Podcasts about io psych

Emily Clark is the Global Talent Lead at the world's largest asset manager, where she oversees a 1,200-person team, spearheading the Talent Strategy. She meticulously manages the employee lifecycle, focusing on career development, employee sentiment, and succession planning. Dedicated to transparency in talent processes, Emily evolves efficiencies to empower employees in achieving their career goals. Armed with a Master's in Industrial-Organizational Psychology, she applies a scientific approach to workplace challenges, sourcing solutions for individual, team, and organizational success. Emily also is the co-founder and Principal at Rising Momentum, a consulting firm dedicated to helping professionals elevate their career through tailored coaching and training.  With a diverse background in Finance, Healthcare, Manufacturing, and Real Estate, Emily's multifaceted experiences shape her sharp focus on diverse thought and varied experiences. This ensures she delivers robust, innovative solutions to complex workplace challenges, highlighting her commitment to excellence and effectiveness in talent management across evolving industries. Tune in to hear OWL about Emily's journey to leading a global talent team, and how she's giving a hoot about giving back and supporting rising talent at her company, Rising Momentum.  Connect with Emily 

We recently chatted with I/O Psychology professional and UMBC alum, Twisha Thakore '19, M.P.S. I/O Psychology. We spoke about the critical elements, qualities, and skills needed to be effective as an I/O Psychologist. Accordingly, she highlighted the importance of safeguarding the delicate balance between business and the human element.The art and science of I/O Psychology operates on the notion that people are more than data on a screen. Generally, it's often the responsibility of the I/O Psychologist to interpret data points. Basically, they create a story to explain the data to stakeholders in terms that will create meaning and context. Through telling the story, an I/O Psychologist equips stakeholders at all levels with helpful information. Consequently, this info helps them to make sound decisions and plan of actions for their learning and development initiatives. Notwithstanding, data is worthless without meaning, context, and understanding behind it. Twisha stated that I/O Psychology is about having a balanced act between corporate strategies and people. We need to use psychological principles to ensure that the human element is protected at all costs. Learn more about the M.P.S. in I/O Psychology at UMBC: https://professionalprograms.umbc.edu/industrial-organizational-psychology/

Overtime. Pushing for a spot on the team. Gotta make the billable hours. No Pain, No Gain. Have to make the grade. These behaviors may ring too true for many, and they come with potentially fantastic reinforcers but how costly are these behaviors in the long run? It's not uncommon these behaviors can signal burnout is on the horizon. And that's ok. It's understandable! Behavior is a product of the environment, multiple contingencies, competing reinforcement and burnout can be analyzed and addressed through multiple behavior analytic lenses. In this LIVE event we're meeting with Dr. Julie Slowiak, PHD, BCBA-D, and Founder of InJewelLLC, to talk about her behavior analytic exploration and how it's lead her to investigate the burnout phenomenon that is pervasive across environments and people. Julie's current research interests focus on issues related to worker wellbeing, particularly within human service professions, and specifically as they relate to personal and professional self-care and burnout. In addition, she is interested in issues related to psychological safety in sport and how it affects both student-athlete mental health and coach burnout. And further still! exploring organizational factors that influence wellbeing and sustained employment of those with invisible and episodic chronic health conditions. Burnout is pervasive across environments, organizations, and people. Some will experience burn out during school, pushing hard to get the grade. Others in their job with trying to meet all the billing requirements. Yet others will experience burn out as a caregiver; caring for another individual can take a lot of energy and time, with little down time to “recharge”. So schedule some down time for yourself and register to hear Julie's discussion about observing, preventing, and working through burnout using a variety of behavioral techniques and methods. Learning Objectives: 1. Compare and contrast IO-Psych and OBM and describe ways to translate between the two fields. 2. Describe the scientist-practitioner model and how it can be applied to BCBAs and behavior analysts. 3. Describe burnout within a behavioral framework and provide examples of internal and external contextual variables that can contribute to this phenomenon. Take Aways- your bite-sized educational noms - Both IO-Psych and OBM seek to solve a similar problem: making an organization more effective, efficient, productive, but there are some differences: conceptual and methodological processes, research methodology and strategies. - Someone who has a strong foundation in the science of behavior analysis is going to have an easier time understanding and interpreting other research through that behavior analytic lens. Improved fluency in the science is beneficial when interpreting other research and creating effective programs. - Burnout occurs for a variety of reasons, environments, and is unique to the individual. It's important to have a level of self-awareness- learning to observe when behaviors start to shift and the private events (eg emotional responding, thought patterns) that come with and then making adjustments. Julie comments that it's easy to analyze all the other contingencies (eg clients) but applying the science to one's self can be uncomfortable but for health reasons, necessary. Worth 2 Learning CEUs Purchase CEUS for $8 at: https://atypicalba.com/product/ce-certification/ Have some interstellar discussion on our Facebook page at www.facebook.com/atypicalba Check us out on Instagram: https://www.instagram.com/atypicalba/ Don't need CEUs but want to support the show? Click here to donate to the adventure: https://www.buymeacoffee.com/AtypicalBA Contact us at: info@atypicalba.com, CE@atypicalba.com Music by: www.purple-planet.com

