2018 LEC Workshops

The following workshops will be offered this year. You may register for one or two of the three workshops.

Optional workshops on October 18 offer more expert, in-depth information on topics ranging from program foundations and sustainability to encoding agility in programs and leaders. The smaller class size also allows for a more interactive experience. Each half day workshop is offered twice, to allow scheduling flexibility.

LEC Resources Page
(Attendees Only)


Workshop 1: Identifying and Assessing High Potential Leadership Talent

(This workshop is eligible for Continuing Education credits)

Times: 8:30 am - 12:00 pm (morning session), 1:30 - 5:15 pm (afternoon session)

Workshop Presenters:

Dr. John Scott, COO, APTMetrics
Dr. Rob Silzer, Managing Director HR Assessment & Development, Doctoral Faculty, Baruch/Graduate Center, CUNY
Dr. Matt Paese, Senior Vice President | Succession & C-Suite Services| DDI

Workshop Description:

When an organization chooses to implement a High Potential (HiPo) Talent initiative, there are certain foundational decisions that impact the effectiveness and long-term sustainability of the program including:

  1. How will High Potential be defined (e.g., potential for what?),
     
  2. Which attributes should be used to differentiate talent,
     
  3. What specific assessment approaches should be included,
     
  4. Should identification and assessment approaches differ by level of leadership, and
     
  5. What should be the focus of the HiPo initiative – role readiness, long-range development or both.

Organizations currently rely upon a wide array of definitions, models and assessment approaches for identifying and nurturing their HiPo leadership talent. Given this variability, it can be a challenge to design a rational and evidence-based framework for building an effective HiPo program.

This workshop will provide guidance for I-O psychologists, HR practitioners, and managers making these decisions. In addition, we will present an integrative review of the range of HiPo definitions, identification factors, and assessment approaches that are commonly used in organizations. There will also be a discussion on how to make choices that fit different organizational needs and strategies.

Intended Audience:

The instructional level of this session is foundational to intermediate. It is intended for a general audience at a post-graduate level with a working knowledge of human resource related practices in organizational settings. No specific content knowledge is required. I-O psychologists, HR practitioners, and managers who lead talent management, leadership development or other elated HR practice areas may benefit from this session.

Learning Objectives:

This workshop is designed to help participants:

  1. Define and describe common business issues related to applying leadership potential in organizations.
  1. Explain and discuss common definitions of leader potential.
  1. Review and analyze the range of characteristics and attributes that are used to identify high potential talent.
  1. Explain and apply various High Potential assessment tools and approaches for leadership identification.
  1. Demonstrate and practice how to identify and assess high potentials in order to meet organizational specifications.

Workshop Leader Biographies:

John C. Scott is chief operating officer and co-founder of APT Metrics, a global human resource consulting firm that designs sophisticated talent management solutions for corporations and market innovators. Dr. Scott has 30 years of experience designing and implementing talent management and assessment systems across a variety of global, high-stakes settings. For the past 20 years he has directed the talent management and leadership assessment practice at APT Metrics.

John is co-editor of the award-winning Handbook of Workplace Assessment: Evidence-Based Practices for Selecting and Developing Organizational Talent and is co-editor of the newly published handbook, Next Generation Technology-Enhanced Assessment: Global Perspectives on Occupational and Workplace Testing . He also co-edited T he Human Resources Program-Evaluation Handbook and co-authored Evaluating Human Resources Programs: A 6-Phase Approach for Optimizing Performance.

Dr. Scott is a Fellow of both the Society for Industrial and Organizational Psychology (SIOP) and the American Psychological Association (APA). He is SIOP’s senior representative to the United Nations and has served as an APA Council representative. John is a recipient of SIOP’s Distinguished Service Award, serves on the board of the Psychology Coalition at the UN and is editor-in-chief of SIOP’s premier journal, Industrial and Organizational Psychology: Perspectives on Science and Practice .

Dr. Rob Silzer is Managing Director of HR Assessment and Development, Inc. and Doctoral Faculty in Industrial-Organizational Psychology at Baruch, Graduate Center, CUNY. He has consulted with business leaders in over 150 organizations, focusing on executive/leadership assessment, identification, selection, coaching and development; high potential talent; and strategic talent management.

