Explore every episode of the podcast WorkCookie - Get Ahead with Industrial/Organizational Psychology in the Workplace

Performance evaluations are designed to measure performance, but the standards used to judge that performance may not always be as neutral as they appear.

We examined the lenses of performance evaluation: How organizations define performance, how managers interpret behavior, and how standards around competence, communication, leadership, and professionalism can shape evaluations.

In this Episode:  LindaAnn Rogers, Nic Krueger, Natasha Desjardins, Gaby Cadena   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References Accessible resources and APA citations Falcone, P., & Tan, W. (2013). The performance appraisal tool kit: Redesigning your performance review template to drive individual and organizational change. AMACOM.   2. Best detailed guide to the process and tools U.S. Office of Personnel Management. (n.d.). A handbook for measuring employee performance: Aligning employee performance plans with organizational goals. Read the free handbook Includes an eight-step process, worksheets, and examples. Start with Chapter 3. Practice guidance, particularly useful for examining how an organization moves from strategy to individual standards.   3. Best research foundation for setting expectations Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.  https://doi.org/10.1037/0003-066X.57.9.705 Read the free full article hosted by Stanford A peer-reviewed synthesis of research explaining how goals affect performance and the conditions that influence their effectiveness. It informs goal design, rather than supplying a complete appraisal system.   4. Actual tools for understanding the job National Center for ONET Development. (n.d.). ONET questionnaires. O*NET Resource Center. Access the free questionnaires

Two people can have similar qualifications, work in the same role, and still walk away with different compensation. Why?

This episode explores the dynamics of compensation negotiation, including salary expectations, market knowledge, organizational pay practices, negotiation behavior, and how value is perceived during the process. In this episode:  LindaAnn Rogers, Tom Bradshaw, Nic Krueger, Natasha Desjardins, Dr. Tim Sharples, Gaby Cadena

 

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References

Agan, A. Y., Cowgill, B., & Gee, L. K. (2025). Salary history and employer demand: Evidence from a two-sided audit. American Economic Journal: Applied Economics, 17(3), 380–413.  https://doi.org/10.1257/app.20230365

Cullen, Z. B., Pakzad-Hurson, B., & Perez-Truglia, R. (2025). Pushing the envelope: The effects of salary negotiations (Working Paper No. 33903). National Bureau of Economic Research.  https://doi.org/10.3386/w33903

Leibbrandt, A., & List, J. A. (2015). Do women avoid salary negotiations? Evidence from a large-scale natural field experiment. Management Science, 61(9), 2016–2024.  https://doi.org/10.1287/mnsc.2014.1994

 

Before the interview, someone has already made a decision about you. Your resume gets reviewed, your experience gets compared, and a short list is created. We took a closer look at pre-hire screening. How organizations evaluate candidates, what gets prioritized, and what can shape who makes it through the first gate. In this episode:  LindaAnn Rogers, Tom Bradshaw, Nic Krueger, Natasha Desjardins

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Leaders have unprecedented access to information, yet more information doesn’t always lead to better learning or better decisions. Amid AI-generated content, constant updates, and information overload, social learning becomes a powerful organizational asset. This episode explores how conversation, observation, shared experience, peer learning, and collective sensemaking help people filter what matters, turn information into knowledge, and translate knowledge into action with a special guest.

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Hybrid work is here to stay, while AI and emerging technologies are redefining how work gets done. Drawing on new insights from Gallup and Deloitte’s 2026 Global Human Capital Trends, this episode looks beyond remote vs. office and human vs. machine to explore what’s next and how leaders can intentionally design work for adaptability, connection, technology, and human performance.

 

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Organizations recognize the importance of human-machine collaboration, but recognition isn’t readiness. With research demonstrating a significant gap between organizations that see the need and those making real progress, this episode explores how leaders can build change readiness while redesigning roles, relationships, workflows, and teams for a workplace where humans and technology increasingly work together. I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

AI may own the headlines, but it’s far from the only technology reshaping work. Drawing on emerging tech insights from Gartner, Stanford, and Deloitte, this episode explores the technologies flying under the radar, from robotics and digital twins to quantum, wearables, and biotechnology, and what leaders need to know about their impact on people, teams, and the future of work. In this episode: Emi Baressi, Tom Bradshaw, Nic Krueger, Lee Crowson, Kate Morales, PhD, LindaAnn Rogers 

 

I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References:  

Aziz, F., Qazi, A. and Li, H. (2026), “Digital twin technology and operations management efficiency in construction: the roles of information transparency, collaboration and digital readiness”, Journal of Enterprise Information Management, Vol. ahead-of-print No. ahead-of-print. 

https://doi.org/10.1108/JEIM-04-2026-0719 

Crawford, K., Posada, J., Okueso, Y.E., Higgins, E., Lachin, L. and Hamidi, F. (2026), “Inquiry into accessibility service possibilities for blind and low-vision university students through co-designing a 3D-printed tactile campus map”, Journal of Enabling Technologies, Vol. 20 No. 2, pp. 73–87. https://doi.org/10.1108/JET-11-2024-0076 

Eriksson, K.M., Olsson, A.K. and Carlsson, L. (2024), “Beyond lean production practices and Industry 4.0 technologies toward the human-centric Industry 5.0”, Technological Sustainability, Vol. 3 No. 3, pp. 286–308. https://doi.org/10.1108/TECHS-11-2023-0049 

JLL (n.d.), “JLL taps into the power of neuroscience to shape the future of work”, JLL. https://www.jll.com/en-us/newsroom/jll-taps-into-the-power-of-neuroscience-to-shape-the-future-of-work 

Kawala-Sterniuk, A., Browarska, N., Al-Bakri, A., Pelc, M., Zygarlicki, J., Sidikova, M., Martinek, R. and Gorzelanczyk, E.J. (2021), “Summary of over fifty years with brain-computer interfaces—A review”, Brain Sciences, Vol. 11 No. 1, Article 43. https://doi.org/10.3390/brainsci11010043 

Kies, A., De Keyser, A., Jaramillo, S., Li, J., Tang, Y. and Ud Din, I. (2025), “Wired for work: brain-computer interfaces’ impact on frontline employees’ well-being”, Journal of Service Management, Vol. 36 No. 1, pp. 1–26. https://doi.org/10.1108/JOSM-03-2024-0098 

Li, L., Xu, Y., Zhan, Y., Pan, M., Lo, C.K.Y. and Zhou, H. (2026), “The impact of digital twin innovation on firm operational performance: a knowledge-based perspective”, International Journal of Operations & Production Management, Vol. 46 No. 9, pp. 1454–1476. https://doi.org/10.1108/IJOPM-07-2025-0681 

Tathavadekar, V.P. and Mahankale, N.R. (2026), “Brain–computer interface integration in corporate learning: bidirectional enhancement frameworks for neurologically-augmented knowledge workers”, Strategic HR Review, Vol. 25 No. 3, pp. 89–92. https://doi.org/10.1108/SHR-06-2026-218 

