Delivery Method:  Virtual

Date/Time:  Monday, April 11, 2022, from 7:00am - 11:00am PDT (30-Minute Break)

CE: TBD

Presenters:          Kizzy M. Parks, K. Parks Consulting, Inc.

                                Aarti Shyamsunder, YSC Consulting

                                Zachary N.J. Horn, Stitch Fix

                                Kecia M. Thomas, The University of Alabama at Birmingham

Coordinator:      Theodore L. Hayes, U.S. Department of Justice

Intended Audience:

Intermediate Level: Attendees at the intermediate level will get the most out of this workshop because they may have thought about their brand more than others. This workshop is for anyone – practitioner, academic, graduate student -- who has ever wondered about what their brand is, why they should have one, how to build one to fit their passion, or how to change one; everyone will come away with something valuable. We will not discuss brand research. We will not cover introductory materials, but early-career practitioners are welcome. Advanced concepts will be developed through the stories of panelists who have lived the branding challenges that others face now.
 

Abstract:

This is going to be the most fun you’ll have in a SIOP workshop! We will mentor and guide your brand orientation. You will develop brand awareness, brand passion, and brand commitment. At the close you will be well on your way toward describing your brand with integrity, conviction, and passion.
 

Detailed Description:

This workshop is for anyone who has ever wondered about what their brand is, why they should have one, how to build one, or how to change one is going to come away with something valuable. We will mentor and guide your brand orientation. You will develop brand awareness, brand passion, and brand commitment. At the close you will be able to describe your brand with integrity, conviction, and passion. Topics will include: What is a brand? What is my passion and how does that relate to my brand? How can I build one? How do I maintain one? I need help with building my brand – where do I start? How does my brand relate to my income potential? How will people know my purpose and my passion based on my brand? Who will hold me accountable for having a brand that works? How can I make my brand competitive and still maintain my integrity?
 

Learning Objectives:

This workshop is designed to help participants:

•   Develop brand awareness
•   Connect passion to branding, and branding to passion
•   Do the “mechanics” of brand-building – CV, social media, elevator pitch
•   Have fun!

Presenter Bios

Kizzy Parks:  As a kid, I'd clean golf balls located in an alley behind my friend's house and resell them through a fence to golfers. I used the money to buy FUNYUNS® and Nutty Bars. I always knew I'd become an entrepreneur and earn an advanced degree in psychology. My entrepreneurial spirit meshed well with my inquisitive nature as an adopted child who always wanted to, and then met, my birth family. Driven to be the successful business owner I always knew I would be. I went on to earn a Ph.D. and establish KPC over a decade ago. Today, I own and operate multiple businesses and have over $50 million in government contract awards.  Through GovCon Winners, I help service-based small business owners learn HOW to win profitable federal government contracts through the powerful CTC technique to grow their bottom line.  FUN FACT: I’m a GUINNESS WORLD RECORDSᵀᴹ titleholder!

 

Aarti Shyamsunder (she/her) is a DEI (diversity, equity, and inclusion) Solutions Consultant with YSC Consulting, where she is responsible for creating distinctive, research-based, and impactful client solutions and thought leadership in the DEI space. Prior to YSC, Shyamsunder ran her own research and consulting practice, Psymantics Consulting, where her work with clients from around the world focused on DEI, leader and leadership development and strategic consulting, business excellence, teaching, coaching, and assessment. Before this independent consulting life, she had I-O Psychology from the University of Akron in 2008. She is also the co-founder of Metamorphosis, a DEI consulting collaborative, a founder-advisor for Cymorg, a platform for virtual gamified leadership simulations, and is the Founder and President of COSI (the Community of Organizational Sciences in India). With over 70 invited talks and publications to her credit, Shyamsunder focuses on evidence-based practices in her consulting, research, writing, speaking, and teaching.
 

Zack Horn is a Principal User Experience (UX) Researcher at Stitch Fix, where he produces client-centered insights that influence the holistic design and product decisions. He collaborates daily with cross-functional teams of product managers, designers, data scientists, engineers, and marketers to understand and translate users' intent into full-funnel experiences that inspire and engage Stitch Fix clients. Horn uses a mixed-methods approach in his research, combining his 11 years of I-O research experience (e.g., surveys, ethnographic research, data analysis) with methods of modern UX Research (usability testing, innovation games, participatory design, card sorting, etc.) to derive insights from generative, formative, and evaluative product research. Prior to Stitch Fix, Horn was a Lead UX Researcher at Facebook, served as the Manager of Quantitative Psychology at Stitch Fix, and spent 10 years with Aptima, Inc. building training and performance assessment technologies for the U.S. Military. Horn graduated with his Ph.D. in I-O Psychology from George Mason University in 2008. He has volunteered for 10 years at SIOP, most recently as the Program Chair for SIOP 2017 and Chair of the Electronic Communications Committee (ECC).
 

Kecia Thomas is the fourth Dean of the UAB College of Arts and Sciences. Prior to joining the leadership team at UAB, Thomas was the Senior Associate Dean in the Franklin College of Arts and Sciences at the University of Georgia, where she began her career in 1993 as a Professor of I-O Psychology and African-American Studies.

