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Click on a workshop title below to see more details about the subject and presenters. Each workshop is presented in both the morning and afternoon sessions so attendees can best choose what fits their schedule. Registration for the workshops is done via the online conference registration process on a first-come, first served basis.
 
The full day registration fee includes two different workshop sessions, lunch, coffee breaks, and entrance to the evening reception. The half day registration fee includes one workshop session, a coffee break, and the evening reception (note that lunch is not included for half day registrants).
 
Both full day and half day registrants will be provided with access to the presentation materials website for all 10 workshops, not just the one(s) for which they register. This workshop resources web site will open approximately one week before workshop day.
 

Event Time


Registration  7:15 a.m. – 2:00 p.m.
Morning Workshops 8:30 a.m. – 12:00 p.m.
Luncheon 12:00 p.m. – 1:30 p.m. (lunch for full day registrants only)
Afternoon Workshops 1:30 p.m. – 5:00 p.m.
Reception 5:30 p.m. – 7:30 p.m.

Each full day workshop registrant attends one workshop in the morning and a different workshop in the afternoon. Half day workshop registrants attend a morning OR an afternoon workshop.

Workshops

Workshop 1: Could You Still Pass Comps? The Latest in I-O Must-Knows

Presenters:

  • Winfred Arthur, Texas A&M University
  • Paula Caligiuri, Northeastern University

Coordinator:

  • Ted Kinney, PSI

Intended Audience:

Intermediate: General audience at the post-graduate level. This workshop is for applied practitioners looking to refresh on current events and innovative new research that they may have missed in their busy everyday schedules working with organizations.

Abstract:

Practitioners have busy lives. Many would like to stay close to I-O research; however, for most I-O practitioners, their roles do not allow much time to stay current. In this session, two innovative researchers with diverse interests will review and discuss the cutting edge and emerging research.

Description:

It can be difficult for I-O practitioners to stay current with the latest emerging and innovative research in the field. Oftentimes, practitioners are simply too busy solving their organization’s challenges to focus much attention on reading the most recent research. Despite the practitioner’s best intentions, pulling up journal articles just doesn’t make it to the top of the priority list on most days. Further, it is even more seldom for most practitioners to read research that is outside of their immediate area of interest or to learn from research happening outside of the most mainstream I-O journals. In this session, two experienced researchers with interests and expertise in a broad range of topics will identify “must read” articles across the breadth of the field, highlighting articles that they find innovative and research that represents critically important directions for our field.

Learning Objectives:

This workshop is designed to help participants:

  • Critique several emerging areas of inquiry in the field to gain an understanding of key findings related to the topic.
  • Create plans and approaches to apply new research areas and innovations in the field that directly impact the solutions and interventions they deploy in their organizations.
  • Describe key directions research is evolving, the types of problems the field is focusing on, and new developments critical to the future of I-O.
  • Discover new research streams from outside of mainstream I-O and from other disciplines that directly relate to the practice of I-O psychology.
  • Explain the importance of emerging research findings in a variety of topics across the breadth of the field, how these findings impact various aspects of practice, and how to apply them.

Presenter Biographies:

Winfred Arthur, Jr., PhD., is a professor of psychology and management at Texas A&M University. He is a fellow of the Society for Industrial and Organizational Psychology, the Association of Psychological Science, and the American Psychological Association. He is currently an Associate Editor of Human Performance, a past Associate Editor of Journal of Applied Psychology, and currently serves on the editorial boards of Journal of Applied Psychology, Personnel Psychology, Journal of Business and Psychology, Industrial and Organizational Psychology: Perspectives on Science and Practice, and Personnel Assessment Decisions. He has been active in human resource consulting since 1984 and has been the principal of Winfred Arthur, Jr. Consulting since 1989. He has published extensively in the areas of personnel psychology with an emphasis in individual differences, testing and assessment, selection and validation, and individual and team training.

Paula Caligiuri, Ph.D. is a D’Amore-McKim School of Business Distinguished Professor of International Business and Strategy at Northeastern University. Named as one of the most prolific authors in international business for her work in the areas of cross-cultural values, global leadership development, and cultural agility, Paula has authored or co-authored several articles and books – including Cultural Agility: Building a Pipeline of Successful Global Professionals. She has served as an editor for both the Journal of International Business Studies and the Journal of World Business, the two leading journals in the international business field.

Through her consulting firm, TASCA Global, Paula works extensively with leading organizations and universities on the selection and development of culturally agile students and professionals. She has been a frequent expert guest on CNN and CNN International and has conducted a LinkedIn Learning course on Managing Globally. Paula holds a Ph.D. from Penn State University in Industrial and Organizational psychology and has been named a Fellow in the Society for Industrial and Organizational Psychology.