Christopher Cerasoli is the Senior Associate Director of People Analytics at Boehringer Ingelheim. He has generated award winning research, cutting edge analytics and evidence based actionable tools for Government, Defence, Fortune 500, companies and internal clients.In this episode he speaks with such clarity about the future of People Analytics and the importance of blending it with behavioural science and industrial and organisational psychology.Chris speaks about: the value of building tools to match the person to the job and to enable them to perform their job wellthe importance of process, data and partnershipswhy people analytics must ensure they pay for themselveshow people analytics teams become and stay relevantwhy people analytics is 90% consulting and 10% dataLink to Cole Napper article that Chris shared on LinkedInListen to Directionally Correct podcastFollow Christopher Cerasoli on LinkedInFollow Kath Hume on LinkedInThe Reimagined Workforce podcast is brought to you by Workforce Transformations Australia Pty. Ltd.All opinions expressed are the speaker's and not the organisations they represent.If you have a story about a workforce transformation to share and would like to be a guest on this podcast, please contact us at kathhume@workforcetransformations.com.au.Connect with Kath Hume on LinkedIn

Join us this week for the first episode of our #BackToBasics series! If you had 10 minutes to say it - what is IO Psychology? Who is the #ScientistPractitioner? Let's Check-In! #STEM #HumanEngineering #OrgSciences --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/biascheckin/message Support this podcast: https://anchor.fm/biascheckin/support

Industrial-organizational psychologist and SPU professor Dr. Helen Chung defines "work narrative" and shares personal stories that illuminate how narratives are influenced by motivations. Hear more about her story and work on this episode of the SPU Voices Podcast.

Katrina Burch, an Assistant Professor of IO Psych at Western Kentucky University, joins us to talk about the open road. Or subway. Or whatever. Is commuting a transition or a life domain in its own right? How does work spill over into the commute? Why is it so hard to get good commuting data? What about people who really enjoy their long commutes? What's wrong with them? Or, what's right with them? How are people going to feel about commuting after working from home due to the COVID-19 pandemic? You can connect with Katrina on Twitter or on her faculty page at WKU. Check out Your Employer Should be Funding Your Commute over on Medium. You can find most of Katrina's published work on ResearchGate.

In this episode, I coach "Jeff" (not his real name) who is struggling with a career decision. He's finishing up a Master's in IO Psych and an MBA and he can't decide whether to pursue a PhD or jump right into the workforce. This isn't scripted or rehearsed--we're really talking for the first time on the air. I make some mistakes, but I wanted to share the session anyway to show that real coaching can be messy and imperfect, but still help. You can learn more about the coaching model I used with "Jeff" right here. If you have advice for him, please share it on Twitter or in the comments section below.

Sexual Harassment Researcher Vicki Magley talks about the life of an IO Psych professor, the myths around harassment, how far we've come, how far we've yet to go and more Intro music is "I'm Going for a Coffee" (http://freemusicarchive.org/music/Lee_Rosevere/Music_For_Podcasts_3/02_Im_Going_for_a_Coffee) by Lee Rosevere, which is licensed under CC BY 4.0 (https://creativecommons.org/licenses/by/4.0/) Special Guest: Vicki Magley.

If you're getting a graduate degree in IO Psych, is it worth it to get an MBA, too? In this episode, friends and business partners Mike Chetta and Sy Islam debate the issue and talk about their own adventures with the MBA.Show Links Michael Chetta: Email, Twitter, LinkedInSy Islam: Email, Twitter, LinkedInTalent Metrics Consulting Oh, by the way, sign up for the Department 12 Newsletter. A freshly-baked batch of non peer-reviewed IO goodness every month or so.

