Allan Church, Ph.D.
Guilford, Connecticut, United States
4K followers
500+ connections
Activity
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Today is the day...🔥 Reserve your spot at Elevate by Future of HR now! As an HR leader, the expectations for what you need to deliver have never…
Today is the day...🔥 Reserve your spot at Elevate by Future of HR now! As an HR leader, the expectations for what you need to deliver have never…
Liked by Allan Church, Ph.D.
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If you're interested in benchmarking your current 360 feedback process, you should take few moments to complete Dale Rose, Ph.D.'s annual benchmark…
If you're interested in benchmarking your current 360 feedback process, you should take few moments to complete Dale Rose, Ph.D.'s annual benchmark…
Shared by Allan Church, Ph.D.
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Last week we brought together all Colleague Experience Group colleagues in the New York area for a day of business and networking activities at our…
Last week we brought together all Colleague Experience Group colleagues in the New York area for a day of business and networking activities at our…
Liked by Allan Church, Ph.D.
Publications
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A New Understanding of Potential: Do You Really Know Who the High-Potentials Are in Your Organization?
Talent Quarterly
I’m not talking about having a list of names to consider for the next leadership position when it
opens. Everyone has one of those... A recent integration of psychological and management theory and practice-based research has identified the components of an new universal model of potential called the Leadership Potential BluePrint. The BluePrint has been adopted by organizations including PepsiCo, Eli Lilly and Citigroup as part of their assessment and development efforts. -
Going behind the Corporate Curtain with a BluePrint for Leadership Potential: An
People & Strategy (HRPS)
What is the true definition of “high potential”? How do we identify high-potential talent? Can
leadership potential be developed in someone, or is it something that is inherent and predetermined
in an individual? Ask anyone working in talent management or human resources
and they will tell you that these questions reflect some of the most intense and ongoing
debates in organizations today. Nonetheless, identifying potential is key aspect of an effective
talent management system...Other authors -
Something Old, Something New: Research Findings on the Practice and Values of OD
OD Practitioner
OD is alive and well today. However, it is critical to take the pulse of practitioners in the field periodically in order to understand how things have changed or stayed the same over time with respect to our values, attitudes and interventions of choice. Recently, we undertook such a survey research study as a follow-up to one that had been conducted in the early 1990s (Church, Burke, & Van Eynde, 1994). The purpose of this paper is to summarize the key highlights of that research. Findings…
OD is alive and well today. However, it is critical to take the pulse of practitioners in the field periodically in order to understand how things have changed or stayed the same over time with respect to our values, attitudes and interventions of choice. Recently, we undertook such a survey research study as a follow-up to one that had been conducted in the early 1990s (Church, Burke, & Van Eynde, 1994). The purpose of this paper is to summarize the key highlights of that research. Findings are based on over 400 responses to our survey.
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The "New" Performance Management Paradigm: Capitalizing on the Unrealized Potential of 360 Degree Feedback
People & Strategy (HRPS)
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Engagement is in the Eye of the Beholder: Understanding Differences in the OD vs. Talent Management Mindset
OD Practitioner
The purpose of this paper is to examine the differences between an Organization Development and Talent Management mindset and the applicability of requiring different sets of interventions based on employee attitudes and key drivers of engagement. While an OD approach would suggest providing developmental experiences and programs for all employees, the TM model is much more focused on identifying and developing the few individuals with the highest potential to move into future leadership roles.…
The purpose of this paper is to examine the differences between an Organization Development and Talent Management mindset and the applicability of requiring different sets of interventions based on employee attitudes and key drivers of engagement. While an OD approach would suggest providing developmental experiences and programs for all employees, the TM model is much more focused on identifying and developing the few individuals with the highest potential to move into future leadership roles. Is one more appropriate than the other? Can they co-exist as frameworks? The answer to both questions is yes. Both broad based development and targeted development are needed in organizations today to drive employee engagement. The data from the present study confirm that argument. Implications for internal HR functions are discussed.