Workshop 2: Data Visualization: How to Make a Picture Worth a 1000 Words

Presenters:

  • Liberty J. Munson, Microsoft
  • Paul Tsagaroulis, Carrier

Coordinator:

  • Jan L. Harbaugh, SHL

Intended Audience:

Intermediate: This workshop is intended for those who gather data to make recommendations to influence key stakeholders and to drive impact through data-driven decisions. This session builds on the attendees’ understanding of statistics, strong research study design, appropriate data gathering strategies, and analysis. Although basic understanding of data visualization would be helpful, the presenters will discuss some foundational data visualization principles and best practices.

Abstract:

Successful decision-making requires turning data insights into action. Data visualization facilitates this by presenting data with impact (art) while staying true to the results (science). This workshop focuses on practical applications of data visualization principles to drive impact. Attendees will be given opportunities to practice those principles during the session.

Description:

Successful decision-making has everything to do with turning data insights into action, but this process is as much an art as a science because the goal is to present your data in a way that has impact while staying true to the results. This workshop focuses on practical applications of data visualization principles and best practices to drive that impact. The presenters will discuss these principles and best practices, providing examples to illustrate their importance and interpretation. During this workshop, they will demonstrate how to use several software packages to create these visualizations. Attendees will be given the opportunity to practice creating their own data visualizations using open-source data and will discuss their visualizations with others in order to evaluate them and better understand how they drive impact.

Learning Objectives:

  • Understand and apply data visualization best practices and principles
  • Apply static and dynamic data visualizations to organizational data
  • Evaluate data visualizations and recognize implications of interpretation for decision making and how those visualizations can drive true business impact

Presenter Biographies:

Liberty J. Munson, Ph.D., is the Lead Psychometrician for Microsoft’s Worldwide Learning organization and is responsible for ensuring that the skills assessments in Microsoft Technical Certification and Employability Programs are valid and reliable measures of the content areas that they are intended to measure. She often presents key metrics related to the certification program and psychometric data with senior leaders. She has a passion for ensuring that these visualizations tell the right story to drive decisions that have true business impact. Prior to Microsoft, she worked at Boeing in their Employee Selection Group, where she assisted with the development of their internal certification exams and acted as a co-project manager of Boeing’s Employee Survey. She received her BS in Psychology from Iowa State University and MA and PhD in Industrial-Organizational Psychology with minors in Quantitative Psychology and Human Resource Management from the University of Illinois at Urbana-Champaign.

 
Paul Tsagaroulis is the Director of HR Analytics at Carrier. In his previous role, he led a team of analysts responsible for workforce analytics deliverables, reports and dashboards as the director of the HR analytics division at the U.S. General Services Administration. Paul's prior work experience includes conducting workforce effectiveness research at Allstate and leading HR analytics support for global functions at UBS. Paul has a Master of Arts in Industrial-Organizational Psychology from the Chicago School of Professional Psychology and is currently pursuing a PhD in Business Psychology at the Chicago School.

Workshop 3: Designing Data-Driven Systems: AI and Data Science in I-O Psychology

Presenters:

  • Richard N. Landers, University of Minnesota
  • Morgana Carter, Facebook

Coordinator:

  • Stephen Stark, University of South Florida

Intended Audience:

Introductory: General audience at the post-graduate level. The workshop is intended for I-O professionals and HR practitioners who are interested in integrating new technological advancements, especially artificial intelligence and data science, into traditional application domains for I-O psychology, particularly talent assessment and talent management.

Abstract:

This workshop focuses on applying systems-thinking, design-thinking, and engineering methodologies to create better solutions to common small and big data problems faced by I-O psychologists. Participants will learn to think more completely regarding costs and benefits of systems involving artificial intelligence, data visualization, and other advances emerging from data science.

Description:

As big data become increasingly available in the context of I-O science and practice, there is an increasing need to understand how to utilize those big data to create value for key scientific and organizational stakeholders. Unfortunately, whether the goal is to create a behind-the-scenes predictive algorithm to better identify those at risk for turnover or a dashboard for use by front-line managers in the performance appraisal process, the development of data-driven systems requires a largely different set of skills than those traditionally trained in graduate school in I-O. In this workshop, you will learn to question your own deeply-ingrained assumptions about how to meaningfully approach data, to understand and mimic how an engineer approaches data-based problems, and to apply these lessons to problems traditionally faced by I-O psychologists from a new, more integrative perspective.

Learning Objectives:

This workshop is designed to help participants:

  • Understand and apply systems-thinking to technology development
  • Compare/contrast scientific and engineering problem-solving strategies in terms of approach and costs
  • Identify and understand the needs of data product stakeholders
  • Apply design methodologies to create a development plan for a technological or data product
  • Utilize design methodologies to develop data products for the science and practice of I-O psychology

Presenter Biographies:

Dr. Richard Landers is an Associate Professor of Psychology at the University of Minnesota and holds the John P. Campbell Distinguished Professorship of Industrial-Organizational Psychology. His research concerns the use of innovative technologies in psychometric assessment, employee selection, adult learning, and research methods, and his recent focus has been on game-based assessment, gamification, artificial intelligence, unproctored Internet-based testing, mobile devices, virtual reality, and online social media.  His work has been published in numerous academic journals, including Journal of Applied Psychology, Computers in Human Behavior, and Psychological Methods, and his work has been featured in popular outlets such as Forbes, Business Insider, and Popular Science.  In addition to his associate editorships at various journals, he is also author of a statistics textbook, A Step-by-Step Introduction to Statistics for Business, and he has developed two edited volumes: Social Media in Employee Selection and the 2019 Cambridge Handbook of Technology and Employee Behavior.