Thomas is an expert in the psychology of workplace diversity. Her scholarship and institutional engagements focus on the issues of strategic diversity recruitment, supporting diversity in STEM workplaces, and understanding the career experiences of high potential women of color. She is the author of over 60 peer-reviewed articles and book chapters as well as the first I-O diversity textbook, Diversity Dynamics in the Workplace (Thomson Wadsworth). She also served as editor of six volumes, including Diversity Resistance in the Workplace vol. 1 & 2 (Taylor-Francis/Routledge) and Diversity Ideologies in Organizations (Routledge). Her research has been funded by federal agencies, for-profit and non-profit institutions, and corporate foundations. She is an elected-Fellow of the American Psychological Association, the Society for the Psychological Study of Culture, Ethnicity and Race, and the Society of I-O Psychology. She is also a past recipient of the Janet Chusmir Award for Distinguished Service from the Academy of Management. She currently serves on the national change team for the NSF-funded Aspire, the national alliance for inclusive and diverse STEM faculty. She has conducted applied research focused on launching diversity and inclusion climate studies, diversity training design and delivery, facilitation of diversity strategic plans, and small group coaching. Thomas earned a B.A. in Psychology and Spanish from Bucknell University and her M.S. and Ph.D. in I-O Psychology from the Pennsylvania State University. She is also a graduate of the HERS Management Institute at Wellesley College, the SEC Academic Leadership Development Program, and the University System of Georgia Executive Leadership Institute. 

Delivery Method:  Virtual

Date/Time:  Tuesday, April 12, 2022, from 11:00am - 3:00pm PDT

Presenters:       Andrew N. Garman, Rush University

                              Lori Foster, North Carolina State University & The University of Cape Town

Coordinator:      Carl Persing, Infoscitex

Intended Audience:

All Levels: This workshop is designed for participants with a graduate degree (masters and/or Ph.D.) in I-O Psychology.  Referencing the “Guidelines for Education and Training in Industrial-Organizational Psychology,” this session is designed to build on three areas of graduate education in particular:

• Area #1 (General knowledge and skills): Ethical, legal, diversity, and international issues
• Area #7 (Core content): Attitude theory, measurement, and change
• Area #19 (Core content): Organization development

Abstract:

This workshop will empower I/O psychologists to help organizations and the people working within them to successfully pursue a healthier planet for generations to come while preserving the well-being and organizational health as much as possible through needed economic transitions.

Detailed Description:

In the years ahead, planetary health will become increasingly critical to SIOP’s mission of “…enhancing human well-being and performance in organizational and work settings.”  Many world leaders now describe climate change as the “number one issue facing humanity” today and are calling for aggressive reductions of greenhouse gas emissions (GGE).  Success will require substantial transformation across all sectors of the economy.  This workshop will provide participants with a deeper understanding of what these transitions will mean for their workplaces, as well as best practices for pursuing the attitudinal, behavioral, and societal changes needed to support these transitions. 

Learning Objectives:

Participants in this workshop will be able to:

1.   Understand how earth systems science is being used to prioritize governmental policies for preserving planetary health. 
2.   Explain how psychological theories and methods can be used to encourage worker and organizational behaviors that promote planetary health.  
3.   Apply audience segmentation techniques to design effective communications related to climate change.
4.   Identify one or more personally relevant opportunities for individual action, workforce engagement and/or policy advocacy to support planetary health
5.   Identify one or more personally meaningful opportunities for the I-O psychology profession to contribute to sustainable development locally and globally. 

Presenter Bios

Lori Foster is a Professor of I-O Psychology at North Carolina State University (USA) and the University of Cape Town (South Africa) who has completed posts as a Fellow with the White House Social and Behavioral Sciences Team and as a Behavioral Sciences Advisor to the United Nations. In her academic role, she oversees the 4D Lab, which focuses on research at the intersection of work, psychology, technology, and development. She is the President-Elect of the International Association of Applied Psychology (IAAP).

Andrew N. Garman previously served as CEO for the National Center for Healthcare Leadership, and currently serves as Professor of Health Systems Management at Rush University in Chicago, IL (USA), where his work focuses on healthcare leadership as a catalyst for well-being, social change, and planetary health. He has contributed to over one hundred research articles, book chapters, major reports, and books, including his most recent: Healing our Future: Leadership for a Changing Health System.

This event has reached capacity and will no longer be accepting additional registrants.

Delivery Method:  Virtual

Date/Time:  Wednesday, April 13, from 7:00am - 11:00am PDT

CE: TBD

Presenters: Tammy D. Allen, University of South Florida, Stacey Levine, LinkedIn, Kristen M. Shockley, University of Georgia

Coordinator: Jan L. Harbaugh, SHL

Intended Audience: 

Intermediate: a general audience at the post-graduate level. The workshop is intended for I-O professionals and HR practitioners who have some familiarity with remote work and who are interested in understanding the latest remote work research and practice.
 

Abstract:

Remote work is here to stay. A new normal is taking shape as an increasing number of employers intend to make full or part-time (hybrid) remote work permanent. Given the current environment, what do we know? How can we cultivate employee wellbeing and work-nonwork balance, performance, engagement, and collaboration?
 

Detailed Description:

A recent Gallup poll found many full-time workers continue to work remotely and expect to do so for the rest of 2022 and longer. Moreover, the majority of remote workers want to continue to work remotely for some portion of the workweek and would look for employment with another organization if the option was lost. Remote work offers both opportunities and challenges. This workshop will focus on sharing research and evidence-based best practices, opportunities, and potential pitfalls associated with 1) managing employee wellbeing and work-nonwork balance when the boundary between work and nonwork disappears, 2) facilitating employee performance and establishing effective communication processes, 3) developing a remote work culture that facilitates collaboration and engagement, 4) special considerations for fully remote versus hybrid arrangements.
 

Learning Objectives:

This workshop is designed to help participants:

• Understand three or more benefits and three or more challenges associated with remote work.
• Develop awareness of the connection between remote work and employee wellbeing.
• Identify three or more best practices for enhancing the wellbeing and performance of remote workers.
• Consider three or more new ways of organizing work to facilitate collaboration, wellbeing, and performance within remote and hybrid environments.