Valencia-Arias A, Velasquez Salas S, Cardona-Acevedo S, Rua Hernandez JC, Ramírez-Ramírez DM, Benjumea-Arias ML (2026), "Technology-driven workplace transformation: changes, challenges, and opportunities". Management & Sustainability: An Arab Review, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/MSAR-08-2025-0295 

Wei, X., Tan, W. and Tian, R. (2026), “The double-edged sword effects of STARA use on employee performance and well-being: a meta-analysis based on job demands-resources (JD-R) model”, Information Technology & People, Vol. 39 No. 5, pp. 2312–2340. 

https://doi.org/10.1108/ITP-01-2025-0020

Reports 

Deloitte 

Deloitte. (2025, December 10). Tech trends 2026: As technology innovation and adoption accelerate, five trends reveal how successful organizations are moving from experimentation to impact. Deloitte Insights. https://www.deloitte.com/us/en/insights/topics/technology-management/tech-trends.html 

Gartner 

Stephan, C., Buytendijk, F., Searle, S., Alvarez, G., Li, B., & Chen, O. (2026, July 23). Hype cycle for emerging technologies, 2026. Gartner. https://www.gartner.com/en/documents/8163629 

Stanford 

Stanford Emerging Technology Review. (2026). The Stanford Emerging Technology Review 2026. Hoover Institution & Stanford School of Engineering, Stanford University. Stanford Emerging Technology Review 2026

Leadership development is most effective when it is grounded in the organization's values. This episode demonstrates how values become the framework for selecting, coaching, developing, and evaluating leaders, creating consistency across the organization and building leadership capacity that reinforces culture and supports long-term organizational success.   In this episode: LindaAnn Rogers, Tom Bradshaw, Nic Krueger, Rich Cruz, CT Sanders, Lee Crowson

 

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References:

 

Kahneman, D., & Klein, G. (2009). Conditions for intuitive expertise: A failure to disagree. American Psychologist, 64(6), 515–52

 

Ericsson, K. A. (2008). Deliberate practice and acquisition of expert performance: A general overview. Academic Emergency Medicine, 15, 988–994.

Defining values is only the beginning. This episode explores how leaders intentionally integrate organizational values into everyday decisions, communication, accountability, strategic planning, and operations so employees can consistently make decisions that reflect the organization intended direction even when leadership isn't present.

In this episode: LindaAnn Rogers, Tom Bradshaw,  Nic Krueger, Tim Sharples, Rich Cruz

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References

Bourne, H., & Jenkins, M. (2013). Organizational values: A dynamic perspective. Organization Studies, 34(4), 495–514.

 

O'Reilly, C. A., III, Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person–organization fit. Academy of Management Journal, 34(3), 487–516.

 

Authentic organizational values begin with authentic personal values. This episode provides a practical, evidence-based process for identifying personal values and translating them into meaningful organizational values with clear definitions, observable behaviors, and practical decision-making criteria that employees can apply every day.   In this episode: LindaAnn Rogers, Tom Bradshaw, Natasha Desjardins, Nic Krueger, Lee Crowson, Tim Sharples   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   Reference Collins, J. C., & Porras, J. I. (1996). Building your company’s vision. Harvard Business Review, 74(5), 65–77.

Leadership development is most effective when it is grounded in the organization's values. This episode demonstrates how values become the framework for selecting, coaching, developing, and evaluating leaders, creating consistency across the organization and building leadership capacity that reinforces culture and supports long-term organizational success. In this episode: LindaAnn Rogers, Tom Bradshaw, Dr. Tim Sharples, Nic Krueger, Wendy Iglehart   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Kouzes, J. M., & Posner, B. Z. (2023). The Leadership Challenge (7th ed.). Wiley.   Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25, 1–65. Schwartz, S. H. (2012). An overview of the Schwartz theory of basic values. Online Readings in Psychology and Culture, 2(1).

Your first job is just the beginning of your career journey. In this episode, we’ll discussed how to think strategically about career growth, develop transferable skills, and make intentional career decisions that support your long-term success.

In this Episode: Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Lee Crowson, LindaAnn Rogers

 

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Reference:

Office of the Attorney General of Texas. (2026, July 14). Attorney General Ken Paxton investigates LinkedIn for advertising fake and misleading job opportunities to users paying for a Premium subscription. https://www.texasattorneygeneral.gov/news/releases/attorney-general-ken-paxton-investigates-linkedin-advertising-fake-and-misleading-job-opportunities

Landing an I/O role requires more than simply submitting applications. It requires you to communicate the value you bring to the workplace. This episode will help you explore how to improve your resume, networking, interview skills, and personal brand while avoiding common mistakes. In this episode: Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Lee Crowson,s, Natasha Desjardins   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

How do you gain I/O experience if you can’t land your first I/O job? We discuss practical ways to gain relevant skills through internships, research, volunteer work, consulting projects, and opportunities that help you bridge the gap between graduate school and the workplace.   In this episode: Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Lee Crowson, LindaAnn Rogers, Natasha Desjardins, Rich Cruz I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

I/O psychology has so many career paths. (Probably more than many people realize.) However, figuring out where you fit can feel overwhelming. In this episode, we explored the different areas of the field and how to identify roles that align with your strengths and interests.

In this episode: Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Lee Crowson, LindaAnn Rogers, Ian Siderits

 

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This episode offers a practitioner's view of what sustainable transformation actually moves through: from the moment of honest awareness, through the friction of resistance, into the kind of cultural shift that outlasts any single initiative or leader. In this episode: Meagan Bond, Nic Kruegar, Rich Cruz, LindaAnn Rogers, Lee Crowson, Ian Siderits, Tricia Kennedy, Alexander Taylor I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References: Brocha, S. (2026). The Human Method®: An eight-phase organizational transformation methodology [Unpublished manuscript].   Dweck, C. S. (2006). Mindset: The new psychology of success. Random House.   Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999   Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley.   Gallup. (2025). State of the global workplace: 2025 report. Gallup.   Keller, S., & Aiken, C. (2009). The irrational side of change management. McKinsey Quarterly. McKinsey & Company. (2021). The state of organizations 2021: Ten shifts transforming organizations. McKinsey & Company. Overmier, J. B., & Seligman, M. E. P. (1967). Effects of inescapable shock upon subsequent escape and avoidance responding. Journal of Comparative and Physiological Psychology, 63(1), 28–33. https://doi.org/10.1037/h0024166 Peterson, C., Maier, S. F., & Seligman, M. E. P. (1993). Learned helplessness: A theory for the age of personal control. Oxford University Press. Samuelson, W., & Zeckhauser, R. (1988). Status quo bias in decision making. Journal of Risk and Uncertainty, 1(1), 7–59. https://doi.org/10.1007/BF00055564