Morgana Carter is a People Analytics Manager at Facebook. She received her undergraduate and graduate degrees from Cornell University. Prior to this role, she served as the Data Science Manager for Talent Analytics at Intel Corporation where she worked to build a cognitive computing solution

to strategically mobilize talent and augment human resources functions. Morgana has applied analytics to market intelligence, attrition, internal mobility, skills identification, and hiring optimization. Morgana has also applied her professional skills to political microtargeting, municipal financial analytics, and the healthcare industry. Her research has appeared at the Academy of Management. Some of Morgana’s previous talks focused on artificial intelligence integration for enterprise HR and controlling bias in talent acquisition practices. Morgana received her undergraduate and graduate degrees from Cornell University.

Workshop 4: Surveys and Beyond: Evolving Employee Listening Systems to Assess, Implement, and Sustain Change

Presenters:

  • Sarah R. Johnson, PhD, Perceptyx Inc.
  • Elizabeth McCune, PhD, Microsoft Corp.

Coordinator:

  • Megan Leasher, Bon Secours Mercy Health

Intended Audience:

Intermediate: Intended for someone with some experience in this content area. Solid understanding of organizational survey research techniques and metrics, as well as HR analytics processes and how data from a variety of different sources (e.g. organizational surveys, HRIS data files, business performance metrics, onboarding/exit surveys, etc.) can be integrated, analyzed and interpreted to inform leaders and to influence both human resources programs and practices as well as business decisions.

Abstract:

Given technology advances and evolving trends in the survey and HR analytics space, what’s the best approach for enabling good data-based decisions about people? An experienced external survey consultant and internal organization research practitioner outline the considerations involved in building an insightful and influential continuous listening strategy in your organization.

Description:

With advances in technology and evolving trends in the employee survey and HR analytics space, what’s the best approach for your organization to collect the data required for leaders to make good data-based decisions about people? Which topics, methodology, cadence of surveys, and combinations of data are essential to achieve the organization’s talent and business objectives?

Pairing the expertise of an experienced external consultant in the survey and organizational research space with an internal practitioner leading a forward-thinking employee listening strategy in a global corporation, this session will outline the considerations and approaches that will enable you to build an insightful and influential survey practice in your organization. Participants will leave the workshop better prepared to design a strategy-inspired continuous listening approach for their organization.

Learning Objectives:

This workshop is designed to help participants:

  • Establish an organization research strategy that reflects the issues and topics central to the organization’s success, using approaches that include gathering insights from senior leaders, assessing technological capability, establishing the desired level of transparency, evaluating the capacity of the organization to consume and act upon results, and avoiding potential landmines.
  • Create a listening, interpreting, sharing and acting strategy that incorporates an employee lifecycle approach to collecting data at the moments that matter to employees (e.g., determining how many surveys are too many and untangling the notion of “survey fatigue”).
  • Implement new technology, methodologies, and sources of survey and nonsurvey data to maximize the efficiency and effectiveness of the process.
  • Evaluate survey data to determine which stories the company needs to hear and what data will tell the story in a credible and thorough way.
  • Proactively connect survey data with talent data (e.g. performance, potential), organizational data (e.g., business performance metrics), and contextual data (e.g., market trends, organization reputation).

Presenter Biographiess:

Dr. Sarah Johnson, Vice President of Enterprise Surveys and Analytics at Perceptyx, Inc., has more than three decades of experience in her field. She specializes in employee engagement, organizational development and effectiveness and survey data analysis – advising senior leaders at Fortune 500 firms around the world.  Sarah works with clients around the world, from as far north as Denmark to as far south as Brazil. Prior to joining Perceptyx Sarah was a Global Practice Leader at CEB. Sarah has also worked as an internal consultant, leading the global organizational survey programs at Eastman Kodak and IBM, and held a number of HR positions at IBM that gave her experience in Employee Relations, Compensation, and Resource Planning. Sarah began her professional career at Procter & Gamble. She is the cofounder and first chairperson of the Information Technology Survey Group (ITSG) and was a member of the board of Mayflower Group. Sarah received a bachelor’s degree in psychology from Purdue University, and holds a Master of Arts degree and PhD in industrial organizational psychology from The Ohio State University.

    

Dr. Elizabeth McCune is the Director of Employee Listening Systems and Culture Measurement at Microsoft. She is responsible for setting 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. Empowered by a talented team of I-O psychology and data science professionals, over the last few years she has driven the strategy for scalable analysis of employee survey comments leveraging NLP techniques and accessible reporting solutions. Elizabeth has served on the board of the Information Technology Survey Group, 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.