Presenter Bios

Tammy D. Allen is a Distinguished University Professor at the University of South Florida. Her research and practice interests include work-family issues, worker wellbeing, career development, and flexible work practices. She has won numerous awards such as the Herbert Heneman Jr. Award for Career Achievement from the Academy of Management and the 2021 Schmidt-Hunter Meta-Analysis Award from the Society for Industrial and Organizational Psychology. A SIOP past president, she is a SIOP Fellow as well as a Fellow of the Association for Psychological Science (APS), the American Association for the Advancement of Science (AAAS), and the American Psychological Association (APA).
 

Stacey Levine is a Senior People Science Consultant at Glint with more than 15 years of consulting expertise. She has spent her career helping organizations better understand, manage and drive employee engagement and performance. She has served as a trusted advisor to executives at Fortune 500 companies across multiple industries, helping clients such as Express Scripts, MetLife, Quest Diagnostics and Ralph Lauren translate complex data sets into clear and actionable insights. Prior to joining the Glint team, Levine was a Client Advisor in the Engagement and Culture practice at Korn Ferry Hay Group. She has a Ph.D. in Social and Organizational Psychology, and her research has been presented at SIOP.

Kristen M. Shockley is an Associate Professor of Psychology at the University of Georgia. Her main area of research focuses on understanding the intersection of employees’ work and family lives with an emphasis on workplace flexibility. Her work has been published in several books and journals, including the Journal of Applied Psychology, Academy of Management Review, and Personnel Psychology. She currently serves as an Associate Editor at the Journal of Applied Psychology and the Journal of Business and Psychology. During the pandemic, she was awarded SIOP Fellow status and received an NSF Rapid Response grant along with Tammy Allen to study the rapid shift to remote work. 

Delivery Method:  In-Person

CE: TBD

Date/Time:  To be held April 27^th, 2022 at the Washington State Convention Center; 8:00am-12:00pm OR 1:00pm-5:00pm PDT

Presenters:        Seymour Adler, Kincentric

                                Tapaswee Chandele, The Coca-Cola Company

                                Michael Crespo, Cargill

Coordinator:      Dan Russell, SGS & Co

Intended Audience:

Intermediate to Advanced: A solid understanding of the basic concepts covered in this workshop is assumed and will not be discussed Intended for someone with experience in this content area.

This workshop is targeted to practitioners in internal or external consulting roles who are responsible for developing, implementing and supporting leadership succession management processes in medium-to-large size organizations.  Participants should be conversant in the concepts of performance, potential, leadership assessment/development (and data-driven approaches to each), and understand why organizations do succession planning.  Deep experience is not required but knowledge of these concepts will be assumed.

Abstract:

Organizations face the challenge of planning for effective succession to senior leadership roles in a business environment that today is highly uncertain. This workshop will cover approaches and practices to effectively identify and develop succession-ready leaders, drawing on both emerging leadership science and cutting-edge organizational practices.

Detailed Description:

Organizations face the challenge of planning for effective succession to senior leadership roles in a business environment that today is highly uncertain, and in an era of an unprecedented rates of senior executive resignation and retirement. During this workshop we will describe approaches to effectively identify and develop succession-ready leaders in the face of these challenges, drawing on both emerging leadership science and cutting-edge organizational practices.  Among areas of focus:

•  How to define and rigorously assess succession readiness in the face of an uncertain future.
•  How organizations can provide prospective successors the impactful developmental experiences that will accelerate their succession readiness. 
•  The relative effectiveness of standard organizational succession management practices and of new emerging approaches intended to address projected future challenges.
•  Assuring that succession management practices support organizational commitments to creating more diversity at senior levels and a more inclusive culture.

It is our hope that throughout the workshop participants will share succession management challenges and success stories from their own experiences.

Learning Objectives:

This workshop is designed to help participants:

• Integrate a view of the changing demands of leadership in senior roles in today’s unpredictable world into succession management practices
• Expand their knowledge of, and ability to evaluate, emerging succession management practices
• Implement techniques that most effectively assess succession readiness for senior leadership roles by incorporating data into talent planning conversations (i.e., quantitative data from leadership assessments, succession plan success rates)
• Assuring clear accountabilities in the succession management process
• Accelerate the readiness of leadership talent to assume and thrive in challenging senior roles
• Build a robust, inclusive, and rich pipeline of leadership talent so that succession risk in critical roles is mitigated
• Assure that organization DEI commitments are integrated into the design and execution of succession management

Presenter Bios

Seymour Adler is a Senior Partner and Kincentric’s Global Leader for our Leadership Assessment and Development practice.  He is based out of New York City area. Seymour consults with client organizations in the commercial and public sectors throughout the United States and with Global 500 organizations on talent strategy and assessment, succession planning, leadership development, and the mitigation of people-based enterprise risk. A graduate of the I-O Psychology program at New York University, Adler is a SIOP Fellow and an American Psychological Association Fellow, and he has contributed extensively to both the scientific and practitioner literature in I-O Psychology. Adler is the recipient of the 2019 SIOP Distinguished Professional Contributions Award, recognizing his career-long impact on the field.  In addition to a 40-year career as a practitioner, Adler has taught in I-O Psychology graduate programs.

Tapaswee Chandele is currently the Global Vice President of Talent & Development for The Coca-Cola Company, based in Atlanta. In this role, she is responsible for the global strategy to deliver impactful Talent Acquisition, Talent Management, Learning, Leadership Development, Organization Capability Development and Organization Effectiveness solutions to enable our growth strategy. Chandele runs the company’s Executive Talent Reviews and Succession planning efforts. Part of her responsibility also includes presenting to the Company’s Talent & Compensation Committee on our Talent & Development Strategies, progress, and risks.  She joined the company in India in 2001 as a Management Trainee and has worked in Turkey South Africa before moving to the US to focus on the global Talent Acquisition & Development commercialization role. Chandele has a postgraduate degree in Biochemistry & Clinical Nutrition and an M.B.A. in Human Resources & Industrial Relations. She was also recognized on the EMpower Ethnic Minority Executives Role Model List 2020 and 2021. Her work has also been published in SHRM Executive Network HR People + Strategy magazine.

