2019 Preconference Workshops

Click on a workshop title below to see more details about the subject and presenters. You will be able to register for workshops when conference registration opens in mid-December.

 

Workshop 1: Diversity, Inclusion, and Equity in the Modern Workplace

Presenters: Derek Avery, Wake Forest University; Veronica Gilrane, Google, Inc.

Coordinator: Melissa Harrell, Google, Inc.

Abstract: Workplace diversity and inclusion (D&I) is a hot topic in academia and organizations alike. This workshop will present the latest research and best practices on five topics that have both practical and theoretical implications for studying D&I.

Full Description: Despite having similar D&I-related goals, academics and practitioners still experience a chasm between the academic literature and organizational practices. This workshop will merge I-O scientist and HR practitioner perspectives, focusing on the latest theory, research and current best practices in D&I. We will concentrate on the following five major topics: (1) how diversity and inclusion influence organizational functioning; (2) how to measure inclusion in organizations; (3) how to train and develop leaders to be more inclusive; (4) how to structure and assess for pay equity in organizations; and (5) how to leverage organizational diversity.

Intended Audience: Intermediate: General audience at the postgraduate level. This workshop is for I-O behavioral science scholars or HR practitioners who have some prior exposure to conducting D&I research and analyses, or interventions in academia or industry. Attendees should be looking for a refresh on best practices for performing D&I work and to learn about the latest theories and research from academia.

Learning Objectives: This workshop is designed to help participants:

  • Describe the implications of recent research for evidence-based diversity management
  • Develop and apply a measure of organizational inclusion that considers the full construct (i.e., a multidimensional assessment) 
  • Identify and explain the facets of inclusive leadership
  • Analyze compensation fairness and equity in organizations
  • List strategies to leverage organizational diversity

Social Media Statement:

  • Get a refresh on the latest D&I research and best practices #Workplacediversity #Diversityandinclusion #peopleanalytics

Presenter Biographies:

Derek R. Avery is the David C. Darnell Presidential Chair in Principled Leadership in the Wake Forest School of Business. Dr. Avery received his Ph.D. in Industrial/Organizational Psychology from Rice University in 2001.  His primary research interests are in workforce diversity (including, but not limited to racioethnicity, sex, age, experience, religion, and culture) and employee input mechanisms. He is perhaps best known for his work on diversity climates, which has established them as: (a) instrumental in reducing demographic dfferences in employee engagement, absenteeism, turnover, and individual performance and (b) key drivers of unit-level customer satisfaction and sales growth. He is an active member of the Academy of Management and a fellow of the Society for Industrial/Organizational Psychology and the Association for Psychological Science. Presently, he is an associate editor of the Journal of Business and Psychology and has served on the editorial boards of numerous top tier journals in recent years. His publications total more than 60 articles and chapters and this research, which has earned commendation from the Academy of Management, has appeared in various outlets such as the Journal of Applied Psychology, Personnel Psychology, Organization Science, Organizational Behavior and Human Decision Processes, and the Journal of Organizational Behavior.

Dr. Veronica Gilrane is a manager on the People Analytics team at Google where she analyzes data, designs experiments, and implements findings related to workplace diversity and inclusion. Her areas of focus include: ensuring fairness and equity in people processes and creating an inclusive and intuitive environment for all employees regardless of background. Recently, Veronica published a re:Work blog post articulating Google's philosophy, analysis, and latest findings regarding pay equity. Before joining Google, Veronica received her Ph.D. in Industrial-Organizational psychology from George Mason University where she conducted her dissertation on the experiences of women in Science, Technology, Engineering, and Math (STEM).

 

Workshop 2: New Approaches to Pre-Hire Assessment: Promises versus Practicality

Presenters: Ben Hawkes, Shell International; Christina Norris-Watts, Johnson & Johnson

Coordinator: Ramzi Baydoun, Abbott Labs

Abstract: Practitioners of pre-hire assessments are faced with new methods that go far beyond the “traditional” multiple-choice format, including game-based assessments, video interviews, testing on mobile devices, artificial intelligence platforms and more. This workshop combines a critical evaluation of these approaches with practical guidance for their implementation within organizations.

Full Description: Recent years have seen significant innovation in pre-hire online assessment beyond the “traditional” multiple choice format: vendors now offer testing on mobile devices, automated video interviewing and scoring, game-based assessment, virtual reality assessments, artificial intelligence-based approaches and more. This workshop will present a critical evaluation of these new approaches, summarizing existing empirical research and discussing their reliability, validity, utility and impact upon the candidate experience. The presenters will discuss not only “active” assessments, but also “passive” forms of assessment (e.g., data scraping), as well as the implications of these more passive forms of assessment. The presenters will also address the practical, legal, and ethical challenges of piloting and deploying such assessments within an organization, based on their own experiences and those of their practioner peers. This will include evaluating the psychometrics of new types of assessments, consideration of how to communicate new assessment techniques, and walking the fine line between encouraging innovation and cautioning against too much risk.  The presenters’ aim is to provide practical and useful knowledge to individuals who may be considering adopting these techniques in their own or their clients’ organizations and to other individuals interested in innovations in pre-hire assessment.

Intended Audience: Intermediate: This workshop is intended for I-O professionals and HR practitioners who are involved in the purchasing, piloting, implementation and/or evaluation of pre-hire assessments at organizations of any size. Some experience implementing traditional or new pre-hire assessments will be helpful.

Learning Objectives: This workshop is designed to help participants:

  • Describe a variety of new approaches to  pre-hire assessments including current research on each.
  • Explain the advantages, disadvantages and risks of these new approaches, including legal and ethical implications and candidate reactions
  • Explain and discuss ways to evaluate new approaches to assessment and communicate these new assessment methods to non-I-O audiences
  • Prepare ways to address the challenges of implementing new assessments within organizations

Social Media Statements:

  • The promise and practicality of new #pre-hire #assessments: from #games to #AI
  • Candidates play #games: a practitioner’s guide to innovation in #pre-hire #assessments
  • The #ethics of #AI in #recruitment: a practitioner’s guide to innovation in #pre-hire #assessments

Presenter Bios

Ben Hawkes is the Selection Assessment Lead for Shell International, where he oversees the use of assessments, interviews and other selection techniques throughout Shell’s global workforce of 90,000 employees.

Prior to Shell, Ben worked for over a decade at IBM Kenexa in various senior consultancy and product research and development roles.