Workshop 5: Future of work: Multi-disciplinary provocations and prognostications

Presenters:

  • Evan Sinar, BetterUp
  • Kevin Crowston, Syracuse University

Coordinator:

  • Jaron Holmes, U.S. Office of Personnel Management

Intended Audience:

Intermediate: General audience at the post-graduate level. The workshop is intended for I-O professionals and HR practitioners who are engaged with implementation of and people change management associated with new technologies to support work and workers. Attendees should have some experience with identification and adoption of workplace technologies and their impacts on work and the workforce.

Abstract:

Emerging technologies such as robotics and artificial intelligence are driving disruptive workforce change requiring intentional strategies for change management. This multi-disciplinary workshop will provide frameworks for prioritizing which technologies are worthy of action, assessing their impact on work and workers, and successfully leading technology implementation and adoption.

Description:

Our workshop will comprise three sections, each oriented around a learning objective and containing interactive exercises blended with presented content. First, we will evaluate technologies to gauge readiness and relevance for adoption. We will overview future-of-work trend identification and curation, incorporating multi-disciplinary views and a practical audit process. Second, we will analyze the impact of emerging technologies on work and workers, including a framework for planning against the relative impact of different technologies on work and workers. Third, we will prepare the attendees – including peer sharing of relevant “war stories” – to lead technology change management by navigating key issues and working with various internal stakeholders.

Learning Objectives:

This workshop is designed to help participants:

  • Evaluate technologies to gauge readiness and relevance for adoption
  • Analyze the potential impact of emerging technologies on work and workers
  • Prepare to lead a technology change management project

Presenter Biographies:

Kevin Crowston is a Distinguished Professor of Information Science in the School of Information Studies at Syracuse University and currently serves as Associate Dean for Research. He received his Ph.D. (1991) in Information Technologies from the Sloan School of Management, Massachusetts Institute of Technology (MIT). His research examines new ways of organizing made possible by the extensive use of information and communications technology. Specific research topics include the development practices of Free/Libre Open Source Software teams and work practices and technology support for citizen science research projects, both with NSF support. His most recent project is a research coordination network on Work in the Age of Intelligent Machines.

Evan Sinar, Ph.D., is Head of Assessments at BetterUp, where he designs a strategic system of diagnostic whole-person assessments centered on and fueling BetterUp’s model for personal transformation through guided behavior change. Evan creates assessments from the ground up with a development-first approach, which in turn informs insight-rich coaching conversations, tailoring of personalized learning tracks, and optimized routes to flourishing employee well-being and peak effectiveness. He is a thought leader and frequent author on topics such as AI, future of work, recommendation engines, HR analytics, leadership development, generational differences, social media, and technology-enabled assessment. Evan in a fellow of SIOP and currently serves on the Executive Board as Financial Officer. He has authored dozens of professional presentations and publications and is on the editorial board of several journals including the Journal of Applied Psychology and the Journal of Business and Psychology. Evan has been recognized as a top worldwide influencer in leadership development, HR analytics, internet of things, big data, and data visualization.

Workshop 6: Inclusive Coaching: Bringing Out the Best in a Diverse Workforce

Presenters:

  • Anna Marie Valerio, Ph.D., Executive Leadership Strategies, LLC
  • Bernardo M. Ferdman, Ph.D., Ferdman Consulting

Coordinator:

  • Veronica Schmidt Harvey, Ph.D., Schmidt Harvey Consulting, LLC

Intended Audience:

This workshop is intended for individuals working as internal or external coaches, for HR and I-O practitioners responsible for talent management processes in their organizations, and for other applied professionals who wish to deepen their understanding of how to make coaching more inclusive.

Level:

Intermediate - Assumes basic understanding of and experience with leadership coaching.

Abstract:

Coaches play a significant role in leveraging the power of inclusion in an increasingly diverse workforce. Effective coaching requires untangling a complex web of personal filters, stereotypes, biases, and organizational contexts. This workshop will provide practical tools to support practitioners in bringing out the best in coaching participants and organizations.

 

Description:

 

Inclusion is an important business issue, especially given a workforce that is increasingly diverse across many dimensions, including gender, race, ethnicity, national origin, religion, and sexual orientation. Given the value of diverse talent, leadership coaches can play a substantial role in helping organizations and their people fully tap into the power of inclusion by leveraging approaches more reflective of diversity, equity, and inclusion. However, for many if not most coaches, untangling the complex web of organizational context, personal filters, values, stereotypes, unconscious bias, participant experience, identity, intergroup relations, and cultural differences can be challenging. This workshop will provide perspectives and practical tools to support practitioners in bringing out the best in both coaching participants and organizations, in ways that foster inclusion at work. This workshop will benefit coaches as well as those who make decisions about coaching and talent development in organizations.