Every organization is in a race to adopt artificial intelligence. Few are asking the more important question: are our people ready to work alongside it? The organizations that will win the next decade are not the ones with the most advanced technology — they are the ones with the culture strong enough to absorb, adapt to, and leverage it.   AI does not fail because of the algorithm. It fails because of the humans around it — the ones who resist it, misuse it, or never trusted the organization enough to embrace it in the first place. Culture is what determines whether AI becomes a force multiplier or an expensive distraction. In this session, we will examine the relationship between organizational culture and AI adoption, and make the case that investing in culture is not the soft alternative to investing in technology — it is the prerequisite.   In this episode: Meagan Bond, Tom Bradshaw, Nic Kruegar, Rich Cruz, Dr. Emi Barresi, Imani Nakyanza   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References:   Boston Consulting Group. (2024). AI at work: Friend and foe. Boston Consulting Group. Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268. Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999 Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley. G2. (2025). Global AI adoption statistics and trends 2025. G2 Research. Hermann, E., Puntoni, S., & Morewedge, C. K. (2024). Humanizing artificial intelligence: Self-determination theory and AI adoption. Journal of Consumer Psychology. McKinsey & Company. (2025). The state of AI: How organizations are rewiring to capture value. McKinsey & Company. McManus, M. (2024). AI transformation is 70% people and 30% technology [Executive presentation]. Boston Consulting Group. Mirbabaie, M., Stieglitz, S., et al. (2025). AI identity threats and reinforcement in organizations. In Proceedings of the 58th Hawaii International Conference on System Sciences. University of Hawaiʻi at Mānoa. MIT Sloan Management Review, & Boston Consulting Group. (2025). The state of generative AI in the enterprise. MIT Sloan Management Review. PwC. (2025). Global workforce hopes and fears survey 2025. PricewaterhouseCoopers. Shonhe, L., & Min, K. (2025). Mitigating AI-induced professional identity threat and fostering adoption in the workplace. AI & Society. World Economic Forum. (2025). The future of jobs report 2025. World Economic Forum.

Most organizations are extraordinarily good at activity and extraordinarily bad at progress. Meetings that produce more meetings. Initiatives launched before the last ones landed. Leaders who are permanently busy and chronically stuck. This is not a strategy problem. It is a pattern problem, and patterns live in culture, not in org charts. This episode examines the invisible cycles that keep organizations in motion without forward momentum: the norms, assumptions, and unspoken rules that make dysfunction feel like diligence.  In this episode: Meagan Bond, Tom Bradshaw, LindaAnn Rogers, Nic Kruegar, Stacy Lee, Rich Cruz I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Dweck, C. S. (2006). Mindset: The new psychology of success. Random House. Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999 Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley. Gallup. (2025). State of the global workplace: 2025 report. Gallup. Glassdoor. (2025). The hidden costs of layoffs: Workforce trust, engagement, and organizational performance. Glassdoor Economic Research. Keller, S., & Aiken, C. (2009). The irrational side of change management. McKinsey Quarterly. McKinsey & Company. (2021). The state of organizations 2021: Ten shifts transforming organizations. McKinsey & Company. Overmier, J. B., & Seligman, M. E. P. (1967). Effects of inescapable shock upon subsequent escape and avoidance responding. Journal of Comparative and Physiological Psychology, 63(1), 28–33. https://doi.org/10.1037/h0024166 Peterson, C., Maier, S. F., & Seligman, M. E. P. (1993). Learned helplessness: A theory for the age of personal control. Oxford University Press. Russell Reynolds Associates. (2025). Global CEO turnover index: 2024 year in review. Russell Reynolds Associates. Samuelson, W., & Zeckhauser, R. (1988). Status quo bias in decision making. Journal of Risk and Uncertainty, 1(1), 7–59. https://doi.org/10.1007/BF00055564 Society for Human Resource Management. (2019). The high cost of a toxic workplace culture: How culture impacts the workforce—and the bottom line. SHRM. Society for Human Resource Management. (2024). SHRM Q4 2024 civility index: The state of workplace civility in the United States. SHRM.

Organizations spend billions on strategy, technology, and process redesign, and then wonder why results do not follow. The answer is almost always the same: culture was treated as an afterthought rather than the operating system beneath everything else. When culture is decorative, change is cosmetic.  I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References:

• Gallup (2025). State of the Global Workplace.
• CultureCon & Fauna (2025). WorkPossible: Humanity at Work.
• McKinsey & Company (2020). The Science Behind Successful Organizational Transformations.
• Edmondson (1999). Psychological Safety and Learning Behavior in Work Teams.
• Kotter & Heskett (1992). Corporate Culture and Performance.
• Work Institute (2024). Retention Report.
• SHRM (2022). Human Capital Benchmarking Report.

Why organizations investing in artificial intelligence without investing in human readiness are setting themselves up for failed adoption and wasted capital

In this episode: Dr. Heather Morton, Tom Bradshaw, LindaAnn Rodgers,  Nic Kruegar, Dr. Jagadesh Chander, Cynthia Cole

 

 

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References:

2026 Global Human Capital Trends. (2026). Retrieved from https://www.deloitte.com/us/en/insights/topics/talent/human-capital-trends.html?id=us%3A2ps%3A3gl%3Achc26%3Aawa%3Agreendot%3Anonem%3AK0219492%3A041326%3Akwd-461493411780%3A196756941353%3A804670332474%3A%3A&gclsrc=aw.ds&gad_source=1&gad_campaignid=23331251908&gbraid=0AAAAADenGPBvHbAOgkq78Jysdo7i1C0lG

 

Crumley, B. (2026, February, 25). Businesses bet big on AI while cutting workers—economists say that’s produced ‘zero growth’. Inc.  https://www.inc.com/bruce-crumley/businesses-bet-big-on-ai-while-cutting-workers-economists-say-thats-produced-zero-growth/91307695

 

Daly, S. J., Wiewiora, A., & Hearn, G. (2025). Shifting attitudes and trust in AI: Influences on organizational AI adoption. Technological Forecasting and Social Change, 215, 124108.

Lee, C. P., Lee, M. K., & Mutlu, B. (2026). Making the Invisible Visible: Understanding the Mismatch Between Organizational Goals and Worker Experiences in AI Adoption. arXiv preprint arXiv:2605.03078.

 

McKinsey & Company. (2025, January 2025). AI in the workplace. A report for 2025.  https://www.mckinsey.com/capabilities/tech-and-ai/our-insights/superagency-in-the-workplace-empowering-people-to-unlock-ais-full-potential-at-work

 

Ratanjee, V. (2026, February 14). The deficit reflex: Why change management keeps solving the wrong problem. Forbes.  https://www.forbes.com/sites/vibhasratanjee/2026/02/12/the-deficit-reflex-why-change-management-keeps-solving-the-wrong-problem/

We discussed what happens when different personalities collide at work, and how those moments of tension can either derail teams or drive growth. We also explored the psychology behind conflict, communication breakdowns, and practical strategies for turning personality differences into stronger collaboration and better results. In this episode: Nic Krueger, Tom Bradshaw, LindaAnn Rodgers, CT Sanders,  Lee Crowson   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   Reference Vîrgă, D., Curşeu, P. L., Maricuţoiu, L., Sava, F. A., Macsinga, I., & Măgurean, S. (2014). Personality, relationship conflict, and teamwork-related mental models. PloS one, 9(11), e110223. https://doi.org/10.1371/journal.pone.0110223

