Careers in Applied Psychology: Industrial-Organizational Psychology

Introduction and Panel Overview

The introduction sets the stage for a panel discussion on careers in applied psychology, specifically focusing on industrial organizational psychologists. Six panelists from various career paths within this field are introduced.

Panelist Introductions

• Dr. Betsy Shoenfelt, an industrial organizational psychologist at Western Kentucky University, introduces the panel and its focus on careers in applied psychology.

• Panelists include Tyler Salley from Under Armour, Sasha Horowitz from the NBA, Dr. Neil Morelli from Codility, Ruth Frias from NYU Langone Health, Dr. Izzy Diaz from California State University, San Bernardino, and Dr. Dorothy Carter from the University of Georgia.

Overview of Industrial-Organizational (I-O) Psychology

An overview of I-O psychology is provided, emphasizing its role as a scientific study of work and application of scientific knowledge to enhance organizational performance and employee well-being.

Key Concepts in I-O Psychology

• I-O psychology focuses on improving workplace effectiveness through scientific study and application of principles.

• Areas within I-O psychology include workforce planning, talent management, training, diversity & inclusion, leadership development, and organizational change.

Roles and Impact of I-O Psychologists

The roles filled by I-O psychologists within organizations are diverse and impactful across various domains such as employee selection, performance management, diversity & inclusion efforts.

Roles and Impact

• I-O psychologists ensure employees have necessary KSAs for their jobs through job analysis and validation processes.

• They focus on motivation, engagement levels among employees while also addressing attitudes like satisfaction and commitment to enhance organizational outcomes.

Career Paths for I-O Psychologists

Various career paths for I-O psychologists are explored including roles in compensation & benefits, data analytics, leadership development among others across different sectors like business/industry or government agencies.

Diverse Career Opportunities

• Career paths for I-O psychologists span across sectors such as private industry/nonprofit organizations or government agencies like EEOC or FBI.

Interview with Tyler Salley - Part 1

In this section, Tyler Salley discusses his journey into talent management, starting from his undergraduate studies in psychology to his current role at Under Armor.

Tyler's Journey into Talent Management

• Tyler introduces himself as a lead on the global talent management team at Under Armor.

• He reflects on his psychology major in undergrad and the various internships he undertook in different fields of psychology.

• Tyler explains how he transitioned from clinical and behavioral psychology to business after finding recruitment more aligned with his interests.

• He shares his experience in HR, particularly in recruiting and workforce planning.

• Tyler discusses his shift towards organizational development and talent management due to a preference for working with existing employees rather than recruiting new ones.

Interview with Tyler Salley - Part 2

This section delves deeper into Tyler's roles within talent management, focusing on leadership development and organizational effectiveness.

Focus on Talent Management

• Tyler elaborates on working with mid-level leaders within organizations to develop and elevate them consistently across different locations.

• He highlights the importance of understanding cultural differences and communication nuances while developing leaders globally.

• Tyler mentions being responsible for developing senior managers and below globally at Under Armor, emphasizing the need for consistent leadership development.

Insights into Industrial Organizational Psychology by Sasha Horowitz

Sasha Horowitz shares her introduction to industrial organizational psychology through her mother's suggestion during high school.

Introduction to I-O Psychology

• Sasha recounts how her interest in industrial organizational psychology was sparked by her mother's recommendation based on a conversation about college majors.

New Section

In this section, the speaker discusses their journey into industrial-organizational psychology and how they found their passion for talent management.

Discovering Industrial-Organizational Psychology

• The speaker initially explored psychology in college but found it taxing, leading them to discover industrial-organizational psychology.

• They fell in love with I-O psychology instantly, changing their major and pursuing a master's degree in the field.

Transition to Talent Management

• Initially interested in external consulting, the speaker realized the importance of seeing projects through from start to finish.

• Due to a preference for building relationships and completing projects internally, they shifted focus towards internal consulting.

Exploring Talent Management at NBA

This part delves into the speaker's role at the NBA, focusing on talent management encompassing various aspects like DE&I, succession planning, performance evaluation, and feedback mechanisms.

Role at NBA

• The speaker's role at the NBA involves overseeing talent management comprehensively, including areas such as DE&I initiatives, succession planning, performance evaluation, 360 feedback processes, and goal setting.

Relating Talent Management to Basketball

• Drawing parallels between talent management practices and basketball concepts like goal setting for performance evaluation and 360 feedback akin to post-game analysis sessions among players and coaches.