Learning Objectives:

After this workshop, participants will be able to:

  • Describe three reasons why inclusive coaching is important and how it can contribute to organizations and their people.
  • Articulate mindsets and behaviors required for inclusive coaching.
  • Recognize key variables that can get in the way of or support inclusive coaching, such as a coach’s own filters, real and perceived differences among coaching participants, unconscious biases and assumptions, values about diversity and inclusion, and contextual factors.
  • Develop an individual perspective on what constitutes inclusive coaching and implement practical approaches for working more effectively and inclusively with coaching participants, within and across differences.
  • Identify ways to increase organizational inclusion by surfacing issues in ways that benefit both the individual and the organization while considering legal, ethical, and confidentiality boundaries.

Presenter Biographies:

Anna Marie Valerio, Ph.D., President of Executive Leadership Strategies, is a consultant and executive coach with expertise in women’s leadership and gender inclusiveness. She has authored two books published by Wiley, Developing Women Leaders: A Guide for Men and Women in Organizations and Executive Coaching: A Guide for the HR Professional. Dr. Valerio has held leadership roles in IBM, Verizon, and Sony Electronics, Inc. directing teams of professionals and managers in leadership development, leadership competencies, corporate-wide employee surveys, 360- feedback surveys, performance management, selection, organization development, coaching, and executive education.

She holds a Ph.D. in Psychology from The City University of New York. Anna Marie has conducted research on gender inclusion with men and women in senior leadership roles in Fortune 500 companies and non-profits, published book chapters, and written articles for business leaders in Harvard Business Review (hbr.org), HR People + Strategy Journal, Forbes.com, and Business Horizons. Anna Marie enjoys bringing evidence-based practices to executives to help them enhance their leadership effectiveness and organizational cultures. Further details are found on her website www.executiveleadershipstrategies.com


Bernardo M. Ferdman is Principal and Founder of Ferdman Consulting and distinguished professor emeritus of organizational psychology at the California School of Professional Psychology, Alliant International University. 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 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. Dr. Ferdman has published and presented extensively on diversity, inclusion and multicultural issues, including editing the SIOP Professional Practice Series book, Diversity at Work: The Practice of Inclusion. He is currently working on an edited volume focusing on inclusive leadership, scheduled for publication in 2020. Dr. Ferdman is creator of Inclusion@Work®, a digital coaching platform for learning about inclusion, and the Inclusion@Work® Assessment. He is a Fellow of SIOP, the Society of Consulting Psychology, and three other APA divisions, and is a Charter Fellow of the International Academy for Intercultural Research. He has received multiple awards for his contributions to diversity and inclusion research and practice. Dr. 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 A.B. degree at Princeton University. (Further details can be found at https://bit.ly/ferdman-bio).

Workshop 7: Using Storytelling to Create Inspirational Leaders

Presenters:

  • Christine Boyce, Right Management & ManpowerGroup
  • Mitchell Gold, Ph.D., Gallagher Integrated

Coordinator:

  • Taylor Sullivan, HumRRO

Intended Audience:

Intermediate: General audience at the post-graduate level. The workshop is intended for I-O professionals and HR practitioners who are interested in storytelling as an important leadership skill that can be developed in a purposeful way. Some background of personality trait theory (e.g., knowledge of the Five Factor Model) and leadership theories would be helpful.

Abstract:

While storytelling as a method of sharing knowledge has existed for centuries, it has gained recent recognition as a way for leaders to inspire others. We explain the importance of storytelling in organizations, share techniques to be better storytellers, and discuss how to implement programs to develop storytelling skill.

Description:

While storytelling is not a new concept, organizations are now realizing the power of stories, especially when told through “authentic narratives.” In this workshop, we focus on three areas in support of this idea. First, we explain why storytelling is an important influence strategy that is worthy of development in today’s leaders (i.e., “the why”). Second, to begin to develop the skills of those attending, we preview some of the techniques individuals can use to be better storytellers (i.e., the “how”). Third, we discuss how participants can bring storytelling back to their own organizations (i.e., the “what’s next”).

Learning Objectives:

This workshop is designed to help participants:

  • Build the case for storytelling as an important influence strategy
  • Describe the steps for creating influential personal narratives
  • Apply the components that comprise a powerful narrative to participants’ own personal stories
  • Use a feedback model to evaluate the stories of others
  • Identify the optimal organizational situations in which stories can be used and storytelling development programs can be implemented

Presenter Biographies:

Ms. Christine Boyce has a dual role as both an internal and an external consultant for ManpowerGroup and Right Management. In her internal role, she is Director of ManpowerGroup’s Global Assessment Center of Excellence, where her mandate is to help all the ManpowerGroup brands be better users of assessments, both internally and with the clients they serve. This role also involves advising Manpower’s global staffing business regarding the use of assessments to address current and future skill gaps and to make decisions that will support clients’ workforce needs today and into the future. In her external role, she is a principal consultant in Right Management’s Talent Management Practice, advising her clients across industries regarding a wide range of talent management needs, including leadership development, succession planning, assessment, and career development. Christine has over 15 years of experience as a talent management practitioner and holds a B.S. in Psychology with a Citation in Honors from Marywood University where she earned the Psychology Department Medal. She is ABD (all but dissertation) from the Industrial-Organizational Psychology Ph.D. program at State University of New York’s (SUNY) University at Albany and was an award-winning undergraduate instructor there before beginning her consulting career. In addition, she is an active member of the Metropolitan Association of Applied Psychology and SIOP.


