evaluation of the alignment between your organization's business strategy and the HR strategies related to talent attraction, management, development, and retention.

•  Discuss at least 2-3 real life examples of how talent is assessed and managed in today's workplace.  

•  Discuss how talent is evaluated and analyzed in today’s workplace.

•  Critique at least one of your organization's current talent assessment tools to support talent acquisition, progression, development, and retention.

•  Develop at least three suggestions that would make your talent assessment approach more sustainable, more aligned with your talent strategy, and more clearly linked to tangible organizational outcomes.

Presenter Bios

Dr. Lilly Lin is an Executive Director in the Leadership and Succession team, specializing in Succession Planning and broader Talent Management strategy. She has more than 20 years of experience in human resource consultancy having worked for a variety of firms and consulting with multiple Fortune 500 companies, with notable clients across multiple industrial sectors. She has helped select, develop, and align top talent to drive organizational growth and has helped organizations formulate Succession Management strategies with an added focus on Diversity & Inclusion. Lilly is also an executive coach and has provided support and guidance to numerous top-level executives. Lilly holds a PhD in Industrial-Organizational psychology from Bowling Green State University. She resides in Chicago.

Dr. Sergey Gorbatov, Professor at IE Business School (Madrid, Spain), lectures and researches in the disciplines of Leadership, Organizational Behavior, and Human Resources. Outside of academia, Sergey is Director, HR - LATAM at AbbVie, a Fortune 100 company. His recent book, “Fair Talk: Three Steps to Powerful Feedback” (co-authored with Angela Lane), enables any leader to drive results in their teams through fair, focused, and credible feedback. He is a director at the Center for Feedback Culture at Vrije Universiteit Amsterdam.

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenters:        

•  Jimmy Davis, M&T Bank
•  Mikki Hebl, Rice University
•  Charlotte Gerstner, Chevron

Coordinator: Dan Russell, RHR International

Intended Audience: Intermediate. Solid understanding of programmatic and individual leadership development as well as diversity, inclusion, and belonging is assumed and will not be discussed. We will be focusing on the intersection of these two topics and not covering the two in isolation. Intended for someone with some experience in both areas.

Abstract:

Investing in developing marginalized talent is a critical need in companies today as they work to make their leadership more reflective of their employees and other stakeholders. Companies have tried many different approaches over the years, and we are just beginning to learn which are working and which are not.

Detailed Description:

The goal of this workshop is to provide participants with an overview of recent research, models, and frameworks that inform leadership development specific to developing leaders from historically marginalized communities. While this topic has been important to our field for decades, we now have much more research available, and many more lessons learned. Likewise, organizations are becoming much more intentional about ensuring their leadership teams (Board of Directors, C-Suite, etc.) are reflective of their employees, customers, and communities. During the workshop, participants will consider the implication of recent research on program design as well as discuss their own and the speakers’ case studies.

Learning Objectives:

This workshop is designed to help participants:

• Present at least two research-based frameworks relevant to designing inclusive leadership development programs.
• Compare the case for offering programs focused on specific employee groups vs. requiring representation in all programs.
•  Outline three effective methods for advancing leadership of marginalized groups and how to apply in your organization.
• Apply frameworks and case study examples to determine three approaches for how to effectively include majority group members in programming as sponsors (or mentors).

Presenter Bios

Mikki Hebl graduated with her B.A. from Smith College and Ph.D. from Dartmouth College. She joined the faculty at Rice University in 1998 and is currently the Martha and Henry Malcolm Lovett Professor of Psychology with an additional appointment in the Jones School. Mikki’s research focuses on workplace discrimination and the ways both individuals and organizations can remediate such discrimination and successfully manage diversity. She has approximately 200 publications, 21 teaching awards (including the most prestigious national award called the Cherry Award), research grants from NSF and NIH, and several gender-related research awards. For instance, in 2014, she was honored with the Academy of Management’s Sage Award for lifetime achievement in research advancing knowledge of gender and diversity in organizations, and in 2018, she was selected as the Woman in Academia with Outstanding Career Award from the business school at the University of Lausanne, Switzerland.

Charlotte Gerstner is the General Manager, Talent Strategy and Programs within Chevron’s Learning and Talent Center of Expertise (CoE). She leads a team of subject matter experts responsible for the design and development of an integrated enterprise talent management strategy to support Chevron’s overall corporate objectives. Charlotte was previously a Partner at RHR International, where she directly supported C-suite executives in leadership development and succession planning, coached individual executive leaders, and advised clients across multiple industries on leadership development and succession at all levels, including CEO succession. Prior to joining RHR, Charlotte spent 16 years at Korn Ferry where she held several leadership roles both domestically and globally. She was known as a thought leader in assessment and succession management and partnered with clients to create several large-scale succession programs. Charlotte has over 20 years of experience in talent strategy, succession management, executive assessment and coaching, and competency design and implementation. She has worked across a broad array of industries with particular emphasis in the energy, industrial, and life sciences sectors. Charlotte received a bachelor’s degree in psychology and French from Louisiana State University and earned her master’s and doctorate degrees in Industrial and Organizational Psychology from Pennsylvania State University.