He currently serves as SIOP Practice Officer. Rob was awarded the 2015 SIOP Distinguished Professional Contributions Award and the 2016 International Award for Excellence in Consultation by the Society of Consulting Psychology (APA Div. 13). He has been elected a Fellow of SIOP, APA, APS, and SCP (Div. 13). He has served on the editorial boards of Personnel Psychology, IO Psychology Journal, Organizational Dynamics and TIP, and has delivered 20 professional workshops at SIOP, APA, and Metro-New York. Rob originated the first SIOP Leading Edge Consortium and is Co-Chair for the 2018 LEC on High Potential Leadership Talent. He has authored 16 book chapters and has four books in the SIOP Professional Practice Book Series, including Strategy-Driven Talent Management, The 21st Century Executive, Individual Psychological Assessment and Practice of Organizational Psychology (in development). Dr. Silzer holds a Ph.D. in Industrial-Organizational Psychology and Counseling Psychology from the University of Minnesota. He actively pursues adventure travel around the world including high altitude mountain trekking, and lives in Greenwich Village, Manhattan, New York City.

Dr. Matt Paese leads DDI’s Executive Services business, where his team focuses on leadership at the highest levels. He has been a central architect of DDI’s business services for executives, which have been applied in leading organizations across the world. Dr. Paese helps CEOs, boards, and top teams prepare for changing demands by analyzing team and individual capabilities, benchmarking to pinpoint gaps and opportunities, and guiding executives through experiences that stretch their perspectives, and prepare for challenges that may test them as they lead into the future.

Dr. Paese is co-author of the book Leaders Ready Now: Accelerating Growth in a Faster World (2016), and its predecessor Grow Your Own Leaders (2002) . He has written many articles and research papers on numerous topics in the talent management arena. Before joining DDI in 1994, Dr. Paese was with Anheuser-Busch, where he managed executive assessment and development programs throughout the corporation. An avid fly fisherman, cyclist, aspiring barista and closet drummer, Dr. Paese lives in St. Louis with his wife, Ellen, and children, Rachel and Louis.


Workshop 2: Agile Approaches to Developing Agile High-Potentials

Recognizing that business and sociopolitical conditions are changing more rapidly than ever before, many organizations are seeking to develop “agile leaders” who can quickly make sense of problems and trends even in the most turbulent environments, cope effectively with large-scale failure and disruptions, and rally organizations towards a better future. In this workshop, we will review how organizations and those involved in leadership development are defining agility, what it looks like behaviorally, what capabilities or competencies seem most relevant, and how organizations are seeking to develop their high-potentials to be more agile. In addition, we will use a design thinking approach to co-create with workshop participants a vision for the future of agility (i.e., what agile leadership should look like, how to develop agility). This will provide participants with exposure to a robust and proven methodology (design thinking) that can help enhance the creativity and quality of leadership development interventions.

Times: 8:30 am - 12:00 pm (morning session), 1:30 - 5:15 pm (afternoon session)

Workshop Presenters:

Dr. Jeff McHenry, Rainier Leadership Solutions
Andrew Webster, ExperiencePoint
Robin Cohen, Johnson & Johnson
Lorraine Stomski, Walmart


Workshop 3: Building Integrated and Sustainable High-Potential Talent Management Programs

(This workshop is eligible for Continuing Education credits)

Times: 8:30 am - 12:00 pm (morning session), 1:30 - 5:15 pm (afternoon session)

Workshop Presenters:

Dr. Allan H. Church, SVP Global Talent Assessment & Development, PepsiCo
Dr. Laura Mattimore, VP Global Talent, The Procter & Gamble Company
Dr. Seymour Adler, Partner, Aon Hewitt

Workshop Description:

This workshop will focus on the critical conceptual and design factors to building or enhancing integrated and successful high-potential programs in organizations. The presenters will discuss recent research with top leadership development companies and their extensive experience obtained from multiple organizational settings, bringing both internal and external perspectives. I-O psychologists, HR practitioners, and managers will benefit from the session discussions on organizational applications ranging from designing early career identification programs, developing processes with small to medium firms where resources are limited, to those aimed at preparing senior leaders for the next wave of C-Suite roles.