We discussed the role of personality assessments in the workplace, what they do well, where they fall short, and how they should be used responsibly. We also broke down the science behind testing, the risks of misuse, and how organizations can apply these tools in a way that adds real value. In this episode: Nic Krueger, Tom Bradshaw, LindaAnn Rodgers, CT Sanders, Josh Strauss, Natasha Desjardins, Brendan Grech, Lee Crowson, Dr. Jagadesh Chander   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References   Krishnamurthy, R., Hass, G. A., Natoli, A. P., Smith, B. L., Arbisi, P. A., & Gottfried, E. D. (2022). Professional Practice Guidelines for Personality Assessment. Journal of Personality Assessment, 104(1), 1–16.  https://doi.org/10.1080/00223891.2021.1942020   Paradigm Personality Labs. (2024, October 22). When and how to use Big Five and MBTI personality assessment tools. https://paradigmpersonality.com/resources/big-five-and-mbti-personality-assessment-tools/   Serapio-García, G., Safdari, M., Crepy, C., Sun, L., Fitz, S., Romero, P., Abdulhai, M., Faust, A., & Matarić, M. (2025). A psychometric framework for evaluating and shaping personality traits in large language models. Nature machine intelligence, 7(12), 1954–1968.  https://doi.org/10.1038/s42256-025-01115-6   U.S. Office of Personnel Management. (n.d.). Personality tests. https://www.opm.gov/policy-data-oversight/assessment-and-selection/other-assessment-methods/personality-tests/  

We discussed how personality insights can strengthen the selection process and lead to better hiring decisions. Beyond skills and experience, we explored how personality influences job fit, team dynamics, and long-term success. We also addressed common mistakes organizations make when trying to incorporate personality into hiring. In this episode: Nic Krueger, Tom Bradshaw, LindaAnn Rodgers, Natasha Desjardins, Lee Crawson, Ian Sideritis,Dr. Jagadesh Chander   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References Canadian Psychological Association. (2025). PSYCHOLOGY WORKS fact sheet: Pre-employment personality assessment in personnel selection. Canadian Psychological Association. https://cpa.ca/docs/File/Publications/FactSheets/FS_PersonalityAssesment_EN_2025.pdf   Harel, A. (2024). Behavioural Assessment Test: The Problems Using Personality Tests For Hiring. Retrieved from https://vervoe.com/personality-tests-hiring/   Matsuura, A. (2024). Personality assessments in the workplace: harmful or helpful? Retrieved from https://universe.byu.edu/2019/12/11/personality-assessments-in-the-workplace-harmful-or-helpful/   Youngman, J. F. (2017). The use and abuse of pre-employment personality tests. Business horizons, 60(3), 261-269.

We discussed what personality really means in a workplace context, and why it matters more than most organizations realize. From daily interactions to long-term performance, personality shapes how people think, behave, and respond to challenges. We also explored how understanding personality can improve teamwork, leadership effectiveness, and overall organizational outcomes.

In this episode: Nic Krueger, Tom Bradshaw, Natasha Desjardins, Christine Mikhail, Paulette Elliott, Dr. Jagadesh Chander, Peter Demusi, Mayme Doubmia, Lee Crowson

 

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References

American Psychological Association. (n.d.). Personality. In APA dictionary of psychology. Retrieved May 7, 2026, from

American Psychological Association. (2018, February 13). Personality: Where does it come from and how does it work?

Anaya, B., & Pérez-Edgar, K. (2019). Personality development in the context of individual traits and parenting dynamics. Oxford Research Encyclopedia of Psychology.

Le, K., Donnellan, M. B., & Conger, R. (2014). Personality development at work: Workplace conditions, personality changes, and the corresponsive principle. Journal of Personality, 82(1), 44–56.

McCornack, S. (n.d.). A catalog of 550 words used to describe individual traits of character. Ideonomy. 

We explored the critical role I/O psychologists play in guiding organizations through culture change, particularly when facing resistance from employees or leadership. We also examined common barriers to change, including skepticism, change fatigue, and misalignment of values, and how these challenges can surface during transformation efforts. In this Episode: LindaAnn Rogers, Tom Bradshaw, Lee Crowson, Nic Kruger, Bijou Attey, Natasha Desjardin  I/O Career Accelerator Course: https://www.seboc.com/job

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What if culture wasn’t a buzzword, but a measurable system you can diagnose, design, and optimize to directly improve employee wellbeing? We discussed how organizations can assess and intentionally shape culture to support employee well-being.  I/O Career Accelerator Course: https://www.seboc.com/job

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We dive into how inclusive cultures directly impact psychological and emotional well-being. We explored how a sense of belonging, perception of fairness, and safety of identity can influence employee engagement, stress levels, and overall employee health. I/O Career Accelerator Course: https://www.seboc.com/job

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What if the very “hustle” culture your organization celebrates is quietly burning out the people you can least afford to lose?

We’ll examine how organizational culture contributes to burnout or helps prevent it. The discussion unpacks how norms and expectations around overworking, availability, and productivity shape employee wellbeing.

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We discussed how the impact of trust, openness, and the ability to speak up without fear can contribute to reducing stress, improving collaboration, increasing motivation, and enhancing performance. We also talked about leadership behaviors that encourage (or damage) psychological safety.

In this episode: Bijou Attey, Tom Bradshaw, LindaAnn Rogers, Cam Dunson, Nic Krueger, Dr. Emi Barresi, Jagadesh Chander, Jerilyn White, Lee Crowson, Rich Cruz, Natasha Desjardins

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*References

Aboramadan, M., & Kundi, Y. M. (2023). Emotional culture of joy and happiness at work as a facet of wellbeing: A mediation of psychological safety and relational attachment. Personnel Review, 52(3), 567–583. https://doi.org/10.1108/PR-04-2021-0285

Castro, E. (2023). The role of psychological safety on employee wellbeing in the Finnish startup environment. [Unpublished manuscript]. https://doi.org/10.1108/PR-04-2021-0285

Clarke, E., Naswall, K., Masselot, A., & Malinen, S. (2024). Feeling safe to speak up: Leaders improving employee wellbeing through psychological safety. ResearchGate. https://www.researchgate.net/profile/Emma-Clarke-36/publication/388525332_Feeling_safe_to_speak_up_Leaders_improving_employee_wellbeing_through_psychological_safety/links/67e253c33ad6d174c4bdc798/Feeling-safe-to-speak-up-Leaders-improving-employee-wellbeing-through-psychological-safety.pdf

Clarke, E., Naswall, K., Masselot, A., & Malinen, S. (2025). Safe to stay: The role of leader behaviors and psychological safety in employee retention in high-demand workplaces. International Journal of Organizational Analysis, 33(1), 1–15. https://doi.org/10.1177/23970022251337643

Day, A. (2019). Building a foundation for psychologically healthy workplaces and well-being. Wiley. https://media.public.gr/Books-PDF/9781118469460-0830964.pdf

Zhang, Z., & Song, P. (2020). Multi-level effects of humble leadership on employees’ work well-being: The roles of psychological safety and error management climate. Frontiers in Psychology, 11, 571840. https://doi.org/10.3389/fpsyg.2020.571840

 

Strategic planning is not a retreat. It’s a leadership operating rhythm. This episode discusses why annual retreats fail without quarterly integration, the importance of decision logs and risk logs, how to build strategic review into leadership meetings, and why culture determines whether strategy survives.