With 20 years’ experience in psychological testing and talent analytics throughout Europe and the US, he regularly presents and writes about emerging assessment techniques including simulations, gaming, text analytics and video interviewing. Ben is the author of numerous articles and chapters on the use of technology to assess and predict workplace behaviour. Ben is also Co-Founder of Blackhawke Behaviour Science, a UK- and US-based consulting practice that researches entrepreneur behaviour in order to enhance the decision making of venture capitalists and other investors in startup companies. Ben graduated with a BSc (Hons) Psychology from the University of Surrey (UK) and the University of North Texas.

Dr. Christina Norris-Watts is the Selection Assessment and Competencies Leader at Johnson & Johnson. In this role she’s responsible for defining and leading the enterprise-wide selection assessment strategy. She works with J&J’s talent acquisition organization to identify talent assessment solutions that will further improve quality of hire, efficiency of process, and user experience for the approximately 1.2 million applications that come through J&J every year.  She is also responsible for overseeing the strategy and guidance for J&J’s enterprise-wide leadership and functional competency models. Christina has over fifteen years of experience in talent assessment and talent management. She previously worked at Two Sigma Investments where she was Vice President, Talent Architect.  In this role, she led the design and implementation of their Performance Management Process and was also accountable for Job Analysis & Architecture as well as various OD initiatives.  Prior to Two Sigma, Christina was Senior Manager, Selection Specialist for Macquarie Group with responsibility for selection assessments, competency modeling, and organizational analytics. She began her career as a consultant with  APT Metrics focusing on litigation support, job analysis, competency modeling, and test validation.  Christina holds a Ph.D. in Industrial & Organizational Psychology from the University of Akron.  She has a B.A. in Psychology and International Studies from Middlebury College.

 

Workshop 3: The Science and Practice of Mindfulness in the Workplace

Presenters: Darren Good, Pepperdine University; Andy Lee, Aetna Inc.; Chris Lyddy, Providence College

Coordinator: Veronica Schmidt Harvey, Schmidt Harvey Consulting

Abstract: Mindfulness is becoming an increasingly popular organizational intervention. Both research and practice related to mindfulness in the workplace are in their early stages, yet they are progressing rapidly. This workshop brings together leading organizational researchers and practitioners to review state-of-the art research and application of mindfulness in the workplace.  

Full Description: Mindfulness is defined as the non-judgmental awareness of one’s present moment experience. Research has shown that mindfulness practice has many positive effects on the well-being and effectiveness of employees at all levels, as well as on organizational outcomes. This has made mindfulness an increasingly popular intervention in organizations. Research  indicates that as many as 52% of employers currently offer mindfulness resources to their employees.  Both academic research and applied practice related to mindfulness in the workplace are in their early stages, yet they are progressing rapidly. This workshop will review recent developments in both areas and their implications. It will also include an experiential component in order to deepen participants’ first-hand experience of mindfulness.

 Areas that will be covered include:

  • The definition and measurement of mindfulness
  • Effects of mindfulness with employees and organizations
  • Being while doing: Integrating mindful awareness and work activities
  • Developing effective mindfulness-related workplace programs and interventions
  • Evaluating the impact of mindfulness programs
  • Organizational case studies demonstrating mindfulness programs in action

Intended Audience: Intermediate: This workshop is for individuals who have some prior exposure to mindfulness and are looking to deepen their understanding of research related to mindfulness and its application in organizations. It is appropriate for both researchers and practitioners with an interest in the areas of employee well-being and performance.

Learning Objectives:

  • Describe the various aspects of mindfulness and address common misconceptions.  
  • Apply readily available tools to assess mindfulness
  • Discuss recent developments in mindfulness research
  • Plan a successful organizational mindfulness intervention
  • Compare and evaluate the impact of mindfulness programs on employees and organizations

Social Media Statements:

  • Mindfulness is here now. Learn about new developments in mindfulness at work. #mindfulnessatwork
  • Mindfulness can reduce stress and distraction and increase focus and engagement. Learn how! #mindfulnessatwork

Presenter Bios

Darren Good, PhD is an Associate Professor of Applied Behavioral Science at Pepperdine Graziadio Business School. He earned his Ph.D. in Organizational Behavior at Case Western Reserve University in 2009.  Dr. Good’s research is interested in the nature, integration and impact of mindfulness in the workplace. His work has been published in multiple academic journals, including the Journal of Management, the Journal of Psychology, the Journal of Applied Behavioral Science, and the Journal of Leadership and Organizational Studies. He regularly delivers speeches to leading organizations on the topic of mindfulness at work. Dr. Good is the recipient of Pepperdine University’s highest award for teaching excellence and was named an Ascendant Scholar by the Western Academy of Management.

 

Andy Lee, MA is Chief Mindfulness Officer at Aetna Inc. In this role, he seeks to create a deeply rooted, mindful culture at Aetna, where he has led the development of numerous internal programs. He is also helping to build an industry-leading product portfolio to bring the benefits of mindfulness to Aetna’s millions of health insurance customers. Andy is a recognized expert in bringing the benefits of mindfulness to organizations. He has been teaching mindfulness in companies since 2010. He also teaches the Mindfulness Based Stress Reduction program in his community. Before focusing on mindfulness, Andy had a career in human resources. He held senior talent management roles at Capital One, Viacom, and Merrill Lynch. He has an MA in Organizational Psychology from Columbia University, and was trained as a mindfulness teacher at the Center for Mindfulness, University of Massachusetts Medical School.

 

Chris Lyddy, PhD is a pioneer in the science of mindfulness at work and an Assistant Professor of Management at Providence College. He and his colleagues have developed evidence-based theory regarding the workplace integration and impacts of mindfulness. His ongoing studies explore the diverse impacts of mindfulness interventions in organizations, including customer service, engagement, feedback, and leadership. Chris earned his PhD in Organizational Behavior from Case Western Reserve University, and holds degrees in Economics and City Planning from the University of Michigan-Ann Arbor and MIT, respectively. Previously he worked as a researcher at the Brookings Institution and MIT Sloan. Chris supports the thriving of individuals and organizations through the design and assessment of mindfulness programs.