Dr. Jimmy Davis is SVP/Director of Assessment & Development for M&T Bank. In this role, he is responsible for the assessment and development strategy to be used across the enterprise to create a leadership pipeline that helps lead into the future. He brings expertise in leadership development, executive coaching, assessment, talent management, and diversity to organizations to help them build dynamic and talented leadership teams. Prior to joining M&T Bank, Jimmy was an executive bench consultant for RHR International. Before that he was a principal consultant of his own independent consulting firm called Blacksmith Consulting Company. He has held a wide variety of roles as an executive coach, consultant, and business leadership associate. As an associate professor, Jimmy has taught classes on industrial and organizational psychology, leadership, organizational behavior, business policy and strategy at educational institutions including Clark Atlanta University, Morehouse College, Spelman College, New York University, and Baruch College. Jimmy is a member of the Society for Industrial and Organizational Psychology (SIOP), Southeastern Psychological Association (SEPA), the Association of Black Psychologists, and CALIBR Global Leadership Network. He is president of board trustees at Create Your Dreams, a youth development program dedicated to nurturing the talents and dreams of students living in underserved areas. Jimmy earned his doctorate and master’s degrees in I-O Psychology at the University of Georgia and his bachelor’s in psychology from Morehouse College

Delivery Method: In-Person

Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19^th, 2023, at the Hynes Convention Center, Boston

Presenters:        

•  Megan Steckler, Perceptyx
•  Alex Munc, City Storage Systems

Coordinator: Kyle Morgan, Edison Electric Institute

Intended Audience: Introductory. Only a basic understanding of employee listening methods and strategies is required.

Abstract:

Organizations with a comprehensive listening strategy have an advantage when it comes to talent attraction, recruitment, engagement, and retention. In this workshop, experts in the science and practice of listening strategies will help I-O participants understand how to build a listening strategy and incorporate existing employee surveys into that strategy.

Detailed Description:

Collecting feedback, insights, and opinions from employees is critical to organizational survival. Organizations with a comprehensive listening strategy have a competitive advantage when it comes to talent attraction, recruitment, engagement, and retention. These organizations go beyond yearly surveys of their workforce and integrate their listening strategy into all aspects of the employee lifecycle. In this workshop, experts in the science and practice of listening strategies will help I-O participants understand the importance of developing a comprehensive listening strategy, including how to incorporate existing employee surveys into that strategy. Attendees will have a chance to build their own listening strategies and learn about how to tie them to their organization's objectives.

Learning Objectives:

This workshop is designed to help participants:

1. Identify and explain key roles of stakeholders and contributors in the listening program.
2. Assess your own listening maturity and identify gaps based on key listening program characteristics to be covered in the workshop.
3. Define strategic business and talent priorities of your organization to address through employee listening using stakeholder interview guides and best practices provided in the workshop.
4. Design your own comprehensive employee listening plan (e.g., number and cadence of surveys, types of questions, etc.) aligned to your defined business and talent strategy and level of listening maturity.
5. Interpret survey results using best practice principles of survey data analysis (I.e., pros and cons of different analyses approaches) to answer key people related business questions for your organization (I.e., what is driving attrition?).
6. Utilize survey data to inform SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) action plans to address key business and talent challenges as well as develop materials for leaders to create successful action plans.

Presenter Bios

Megan Steckler serves as Director, Client Consulting at Perceptyx, Inc., and has over 15 years of experience in Talent Management consulting, working with clients from a wide variety of industries on surveys from all areas of the employee life-cycle. In her role as Director of Client Consulting, she leads a team of consultants that specialize in helping Perceptyx clients develop strategic surveys and uncover meaningful insights from their data. Megan has deep expertise in research methodology, employee engagement, organizational culture, employment branding and change management. She partners with clients to help leaders better understand and improve the employee experience, culture, and business performance. Prior to joining Perceptyx, Megan was a Managing Consultant for IBM’s Talent Management Solutions group and Kenexa's global survey practice. She also spent time as a consultant for the Kenexa Employment Branding division conducting organizational culture research. Megan holds a bachelor’s degree from the University of Nebraska – Lincoln, and master’s degree in Industrial and Organizational Psychology from The Chicago School of Professional Psychology.

Alec Munc is a People Science Lead at City Storage Systems where he is responsible for analytics across the employee lifecycle including pre-hire assessment, organizational research, and employee surveys. Alec has been working in the employee survey space for nearly 10 years, with his first experience helping identify companies for the FORTUNE 100 Best Places to Work list. Prior to City Storage Systems, Alec worked on employee surveys at Meta Platforms, Block Inc, and Johnson and Johnson. Across this wide range of industries, company sizes, and survey maturities Alec has developed listening strategies, administered surveys, analyzed data, and shared results with leaders ranging from CEOs to line managers. Alec holds a bachelor’s degree from the University of California – Santa Cruz, and a Doctoral Degree in Industrial and Organizational Psychology from Clemson University with a focus in Occupational Health Psychology.