Intended Audience:

The instructional level of this session is intermediate. It is intended for a general audience at a post-graduate level with a working knowledge of human resource related practices in organizational settings.  No specific content knowledge is required. I-O psychologists, HR practitioners, and managers who lead talent management, leadership development or other related HR practice areas may benefit from this session.

Learning Objectives:

This workshop is designed to help participants:

  1. Describe and explain a 3 tier framework for designing new and/or diagnosing effectiveness of existing high-potential talent management processes.
     
  2. Apply key components and best practices for success when building a new program from the ground up (e.g., setting the right objectives, context setting for culture change, and alignment to the business strategy).
     
  3. Create strategies to address major decisions and challenges associated with the implementation and/or execution of these types of programs (e.g., tools and techniques, communication and branding, roles and governance).
     
  4. Plan proactively for developing sustainable processes, evaluating their impact over time, and ensuring accountability for key outcomes for the organization.

Presenter Biography:

Allan H. Church, PhD is the Senior Vice President of Global Talent Assessment and Development at PepsiCo. He is responsible for setting the enterprise talent strategy for high-potential identification and development and strengthening the leadership pipeline via the talent review process. Previously he held a number of positions in the talent management and OD areas at PepsiCo during his 17 years with the company. Prior to PepsiCo. he spent 9 years as an external OD consultant working for W. Warner Burke Associates and several years at IBM. On the side he has served in various external professional leadership roles including chair of the Mayflower Group, SIOP Publications Officer,  TIP editor, and SIOP Professional Practice Book Series co-editor. Currently he is on the Executive Committee of the Conference Board’s Council of Talent Management and on the Board of Directors for HRPS the Executive Network of SHRM. He is also an adjunct professor at Teachers College, Columbia University, and an associate editor of the  Journal of Applied Behavioral Science; he also sits on the editorial boards of several academic and practitioner publications including  Industrial-Organizational Psychology Consulting Psychology JournalJournal of Social Psychology Journal of Business and Psychology, and the  OD Practitioner. He has authored several books, over 35 book chapters, and over 150 practitioner and scholarly articles. Allan received his PhD from Columbia University and is a SIOP, APA and APS Fellow.

Laura Mattimore, PhD is the vice president of Global Talent at The Procter & Gamble Company, where she is accountable for all aspects of talent development including: talent supply/acquisition, staffing and succession planning, performance management, organization sensing, HR analytics and workforce planning, learning and development, executive education and diversity and inclusion. Laura and her team are responsible for bringing integrated talent solutions that build the individual and organizational capabilities needed for P&G’s ten global business units and six geographic sales & marketing organizations to win. She has worked for P&G for 26 years in both talent/capability roles as well as HR generalist roles. Laura’s in-depth mastery of talent disciplines, coupled with her applied experience in partnership with line leaders to deliver P&L, has prepared her for the significant scope and portfolio of responsibilities she has today. Laura is also active at professional conferences and forums, having delivered dozens of presentations and workshops on topics of talent. She has also been called upon as an expert to present to a subcommittee of the US Senate on how to develop leaders. She has participated in initiatives sponsored by President Obama on the development of leaders in public and private sectors.

Seymour Adler, PhD is a Partner in the Talent Advisory practice at Aon where he partners with leading U.S. and global organizations in both the private and public sectors in the development and implementation of leadership development, talent assessment, succession, and talent management programs.  Seymour was a founder and principal of Assessment Solutions Incorporated, a firm he helped take public in 1997, which was acquired by Aon in 2001. In addition to a 40-year career as a practitioner, Seymour has taught in graduate programs at Purdue University, Stevens Institute of Technology, Tel Aviv University, New York University, and currently is an adjunct professor at Hofstra University’s doctoral program in Applied Organizational Psychology.   A graduate of the Doctoral Program in Industrial-Organizational Psychology at New York University, Seymour is a Fellow of the Society of Industrial-Organizational Psychology and the American Psychological Association, has served as President of the Metropolitan New York Association of Applied Psychology, and has contributed extensively to both the scientific and practitioner literatures in Industrial-Organizational Psychology.