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How are Top Companies Assessing Their High-Potentials and Senior Executives? A Talent Management Benchmark Study
Consulting Psychology Journal: Practice and Research
Although high-potential and executive assessment has been a popular topic in practice for decades, the primary emphasis in the literature has been on the development and use of specific tools and interventions. As a result, when organizations seek guidance on the practice of assessment in corporations, Industrial-Organizational psychology (I-O) practitioners and consulting psychologists have limited information available with which to compare. This article attempts to close the gap in the…
Although high-potential and executive assessment has been a popular topic in practice for decades, the primary emphasis in the literature has been on the development and use of specific tools and interventions. As a result, when organizations seek guidance on the practice of assessment in corporations, Industrial-Organizational psychology (I-O) practitioners and consulting psychologists have limited information available with which to compare. This article attempts to close the gap in the literature by presenting the results of a benchmark survey. The survey was designed to provide insights and visibility to talent assessment efforts in large organizations with strong talent management and leadership development functions. Specifically, the results focus on the use of formal assessments with high-potentials and senior executives, including the purpose of the assessments, the application of various methodologies, a discussion of scope and ownership models, and the type of resources used to support such efforts. The article concludes with summary observations and implications for internal and external I-O, talent management and consulting practice.
Other authorsSee publication -
The Promise of Big Data for OD: Old Wine in New Bottles of the Next Generation of Data-Driven Methods for Change?
OD Practitioner
The extent that we can learn to capture, understand, and take effective action from the insights generated to improve employee engagement, effectiveness, person-organization fit, and drive culture change is what we define here as Big Data-Driven OD. The purpose of this paper is to introduce OD practitioners to concepts inherent in the Big Data movement in industry, and present a framework for integrating these concepts more directly with traditional data-driven OD approaches for change. The…
The extent that we can learn to capture, understand, and take effective action from the insights generated to improve employee engagement, effectiveness, person-organization fit, and drive culture change is what we define here as Big Data-Driven OD. The purpose of this paper is to introduce OD practitioners to concepts inherent in the Big Data movement in industry, and present a framework for integrating these concepts more directly with traditional data-driven OD approaches for change. The degree of philosophical overlap between Big Data and OD is then discussed and a framework for integrating Big Data and OD is introduced. The paper concludes with some applications of Big Data to specific types of OD domains, as well as potential challenges for the future.
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Bridging the gap between the science and practice of psychology in organizations: State of the practice reflections
Journal of Business and Psychology
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The Pearls and Perils of Identifying Potential
Industrial and Organizational Psychology: Perspectives on Science and Practice
Organizations today are increasingly focused on talent as a strategic asset and a competitive advantage for achieving business success. As a result, most major organizations have recognized the need for and outlined a formal process to identify and assess high-potential talent. There is, however, little agreement within or between organizations on the definition and components of the concept of potential. The existing definitions and models of potential are often narrowly focused on only a few…
Organizations today are increasingly focused on talent as a strategic asset and a competitive advantage for achieving business success. As a result, most major organizations have recognized the need for and outlined a formal process to identify and assess high-potential talent. There is, however, little agreement within or between organizations on the definition and components of the concept of potential. The existing definitions and models of potential are often narrowly focused on only a few select factors and give little attention to the broad spectrum of potential talent in an organization. This article introduces a new integrated model of potential that incorporates previous literature and current assessment practice regarding high potentials, provides a coherent structure of potential, and is reflective of a variety of different talent pools. The model provides a useful method for answering the key question—Potential for what? Three key components of potential are described by the model: (a) foundational dimensions, (b) growth dimensions, and (c) career dimensions. Implications for assisting organizations in more effectively managing their high potential talent for strategic business objectives are discussed.
