I-O psychologists address complex organizational challenges and must persuade leadership to adopt new research-based practices that will disrupt existing routines or power dynamics. This seminar explores the concepts of influence through engagement, decision-making, goal alignment, and executive communication.

By understanding how to influence the prioritization of programs based on I-O research, this seminar supports practitioners in enhancing their organization’s outcomes.

Presenters

VP, Global Talent Management
Brooke Von Plinsky
Starbucks

Brooke Von Plinsky is Starbucks vice president, Global Talent Management. In her role, Brooke is responsible for building and leading the global talent management function at Starbucks; she finds, develops, and supports great talent and leadership for one of the world’s most iconic brands. Brooke has over 18 years of experience leading talent strategy and innovation, working across 10+ industries globally. She is an I-O psychologist by training, valuing evidence-based approaches that are artfully applied for the needs and the context of the business. She leverages her expertise in talent assessment, succession management, performance enablement, leadership development, and inclusion and diversity to craft award winning solutions with meaningful business Impact. Before joining Starbucks in 2019, Brooke was the global talent strategy director with The Coca-Cola Company and held various leadership and consulting positions in talent management at KPMG, Deloitte, and Booze Allen Hamilton. Brooke holds a master of arts in I-O Psychology from George Mason University and a bachelor of arts in Communication from the Newhouse School at Syracuse University.

Head of North America Assessment
Melissa Champine
Aon

Melissa is a partner with Aon’s Talent Analytics and head of Assessment Solutions for North America. In this role, she oversees the entirety of the Assessment practice including business development, client management and growth, implementation and support of assessment technology platforms, client support, and business financials. She helps clients by aligning talent solutions and processes in ways that positively impact their bottom line. Melissa is instrumental in the design and development of Aon’s leading-edge assessments. She specializes in growing technology capabilities to bring mission-enabling innovations to new and existing products. She has co-led each evolution of Aon Assessment’s online platform, now in its fourth generation. Melissa’s expertise helps guide the assessment practice roadmap, further advancing Aon’s culture of innovation. Melissa has extensive experience administering assessment processes for entry-level through executive positions and in providing feedback to client personnel and candidates/employees. Her clients have included AT&T, Ford, General Motors, Hershey’s, Land O’Lakes, Life Office Management Association, Marriott, McDonald’s, Philip Morris International, Procter & Gamble, Royal Bank of Canada, The Coca-Cola Company, and UPS.

She has more than 25 years of experience with Aon. Melissa works closely with Aon Assessment and Talent Solutions project directors and managers, providing strategic and technical advice on design, implementation, ongoing support, and accounting for return on investment of the solution for a broad variety of high-volume, high-stakes assessment projects. Melissa is currently president and active board member of the Grosse Pointe North High School Athletic Booster Club. She is also a 10-year board member and 3-year president of the Grosse Pointe Woods-Shores Little League.

Melissa earned a master of Business Administration from Walsh College and a bachelor of Science in human resources from Michigan State University.

VP, Talent Management
Rafi Prager
Walmart

Rafi Prager is the vice president of Talent Management. He is responsible for leading the strategy, design, and delivery of Walmart’s talent management practices, which includes assessment, onboarding, performance management, talent and succession planning, and high potential acceleration. The initiatives Rafi leads are rooted in leveraging objective metrics and insights to find the right leaders for the right roles, and to accelerate the growth of Walmart’s leadership pipeline. Before coming to Walmart, Rafi was a director at PepsiCo supporting executive leadership assessment selection and onboarding. Prior to his role at PepsiCo, Rafi held consulting roles in the talent practice within Aon Hewitt’s Talent Consulting organization based in New York City. He primarily consulted in the areas of assessment, selection, leadership development, and competency model design. Some of his clients included Marriott, Bank of America, Cargill, FedEx, Darden, and Yum! Brands. Rafi received his PhD in Industrial/Organizational Psychology from the Graduate Center (CUNY). As part of his doctoral work, Rafi taught several college-level psychology courses, including Research Methods in Psychology and Interviewing Techniques.

Intended Audience

Intermediate. Solid understanding of the basic concepts covered in this learning program is assumed and may not be discussed or only discussed briefly in this learning program. Intended for someone with some experience in this content area.  Basic understanding and introductory level experience with applied I-O psychology programs and initiatives.

Learning Objectives

  • Design at least 2 approaches to enhance leadership engagement by identifying what is important and what motivates your audience
  • Learn how to identify how leaders and the organization approach decision making
  • Demonstrate alignment of your I-O program with organizational and executive goals
  • Communicate a program, research, and their impact at the right level to address leadership and business needs

Topic

2025 Annual Conference

Date

April 4, 2025

Time

2:00 p.m. - 5:00 p.m.

Delivery Type

In-Person

Certification Type

Continuing Education (CE)

Workshop Coordinator

Lisa Getta, Starbucks