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Strategy fails not because it’s wrong, but because it was never operationalized into systems. We discussed the difference between a strategic goal and an operational objective. → Why every strategy must translate into systems, scorecards, and ownership. → The concept of “If it’s not measured, it’s not real,” → How to break a 3-year strategic move into assignable roles.

In this episode: LindaAnn Rogers, Tom Bradshaw, Lee Crowson, Nic Kruger I/O Career Accelerator Course: https://www.seboc.com/job

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Organizations build strategies around what they sell instead of what customers are hiring them to accomplish. This episode discusses the concept of Jobs to Be Done thinking (without jargon), Why “services” is not a strategy, how to define the highest-value job your customer hires you to do, and the danger of competing on scope instead of outcomes. In this episode: Dr. Emi Barresi, Lee Crowson Nic Krueger, Natasha Desjardins, Tim Sharples

 

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Most leadership teams think they have a strategy. What they actually have is a list of projects. Discussed: ·    The difference between strategy and operations (and why confusing them kills momentum) ·      How to identify whether a goal is truly strategic or just activity ·      Why last year’s “strategic goals” were likely execution improvements ·      The 3 diagnostic questions that reveal if something is strategy In this episode: LindaAnn Rogers, Tom Bradshaw, Lee Crowson, Nic Krueger, Natasha Desjardins, Dan Baxter   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References Christensen, C. M. (1997). The innovator’s dilemma: When new technologies cause great firms to fail. Harvard Business School Press.   Christensen, C. M., Dillon, K., Hall, T., & Duncan, D. S. (2016). Know your customers’ “jobs to be done.” Harvard Business Review, 94(9), 54–62. https://hbr.org/2016/09/know-your-customers-jobs-to-be-done   Christensen, C. M., Hall, T., Dillon, K., & Duncan, D. S. (2016). Competing against luck: The story of innovation and customer choice. Harper Business.   Kim, W. C., & Mauborgne, R. (2005). Blue ocean strategy: How to create uncontested market space and make competition irrelevant. Harvard Business School Press.   Porter, M. E. (1996). What is strategy? Harvard Business Review, 74(6), 61–78. https://hbr.org/1996/11/what-is-strategy I/O Career Accelerator Course: https://www.seboc.com/job   Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

Layoffs, rapid change, public scrutiny, and crisis situations often reveal an organization’s true ethical posture. This episode explores how ethical standards are tested, and sometimes abandoned, during periods of organizational pressure. Using I-O psychology frameworks, we examine ethical decision-making under uncertainty, competing stakeholder demands, and the long-term cultural consequences of short-term ethical compromises. 

In this episode:  Dr. Emi Barresi, Lee Crowson, Natasha Desjardines, Nicolas Krueger, LindaAnn Rogers, Rich Cruz, Dr. Cam Dunson, Asif Haider.

 

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References

Jin, Y., Pang, A., & Smith, J. (2018). Crisis communication and ethics: the role of public relations. The Journal of Business Strategy, 39(1), 43–52. https://doi.org/10.1108/JBS-09-2016-0095

 

Ludviga, I., & Kalvina, A. (2024). Organizational Agility During Crisis: Do Employees’ Perceptions of Public Sector Organizations’ Strategic Agility Foster Employees’ Work Engagement and Well-being? Employee Responsibilities and Rights Journal, 36(2), 209–229. https://doi.org/10.1007/s10672-023-09442-9

 

Nhedzi, A., & Gombarume, C. (2021). A Moral Compass of the Organisation During Crisis: Exploring the ethics roles of Strategic Communication practice. African Journal of Business Ethics, 15(1), 28. https://doi.org/10.15249/15-1-275

 

Piotrowski, C., & Guyette, R. W. (2010). Toyota Recall Crisis: Public Attitudes on Leadership and Ethics. Organization Development Journal, 28(2), 89.

 

Pope, K. S. (2019). A Human Rights and Ethics Crisis Facing the World’s Largest Organization of Psychologists: Accepting Responsibility, Understanding Causes, Implementing Solutions. European Psychologist, 24(2), 180–194. https://doi.org/10.1027/1016-9040/a000341

 

Schoofs, L., Fannes, G., & Claeys, A.-S. (2022). Empathy as a main ingredient of impactful crisis communication: The perspectives of crisis communication practitioners. Public Relations Review, 48(1), Article 102150. https://doi.org/10.1016/j.pubrev.2022.102150

 

Schowalter, A. F., & Volmer, J. (2024). Servant and Crisis Manager? The Association of Servant Leadership with Followers’ Adaptivity and Proactivity. Journal of Leadership & Organizational Studies, 31(4), 433–452. https://doi.org/10.1177/15480518241287647

 

Zarzavadjian Le Bian, A., Tresallet, C., & Martinod, E. (2020). A crisis of ethics in the ethics of crisis. Journal of Visceral Surgery, 157(4), 365–366. https://doi.org/10.1016/j.jviscsurg.2020.07.002...

In this episode:  Dr. Emi Barresi, Lee Crowson, Natasha Desjardines, Nicolas Krueger, Rich CruzI/O Career Accelerator Course: https://www.seboc.com/jobVisit us https://www.seboc.com/Follow us on LinkedIn: https://bit.ly/sebocLIJoin an open-mic event:ReferencesAshforth, B. E., & Gibbs, B. W. (1990). The Double-Edge of Organizational Legitimation. Organization Science, 1(2), 177–194. https://doi.org/10.1287/orsc.1.2.177Bandura, A. (1999). Moral Disengagement in the Perpetration of Inhumanities. Personality and Social Psychology Review, 3(3), 193–209. https://doi.org/10.1207/s15327957pspr0303_3Boakye, D., Sarpong, D., Meissner, D., & Ofosu, G. (2024). How TalkTalk did the walk-walk: strategic reputational repair in a cyber-attack. Information Technology & People (West Linn, Or.), 37(4), 1642–1673. https://doi.org/10.1108/ITP-08-2022-0589Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595–616. https://doi.org/10.1016/j.leaqua.2006.10.004De Roeck, K., & Farooq, O. (2018). Corporate Social Responsibility and Ethical Leadership: Investigating Their Interactive Effect on Employees’ Socially Responsible Behaviors. Journal of Business Ethics, 151(4), 923–939. https://doi.org/10.1007/s10551-017-3656-6Dickson, M. W., Smith, D. B., Grojean, M. W., & Ehrhart, M. (2001). An organizational climate regarding ethics: the outcome of leader values and the practices that reflect them. The Leadership Quarterly, 12(2), 197–217. https://doi.org/10.1016/S1048-9843(01)00069-8“Open Letter from More than 60 CEOs of Minnesota-Based Companies | Minnesota Chamber of Commerce.” Mnchamber.com, 25 Jan. 2026, www.mnchamber.com/blog/open-letter-more-60-ceos-minnesota-based-companies.Liu, M.-L., Lin, C.-P., Chen, M.-L., Chen, P.-C., & Chen, K.-J. (2020). Strengthening knowledge sharing and job dedication: The roles of corporate social responsibility and ethical leadership. Leadership & Organization Development Journal, 41(1), 73–87. https://doi.org/10.1108/LODJ-06-2019-0278Ullah, I., Hameed, R. M., Kayani, N. Z., & Fazal, Y. (2022). CEO ethical leadership and corporate social responsibility: Examining the mediating role of organizational ethical culture and intellectual capital. Journal of Management & Organization, 28(1), 99–119. https://doi.org/10.1017/jmo.2019.48Victor, B., & Cullen, J. B. (1988). The Organizational Bases of Ethical Work Climates. Administrative Science Quarterly, 33(1), 101--125. https://doi.org/10.2307/2392857Weber, J., & Opoku-Dakwa, A. (2022). Ethical Work Climate 2.0: A Normative Reformulation of Victor and Cullen’s 1988 Framework. Journal of Business Ethics, 178(3), 629–646. https://doi.org/10.1007/s10551-021-04778-4Williams, J. (2024). Greenwashing: Appearance, illusion and the future of ‘green’ capitalism. Geography Compass, 18(1). https://doi.org/10.1111/gec3.12736