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Talent Management
The Industrial-Organizational Psychologist
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Organization Development: A Data-Driven Approach to Organizational Change
Jossey-Bass (Book)
"Waclawski and Church have edited a valuable (re)introduction to the field of organizational development. The book is primarily intended for the vast majority of us who are either ill-informed about the field as it is practiced today and/or skeptical about the value of the change interventions encompassed by the term organizational development (OD). An important goal of the editors in compiling this collection of essays was to demonstrate the importance and power of the theory and practice of…
"Waclawski and Church have edited a valuable (re)introduction to the field of organizational development. The book is primarily intended for the vast majority of us who are either ill-informed about the field as it is practiced today and/or skeptical about the value of the change interventions encompassed by the term organizational development (OD). An important goal of the editors in compiling this collection of essays was to demonstrate the importance and power of the theory and practice of OD as a data-driven tool for organization improvement and change." - Seymour Adler, Ph.D. (Review in Personnel Psychology).
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Is there a method to our madness? The impact of data collection methodology on organizational survey results
Personnel Psychology
Honors & Awards
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SIOP Distinguished Professional Contributions Award
Society for Industrial-Organizational Psychology
Dr. Church is widely recognized for his contributions in several areas, each with significant impact upon the practice of I-O psychology. These include organizational survey research, organization development, 360-degree feedback, and more broadly, talent management. Perhaps it is in the latter area where he is best recognized as one of the leading scientists and practitioners. Over the past 25 years he has conducted numerous empirical and applied studies on leadership effectiveness and talent…
Dr. Church is widely recognized for his contributions in several areas, each with significant impact upon the practice of I-O psychology. These include organizational survey research, organization development, 360-degree feedback, and more broadly, talent management. Perhaps it is in the latter area where he is best recognized as one of the leading scientists and practitioners. Over the past 25 years he has conducted numerous empirical and applied studies on leadership effectiveness and talent management. This research has spanned a broad range of topics, from the use of surveys in organization development to 360-degree feedback for enhancing self-awareness to the identification of high potentials. He is an outstanding ambassador for what the field of I-O psychology can contribute to talent management. His publication record is remarkable given the demands of his consulting and executive roles; he has published 6 books, 39 book chapters, 55 peer-reviewed and 110 practitioner articles. Dr. Church has also made significant contributions to SIOP serving on the Executive Board, as TIP Editor, Publications Officer, and Professional Practice Book Series coeditor. He also has been on other organizational boards including the Conference Board’s Council of Talent Management, chair of the Mayflower Group, the Organization Development Institute, the Academy of Human Resource Development, and Human Resource People & Strategy. In summary, Dr. Church has excelled as a practitioner and scholar during an impactful career that has brought great distinction to SIOP and the field of I-O.
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Fellow
Society for Industrial-Organizational Psychology
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Fellow
American Psychological Association
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Fellow
Association for Psychological Science
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George and Sara McCune Best Paper Award, Group & Organization Management
Academy of Management
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ICAM Leadership Award
International Conference on Advances in Management
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OD Consultant of the Year
Organization Development Institute
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Outstanding Author Award, Leadership & Organization Development Journal
International Awards for Literary Excellence
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Outstanding Author Award, Research in Organizational Change and Development
Emerald Group Publishing Literati Network
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Richard A. Swanson Award for Excellence in Research, Human Resource Development Quarterly
Academy of Human Resource Development
More activity by Allan
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🚀🎉 Celebrating 5 Years of PepsiCo! 🌍💼 Today is my PEPnniversary – 5 years filled with remarkable people, incredible experiences, and…
🚀🎉 Celebrating 5 Years of PepsiCo! 🌍💼 Today is my PEPnniversary – 5 years filled with remarkable people, incredible experiences, and…
Liked by Allan Church, Ph.D.
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What happens when you combine two of the best HR podcasts into one episode? Find out this week on the Future of HR Podcast... As the The Modern…
What happens when you combine two of the best HR podcasts into one episode? Find out this week on the Future of HR Podcast... As the The Modern…
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Career paths are rarely straight. Today, mine takes an exciting turn as I begin my appointment as Associate Provost for Faculty Affairs at UNC…
Career paths are rarely straight. Today, mine takes an exciting turn as I begin my appointment as Associate Provost for Faculty Affairs at UNC…
Liked by Allan Church, Ph.D.
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