Dr. Mitchell Gold is a Managing Director & Senior Advisor of Engagement Surveys for Gallagher’s Human Resources & Compensation Consulting practice. He works with clients to understand pivotal business and leadership levers that will most effectively advance business outcomes. For over 20 years, Mitch has worked with numerous Fortune 100/500 organizations in helping them evolve their human capital and talent management practices. His industry experience spans segments including Telecommunications, Manufacturing, Technology, Healthcare, Oil & Gas, Construction, and Retail Services.

Mitch has deep executive consulting experience and has worked with hundreds of leadership teams across numerous industries. His experience includes leadership development and storytelling methodologies, selection and assessment strategy, engagement survey approaches, advanced statistical modeling and the development and implementation of actionable insights that drive workforce engagement while optimizing business and operational excellence for his clients. Prior to joining Gallagher, Mitch served as a Senior Talent Management Consultant at Aon and ManpowerGroup he led complex client initiatives including executive assessment, employee engagement, executive coaching, assessment centers/leadership academies and succession management. Prior to these experiences, he spent 10 years at Sprint in Kansas City, leading the Selection and Assessment Strategy team to provide strategy and implementation of all hiring, engagement and leadership initiatives, enterprise wide.

Mitch earned his Ph.D. in Industria-Organizational Psychology from the Illinois Institute of Technology in  

Chicago, IL. As well as B.S. degrees in Psychology and Personnel Management from the University of Arizona, and an M.S. degree in Industria-Organizational Psychology from the University of Memphis.

Workshop 8: Making I-O Contributions More Strategic & Influential in Organizations

Presenters:

  • William A. Schiemann, Metrus Group
  • Jerry Seibert, OrgVitality

Coordinator:

  • Matt Fleisher

Intended Audience:

Advanced: This workshop will be of most benefit to those who are in senior positions or other applied roles and interact with corporate leadership teams. It will be ideal for those who design, implement, and position evidence-based research or findings with non-psychologist managers. This workshop offers a graduate-level integration of strategy, measurement, and decision-making. This session is ideal for individuals who have responsibility for designing and implementing strategic people metrics, identifying people drivers of business performance, and packaging human resource data that leads to additional resources and leader actions. Participants should have a strong foundation of I-O as well as human resource issues in organizations, and have experience in corporate environments.

Abstract:

I-O Psychologists often conduct important work that is not fully understood or valued by executives. This session will address how to make I-O research more strategic and relevant to leaders. This session addresses key issues that limit I-O impact: strategic positioning, business context, ROI, linkage to business outcomes, and packaging.

Description:

The work of I-O Psychologists and HR leaders is too often not sufficiently central to executive decision-making due to how the work is designed, sold, implemented and presented. Part of this gap is due to insufficient skills in areas such as business strategy or corporate measurement, leading to good research designed for the wrong objective or showing little business impact. Another cause is failure to connect information to business strategy and key corporate priorities, and package it for decision-making and action. This workshop will teach participants numerous strategies for how to close such gaps and how to create high impact people measures that drive business performance.

Learning Objectives:

This workshop is designed to help participants:

  • Better position I-O practice in a strategic business context, thereby increasing acceptance among leaders
  • Connect I-O research and practice to business decisions through a deeper understanding of business strategy, balanced scorecards, and related tools
  • Create more holistic applied research frames that connect stages of the talent lifecycle, leverage scarce resources, and advance organizational goals

Presenter Biographies:

William A. Schiemann is Chief Executive Officer of Metrus Group (www.metrus.com), an organizational research and advisory firm specializing in strategic performance measurement and employee fulfillment. Dr. Schiemann and his colleagues have consulted extensively with many corporations on business and talent strategy, organizational, people and HR measurement, and creating high performance cultures. Dr. Schiemann and his firm are known for their pioneering work in the creation of performance gauges and scorecards to measure strategy implementation, their innovative People Equity® model, and establishing linkages between employee, customer, and financial outcomes.

Dr. Schiemann is author of numerous books such as The ACE Advantage: How Smart Companies Unleash Talent for Optimal Performance (SHRM, 2012) and Reinventing Talent Management: How to Maximize Performance in the New Marketplace (Wiley and SHRM, 2009). He is also co-author of Hidden Drivers of Success: Leveraging Employee Insights for Strategic Advantage (SHRM, 2014) and Bullseye! Hitting Your Strategic Targets Through High-Impact Measurement, (The Free Press 1999). His most recent books explore the issue of employee fulfillment—Fulfilled! Critical Choices: Work, Home, Life (Secant, 2017) and Fulfillment! Beyond Engagement: Building Winning Workplace Experiences (Secant and HRCI, 2018).