Workshop 4: Validation 201: Refresh, Extend, and Update Your Validation Toolbox

Presenters: S. Morton McPhail, Retired Practitioner; Frederick L. Oswald, Professor, Rice University; Nancy T. Tippins, Principal, The Nancy T. Tippins Group

Coordinator:   Stephen Stark, University of South Florida

Abstract: Scientific knowledge and best practices in employment testing are changing rapidly, and practitioners may be challenged to keep up.  This workshop will refresh practitioners’ skills and expand their knowledge base, covering typical situations and traditional approaches to validation as well as less frequently used alternative strategies and new tools. 

Full Description: Employers need credible and substantive evidence to support the validity of selection procedures.  I-O practitioners conduct hundreds of research studies every year to provide that evidence.  Research methodology was part of our graduate education; however, that knowledge may be outdated (incorrect, even), faded with time (because, alas, we forget), or otherwise need refreshment.  The external environment and the settings and our understanding of the science of validation have evolved.  This workshop will focus on traditional validation, and evolving methods, tools, and practicalities in organizations related to obtaining, evaluating, and using validity evidence.  We will address best practices for various strategies for obtaining relevant, high-quality validation evidence, explain how the new edition of the Principles deals with them, and discuss impacts of the changing environment. 

Intended Audience: Intermediate: General audience at the post graduate level. The workshop is intended for I-O professionals and HR practitioners who conduct or oversee validation research for selection purposes in organizations.  Understanding of basic statistical methods, including correlation and regression and general knowledge of validation research, terminology, and legal requirements is expected.

Learning Objectives: Upon completion of this workshop, participants will be able to:

  • Identify and describe relevant factors and select an appropriate validation strategy or strategies
  • Discuss substantive issues affecting validation data collection and analyses, including threats to appropriate inferences
  • List and explain important changes in the new edition of the Principles and their implications for validation research
  • Discuss emerging issues in selection and their implications for validation research

Social Media Statements:

  • Personnel selection: Valid, legally defensible, and up to date! #SIOPvalidation201
  • Refresh, extend, and update your validation toolbox! #SIOPvalidation201
  • Select with science! #SIOPvalidation201

Presenter Biographies:

Dr. S. Morton McPhail practiced Industrial/Organizational Psychology for more than 35 years before retiring in 2013.  He received his BA in Psychology from Trinity University in San Antonio and masters and doctoral degrees from Colorado State University.  Dr. McPhail co-founded the consulting firm of Jeanneret & Associates and after mergers became a Senior Vice President with Valtera and subsequently with CEB until his retirement.  During his career, he consulted with clients on a wide variety of issues and served as an expert in litigation. His consulting work included audits of existing selection procedures and development and validation of an array of scientifically based assessment tools.  Dr. McPhail is a Fellow of the Society for Industrial and Organizational Psychology and served as its Secretary-Financial Officer from 2009-2011 and as its President from 2016-2017. He has published and presented on numerous topics, including editing a volume in SIOP’s Professional Practice Series titled Alternative Validation Strategies: Developing New and Leveraging Existing Validity Evidence. He is adjunct faculty for the University of Houston and Rice University and serves on the editorial boards of SIOP’s Professional Practice book series and the journal Industrial and Organizational Psychology: Perspectives on Science and Practice.

Dr. Fred Oswald is a Professor and Herbert S. Autrey Chair in Social Sciences at Rice University. His research, projects, grants, and legal work address personnel selection measures developed, implemented, and refined within corporate, educational, and military contexts. He is the current chair of the Committee for Psychological Tests and Assessment (CPTA) within the American Psychological Association. Fred also served on the committee that updated the SIOP Principles for the Validation and Use of Personnel Selection Procedures (5th Edition);and he served SIOP as its President from 2017-2018, in addition to serving in many other prior leadership and committee roles within SIOP.  Fred is a Senior Associate Editor of Journal of Management, Associate Editor of Psychological Methods and Associate Editor of Advances in Methods and Practice in Psychological Science. He is a Fellow of SIOP, APA, and APS, having received his Ph.D. at the University of Minnesota (1999). To learn more about his ongoing research, check out workforce.rice.edu.

Dr. Nancy Tippins is a Principal at The Nancy T. Tippins Group, LLC, where she brings more than 35 years of experience in employment testing.  She spent the first 20 years of her career as internal consultant and the last 17 as an external consultant.  Active in professional affairs throughout her career, Dr. Tippins served as SIOP President (2000-2001). In addition, she served on the Ad Hoc Committee on the Revision of the Principles for the Validation and Use of Personnel Selection Procedures (1999) and is co-chairing the committee for the current revision of the Principles. She was one of the U.S. representatives on the ISO 9000 committee to establish international testing standards. She also served on the Joint Committee to revise the Standards for Educational and Psychological Tests (2014).  Dr. Tippins has presented frequently on testing issues as well as coauthored Designing and Implementing Global Selection Systems and co-edited the Handbook of Employee Selection and Technology Enhanced Assessments. She has served as the Associate Editor for the Scientist-Practitioner Forum of Personnel Psychology. She is currently on the Editorial Boards of the Journal of Applied Psychology, Personnel Psychology, Industrial and Organizational Psychology: Perspectives on Science and Practice, the Journal of Business and Psychology, and Personnel Assessment and Decisions. She is the current editor of SIOP’s Professional Practice Series.  She is a fellow of SIOP, Division 5 of APA, APA, and APS.

 

Workshop 5: Employee Experience - What’s All the Buzz About?

Presenters: Benjamin Granger, Qualtrics; Greg Stevens, Globoforce’s WorkHuman Analytics & Research Institute

Coordinator: Neha Singla, Visa

Abstract: You may have heard some buzz about “employee experience” but may be unclear about the concept, its relevance, or how it can be put into practice. This workshop will cover the latest thinking and research on employee experience and present practical guidance for measuring and implementing it in organizations.

Full Description: Companies used to compete simply by emphasizing a positive customer experience across all touchpoints and interactions. More and more, those companies are realizing that a positive customer experience and organizational success in general starts with a positive employee experience. The employee experience is an integrated approach to the total set of interactions and perceptions an employee has with an organization. While questions still remain about its overlap with other well-researched constructs, the more pressing question for practitioners is how to actually apply employee experience in organizations. This workshop is designed to provide an overview of employee experience, present practical frameworks for application, and introduce best practices in transitioning from traditional employee listening programs (e.g., an annual engagement survey, a “suggestion box”) to more integrated employee experience programs (e.g., continuous listening, event-based employee listening, etc.).