Michael Crespo is the Business HR Partner for Data and Global IT and Global Assessment and Competency Lead at Cargill.  In this role, he designs and implements assessment and selection processes (from pre-employment to high-touch assessment centers) for key roles within Cargill.  Crespo is also responsible for providing strategic direction, best practices, and governance of all competency models across the Cargill enterprise. His prior experience includes working in both large consulting firms and multinational organizations.  In these roles, Crespo has been a Business HR partner, designed numerous tools for assessment and development, facilitated learning programs, and consulted on performance management, social network analysis, competency modeling, and selection processes. Crespo has a B.A. in Psychology with High Honors from the University of St. Thomas and M.A., M.Phil. and Ph.D. in Social-Organizational Psychology from the Graduate School of Arts and Sciences at Columbia University.

Delivery Method:  In-Person

CE: TBD

Date/Time:  To be held April 27^th, 2022 at the Washington State Convention Center; 8:00am-12:00pm OR 1:00pm-5:00pm PDT

Presenters:        Michael A. Campion, Purdue University

                                Emily D. Campion, Old Dominion University

                                Robert Gibby, Facebook

Coordinator:      Matthew Fleisher, FTI Consulting

Intended Audience: Introductory and Intermediate. The workshop is intended for I/O professionals and HR practitioners who are interested in understanding AI solutions and developing a plan on how to bring AI into their organization.

Abstract:

This workshop focuses on artificial intelligence (AI) and its uses in personnel selection and staffing, performance, training, and other traditional I/O areas. Participants will learn what AI can, cannot, and likely should not do, and they will develop a plan to leverage AI to solve problems in their own organizations.

Detailed Description:

Artificial intelligence techniques – including machine learning – are likely to impact I/O greater than any other innovation in our lifetime, fundamentally changing practice and research. These can be powerful tools to improve traditional I/O areas such as selection, appraisal, training, engagement, turnover, and others. This workshop is intended to help I/O practitioners with traditional statistical skills get started using AI.  We will provide practical advice as we work through potential AI applications, accessible tools, and steps to follow. The goal is for participants to walk away with a concrete plan for implementing AI in their organizations to solve a problem.

Learning Objectives:

This workshop is designed to help participants:

• Explain the ways in which AI can improve traditional I-O areas such as selection, development, engagement, appraisal, turnover, planning, etc., drawing from both current innovations in practice and leading-edge research. For example, this can occur through automation to reduce costs and enable people to focus on higher-value work, providing decision support at key moments across the career lifecycle to enable employees and managers, predict turnover and improve retention.
• Describe the applicable tools, the information needed, resources available, skills necessary to develop, and practical steps necessary for I-Os with typical statistical training to develop AI solutions in their organization. For example, this includes a review of user-friendly software (e.g., SPSS Modeler, SAS Miner, Amazon SageMaker Canvas), as well as programming languages already used in organizations (e.g., Python).
• Design a plan to develop an AI solution to an I-O problem in their organization.

Presenter Bios:

Michael A. Campion is the Herman C. Krannert Distinguished Professor of Management at Purdue University (since 1986).  Previous industrial experience (1978-1986) includes four years each at IBM and Weyerhaeuser Company.  He is among the 10-20 most published authors in the top journals in I/O for the last three decades and is the second most cited author of over 9000 authors in textbooks in both I-O Psychology and Human Resource Management.  He is past editor of Personnel Psychology, a SIOP past president, and past winner (in 2010) of the Scientific Contribution Award given by the SIOP.  He manages a small consulting firm (Campion Consulting Services) that has conducted nearly 1400 projects for over 180 private and public sector organizations during the past 35 years on nearly all human resources topics.  His research and consulting include employment testing, interviewing, mitigating employment discrimination, job analysis, work, and team design, training, turnover, promotion, motivation, and recently computerized text analysis and artificial intelligence for employment decision making.  He co-authored the first application of machine learning to personnel selection in a top I-O journal (Campion et al., 2016, JAP), authored several articles under review, is researching and developing new procedures currently, and is a consultant to several major government and private sector organizations on this topic.

Emily D. Campion is an Assistant Professor in Management in the Strome College of Business at Old Dominion University. As a consultant, she has worked with companies and governmental agencies to improve personnel selection systems, evaluate and reduce employment discrimination, conduct job analyses, and assess pay equity. In her research, Campion focuses on personnel selection practices that help address adverse impact, how to use advanced text analytics to enhance employment decision making, and understanding the experiences of workers who opt for alternative work arrangements (e.g., multiple job-holding, gig economy). She is currently serving as a co-editor of a special issue in Personnel Psychology on using artificial intelligence and machine learning in personnel selection. Prior to academia, she was a daily reporter in Indiana and an AmeriCorps member in Washington, D.C. She earned her B.A. in Journalism from Indiana University and her Ph.D. in Organization and Human Resources from the University at Buffalo, The State University of New York.

Robert Gibby is Director of Skills Science within Facebook’s People Analytics and Workforce Strategy organization. He leads a team of experts in defining skills, governing their use, and developing skill-based AI solutions to help connect people to opportunities across their career journey. Grounded in predictive science, Industrial-Organizational (I-O) psychology research/theory, and the needs of the job, team, and company, his solutions have engaged and supported millions of applicants, employees, interviewers, managers, and other internal stakeholders across 170+ countries. Gibby has received multiple industry awards for his work, including the 2020 Brandon Hall Group Best Advance in Emerging Talent Acquisition Technology and the 2013 SHRM/SIOP HRM Impact Award. Outside of Facebook, Gibby is a SIOP Fellow and actively contributes to the field through board/council memberships, publications, conferences, and other outlets.