Steve Alexander is going back to school! He starts an IO Psych Master's program in IO Psych at UNC Charlotte in the fall and he's got questions. I took a stab at some answers, but I hope you will, too. Post your advice to Twitter with the hashtag #IOBack2School.

If you're a fan of mispronounced last names, you're going to love this episode. More importantly, we'll talk about the IO Psych brand with Michael Vodianoi. Show Links: Michael on LinkedInMichael's Article: Industrial-Organizational Psychology – Getting a Foothold in Canadian BusinessThe Hemingway Editor

In this episode, Vanessa Newton talks about her background in IO psych and how it led her to the brave new world of data analysis. Show Links Vanessa on LinkedInVanessa on TwitterVanessa's Tableau ProfileTableau's WebsiteTabeleau on Twitter

Spencer Varadi (https://www.linkedin.com/in/spencervaradi/), Director of Product at Speed and Function (https://speedandfunction.com/#!about) stops by the People Stack to talk about how we can use the ONet database to make better career choices, how his IO Degree does and doesn't help his consulting practices and how unpredictable software can be. Special Guest: Spencer Vardani.

With the onslaught of fake news and Internet trolls, it’s nice to know there’s a champion for good out there - someone who advocates leveraging social media for learning, and is actively creating an authentic and trustworthy voice for the Change profession. Today on the Change Illuminati Podcast, I get to talk to this champion, Paul Thoresen. Famously known as @surveyguy2 on twitter, Paul is a global social media influencer and disseminates practical scientific IO Psych practices to help HR and Org Development people. In my opinion, if you are an organizational development, HR, or change management practitioner, his social media feed is a daily must-read to help you stay on the cutting edge of your profession. As such, he is one of the most impactful curators on the web, and his lists such as the 80 #IOPsych Pros to follow on Twitter are regarded as the Who’s Who of the industry. Paul has over fifteen years of experience as an Industrial-Organizational Psychology practitioner, is currently an independent consultant, and is also the Editorial Correspondent and Social Media Specialist for the popular website Change Management Review. As a frequent podcast and conference panel guest, Paul constantly shares his knowledge and passion for a wide range of topics such as an Evidence-Based Practice for OD - a topic he shared at a recent MNODN meeting - and The Payoffs of Social Media Involvement, an upcoming #SIOP17 conference presentation. In today’s conversation, I mix it up a bit and selfishly navigate Paul through an esoteric and “inside baseball” look at: > His journey into social media > What topics are currently exciting him, including his favorite thought leaders on Twitter > The value of Change Management methodology certifications > A survey of this year’s change/OD conferences > Artificial intelligence’s impact on the workplace > The future of change management ..and now, the Change Illuminati Podcast conversation with Paul Thoresen!

You can find Paul Thoresen on Linkedin or Twitter as @surveyguy2 Industrial / Organisational Psychology is the same name as workplace psychology / organisational psychology siopchat on twitter is the chat referred to! Where does big data sit in IO Psych and Org Change Lot of talk about it, we need to get in front of it, potential for machine learning, and artificial intelligence in use in employee engagement. Big debates in the space • Annual performance reviews – continuous or once a year. • IQ / EQ and personality types – how important are they? • What’s the right combination of top down / bottom up engagement. Latest issues in the space: • Organisations need to bring in change managers early in the design, not after decisions are made • Even if decisions are made, there are still opportunities to provide employees’s ownership so change is done with them, not to them. • Are we trying to change the hearts and minds or just change behaviour. Latest on the scene is behavioural economic and nudges, see “Nudge” by Thaler and Sunstein and “Thinking, fast and slow” by Kahneman Pathway into I/O Psych – masters or PhD. PhDs are not necessarily academic. Paul got into the field from counselling – still using psychology, but in a different way Paul’s view on social media – ten years I didn’t have a social media presence, but volunteer roles in local OD group meant he had to get immersed in. He’s sees benefit with the curation of content and continue professional development. Paul is speaking later on leveraging social media for learning at ATD-GTC Further development? Society for Industrial Organizational Psychology SIOP.org Social media – contact Paul on twitter.

Steven Tseng (@stwtseng), an IO Psych grad student at the University of Akron talks about what got him interested in IO, the appeal of IO compared to an MBA or HRM degree, what makes a good IO professor (and department), and, of course, hitting people in the head with sticks.Thanks to Timothy Jesurun, Peter J. Reily, Eugene Ohu, and John Heffernon for their questions.Be sure to listen for this episodes question and respond on twitter @department12pod