Intended Audience: Intermediate: This workshop is primarily intended for I-O professionals and HR practitioners who have some familiarity with measuring and/or driving employee attitudes in organizational settings. A basic awareness of related constructs such as job satisfaction, organizational commitment and employee engagement would be helpful.

Learning Objectives: This workshop is designed to help participants:

  • Describe the employee experience, both as it is understood by HR practitioners and how it fits into other concepts familiar to I-O psychologists
  • Discuss organizational practices, processes, and framework applications that have a positive impact on the employee experience in organizations
  • Demonstrate how to implement best practices, gathered from applied research and actual organizations, for transitioning from “traditional” employee listening programs to more integrated employee experience programs
  • Design data-driven strategies to implement or augment current initiatives to improve employee experiences
  • Apply best practices and principles by creating a roadmap to transition or progress your organization’s (or a client organization’s) employee experience program

 Social Media Statements:

  • What’s all the buzz about employee experience? #BuzzedOnEX
  • Is employee experience really unique from other job attitudes? #WhatisEX?
  • I’ve heard about employee experience, but have no clue how to apply it in my organization #ApplyEXatwork
  • What are other organizations doing to implement employee experience into their business? #ApplyEXatwork

Presenter Bios

Dr. Benjamin Granger is Sr. Principal of Employee Experience (EX) at Qualtrics. He provides expert guidance to organizations implementing employee experience measurement programs. In addition to his client-facing work, Ben leads research initiatives within Qualtrics on emerging employee survey techniques. Ben earned his Bachelor’s degree in Psychology from the University of Louisiana (Ragin’ Cajuns!) and his Ph.D. in Industrial Organizational Psychology from the University of South Florida. He has presented his academic and applied research at numerous professional conferences such as the annual conferences for the Society for Industrial Organizational Psychology (SIOP), the Academy of Management (AOM) and the Southern Management Association (SMA). He has also published his work in peer-reviewed academic and practitioner journals, including the Journal of Business and Psychology, the International Journal of Training & Development, T+D, The Balance, and Recognition and Engagement Excellence Essentials.

Dr. Greg Stevens is Lead Researcher and Analytics Manager with Globoforce’s WorkHuman Analytics and Research Institute. He combines research and analytical expertise to better understand and contribute thought leadership in employee recognition, culture management, and employee experience. He is actively involved in a range of collaborations with client organizations, leading research institutes, and industry/academic experts. He received his Ph.D. in Industrial/Organizational Psychology from Auburn University. He has presented at annual conferences for AOM, SIOP, and SHRM and has also been published in peer-reviewed journals, including the Journal of Applied Behavioral ScienceHuman Resource Development Review, and Journal of Business Ethics, among others.

 

Workshop 6: Structured Employment Interviewing: The Philosophy, the Art, and the Engineering

Presenters: Gary Latham, University of Toronto; Michael Campion, Purdue University; Paul Green, Paul C. Green Ph.D. Inc.

Coordinator:  Jaron Holmes, Office of Personnel Management

Abstract: Conceptual and practical foundations of structured interviewing will be reviewed. Gary Latham will describe theoretical and psychometric influences on structured interviewing and situational interviewing. Paul Green will explore the “how to” of conducting structured behavioral interviews. Mike Campion will explain how to build highly structured interviews and describe future directions.

Full Description: This workshop reviews the conceptual and practical foundations of modern structured interviewing. Gary Latham will be the philosopher-scientist as he shares the theoretical and psychometric influences on structured interviewing and explains the emergence of situational interviewing. Paul Green will continue in the role of the entrepreneurial-practitioner who will explore the art of behavioral interviewing as needed to build positive relationships, gain behavioral information and minimize structure resistance. Mike Campion will be the engineer-scientist on how to build highly structured interviews, including advice on making it happen in practice.  He will also review key research findings and emerging trends.

Intended Audience: Intermediate:  This workshop is intended for I-O professionals in research, teaching or practice as well as HR practitioners in training, talent management and organizational development. Some experience in using or developing situational and/or behavioral interviews will be helpful but not necessary. A working understanding of the concepts of reliability and validity is essential.

Learning Objectives: On completion of this workshop participants will be able to:

  • Describe and review the history, logic and psychometric benefits of structured interviewing
  • Identify and discuss two or more job analysis techniques that may be used in the development of a structured interview
  • List the steps to take in order to build a structured interview with answer-scoring
  • Discuss the issue of structure resistance and explain how it may be mitigated in training

Social Media Statements:

  • Structured Interviewing – how and why
  • Evaluating candidates with scored interviews
  • Logic, training, and building structured interviews
  • Questions about questions in structured interviewing

Presenter Biographies:

Gary Latham is the Secretary of State Professor of Organizational Effectiveness. He is a former President of the Canadian Psychological Association (CPA), the Society for Industrial-Organizational Psychology (SIOP), and President of Work and Organizational Psychology, a division of the International Association of Applied Psychology. He is a Fellow of the American Psychological Association, Association for Psychological Science, Academy of Management, CPA, National Academy of Human Resources, SIOP, and the Royal Society of Canada. He has a PhD in Industrial and Organizational Psychology. He is the first recipient of both the awards for Distinguished Contributions to Science and to Practice from SIOP. Additionally, he is recognized as the “Father of Situational Interviewing” and fulfills this role as a “gentleman scientist-practitioner-philosopher” who knows the why and how of all forms of interviewing. Additionally, he continues to serve as a consultant to the private and public sectors.

 

Michael A. Campion is the Herman C. Krannert Chaired Professor of Management at Purdue University, where he has been since 1986. Previous industrial experience (1978-1986) includes 4 years each at IBM and Weyerhaeuser Company. He has an MS and PhD in Industrial and Organizational Psychology. He has over 100 articles in scientific and professional journals and has given over 200 presentations at professional meetings on such topics as employment testing, interviewing, job analysis, work design, teams, training, turnover, promotion, and motivation. He is among the 10 most published authors in the top journals in his field for the last three decades. He is past editor of Personnel Psychology and past president of the Society for Industrial and Organizational Psychology. In 2009, he was promoted to the Herman C. Krannert Chaired Professorship for contributions and productivity in scientific research. He is also the 2010 winner of the Scientific Contribution Award given by the Society for Industrial and Organizational Psychology, which is a lifetime scientific contribution award and the most prestigious award given by SIOP. Currently Mike manages a high-impact consulting firm (Campion Consulting Services), where he engineers  high –structure selection interviews for clients world-wide.