Delivery Method:  In-Person

CE: TBD

Date/Time:  To be held April 27^th, 2022 at the Washington State Convention Center; 8:00am-12:00pm OR 1:00pm-5:00pm PDT

Presenters:        Alan Colquitt, John Deere

                                Edie Goldberg, E. L. Goldberg & Associates

Coordinator:      Anne Hansen, Amazon

Intended Audience:

The intended audience is Intermediate to Advanced practitioners who consult or work in organizations focused on talent management, performance management, rewards and recognition, and/or compensation/benefits. Foundational knowledge of existing applications of performance management in organizations is required to get the most from this content.

Abstract:

Imagine a world where employees are energized by performance conversations not depleted by them.  In this workshop we will discuss where PM took a wrong turn and why it is time to fundamentally flip the script on performance management, focusing it on enabling and supporting performance instead of managing it.

Detailed Description:

Over the past decade countless solutions have been proposed to improve performance management (PM) and most have failed because they haven’t addressed the real problems:  The core purpose (reward distribution and pay for performance), and the flawed principles underlying PM practices (classical economics and stimulus response-psychology).  PM is also failing because it has not kept pace with the changing nature of work and organizations. 

Fixing PM will require a fundamental re-thinking, positioning it as a key part of the organization’s management process, providing direction and alignment, and ensuring progress toward organizational goals instead of as part of a rewards-distribution process.  Fixing PM will also require that we adopt new practices based on more contemporary thinking and models of how to motivate employee behavior and performance. 

Learning Objectives:

This workshop is designed to help participants:

•  Understand where PM has failed organizations and why
•  Understand the changing nature of work and the implications for PM design
•  Rethink how performance management adds value to an organization
•  Understand and define new principles and models that should guide PM design in the future
• Design new PM practices that enable employees and organizations to achieve high performance

Presenter Bios:

Alan Colquitt is the head of Talent Planning, Succession Management, and Assessments at John Deere. Colquitt is a talent management, organizational change, and analytics leader with experience and expertise in all aspects of talent management, human capital analytics, and organization change. He has worked as an internal consultant in the industrial/technology, pharmaceutical, and consumer products industries, building organizational capability and consulting with and advising executives, HR professionals, and other HR staff groups. Colquitt received his bachelor's degree in Psychology from Indiana University and his master’s and Ph.D. in I-O Psychology from Wayne State University. He is a frequent speaker and presenter at meetings, professional conferences, and other forums on a wide variety of talent management and human capital analytics topics. His work has been published in several media outlets from books and academic and practitioner journals to magazines and online blog sites. His expertise spans talent management, analytics, and team and organization diagnosis, design, and change. He is the author of Next Generation Performance Management: The Triumph of Science Over Myth and Superstition."

Edie Goldberg is the founder of E. L. Goldberg & Associates. She is a nationally recognized expert in talent management and organization effectiveness. Her practice focuses on designing HR systems to attract, engage, develop, and retain employees. Before starting her own company 20 years ago, Goldberg worked for Towers Perrin as the Global Thought Leader in Career Management, Succession Planning, and Learning & Development. She also co-led a Talent Management Initiative which produced groundbreaking research on employee perceptions regarding what attracts and retains them as well as the development of a process to help companies attract, retain, and engage their workforce. Goldberg serves on the board of the SHRM Foundation, is an advisor to several technology start-ups, and is a SIOP Fellow. She is the co-author of The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity. Her specialty is talent-management consulting (selection, new employee orientation, career management, performance management, internal talent mobility, employee/leadership development, succession planning, competency modeling, and HR strategy development).

Delivery Method:  In-Person

Date/Time:  To be held April 27^th, 2022 at the Washington State Convention Center; 8:00am-12:00pm OR 1:00pm-5:00pm PDT

Presenters:        Lisa Harpe, DCI Consulting Group

Jone Papinchock, DCI Consulting Group

Mark Girouard, Nilan Johnson Lewis

Coordinator:      Kevin Reindl, San Diego Gas & Electric

Intended Audience:  Intermediate. Participants should have a working knowledge of personnel selection practices, EEO concepts and laws related to workplace discrimination, but participants do not need to be experts in the subject matter.

Abstract:

In this workshop, the I-O and attorney presenters will address regulatory changes, significant case law developments, and a range of EEO issues related to talent selection and management (e.g., pay equity, the use of artificial intelligence, the impact of COVID and Black Lives Matter, and the ADA and personality testing) and implications for I-O and HR professionals.

Detailed Description:

Equal employment opportunity (EEO) and related laws continue to be critical areas for I-O psychologists and HR professionals involved in workplace research and practice. Every year, there are significant court rulings and regulatory updates from federal agencies like the EEOC, DOJ and OFCCP. In addition, whether in response to activist shareholders, employee or societal demands, companies are increasingly evaluating the fairness of their practices in ways that can both lower and raise legal risk. Following the employment lifecycle from recruiting to assessment to onboarding and talent management, the presenters will discuss new court cases, regulations, agency guidance, the impact of recent societal changes, and the evolving role of I-O and HR professionals in identifying and mitigating areas of legal risk in this fast-changing landscape.

Learning Objectives:

This workshop is designed to help participants:

• Gain familiarity with the legal risks at each stage of the employee lifecycle.
• Understand recent court rulings, regulations, and federal agency guidance related to HR practices.
• Discover how internal audits in response to internal and external demands can raise or lower legal risk.
• Determine potential EEO risks in terms of likelihood of challenge and of successfully responding to a challenge.
• Identify 3-5 strategies for defending personnel systems throughout the employee lifecycle.