He has authored pieces in a diverse array of publications, including: The Conference Board Review, CEO, The Deal, Financial Executive, Forbes, Fortune, INC, J. of Business and Psychology, J. of Business Strategy, J. of Strategic Performance Measurement, Leadership Excellence, Management Review, Personnel Journal, Pharmaceutical Executive, People & Strategy, and Quality Progress. He has also contributed chapters on employee surveys, internal service improvement and talent management for a variety of books published by SIOP, ATD, and McGraw-Hill.

Bill is a frequent global speaker for both public and private forums, including such organizations as ABRH-Nacionale of Brazil, American Society for Quality, AICPA, Australia Human Resource Institute, Hong Kong Institute of HR Management, Human Resource Excellence Center (China), HR People + Strategy, Johnson & Johnson, and Society of Human Resource Management and SHRM India.

Bill has served as Chairman of the SHRM Foundation board of directors and Strategy Head of the Board of Directors of the HR Certification Institute.

Prior to his business and consulting life, Dr. Schiemann served on the business school faculties at Georgia Institute of Technology and the University of Iowa. Bill has published refereed research articles in such journals as Administrative Science Quarterly, Human Resource Management, HR People & Strategy, and the Journal of Applied Psychology. Dr. Schiemann received a Ph.D. in Organizational Psychology from the  

University of Illinois, an MBA from the Stuart School at Illinois Institute of Technology, and a BS in Psychology from Illinois Institute of Technology.

Bill received the coveted S. Rains Wallace National Dissertation Award from SIOP in 1977 for his ground-breaking research in organizational leadership and communications. He has also received the Distinguished Alumni Award from the School of Psychology at the University of Illinois. In 2010, he was named a SIOP fellow.

 

Jerry Seibert is an Executive Consultant for OrgVitality, working with clients that range from Honeywell and PepsiCo to non-profits such as Conservation International and regional credit unions. He has 30 years of experience working with organizations to measure and improve customer, employee and other stakeholder perceptions. In addition to leading a wide range of client engagements, Mr. Seibert has also led research in internal customer service and its connection to business outcomes. He has designed and implemented hundreds of organizational surveys.

He is the co-author of Hidden Drivers of Success: Leveraging Employee Insights for Strategic Advantage, published by SHRM in 2013. Mr. Seibert has more than 20 publications to his credit in a variety of peer reviewed and professional journals. He is a frequent speaker for both public and private forums, including such organizations as the Society for Industrial and Organizational Psychology and the Society for Human Resource Management.

Prior to joining OrgVitality, Mr. Seibert was a principal with Metrus Group for 12 years. He was also previously President of Parkside Associates, an international healthcare customer and employee survey firm, which he grew 10x in 5 years, with a staff of over 100 consultants and research analysts, before the firm was acquired. While there he developed a suite of customer surveys that were very widely accepted, and were administered to over 5,000,000 recipients annually across more than a thousand organizations in the US, Canada and Australia. He also served as turnaround CEO for RadicaLogic Technologies, a Canadian software firm providing tools for healthcare risk management.

Mr. Seibert received his M.A. degree in Industrial-Organizational Psychology from Western Kentucky University in Bowling Green. He has a B.A. in Psychology from the University of Delaware.

Workshop 9: Making Leadership Development Stick: A Look Beyond Traditional Programs

Presenters:

  • Amy Grubb, Federal Bureau of Investigation
  • Jeffrey J. McHenry, Rainier Leadership Solutions

Coordinator:

  • Neha Singla, Visa

Intended Audience:

Intermediate: This workshop is appropriate for I-O psychologists and HR practitioners who are responsible for leadership development strategy, design, and delivery inside organizations or as consultants.

Abstract:

Organizations invest millions of dollars in leadership development but often end up disappointed by how little learning takes place and is transferred to the job. In this workshop, we examine how to design and deliver leadership programs that are “sticky” – in other words, programs that end up translating into learning, action, and improved performance.

Description:

Annual spending on leadership development exceeds $15B in the U.S. alone. Organizations recognize how important effective leadership is to their sustained success, yet many are concerned about the effectiveness of their leadership development efforts. In particular, organizations express frustration that leaders who participate in leadership development programs fail to apply what they learn back on the job – in other words, leadership development doesn’t “stick” or isn’t “sticky.” In this workshop, we examine the factors that are critical to making leadership development stick. We look at how organizations are designing and delivering leadership development and other human capital processes in ways that both enhance learning and ensure that leaders apply those learnings back on their jobs.