Development Plans and Talent Identification

This segment focuses on development plans within organizations from entry-level roles to leadership positions along with identifying talents that align with organizational needs.

Development Plans

• Development plans are crucial for employees' growth within an organization from entry-level positions to leadership roles by outlining necessary skills acquisition steps akin to a basketball player progressing from college leagues to professional drafts.

Talent Identification

Meeting Insights and Career Paths

Sasha introduces the concept of preparing individuals for roles akin to developmental leagues in sports, emphasizing readiness for succession planning and team success. Neil Morelli from Codility follows, discussing pre-hire assessments for software engineering jobs.

Sasha's Analogy and Preparation

• Sasha highlights the importance of readiness in roles by drawing parallels to developmental leagues in sports.

• Emphasizes the significance of preparation for succession planning to ensure team continuity and potential championship wins.

Introduction to Codility by Neil Morelli

• Neil introduces Codility as a pre-hire assessment platform focusing on software engineering jobs.

• Mentions testing coders on skills like Python, JavaScript, providing data for companies such as Microsoft, Twitch, Tesla.

Role of an I-O Psychologist at Codility

• Neil explains his role as the chief I-O psychologist at Codility, focusing on ensuring test reliability, validity, and fairness.

• Describes responsibilities including supporting sales teams, creating marketing content, developing new tests and scoring methodologies.

Career Path Journey: From Psychology to Software Industry

Neil delves into his career journey from psychology studies to a leadership role in pre-hire assessment software companies like Berke. He emphasizes the blend of psychology theory with practical business skills.

Transition from Psychology Studies

• Shares his transition from undergraduate studies towards psychology due to interest in scientific study of people.

• Details academic progression through master's program at UTC followed by a PhD at UGA focusing on research skills and theory application.

Professional Growth in Software Industry

• Discusses internship experiences at APTMetrics leading to roles in software sales and product development.

• Highlights skill development in project management, consulting acumen crucial for leadership roles within pre-hire assessment firms.

Passion for Talent Matching and Business Success

Neil shares insights into his passion for talent matching, innovative products/services development, and aiding businesses succeed through effective recruitment strategies.

Personal Dissertation Focus

• Reflecting on dissertation focus about mobile devices' impact on test-taking behavior linking technology with talent acquisition interests.

Key Aspects of Job Satisfaction

• Encourages exploration of intriguing questions aligning with personal interests similar to dissertation pursuits.

Career Path Considerations

• Advocates considering careers focused on matching individuals with suitable jobs based on capabilities.

Impactful Work Environment

New Section

In this section, the speaker discusses their career journey and how their previous roles prepared them for their current position as a program manager.

Career Journey

• Prior experience as a middle school science teacher and facilitator with Teach For America.

• Transitioned to customer service at an ad tech company before becoming a program manager.

• Emphasizes how each role enhanced skills learned in their master's program in I-O psychology.

New Section

The speaker outlines the four main components of their role as a program manager, focusing on workplace culture analysis and trends.

Components of Program Manager Role

• Examining workplace culture and trends by observing interactions and dynamics.

• Collecting data on office conversations, email distribution, project assignments for analysis.

• Designing programs based on data insights such as DEI trainings and events.

New Section

This part delves into the implementation aspect of the speaker's role, emphasizing the importance of executing designed programs effectively.

Implementation Process

• Applying research-based best practices for launching programs within timelines.

• Considering societal factors when planning events to ensure relevance.

New Section

The focus shifts to evaluation post-program implementation, highlighting the significance of assessing effectiveness and feedback collection.

Evaluation Process

• Assessing program success through feedback analysis from participants.

• Identifying areas for improvement based on feedback received for future iterations.

New Section

The speaker reflects on how their education in I-O psychology prepared them for their current role by emphasizing data utilization and relationship building.

Preparation by I-O Psychology Education

• Appreciation for quantitative and qualitative data analysis post-master's program.

New Section

In this section, the speaker discusses their journey into Industrial-Organizational (I-O) psychology and the motivation behind choosing this field.

Choosing I-O Psychology

• Chose I-O psychology due to its system-oriented nature and the belief that creating fair systems leads to a more equitable world.

• Obtained master's and PhD in I-O psychology at Texas A&M after taking a risk right out of undergrad.

• Engages in consulting projects with nonprofits pro bono, emphasizing the scientist-practitioner orientation of I-O psychology.