Presenter Bios

Lisa D. Grant Harpe is an Industrial Psychologist and Principal Consultant, Selection and Assessment Area Lead in the Employment and Litigation Services Division at DCI.  In this role, Harpe assists companies in the evaluation of the fairness of their employment practices. This includes statistical and qualitative analysis of hiring, performance appraisal, compensation, and promotion practices, as well as coordination with attorneys and employers involved in discrimination litigation or Office of Federal Contract Compliance Program (OFCCP) audits. She brings 20 years of expertise in I-O Psychology and statistical analysis. Harpe joined DCI after 17 years working with the Peoplefluent Research Institute (PRI), part of the Workforce Compliance and Diversity Division of Peoplefluent.  Prior to that, she was the first I-O Psychologist for the North Carolina State Highway Patrol, where she implemented, managed, and evaluated promotion and performance appraisal systems for the organization's 1,200 officers and validated a new hiring system for Troopers. Harpe holds a bachelor’s degree in psychology from Wake Forest University and a master’s and Doctor of Philosophy degree in psychology from North Carolina State University.

Jone McFadden Papinchock works for DCI Consulting as a Principal Consultant, Litigation Support Area Lead in the Employment and Litigation Services Division.  The Litigation Support area provides consulting and testifying expert witness services for class action lawsuits alleging gender, age, disability, and race discrimination.  Papinchock has also served as an expert witness in sexual harassment cases.  In her role, Papinchock applies 30 years of experience as an I-O Psychologist that she has gained from positions in the city, state, and federal agencies as well as internal and external consulting in private sector organizations.  Her primary areas of expertise are job analysis, employee selection test development and validation, and application of human resource policies and practices.  While working for the federal government, Papinchock co-led the job analysis and development of the Office of Personnel Management’s first online selection batteries for the 12 highest volume occupations across agencies.  She received her M.A. and Doctor of Philosophy degrees in I-O Psychology from the University of South Florida.  She earned her B.S. in Psychology from the College of Charleston.  Papinchock has written or co-written book chapters on the Americans with Disabilities Act, the role of Daubert in human factors litigation, and the development of selection systems.

Mark Girouard is an attorney, shareholder, and chair of the labor and employment practice group at the Nilan Johnson Lewis law firm. In his 20 years of practice, he has defended employers in single-plaintiff cases, private class actions, and litigation against the EEOC and other government agencies. In addition to litigating, Girouard provides strategic advice to employers regarding a range of state and federal employment law issues, helping them manage the legal and business risks associated with recruiting, pre-employment assessment and screening, diversity and inclusion initiatives, pay equity, military leaves, family and medical leaves, disability accommodations, and wage and hour compliance, among other issues. Girouard received his B.A. in East Asian Studies from Wesleyan University, his M.A. in East Asian Studies from Stanford University, and his J.D. from the University of Minnesota Law School. 

Delivery Method:  In-Person

CE: TBD

Date/Time:  To be held April 27^th, 2022 at the Washington State Convention Center; 8:00am-12:00pm OR 1:00pm-5:00pm PDT

Presenters:        Victoria Mattingly, Mattingly Solutions

                                Sertrice Grice, Mattingly Solutions

                                Bernardo Ferdman, Ferdman Consulting

Coordinator:      Kelsey Klausing, Hogan Assessments

Intended Audience: 

Intermediate. The workshop is intended for I-O professionals and HR practitioners who are interested in best practices, new strategies, and methods that integrate a scientific approach to implementing DEI in the workplace. General audience at the postgraduate level. No previous experience or knowledge is required; however, attendees should have a role that requires or would benefit from incorporating scientifically grounded DEI principles and practices.

Abstract: 

Both science and practice are critical to DEI initiatives, yet they are often disconnected. Our goal is to facilitate the integration of DEI science and practice by reviewing relevant scholarship, key topics, and concepts; exploring DEI measurement; and challenging participants to consider how organizations can close the DEI science-practice gap.

Detailed Description: 

While the events of the past year have spurred organizations to invest in diversity, equity, and inclusion (DEI) more than ever, many DEI initiatives do not take full advantage of relevant scholarship and research or of scientific methods. I-O psychologists are uniquely positioned to help organizations take a scientific approach to building more diverse, equitable, and inclusive workplaces. Presenters will provide an overview of key scholarship and research on DEI and will address the importance of interdisciplinary communication and collaboration and of integrating science and practice for the most effective DEI work in organizations. They will discuss key topics and concepts, as well as approaches for DEI measurement, and will challenge participants to consider ways to better integrate DEI science and practice in their own organizations. Participants will also consider strategic rationales for DEI and will engage in a think tank activity to map out their own consultative approach to defining, measuring, and influencing DEI initiatives.

Learning Objectives:

After attending this workshop, participants will:

●     Understand how to define and quantify the four major constructs of DEI (diversity, equity, inclusion, and belonging) from the perspective of both science and practice

●     Gain insights from key scholarship and research on DEI and understand how these can impact communication and collaboration specific to DEI

●     Integrate and translate science-based insights and approaches into practical DEI solutions

●     Produce a high-level measurement strategy plan to use in their ongoing DEI work

Presenter Bios

Victoria Mattingly has been providing diversity, equity, and inclusion (DEI) and learning & development (L&D) consulting services to businesses and non-profit organizations for over 10 years. She has built and implemented DEI & allyship solutions with companies such as Intel, American Eagle, DICK’s Sporting Goods, and Sargent & Lundy. Mattingly is the Founder and CEO of Mattingly Solutions, a woman-owned DEI consulting firm. Mattingly Solutions is founded on the belief that DEI is much more than a one-off, HR initiative. DEI done right is embedded in the fabric of a company’s culture, its overall strategy, and considered in every business decision—at all levels of the organization. Most importantly, the purpose of DEI is to help us all be better humans at work. Before starting Mattingly Solutions, Mattingly worked as an external consultant at Mind Gym and DDI and also worked on Amazon’s talent assessment team building innovative training programs for more inclusive hiring programs. She’s a proud alum of Colorado State’s I-O Ph.D. program.