Ethics in organizations live in leadership behaviors rather than documented in policies alone. We examined how leaders actively shape ethical climate and psychological safety through everyday decisions, silence, and signals.   In this episode:  Dr. Emi Barresi, Dr. Karen Mishra, Nic Krueger, Natasha Desjardins, CT Sanders, Chris O'Brien, Rich Cruz   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References:   Al Halbusi, H., Williams, K. A., Ramayah, T., Aldieri, L., & Vinci, C. P. (2021). Linking ethical leadership and ethical climate to employees’ ethical behavior: the moderating role of person–organization fit. Personnel Review, 50(1), 159–185. https://doi.org/10.1108/PR-09-2019-0522   Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117–134. https://doi.org/10.1016/j.obhdp.2005.03.002   Huang, L., & Paterson, T. A. (2017). Group Ethical Voice: Influence of Ethical Leadership and Impact on Ethical Performance. Journal of Management, 43(4), 1157–1184. https://doi.org/10.1177/0149206314546195   Jurkiewicz, C. L., & Giacalone, R. A. (Eds.). (2017). Radical thoughts on ethical leadership. Information Age Publishing, Inc. Koay, K. Y., & Lim, P. K. (2022). Ethical leadership and knowledge hiding: testing the mediating and moderating mechanisms. Journal of Knowledge Management, 26(3), 574–591. https://doi.org/10.1108/JKM-02-2021-0091   Kim, B.-J., Kim, M.-J., & Lee, J. (2024). Code green: ethical leadership’s role in reconciling AI-induced job insecurity with pro-environmental behavior in the digital workplace. Humanities & Social Sciences Communications, 11(1), Article 1627. https://doi.org/10.1057/s41599-024-04139-2   Kuenzi, M., Mayer, D. M., & Greenbaum, R. L. (2020). Creating an ethical organizational environment: The relationship between ethical leadership, ethical organizational climate, and unethical behavior. Personnel Psychology, 73(1), 43–71. https://doi.org/10.1111/peps.12356   Marquardt, D. J., Manegold, J., & Brown, L. W. (2022). Integrating relational systems theory with ethical leadership: how ethical leadership relates to employee turnover intentions. Leadership & Organization Development Journal, 43(1), 155–179. https://doi.org/10.1108/LODJ-04-2021-0190   Mishra, A., Mishra, K., & Spreitzer, G. (2009, April 1). Downsizing the Company Without Downsizing Morale. MIT Sloan Management Review. https://sloanreview.mit.edu/article/downsizing-the-company-without-downsizingmorale/   Mishra, K. E. M., Gretchen M. Spreitzer and Aneil K. (1998). Preserving Employee Morale during Downsizing. MIT Sloan Management Review. https://sloanreview.mit.edu/article/preserving-employee-morale-during-downsizin g/   Paterson, T. A., & Huang, L. (2019). Am I Expected to Be Ethical? A Role-Definition Perspective of Ethical Leadership and Unethical Behavior. Journal of Management, 45(7), 2837–2860. https://doi.org/10.1177/0149206318771166   Walumbwa, F. O., Mayer, D. M., Wang, P., Wang, H., Workman, K., & Christensen, A. L. (2011). Linking ethical leadership to employee performance: The roles of leader–member exchange, self-efficacy, and organizational identification. Organizational Behavior and Human Decision Processes, 115(2), 204–213. https://doi.org/10.1016/j.obhdp.2010.11.002

In this episode:  Dr. Emi Barresi, Tom Bradshaw, Dr. Paul Spector, Rich Cruz, Natasha Desjardines, Nicolas Krueger, Lee Crowson I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Ball, K. (2022). Surveillance in the Workplace: Past, Present, and Future. Surveillance & Society, 20(4), 455–461. https://doi.org/10.24908/ss.v20i4.15805 Bar-Gil, O., Ron, T., & Czerniak, O. (2024). AI for the people? Embedding AI ethics in HR and people analytics projects. Technology in Society, 77, Article 102527. https://doi.org/10.1016/j.techsoc.2024.102527 Clarke, S., Tuckwell, W., & Luck, M. (2025). Professionals and the Ethics of Workplace Surveillance. Journal of Social Philosophy. https://doi.org/10.1111/josp.70000 Clavel, C., d’Armagnac, S., Hebrard, S., Hesters, T., & Potdevin, D. (2025). Humanized AI in Hiring: an empirical study of a virtual AI job interviewer’s social skills on applicants’ reactions and experience. International Journal of  Human Resource Management, 36(2), 206–234. https://doi.org/10.1080/09585192.2024.2440784 Cross, M. (2024). Stopping the Spying: US Labor Unions’ Responses to Electronic Surveillance at Work. Labor Studies Journal, 49(4), 281–304. https://doi.org/10.1177/0160449X241259141 McStay, A. (2020). Emotional AI, soft biometrics and the surveillance of emotional life: An unusual consensus on privacy. Big Data & Society, 7(1), 205395172. https://doi.org/10.1177/2053951720904386 Sánchez Abril, P., Levin, A., & Del Riego, A. (2012). Blurred Boundaries: Social Media Privacy and the Twenty-First-Century Employee. American Business Law Journal, 49(1), 63–124. https://doi.org/10.1111/j.1744-1714.2011.01127.x Sebastian, R. A., Ehinger, K., & Miller, T. (2025). Do we need watchful eyes on our workers? Ethics of using computer vision for workplace surveillance. Ai and Ethics (Online), 5(4), 3557–3577. https://doi.org/10.1007/s43681-025-00726-4 Tursunbayeva, A., Pagliari, C., Di Lauro, S., & Antonelli, G. (2022). The ethics of people analytics: risks, opportunities and recommendations. Personnel Review, 51(3), 900–921. https://doi.org/10.1108/PR-12-2019-0680 West, J. P., & Bowman, J. S. (2016). Electronic Surveillance at Work: An Ethical Analysis. Administration & Society, 48(5), 628–651. https://doi.org/10.1177/0095399714556502 Yam, J., & Skorburg, J. A. (2021). From human resources to human rights: Impact assessments for hiring algorithms. Ethics and Information Technology, 23(4), 611–623. https://doi.org/10.1007/s10676-021-09599-7

In this episode:  Dr. Jeremy Lucabaugh, Tom Bradshaw, Emi Barresi, Dr. Kim Derryberry, Natasha Desjardines, Nicolas Krueger, LindaAnn Rogers, Rich Cruz

 

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References

Cannon-Bowers, J. A., Bowers, C. A., Carlson, C. E., Doherty, S. L., Evans, J., & Hall, J. (2023). Workplace coaching: a meta-analysis and recommendations for advancing the science of coaching. Frontiers in psychology, 14, 1204166.