Professional Application of I-O Psychology

This part delves into applying I-O psychology skills through consulting projects and academic research.

Application of Skills

• Engages in applied projects with students for nonprofits, focusing on evidence-based practices in I-O psychology.

• Emphasizes training students in statistics, research, and measurement to prepare them for evidence-based practice.

Impactful Practices in I-O Psychology

The speaker highlights the importance of understanding people and utilizing quantitative methods in I-O psychology.

Understanding People

• Describes grad students as observers learning to interact with individuals like anthropologists.

• Discusses classes on test and measurement to ensure assessments relate to work performance accurately.

Addressing Bias and Equity Through I-O Psychology

Focuses on addressing bias within assessments and ensuring fairness through evidence-based practices.

Addressing Bias

• Illustrates how biased indicators can impact assessments, emphasizing the need for accurate evaluation methods.

Diverse Career Paths in I-O Psychology

Explores diverse career opportunities stemming from an education in I-O psychology.

Diverse Career Paths

Are You in the Field Observing People?

In this section, the speaker discusses the role of professors in guiding students towards internships, classes, and thesis ideas based on their interests and activities.

Faculty Guidance for Students

• Professors assist students in focusing on specific areas such as applying for internships, selecting classes, and exploring thesis topics.

• The joy of being a professor lies in witnessing students develop skills they desire while also discovering their strengths and preferences.

Career Path of an Associate Professor

This part delves into the responsibilities of an associate professor at a research-focused institution like the University of Georgia.

Responsibilities of an Associate Professor

• Primary duties include conducting research for publication in peer-reviewed journals and securing grant funding.

• Apart from research, mentoring PhD students is a significant commitment that extends beyond graduation.

Balancing Research and Teaching

The speaker elaborates on engaging in academic research while also applying findings to real-world settings.

Academic Engagement

• Balancing teaching at different academic levels with conducting research forms a crucial aspect of the role.

• Transitioning from a non-traditional career path to academia highlights the importance of mentorship in shaping one's journey.

Leadership Innovation Networks Research

Focuses on leading a research laboratory aimed at enhancing collaboration within teams and larger systems.

Research Focus

• Investigating how leaders, teams, and larger systems can effectively address challenges across various domains like medicine and deep-space exploration.

Effectiveness of Research Studies with NASA

In this section, the speaker discusses a project called Project FUSION with NASA, focusing on conducting research studies to support collaboration processes for long-duration space missions.

Conducting Research Studies

• The research involves controlled laboratory experiments, archival document scanning, interviews, and observations to understand collaboration policies.

• The goal is to develop interventions to support collaboration during deep space missions like those to Mars due to communication delays and unprecedented collaboration requirements.

Organizational Level Interventions

This part delves into organizational interventions and working with senior leaders of organizations to enhance leadership and teamwork dynamics.

Working with Senior Leaders

• Engaging with CEOs and top management teams through surveys and social network analysis to understand leadership dynamics within organizations.

• Revealing actual patterns of leadership relationships within organizations that differ from traditional organizational charts.

Providing Actionable Feedback

Discusses providing specific actionable feedback based on analyses conducted within organizations for improving functionality.

Actionable Feedback Process

• Diagnosing hidden leadership dynamics within organizations and offering insights for improvement without directly revealing detailed information.

Impactful Leadership Strategies

Explores a case study where feedback provided led a CEO to revise the organizational strategy based on differing priorities among leaders.

Case Study Insights

Insightful Comments from Panelists

In this section, panelists share valuable insights and advice for individuals entering the field of I-O psychology.

Tyler's Advice

• Find what inspires you and pursue it intrinsically. Motivation stems from genuine interest and passion.

Sasha's Perspective

• Emphasizes the importance of keeping an open mind and being willing to take steps back to move forward in one's career.

Neil's Recommendations

• You don't necessarily need a doctorate for various roles in I-O psychology except academia. Encourages taking risks as they often lead to growth and opportunities.

Ruth's Insight

• Highlights the significance of building relationships in professional life, underscoring the value of networking and seeking support from peers.

Izzy's Advice

Career Development in I-O Psychology

In this section, the speaker discusses the importance of continuous learning and expertise development in the field of Industrial-Organizational (I-O) psychology.

Lifelong Learning and Expertise Development

• The speaker emphasizes the significance of being a lifelong learner to make a substantial impact in I-O psychology.

• Continuous pursuit of developing expertise is crucial due to the vast amount of information available in the field.