Sertrice Grice is Co-Founder & Chief Consulting Officer of Mattingly Solutions. Grice has deep experience helping complex, global organizations, such as GlaxoSmithKline and Broadcast Music Inc., with annual census surveys, pulse surveys, 180 and 360 assessments, and more. Grice enjoys interpreting organizational data and creating a narrative that helps drive meaningful change. Additionally, Grice writes and presents frequently on issues of diversity, equity, and inclusion (DEI); she created a broad DEI and Anti-Racist Organization survey and has helped clients create customized DEI surveys. She is passionate about helping organizations use their metrics to make data-backed DEI strategies. She has partnered with organizations such as Dick’s Sporting Goods, American Eagle Outfitters, and Intelsat in reviewing and developing various DEI programs. Grice received her B.S. in Psychology from Emporia State University and her M.S. in I-O Psychology from Radford University. Grice is an alumna of Alpha Sigma Alpha sorority and leads their I&D Learning and Development Task Force. She is also the Chair of the Business Development and Partnerships Committee for Blacks in IO and the Co-Chair of the SIOP's Institutional Research Committee.

Bernardo M. Ferdman Principal and Founder of Ferdman Consulting and distinguished professor emeritus of organizational psychology at the California School of Professional Psychology, Alliant International University, where he supports leaders and organizations to bring inclusion to life. He is an accomplished consultant and leadership coach specializing in diversity and inclusion, inclusive leadership, and organization development. He is passionate about creating an inclusive and more just world and workplaces where more of us can be fully ourselves and accomplish our goals effectively, productively, and authentically. He has worked with organizations around the world to increase individual and collective effectiveness and inclusion.  Ferdman has published and presented extensively on diversity, inclusion, and multicultural issues. His books, Inclusive Leadership: Transforming Diverse Lives, Workplaces, and Societies (Routledge, 2021), co-edited with Jeanine Prime and Ron Riggio, and Diversity at Work: The Practice of Inclusion (Wiley, 2014), co-edited with Barbara Deane and part of SIOP's Professional Practice Series, provides state-of-the-art, research-based understanding of inclusion and how to systematically create it, foster it and navigate its challenges. Ferdman is the creator of Inclusion@Work®, a digital coaching platform for learning about inclusion, and the Workplace Inclusion Inventory™, an innovative measure of the experience of inclusion. He is a Fellow of SIOP, the Society of Consulting Psychology (SCP), and three other APA divisions, and is a Charter Fellow of the International Academy for Intercultural Research. Ferdman served as the 2020 H. Smith Richardson Jr. Visiting Fellow at the Center for Creative Leadership, is an expert panelist for the Global Diversity, Equity, and Inclusion Benchmarks, is a past president of the Interamerican Society of Psychology and has received multiple awards for his contributions to diversity and inclusion research and practice, including SCP's Award for Excellence in Diversity and Inclusion Consulting. Ferdman, a native Spanish speaker, immigrated to the U.S. as a child and earned a Ph.D. in Psychology at Yale University and an AB degree at Princeton University. 

Delivery Method:  In-Person

CE: TBD

Date/Time:  To be held April 27^th, 2022 at the Washington State Convention Center; 8:00am-12:00pm OR 1:00pm-5:00pm PDT

Presenters:        Carylynn Kemp Larson, Ph.D., PCC, Creating Open Space, LLC

                                Alexander Caillet, Corentus, Inc.            

Coordinator:      Taylor Sullivan, Ph.D., HumRRO

Intended Audience:

Intermediate: Solid understanding of basic coaching concepts and team development principles is assumed and may not be discussed or only discussed briefly. Intended for someone with some experience with the general coaching approach and team development.

This workshop is for practitioners — with or without prior exposure to or experience with team coaching — and for researchers or academicians who wish to expand their knowledge of this growing application of coaching. Attendees with coaching experience will value exploring the nuances around team coaching and our unique methodologies and frameworks. Our goal is to provide actionable information and techniques so that any participant who works as part of a team, leads teams, or works to develop teams will have new tools to apply in their workplace. Some familiarity and experience with team development practice or research is preferred but not required.

Abstract:

What makes team coaching unique in purpose and design? How does it compare both to 1-to-1 coaching and other team development modalities? Experience these distinctions first-hand while learning about the various frameworks team coaches integrate into their work, including team diagnostics and methods for measuring impact at the individual, team, and organizational levels.

Detailed Description:

Unique among team development modalities, team coaching involves making real-time interventions as a team performs real work, generating in-the-moment awareness, immediate shifts in behavior, and sustainable improvements in effectiveness and results. This dynamic, interactive workshop will allow participants to experience these distinctions first-hand while learning about the various frameworks and models team coaches integrate into their work, including team diagnostics and methods for measuring impact at the individual, team, and organizational levels. We will provide actionable information and demonstrate evidence-based techniques so that any workshop participant who works as part of a team, leads teams, or develops teams will come away with an expanded toolkit to promote team success.

Learning Objectives:

• Appreciate and distinguish the unique nature of team coaching from both 1-to-1 coaching and other team development modalities, including facilitation, training, consulting.
• Understand requisite competencies in the domain of team coaching.
• Identify at least 4 moves that a team coach is regularly empowered to make and practice making at least one of these moves.
• Observe and log at least 4 team communication patterns using a team coaching O-P-N or Behavior Chart.
• Generate insights into the many opportunities for team coaching research, e.g., processes, impact, and ROI.