 

Lacerenza, C. N., Reyes, D. L., Marlow, S. L., Joseph, D. L., & Salas, E. (2017). Leadership training design, delivery, and implementation: A meta-analysis. Journal of applied psychology, 102(12), 1686.

 

Su, W., Lyu, B., & London, M. (2022). Relationships between developmental feedback, intrinsic motivation, and creative personality and performance. Psihologija, 55(1), 25-44.

 

Womack, V. Y., Wood, C. V., House, S. C., Quinn, S. C., Thomas, S. B., McGee, R., & Byars-Winston, A. (2020). Culturally aware mentorship: Lasting impacts of a novel intervention on academic administrators and faculty. PloS One, 15(8), e0236983. https://doi.org/10.1371/journal.pone.0236983

 

Malhotra, K., Davitadze, M., & Melson, E. (2024). Mentorship Without Borders: The Transformative Impact on Inclusivity, International Collaborations, and Cross-Cultural Competence. Academic Medicine, 99(6), e20–e21. https://doi.org/10.1097/ACM.0000000000005531

In this Episode:  Dr. Jeremy Lucabaugh, Tom Bradshaw, Dr. Kim Derryberry, Natasha Desjardines, Lee Crowson, Nicolas Krueger, LindaAnn Rogers, Rich Cruz

 

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References:

Aycan, Z., Özbilgin, M., Moraligil, B., & Epitropaki, O. (2024). Reluctance to lead: Conceptualization and contextualization. European Management Journal, 42(4), 437-444.

Moraligil, B., Aycan, Z., Özbilgin, M., & Erbil, C. (2025). Don't judge a leader by their reluctance. Human Resource Management Journal, 35(2), 495-513.

 

Wiernik, B. M., & Kostal, J. W. (2019). Protean and boundaryless career orientations: A critical review and meta-analysis. Journal of counseling psychology, 66(3), 280.

 

Yılmaz, B., Dinler Kısaçtutan, E., & Gürün Karatepe, S. (2024). Digital natives of the labor market: Generation Z as future leaders and their perspectives on leadership. Frontiers in psychology, 15, 1378982.

In this episode:  Dr. Jeremy Lucabaugh, Tom Bradshaw, Natasha Desjardines, Lee Crowson, Nicolas Krueger, LindaAnn Rogers

 

I/O Career Accelerator Course: https://www.seboc.com/job

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

 

References

 

Aycan, Z., Özbilgin, M., Moraligil, B., & Epitropaki, O. (2024). Reluctance to lead: Conceptualization and contextualization. European Management Journal, 42(4), 437-444.

 

Deloitte Global. (2025). 2025 Gen Z and millennial survey: Growth and the pursuit of money, meaning, and well-being. https://www.deloitte.com/global/en/issues/work/genz-millennial-survey.html

 

Hansen, J. I. C., & Leuty, M. E. (2012). Work values across generations. Journal of Career Assessment, 20(1), 34-52.

 

Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of management, 36(5), 1117-1142.

 

Yılmaz, B., Dinler Kısaçtutan, E., & Gürün Karatepe, S. (2024). Digital natives of the labor market: Generation Z as future leaders and their perspectives on leadership. Frontiers in psychology, 15, 1378982.

We examined the psychology of imposter syndrome (the imposter phenomenon) and explored strategies to help overcome it to create more confident employees.

In this Episode: Dr. Heather Morton, Tom Bradshaw, Lee Crowson, LindaAnn Rogers, Nic Krueger, Emi Barresi, Dr. Martha Grajdek, Rich Cruz, Cam Dunson, Dr. Amanda Shelton, Alexander Abney-King, Dr. Matt Lampe

 

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

 

References:

Arciniega, L. M., Servitje, A., & Woehr, D. J. (2021). Impacting the bottom line: Exploring the effect of a self‐efficacy oriented training intervention on unit‐level sales growth. Human Resource Development Quarterly, 32(4), 559–576.  https://doi-org.libauth.purdueglobal.edu/10.1002/hrdq.21433

 

Carey, M. & Forsyth, A. (2009). Teaching tip sheet: Self-efficacy. American Psychological Association (APA).  https://www.apa.org/pi/aids/resources/education/self-efficacy 

Chrousos, G. P., & Mentis, A. F. A. (2020). Imposter syndrome threatens diversity. Science, 367(6479), 749-750.

 

Gallagher, M.W. (2012). Encyclopedia of Human Behavior (Second Edition). Self-efficacy. Via ScienceDirect:  https://www.sciencedirect.com/topics/psychology/self-efficacy-theory

 

Locke, E. A., & Latham, G. P. (2019). The development of goal setting theory: A half-century retrospective. Motivation Science, 5(2), 93–105.  https://doi-org.libauth.purdueglobal.edu/10.1037/mot0000127

 

Sheykhangafshe, F. B., Nouri, E., Niri, V. S., Choubtashani, M., & Farahani, H. (2024). The efficacy of Cognitive Behavioral Therapy on mental health, self-esteem and emotion regulation of medical students with imposter syndrome. Educational Research in Medical Sciences, 13(1).

 

Recommended scales:

Eysenck Self-esteem Scale (ESES)

Imposter Syndrome Scale

Discover invaluable insights and practical strategies to empower leaders in driving successful strategic initiatives. As a seasoned executive or emerging leader, this episode offers essential guidance to elevate your leadership capabilities In this Episode: LindaAnn Rogers, Tom Bradshaw, Nic Krueger,

Dr. Matthew Lampe, Lee Crowson, Alexander Abney-King, Peter Plumeau

 

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

 

References

Alagaraja, M., Rose, K., Shuck, B., & Bergman, M. (2015). Unpacking organizational alignment: the view from theory and practice. Journal of Organizational Learning and Leadership 13(1): 18-31.

 

Mazzetti G. & Schaufeli W.B. (2022). The impact of engaging leadership on employee engagement and team effectiveness: A longitudinal, multi-level study on the mediating role of personal- and team resources. PLoS ONE 17(6): e0269433. https://doi.org/10.1371/journal.pone.0269433

 

Mgbemena, I., Onyali, C., Ojukwu, H. (2024). Strategic alignment and organizational responsiveness: A process-orientated perspective. International Journal of Academic Management Science Research 8(3).