Learning Objectives:

This workshop is designed to help participants:

  • Identify how to design and deliver leadership programs that are likely to “stick” so that leaders apply what they’ve learned back on their jobs
  • Draw from multiple solution sets outside of the leadership development program itself, such as performance management, selection, and cultural elements, to drive or support “stickiness”
  • Determine steps they can take before and after leadership development programs have been completed to ensure learning is applied and transferred back on the job
  • Evaluate existing leadership development programs to determine how likely they are to result in transfer of learning and identify simple steps they can take to promote application of learning on the job

Presenter Biographies:

Amy D. Grubb, Ph.D., has been responsible for the implementation of numerous leadership development and change initiatives within the FBI for over 20 years, from serving as a leader on the post-9/11 enterprise-wide transformation of the FBI to a balanced national security and law enforcement mission to implementing HR systems and processes at all levels. She has worked extensively with nearly all populations within the FBI, and advises C-suite and executive leaders on the human capital perspective regarding organizational performance and change initiatives, and serves as executive coach to a number of leaders. Amy has received two FBI Director’s Awards for Excellence, one for creating the organizational development function at the FBI and the other for the development and implementation of an integrated Leadership Development Program for all employees at all stages of the employment lifecycle, and was a recipient of the 2014 SIOP/SHRM HR Impact Award for her work on leadership promotion. She has presented numerous papers at professional conferences, has served on advisory boards both internal and external to the FBI, and liaisons extensively within the government and the private sector communities. A Fellow in SIOP, Amy earned her Ph.D. and M.A. in I-O Psychology from the University of Houston, earning her bachelor’s degree from Villanova University.

 

Jeffrey J. McHenry, Ph.D., is the founder and principal of Rainier Leadership Solutions and an adjunct professor at the University of Southern California. Jeff’s areas of expertise include leadership, talent management, succession planning, executive coaching and assessment, leadership team building, and leadership and high-potential development. He frequently speaks and delivers workshops at professional conferences, including the Conference Board, Linkage, and the Human Resource Planning Society. He has consulted with numerous clients, including Microsoft, Deloitte, 3M, the Gates Foundation, Weyerhaeuser, and World Vision. Previously, Jeff spent 18 years at Microsoft Corporation, where he held a variety of HR and talent development roles based in both the U.S. and Europe. His last role at Microsoft was general manager, leadership development and recruiting, where he was responsible for executive recruiting and talent management, leadership and high potential development, and organizational development for the entire corporation. Jeff has a Ph.D. in psychology from the University of Minnesota.

Workshop 10: Is Your HR Agile? Prepare Your People for the New Way of Working

Presenters:

  • Kari Cross, F5 Networks
  • Mary Fairchild, MSOD, F5 Networks

Coordinator:

  • Kelsey Kline, Intel Corporation

Intended Audience:

Introductory: Little knowledge of the basic concepts covered in this workshop. Intended for someone new to the area with little to no background experience in the content area.

Abstract:

Outside of work, employees interface with systems and processes that center around their needs and the user experience, and are based on a framework of continual improvement. In this workshop, we will apply the same agile mindset to typical HR problems in order to better meet employees’ expectations

Description:

HR initiatives are often painstakingly created only to lack adoption and excitement by the time they are rolled out to the organization because they no longer address a critical need. Product development has long struggled with the same problem, and many software developers and product manufacturers have adopted the agile methodology to address the issue.

Agile’s origin can be traced back to 2001, when a group of techies created a manifesto with 12 principles of development to provide continuous value to the customer. Underpinning the principles are a set of values that make up the agile mindset. In this workshop, we will familiarize participants with the agile mindset and what it takes to shift our thinking to apply these concepts to HR. We’ll share F5’s journey in adopting design thinking and provide examples of how we’ve applied the agile mindset to typical HR activities like performance management. It hasn’t gone perfectly, and we will help you “fail forward” by learning from our mistakes. You’ll leave with a plan for adopting Agile into your HR initiatives.

Learning Objectives:

This workshop is designed to help participants:

  • Understand the principles of the agile manifesto and how they can be applied outside of product development
  • Adopt a more agile mindset and teach others how to shift their thinking to be more agile
  • Apply aspects of the agile methodology to typical HR efforts
  • Explain the benefits of agile project management to other organizational stakeholders to facilitate buy-in

Presenter Biographies:

Kari Cross was born and raised in the Seattle area. Having graduated from the University of Washington with a sociology degree, Kari has dedicated the last 15 years to thinking of HR from a people first, empathetic perspective. Most recently, Kari has led the F5 Networks HR Transformation effort to apply design thinking, agile methodologies, and employee-centric people practices. She is passionate about bringing "humanness" into the workplace and expanding ways of thinking in all areas of her life. Outside of work, she enjoys spending time with her wife and daughter, two dogs, and community of friends. She loves watching her daughter play softball, hiking, photography, music, home improvement projects, and participating in her spiritual community.

Mary Fairchild brings 15 years of experience in the technology industry, working for companies like Microsoft, aQuantive and now F5 Networks. Mary’s degree in organizational developmental psychology was the foundation of her approach to human resource: evidence-based practices and data-driven decision making. Mary currently works as the Global Director of Diversity and Inclusion where she tests and innovates new concepts to people problems that have existed in organizations for far too long.