Presenter Bios:

Carylynn Larson is an I-O Psychologist and certified leadership coach (ICF/PCC) who spends her time coaching leaders and their teams, teaching leaders how to coach, and creating resources to elevate the ROI of coaching. Over her career, Larson has worked with hundreds of teams, often consisting of science, engineering, and technical leaders. She is a connoisseur of models and tools that support the expansion of teams’ conversational, relational, and emotional capacities. Her work spans the globe yet always brings her back to her home base near Washington, D.C., where she is heavily invested in supporting some of the most innovative leaders in government. Larson teaches for American University’s School of Public Affairs and builds research into her work whenever possible. Currently, she is researching the impact of leaders who coach on business results and collecting data on the ROI of executive coaching. Larson is herself an entrepreneur and community leader, founding a national non-profit and serving as its Executive Director and President. She is known as brilliantly insightful, pragmatically blunt, and contagiously positive. She delights in creating space for teams to question their assumptions, explore new possibilities, and reinvent their future. 

Alexander Caillet is the CEO and Founder of the team effectiveness firm, Corentus, Inc. and is known for his pioneering approach to team coaching. As an organizational psychologist, consultant, and coach, Caillet has worked with more than 150 teams in a wide variety of commercial, nonprofit, and government organizations worldwide. He has also been an active researcher and teacher on the impact of state of mind on leadership and team effectiveness and has developed several methodologies to improve performance and results through the management of state of mind. He is an Instructor with Stanford University Continuing Studies on State of Mind: The Key to Greater Effectiveness and Performance at Work. Since 2000, he has been an Adjunct Professor at Georgetown University’s Institute for Transformational Leadership. Caillet is an international speaker on change, team effectiveness, leadership, organization performance, and state of mind and resilience. He is the author of “The Thinking Path” chapter in On Becoming a Leadership Coach and co-author of Introduction to Corentus Team Coaching. Caillet received a B.S. in Psychology from the University of Michigan and an M.A. in Organizational Psychology from Columbia University.

Delivery Method:  In-Person

Date/Time:  To be held April 27^th, 2022 at the Washington State Convention Center; 8:00am-12:00pm OR 1:00pm-5:00pm PDT

Presenters:        Stephanie Downey, LinkedIn

                                Charles Handler, Rocket-Hire

Coordinator:      Erica Hauck, PepsiCo

Intended Audience: Intermediate level. General audience should be at the post-graduate level and have a solid understanding of, and hands-on experience with, the basic concepts covered in this workshop.  Recommended experience includes:

• Organizational surveys: Experience with applying survey methodologies to solve problems and collect and analyze information. Experience with at least some of the most common use cases for surveys (i.e., research, employee engagement, job analysis, etc.).
• Assessments: Familiarity and hands on experience with the most common types of assessments, basic psychometrics, applying test validation concepts and strategies, managing the practical aspects of assessment programs.

Abstract:

As the pace of change accelerates, assessments and surveys are changing too. This collaborative workshop will explore emerging trends and identify what’s on the horizon in the assessment and survey space. We will review how technology, methodology, and emerging talent trends are impacting these industries and co-create the future together. 

Detailed Description:

The world of work has experienced an unprecedented rate of change since the beginning of global Covid-19 pandemic, including how many traditional HR and I/O practitioner tools are leveraged. This workshop will explore new concepts and recent trends in the survey and assessment space, while sharing interactive examples along the way. Presenters will highlight applications to common questions coming from the C-suite (e.g., diversity, inclusion, and equity), as well as recent developments in process and methodology. Participants will leave armed with the requisite knowledge to evaluate these developments for their benefits and limitations. The workshop is designed to be a collaborative session where participants can learn from their peers and help to jointly define where the industry goes from here.  

Learning Objectives:

This workshop is designed to help participants:

•  Describe trends in survey and assessment related to new technologies, methodologies, and emerging talent management practices and topics.
•  Analyze opportunities within an organization’s existing survey and assessment practices, and identify enhancements to advance the impact of those programs. 
•  Create a collective vision for the future of surveys and assessments through collaboration with peers.

Presenter Bios:

Stephanie Downey is a People Science Senior Consultant at Glint. She helps companies leverage people data and focus on creating people-centric talent strategies. Before joining Glint, she worked as an internal organizational development consultant with NCR, a large global Fortune 500 organization. At NCR she led several initiatives across the talent development space in the areas of engagement and culture, selection, assessment, leadership development, talent management, and diversity and inclusion. Downey has published and presented her research at professional conferences on topics related to diversity and inclusion, trust, employee engagement, and organizational culture. She received her Ph.D. in I-O Psychology from the University of Georgia.

Charles Handler is a thought leader, analyst, and practitioner in the talent assessment and human capital space. Throughout his career Handler has specialized in developing effective, legally defensible employee selection systems. Since 2001 Handler has served as the president and founder of Rocket-Hire, a vendor-neutral consultancy dedicated to creating and driving innovation in talent assessment. Handler has helped companies such as Nike, Delta, Hershey’s Intuit, Wells Fargo, and many more to design, implement, and measure impactful employee selection processes. Through his prolific writing for media outlets such as ERE.net, his work as a pre-hire assessment analyst for Bersin by Deloitte, his podcast Science 4-Hire and worldwide public speaking, Handler is a highly visible futurist and evangelist for the talent assessment space. Throughout his career, Handler has been at the forefront of innovation in the talent assessment space, applying his sound foundation in psychometrics to help drive innovation in assessments using gaming, social media, big data, and other advanced technologies. Handler holds a M.S. and Ph.D. in I-O Psychology from Louisiana State University.