Paul C Green is an independent I-O practitioner with a focus on the selection interview. He has a PhD in Industrial and Organizational Psychology. He conducted approximately 5,000 individual assessments and from these experiences developed an early version of the Behavioral Interviewing Seminar (1982). Subsequently, he developed job analysis software (1985) for creating structured interviews. Along the way, he personally conducted over 500 seminars and speeches on Behavioral Interviewing and converted his I-O practice into an interviewer training company that grew to 50 full-time employees with a substantial client base. The rapid growth of Paul’s company attracted Wall Street attention and it was selected for a Wall Street Roll-Up and traded on the NASDAQ Stock Exchange. During this period, his interviewer training video More than a Gut Feeling was described by Fortune Magazine as one of the best selling training videos of all time. Presently, Paul is focused on solving the problem of interviewer resistance to structure with a three-stage Frame Of Reference training strategy and works as a professional speaker for large organization events and conventions.

Workshop 7: Talent Analytics: Data-Driven Solutions to Problems That Matter

Presenters: Alexis Fink, Intel; Wayne Cascio, University of Colorado Denver

Coordinator: Kelsey Kline, Intel

Abstract: Learn how, where, and why to apply data to talent decisions in organizations. Organizations of all types and sizes are now using data, with variable levels of sophistication, to make HR and talent decisions. This session will review the breadth of decisions where data can help, as well as diving deeply into software-enabled case examples.

Full Description: Increasingly, organizations large and small are investing in data-driven HR decisions. This workshop will help participants identify problems that matter within their organizations, such as improving selection, reducing attrition, and making smart investments in engagement and work-life programs. Participants will use web-based tools to explore the impact of various approaches to common organizational challenges and learn to evaluate the effectiveness, efficiency, and impact of interventions that deliver business and financial results.

Intended Audience: Introductory/Intermediate:

  • I-O Consultants and Internal practitioners working in HR organizations
  • Early to mid-career professionals

Learning Objectives:

  • Identify and describe a wide range of analytical opportunities applied to selection improvement and attrition reduction.
  • Apply analytical methods to talent challenges such as engagement and work-life programs.
  • Demonstrate how to use and apply core talent analyses through web-based tools to deliver business value including efficiency, effectiveness, and intervention impacts.

Social Media Statement: This workshop will help internal HR practitioners use data to solve talent problems that matter to their organizations.

Presenter Biographies:

Alexis A. Fink, PhD., has spent two decades leading Talent Analytics, Talent Management and large scale organizational change teams at leading global organizations, most recently Intel and Microsoft.  In her practice, she had addressed leadership assessment and succession planning, sophisticated internal research projects, management development, culture and employee value proposition, employee surveys, acquisition integration, process improvement, and major IT implementations. Across multiple organizations and domain spaces, Alexis has brought a powerful focus on driving efficiency, effectiveness and impact, working integratively with other disciplines to achieve business results.  An effective and experienced global organizational leader herself, she has been able to practice what she preaches, building high performance organizations that incorporate professionals from widely diverse backgrounds. 

Alexis earned her BA in Psychology at DePauw University, and her MS and PhD in Industrial/Organizational Psychology at Old Dominion University.   She has served as chair of technical conferences and professional consortia, and is Fellow of the Society for Industrial and Organizational Psychology.  In addition to being a leading practitioner, she has approximately 100 publications and professional presentations, and currently serves as practice editor for Industrial and Organizational Psychology:  Perspectives on Science and Practice.  

Wayne F. Cascio is a Distinguished University Professor at the University of Colorado, and he holds the Robert H. Reynolds Chair in Global Leadership at the University of Colorado Denver. He has served as chair of the Society for Human Resource Management Foundation and the Human Resources Division of the Academy of Management, SIOP President, and as a member of the Academy of Management’s Board of Governors. He is a Fellow of the National Academy of Human Resources, the Academy of Management, the American Psychological Association, and the Australian Human Resources Institute.

Professor Cascio received the Distinguished Career award from the HR Division of the Academy of Management in 1999; an honorary doctorate from the University of Geneva, Switzerland, in 2004; and the Michael R. Losey Human Resources Research Award from the Society for Human Resource Management in 2010. In 2013, he received the Distinguished Scientific Contributions Award from the Society for Industrial and Organizational Psychology, and in 2016, by a vote of 90 countries, he received the George Petitpas [Lifetime Achievement] Award from the World Federation of People Management Associations.

Currently he serves as an editor of the Journal of International Business Studies (JIBS), and from 2007 to 2014 he served as a senior editor of the Journal of World Business. He has consulted with a wide variety of private- and public-sector organizations on six continents, and periodically he testifies as an expert witness in employment discrimination cases. Professor Cascio is an active researcher, writer, and speaker. He has published more than 200 articles and book chapters, and 33 books, including Managing Human Resources (11th ed., 2019), Short Introduction to Strategic Human Resource Management (with John Boudreau, 2012), Investing in People (with John Boudreau and Alexis Fink, 3rd ed., forthcoming), and Applied Psychology in Talent Management (with Herman Aguinis, 8th ed., 2019). He has delivered more than 750 presentations to professional and business audiences worldwide.

Professor Cascio earned his B.A. degree from Holy Cross College, his M.A. degree from Emory University, and his Ph.D. in industrial/organizational psychology from the University of Rochester.

 

Workshop 8: Legal Update: Contemporary EEO Developments that I-Os Need to Know

Presenters: Eric Dunleavy, DCI Consulting Group; Emilee Tison, DCI Consulting Group; Adam T. Klein, Outten and Golden; Kris D. Meade, Crowell and Moring

Coordinator:  Don Lustenberger, DCI Consulting Group

Abstract: In this interactive session the I-O and plaintiff and defense attorney presenters will collaborate to discuss (1) recent regulatory changes, (2) significant class-action case law, (3) various EEO issues related to personnel selection (e.g., pay equity, the #metoo movement, use of big data in recruitment and selection) and (4) implications for I-O and HR professionals.

