Delivery Method: In-Person
Date/Time/Location: Morning and afternoon sessions to be held Wednesday, April 19th, 2023, at the Hynes Convention Center, Boston
- 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.
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.
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.
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.
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, 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.