 

Pasion-Caiani, S. (2015) Examination of employee alignment as a predictor of work engagement. Master's Theses. DOI: https://doi.org/10.31979/etd.ydep-ks65. https://scholarworks.sjsu.edu/etd_theses/4554

When chaos hits, leadership can’t be scripted. Like steering through a storm, the key is shifting from “buy-in” to readiness. In this episode, we explore practical ways to help teams brace for impact, pivot together, and stay resilient so you can lead with clarity, humanity, and courage in the toughest moments.

Guest: Dr. MaryJo Burchard (Creator of 'DUEL Leadership Model for Change

Readiness' and Author of 'Getting Ready' and 'Ready Now')

In this episode: Dr. Emi Barrresi, Tom Bradshaw, Dr. MaryJo Burchard, Nic Krueger, Christine Mikhail, LindaAnn Rogers, Natasha Desjardins 

 

I/O Career Accelerator Course: https://www.seboc.com/job

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

 

 

References: 

Burchard, M. (2024). Ready Now: 10 Keys to facing and leading chaotic change with your soul intact: Vol. Book 2 of 2: The Change Experience Library. Independently published.

 

Burchard, M. (2024a). Getting Ready: 10 Readiness-building exercises when big change knocks you off your feet: Vol. Book 1 of 2: The Change Experience Library. Independently published.

 

Cunningham, C., Woodward, C., Shannon, H., MacIntosh, J., Lendrum, B., Rosenbloom, D. , & Brown, J. (2010). Readiness for organizational change: A longitudinal study of workplace, psychological and behavioural correlates. Journal of Occupational and Organizational Psychology. 75. 377 - 392.  http://doi.org/10.1348/096317902321119637 

 

Dhiman, S. (2025). Palgrave Encyclopedia of Leadership and Organizational Change (pp. 1-9) Springer Nature Switzerland.

We unpacked how I/O psychology can transform career uncertainty into confident direction. We also explore evidence-based tools to help you make sense of competing priorities, manage overwhelm, and identify the strengths, values, and motivators that point you toward meaningful next steps. In this episode:  Nic Krueger, Tom Bradshaw, Rich Cruz, Kim DerryBerry, Dr. Tim Sharples

 

I/O Career Accelerator Course: https://www.seboc.com/job

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

 

References

-Values in Action (VIA) assessment (free assessment):

https://www.viacharacter.org: 

-Roles, niches, competencies https://www.seboc.com/niche-i-o-practice-areasO*NET’s I/OP role: https://www.onetonline.org

 

Other Resources:

-Gaining Clarity:  https://www.career.berkeley.edu/start-exploring/career-essentials/gain-clarity/

-Career Vision—Four Elements: https://www.alumni.hbs.edu/careers/job-search/Pages/develop-your-career-vision.aspx

 

 

 We unpacked the invisible habits, assumptions, and gaps in awareness that often limit growth for early-career and seasoned I/O practitioners. In this episode:  Dr. Heather Morton, Dr. Tim Sharples, Nic Krueger, Lee Crowson, Rich Cruz, Dr. Emi Barresi 

 

I/O Career Accelerator Course: https://www.seboc.com/job

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

We stepped back and examined the patterns, progress, and pivots that shaped your professional growth in 2025, while also exploring how to leverage your strengths, values, and goals in your career. In this episode:  Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Rich Cruz, Dr. Emi Barresi, LindaAnn Rogers, Asif Haider, Staci Lee 

 

I/O Career Accelerator Course: https://www.seboc.com/job

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

A second byte of episode 242: AI Robots and Human-Centered Workforce. We’re continuing the conversation on the topic of the year. We'll explore how technology can amplify, not replace, what makes us uniquely human. In this episode:  Nic Krueger, Tom Bradshaw, Rich Cruz, Staci Lee, Lee Crowson, Kat Ortiz, Dr. Emi Barresi I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

We delved deeper into what it truly means to be cognitively agile—not just reacting to change, but reframing it, leveraging it, and thriving through it. I/O Career Accelerator Course: https://www.seboc.com/job

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

A second bite of episode 257: You have the degree now, what? Revisiting the conversation surrounding the transition from study to practice and the realities of trying to find an I/O specific role.

We explored what it really takes to land meaningful roles, navigate the uncertainty, and build confidence when the “real world” doesn’t match the textbook.

Human-centric leadership is more than a philosophy; it’s a necessity in today’s tech-forward world. In this episode, we unpack what human-centric leadership truly means, why it matters, and introduce an innovative model designed to develop the leadership competencies necessary for thriving ethically. Discover how to lead with empathy, purpose, and impact while preparing your teams for the future of work.   

In this episode: Dr. Emi Barresi, Nic Krueger, Lee Crowson, LindaAnn Rogers, Gaynell Vanderslice, Imani Nakyazi

 

I/O Career Accelerator Course: https://www.seboc.com/job

Visit us https://www.seboc.com/

Follow us on LinkedIn: https://bit.ly/sebocLI

Join an open-mic event: https://www.seboc.com/events

 

References: 

Albannai, N. A. A., & Raziq, M. M. (2025). Navigating ethical, human-centric leadership in AI-driven organizations: a thematic literature review. The Service Industries Journal, 1–28.  https://doi.org/10.1080/02642069.2025.2534360

Bardhan, I., Kohli, R., Oborn, E., Mishra, A., Tan, C. H., Tremblay, M. C., & Sarker, S. (2025). Human-Centric Information Systems Research on the Digital Future of Healthcare. Information Systems Research, 36(1), 1–20.  https://doi.org/10.1287/isre.2025.editorial.v36.n1

Barresi, E. (Presenter) (2025, September 24 – September 26). Unveiling HEARTH Teams Leadership, a Human-Centric Leadership Model for Remote and Tech-Hybrid Teams. Computer Ethics Philosophical Enquiry Conference, Rome, RM, Italy.

Batat, W. (2025). Holixec Education: From Atomistic and Artificial Intelligence (AI) to Holixec Intelligence (HI) for Human-Centric Leadership in the Phygital Age. Journal of Macromarketing, 45(3), 528–541.  https://doi.org/10.1177/02761467251350356

Fenwick, A., Molnar, G., & Frangos, P. (2024). The critical role of HRM in AI-driven digital transformation: a paradigm shift to enable firms to move from AI implementation to human-centric adoption. Discover Artificial Intelligence, 4(1), Article 34.  https://doi.org/10.1007/s44163-024-00125-4

Mortimore, D. (2024). Moving beyond human-centric organizational designs. Journal of Organization Design, 13(2), 65–75.  https://doi.org/10.1007/s41469-024-00167-z

Palo-oja, O.-M., & Balevičienė, D. (2025). Bridging Academia and Enterprise: Human-centric Narratives of Innovation, Identity and Leadership in Science Commercialization. South Asian Journal of Business and Management Cases, 14(1), 7–9.  https://doi.org/10.1177/22779779251330224

Santiago, J. K. (2024). Rethinking Transformational Leadership and Workforce Dynamics for the Human -Centric Tech Era: Insights into Employee Engagement, Satisfaction and Job Performance. Journal of Intercultural Management, 16(4), 42–94.  https://doi.org/10.2478/joim-2024-0014