Full Description: Equal employment opportunity (EEO) law and workplace discrimination continue to be important areas for I-O psychologists and HR professionals involved in personnel selection research and practice. There have been a number of recent important court rulings and regulatory updates from federal agencies like EEOC, DOJ and OFCCP. This workshop will update the I-O community on these topics, with particular emphasis on recent class action systemic discrimination rulings. To enhance the experience, the I-O presenters have partnered with two nationally known lawyers from both plaintiff and defense sides of the table, who are particularly well versed in statistical issues. Presenters will  collaborate to discuss (1) recent regulatory changes, (2) significant class action case law, (3) various EEO issues related to personnel selection (e.g., pay equity, the #metoo movement, use of big data in recruitment and selection) and (4) implications for I-O and HR professionals.

Intended Audience: Intermediate: Participants should be familiar with basic personnel selection practices and EEO concepts and laws related to workplace discrimination, but participants do not need to be experts in the subject matter.

Learning Objectives:

  • Describe basic EEO scenarios and employer burdens to organizational stakeholders
  • Discuss situations where I-O practitioners and HR professionals should involve legal counsel
  • Identify and list potential EEO risks in terms of both likelihood of challenge and likelihood of successfully responding to a challenge
  • Prepare strategies for defending personnel and pay practices
  • Apply case law precedent and I-O and HR best practices to an employment context

Social Media Statement:
Interested in employment discrimination risk, pay equity, the me too movement and big data? #learnfromthelawyers

Presenter Biographies

Eric M. Dunleavy, Ph.D., is Director of the Personnel Selection and Litigation Support Services Division at DCI Consulting Group, where he leads a team of Industrial/Organizational Psychologists and Labor Economists. He is involved in a wide variety of selection and litigation support services and has particular expertise in the areas of EEO analytics, job analysis, and selection procedure development and validation. In 2011 Dr. Dunleavy received the first Distinguished Early Career Contributions Award - Practice from the Society for Industrial-Organizational Psychology (SIOP). In 2015 he was elected a SIOP Fellow. He has recently served as a consulting or testifying expert on matters related to Title VII, ADEA, and Executive Order 11246 and involving various employment outcomes such as hiring, promotion and pay. In 2016 he testified before the EEOC on matters related to big data/people analytics in employment.  He also recently co-edited (with Scott B. Morris) the book Adverse Impact Analysis: Understanding Data, Statistics and Risk (Taylor & Francis, 2017). Eric received his M.A. and Ph.D. in Industrial/Organizational Psychology from the University of Houston.

Emilee B. Tison, Ph.D., is an industrial/organizational psychologist and Associate Principal Consultant at DCI Consulting Group where she is involved in employee selection and equal employment consulting. Emilee’s primary areas of expertise are in employment testing, job analysis and validation strategies, and quantitative methods in the equal employment context. At DCI she has conducted large scale adverse impact analyses of selection processes, developed and validated selection procedures, and trained clients on a variety of employee selection and EEO issues. Prior to joining DCI Consulting Group, Emilee worked at the U.S. Office of Personnel Management (OPM) as a Personnel Research Psychologist in the Selection and Promotion Assessment Group. At OPM, Emilee led job analysis/competency modeling, gap analysis, and assessment development projects; delivered trainings, including assessor/interviewer training; and conducted adverse impact analyses. Emilee received her M.S. and Ph.D. in industrial/organizational Psychology from Virginia Polytechnic Institute and State University (Virginia Tech).

Adam T. Klein is the Deputy Managing Partner of Outten & Golden LLP, and founded the firm's class action practice area.  His practice focuses on the prosecution of class actions and impact litigation of employment discrimination and wage and hour claims. Mr. Klein currently serves as lead or co-lead plaintiffs' counsel in numerous major class action lawsuits involving discrimination claims in the financial services industry, the high tech industry, and challenges to the use of credit and criminal history records for employment decisions.  Mr. Klein is a Co-Chair of the Lawyers' Committee for Civil Rights Under Law. For numerous years, Mr. Klein has been selected as one of the Lawdragon 500 leading lawyers in America as well as Best Lawyers in America, New York’s Super Lawyers – Manhattan Edition, and as a member of the Hall of Fame in the Legal 500.  Mr. Klein is a Fellow of the College of Labor & Employment Lawyers. Mr. Klein received his undergraduate degree from the School of Industrial and Labor Relations at Cornell University in 1987 and his law degree from Hofstra University in 1990.

Kris D. Meade is a partner, chair of Crowell & Moring's Labor & Employment Group, and a member of the firm's Management Board and Executive Committee. He counsels and represents employers in the full range of employment and traditional labor law matters, including individual and class action lawsuits filed under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, ERISA, and companion state statutes. Kris also counsels and represents employers in connection with pay equity and affirmative action compliance matters, including the Office of Federal Contract Compliance Programs' corporate management (or "glass ceiling") reviews and affirmative action compliance audits. In addition, Kris has substantial experience in managing and coordinating large-scale discovery in nationwide, serial litigation. Kris received a bachelor of arts summa cum laude from the University of Michigan, where he was elected to Phi Beta Kappa. He graduated with honors from The George Washington University Law School. Kris is also a member of the Advisory Board to the D.C. Bar Pro Bono Program's Community Economic Development Project.

 

Workshop 9: Leading and Levering Virtual Teams for Global Business and Innovation

Presenters: Lucy L. Gilson, Professor & Department Head, University of Connecticut; John Cocco, Corporate Vice President, Innovation, Henkel Corporation

Coordinator Carra Sims, RAND Corporation

Abstract: While most organizations use virtual teams, their performance often lags “traditional” teams, particularly in business innovation. Using research, this workshop will describe a framework used by a multi-billion-dollar organization with a global workforce. Attendees will leave with knowledge and tools that can be utilized to lead virtual teams.

Full Description: Both business professionals and academics are frequently frustrated when they place their best people in virtual teams to work on tasks that can be conducted regardless of member location: all too often, the results do not measure up to expectations. This is particularly true when teams are asked to come up with creative and innovative solutions to complex business problems. These findings reflect the need to apply specific skills to facilitate team integration and enable teams to reach their full potential. This highly interactive workshop will start with a brief review of what we know about virtual teams based on the extensive research in this domain. It will conclude with an in-depth case study of the techniques used to foster effectiveness and – most importantly – innovation at a multi-billion-dollar global organization where 80% of its workforce is located outside of its headquarters country.

Intended Audience: Introductory: This workshop will benefit individuals from both industry and academia who have worked with, worked in, or lead virtual teams. While the focus will be on leading for innovation and global business success, the learning objectives will apply to anyone interested in furthering their knowledge of virtual teams beyond the coverage offered in graduate education. The workshop will provide attendees with the understanding of the skills necessary to help virtual teams succeed and build stronger, more effective dispersed teams.

Learning Objectives:

  • Discuss virtual teams and compare your knowledge with an overview of the latest research, and in-depth global organization case study
  • Describe and identify techniques that leaders can use when key team members are not located in the same office, or even on the same continent
  • Demonstrate and describe solutions to getting dispersed individuals to work well together in virtual teams
  • Apply the research on how to build a strong virtual team with people who have never met face-to-face
  • Discuss and apply ways to focus virtual teams on creativity and innovation

Social Media Statements:

  • Virtual teams are hard – learn to lead them for innovation #EvidenceBased
  • Creativity and innovation are the key to solving complex problems – #virtualteamsFTW
  • Global teams and innovation #what works #whatdoesn’t

Presenter Biographies:

Dr. Lucy Gilson (Ph.D. Georgia Institute of Technology) is a Professor and the Management Department Head at the University of Connecticut. She is also the Academic Director of the Geno Auriemma UConn Leadership Conference and a Visiting Research Fellow at the Universidade Catolica in Lisbon Portugal. Her research examines teams in different organizational settings performing a diverse range of jobs to understand how creativity, empowerment, leadership, and virtual communication influence effectiveness. She has also done work on Mentoring and Leadership – in particular the mentoring of women and minorities. Professor Gilson has served on the Executive Committee of the Organizational Behavior Division of the Academy of Management as well as the Southern Management Association. She is the Senior Associate Editor of Group and Organization Management, and her work has been published in many of the top international management journals. Professor Gilson consults with many multinational companies (i.e., Henkel, Hallmark, Big Y, Bigelow Tea, Coca Cola, Bank of America, Xerox, Webster bank and many others) in the areas of leadership, women in leadership roles, working in virtual teams, building your creativity bench, and the importance of mentoring. She has also worked with as several state and national agencies including the Army Research Center and the Army War College.

Dr. John Cocco is currently senior vice president of product development, technical service and innovation globally for Henkel Corporation’s General Industrial Division. The General Industrial division provides the business to business market with adhesives, sealants and coatings and its brand “Loctite” is known to end users everywhere. In this role, he is a member of Henkel’s innovation executive committee and the executive committee that oversees the General Industrial business.  He leads strategic innovation efforts and is also responsible for global product development and technical customer service operations that span 50 sites around the world. In addition, Cocco oversees the digital transformation effort aimed at enhancing Henkel’s innovation activity across its Adhesives Technology divisions. Throughout his 30-plus year career, Cocco has held successive roles of increasing responsibility at Henkel and from 2011 to 2016 worked from Henkel’s Shanghai China operation to help build the innovation footprint and technical team in Asia.  Cocco received a Bachelor of Science in Chemical Engineering from Northeastern University, MS in Engineering and a Master of Business Administration from Rensselaer Polytechnic Institute and more recently, in 2012, received his PhD in the area of Innovation Strategy from Rensselaer. His dissertation involved evaluating the performance of cross functional team leaders who were working virtually on innovation projects of varying risk profiles.  He is a licensed professional engineer in the state of CT and member of the Academy of Management.  He has authored various technical and management papers.

Workshop 10: Delivering Business Results: I-O Psychology Meets Change Management

Presenters: Linda Hoopes, Resilience Alliance; LaShonda Oglesbee, Assurant

Coordinator: Megan Leasher, Macy’s

Abstract: Most I/O and HR interventions call for alterations to existing processes, structures, mindsets, and behaviors. Delivering the promised business value from these interventions requires effective implementation of change. Organizational Change Management (OCM) is a field adjacent to I/O, emerging from work in Organizational Development, Project Management, and other disciplines. This practical and engaging workshop will introduce selected OCM tools and concepts and prepare participants to apply them in current and future projects.

Full Description: There is nothing worse than crafting a well-designed approach to solving an organizational challenge and seeing it fail to deliver results because leaders and employees don’t apply it effectively. Bridging the gap between installing a solution and realizing the full business benefits is the work of Organizational Change Management (OCM), and it involves a lot more than creating a communication plan. Based on our combined experience of nearly 50 years in the OCM arena, we will share examples and tools to help you move people through the transition process, ensure that leaders are doing their part, and put appropriate measures in place to evaluate results. Bring your real-life projects into the room and walk away with a plan to get the results you need.

Intended Audience: Introductory: This session is designed as an introduction to the topic for a general audience at a post-graduate level; no specific content knowledge is required. The session will be most beneficial for I-O psychologists and internal and external HR practitioners who are involved in designing and implementing organizational interventions (selection systems, training programs, performance management systems, competency models, etc.).

Learning Objectives: This workshop is designed to help participants:

  • Describe the value OCM can bring to I-O psychologists  and HR practitioners.
  • Compare measures that reflect the simple "installation" of a solution with those that reflect true achievement of full business benefits
  • Discuss human responses to change and approaches to building commitment and managing resistance
  • Predict employee responses to interventions and design strategies to help them shift mindsets and behaviors
  • Analyze the political landscape and ensure that the right leaders are creating urgency and accountability

Social Media Statements:

  • I-O+OCM=Results #I-OandOCM #deliverbusinessvalue
  • The intersection of I-O and Organization Change Management equals results. #I-OandOCM #deliverbusinessvalue
  • Leveraging I-O and Organization Change Management to manage the human side of change and achieve business goals. #I/OandOCM #managehumansideofchange #achievebusinessresults
  • Learn how to effectively implement change to accomplish business benefits. #I-OandOCM #businessbenefits

Presenter Biographies:

Linda Hoopes is founder and president of Resilience Alliance, a training and consulting firm focused on helping organizations and individuals thrive in turbulence, and of Realization Institute, a consulting firm focused on helping organizations successfully execute major change. She received her A.B. in Psychology from Davidson College and her Ph.D. in I/O Psychology from the University of Tennessee, and has served on the faculties of Colby College, Rutgers University, Georgia Tech, and the Philadelphia College of Osteopathic Medicine. Prior to her current role, she worked with ODR (now Conner Partners), a change-management training and consulting firm, for over 20 years, serving in a range of roles including Director of Research and Assessments, Senior Consultant, and Chief Operating Officer. She is the author of two books: Prosilience: Building Your Resilience for a Turbulent World (Dara Press, 2017) and Managing Change with Personal Resilience, co-authored with Mark Kelly (Mark Kelly Books, 2014), and is a licensed psychologist in the state of Georgia. Linda is a member of SIOP, the Academy of Management, the Association of Change Management Professionals (ACMP), and a charter member of the Association for Psychological Science (APS).

LaShonda Oglesbee is an Associate Vice President of Global Change Management at Assurant, a global provider of risk management solutions, protecting where consumers live and the goods they buy. In this role, LaShonda leads enterprise-wide transformation efforts ranging from technology implementations, organization restructuring, and acquisitions. LaShonda graduated magna cum laude from Spelman College with a B.A in English and Organization and Management. She graduated with honors from Emory Business School with an M.B.A in Organization and Management. She worked in the management consulting industry with various firms such as Deloitte Consulting, The North Highland Company and Conner Partners for over 20 years, helping Fortune 500 companies achieve business results through the successful execution of large-scale changes including process re-engineering, new strategy development and execution, and outsourcing. She co-authored a white paper on Using Neuroscience to Manage the Human Side of Transformations. LaShonda is a member of the Association of Change Management Professionals (ACMP), the Society for Human Resource Management (SHRM), and the Organization Change Alliance (OCA). She is President-Elect of the Buckhead Atlanta Chapter of Jack and Jill of America, Inc. and served on the Board of Directors for Quality Care for Children, and B’Fly Girls, Inc.

 

Workshop 11: Using the Tools of Organization Diagnosis, Design and Systems Thinking to Enhance the    Success of I/O Projects

Presenters: Alan Colquitt, Independent Consultant and Center for Effective Organizations; Alec Levenson, Center for Effective Organizations, University of Southern California

Coordinator: Christopher Rosett, Comcast

Abstract:  The projects and interventions most I/O professionals and HR practitioners are engaged in (e.g., selection systems, training programs, performance management systems, competency models, measurement systems, analytics projects) can be difficult to sell or can fall flat because they are impacted by large systemic problems that aren’t recognized, or they require larger systemic changes that aren’t fully-addressed by traditional I/O or HR solutions.  This hands-on workshop will give I/O professionals and HR practitioners the knowledge and tools to see the larger systemic and strategic context for their projects, so they can better sell the benefits of their solutions and embed those solutions into broader projects that solve larger, more systemic organizational problems.

Full Description: Economist Herb Shepard counsels change agents to “start where the system is.”  This means I/O professionals and HR practitioners need to be students of organizational systems to understand the broader context for their projects.  Many I/O or HR projects can appear narrow (e.g., design a selection system or competency model).  Yet by failing to take the broader system into account, this narrow focus can lead to sub-optimizing and solutions that fall short of intended business results.  Practitioners must therefore “zoom out” and ask broader questions:  What problem am I solving, is it worth solving, is it the right problem, and am I solving it in the right way?  Answering these questions can help I/O psychologists and HR practitioners work on the right projects, get their projects approved and ensure they are successful.  Bring your real-life challenges to the workshop and learn to use new tools, frameworks and a step-by-step approach for looking at them more holistically and systemically.

Intended Audience: Introductory: This session is designed as an introduction to the topic for a general audience at a post-graduate level; no specific content knowledge is required. The session will be most beneficial for I/O professionals and internal and external HR practitioners who are involved in selling, designing, and implementing traditional I/O psychology projects and interventions (selection systems, training programs, performance management systems, competency models, measurement systems, analytics projects, etc.).

Learning Objectives: This workshop is designed to help participants:

  • Explain the broader organizational problems related to their projects
  • Discuss and use new tools, models, and frameworks to understand how their projects fit into a broader strategic and systemic context
  • Describe why their projects are relevant and important to improve the odds they are approved, funded, and successful
  • Apply and position how their projects can complement other strategic projects and organization design efforts that may be going on within the organization (restructuring, governance, business process redesign, new technology implementation, culture change, etc.)

Social Media Statements

  • Why I/O interventions miss the mark…think systemically #systemsthinkingforIO
  • When considering I/O interventions, start with where the system is #systemsthinkingforIO
  • Are you solving the right problem with your I/O intervention? #contextcounts #systemsthinking
  • Will your I/O project help you win the battle but lose the war? #strategyexecution

Presenter Biographies:

Alan Colquitt is a seasoned scientist and practitioner with more than 30 years of improving organizations, spending 5 years at Procter & Gamble and 27 years at Eli Lilly and Company.  He is evidence-based, relying on research, data, and science to drive decisions about people, people practices and organizational practices.  He is a systems thinker, well versed in strategy development, strategy implementation, capability development, and organization diagnosis, development, design, and change.  He understands the context within which changes in HR strategy, systems and programs must fit.  Alan has extensive experience studying, researching and developing solutions across many areas of talent management and organization effectiveness:  Attraction; recruiting and screening; employee value proposition; hiring effectiveness; engagement; retention; diversity and inclusion; high performance; innovation; team and alliance effectiveness; leadership (identification, selection and development); performance management; and pay-for-performance.  Alan is an author, blogger, teacher and frequent speaker at conferences and special events.  He is the author of Next Generation Performance Management:  The Triumph of Science over Myth and Superstition, published in August of 2017. Alan earned his Ph.D. in Industrial and Organizational Psychology from Wayne State University. He is an adjunct faculty member in the Psychology department and the Kelley School of Business at Indiana University - Purdue University at Indianapolis (IUPUI).

Alec Levenson is an economist and senior research scientist at the Center for Effective Organizations, Marshall School of Business, University of Southern California. Through action research and consultancy, he works directly with organizations to optimize job and organization performance and HR systems through the scientific application of organization design, job design, human capital analytics and strategic talent management. Alec’s work with companies combines the best elements of scientific research and practical, actionable knowledge that companies can use to improve performance. He draws from the disciplines of economics, strategy, organization behavior, and industrial-organizational psychology to tackle complex talent and organizational challenges that defy easy solutions. Alec is the author of Strategic Analytics: Advancing Strategy Execution and Organizational Effectiveness, What Millennials Want From Work (with Jennifer Deal), and Employee Surveys That Work. His research has been featured in numerous academic and business publications, and in the New York Times, Wall Street Journal, The Economist, CNN, BusinessWeek, and many other news outlets. Alec earned his Ph.D. and M.A. in economics from Princeton University, and his B.A. in economics and Chinese language from University of Wisconsin, Madison.