C. Shawn Burke is a research scientist at the Institute for Simulation and Training of the University of Central Florida. Dr. Burke has published more than forty articles and chapters and presented at more than seventy peer-reviewed conferences. She is currently investigating team adaptability and its corresponding measurement, multicultural team performance, leadership, and training of such teams. Dr. Burke earned her doctorate in industrial/organizational psychology from George Mason University and serves as an ad hoc reviewer for Human Factors, Leadership Quarterly, Human Resource Management, and Quality and Safety in Healthcare. She has coedited a book on adaptability and is coediting a book on advances in team effectiveness research.
Jay A. Conger holds the Henry R. Kravis Research Chair in Leadership Studies at Claremont McKenna College. Author of many articles and book chapters and twelve books, he researches executive leadership, organizational change, boards of directors, executive derailment, and leadership development. Recent books include Growing Your Company’s Leaders: How Organizations Use Succession Management for Competitive Advantage, Shared Leadership: Reframing the Hows and Whys of Leading Others (coauthored), Charismatic Leadership in Organizations, and Corporate Boards: New Strategies for Adding Value at the Top (coauthored). He earned an MBA from the University of Virginia, and DBA from Harvard Business School. He was selected by Business Week as the best professor to teach leadership to executives.
David V. Day is professor of organizational behavior in the Lee Kong Chian School of Business at the Singapore Management University. Day is also an adjunct research scientist with the Center for Creative Leadership and a senior research consortium fellow with the U.S. Army Research Institute. His research interests focus on the development of leaders and leadership in organizations. He recently completed a project sponsored by the Army Research Institute to develop an integrative theory of leader development for the U.S. Army.
Thomas Diamante is a consulting industrial psychologist at DOAR Litigation Consulting in New York. Formerly vice president for corporate strategy and development at Merrill Lynch’s Global Securities Research and Economics Division, he has held senior management positions at KPMG and Altria (Philip Morris). He received his PhD in psychology with an industrial and organizational specialization from the Graduate Center, City University of New York, and completed postdoctoral training in clinical psychology. He is New York State licensed.
Dawn L. Eubanks is a doctoral candidate in the Industrial and Organizational Psychology Program at the University of Oklahoma. Prior to joining the doctoral program at the University of Oklahoma she worked as a business analyst at the Corporate Executive Board. After receiving her MS degree in I-O psychology from University of Baltimore, Dawn gained experience as a consultant at Watson Wyatt Worldwide, where she was involved with creation and analysis of employee satisfaction instruments.
George P. Hollenbeck is an organizational psychologist who writes and consults in the area of leadership development. His career includes positions at IBM, Merrill Lynch, Fidelity Investments, and the Harvard Business School (senior director, Executive Education). He earned a PhD from the University of Wisconsin in Madison, was a James McKeen Cattell Fund Fellow at the University of California, Berkeley, and, as a Merrill Lynch executive, he attended Harvard Business School’s Advanced Management Program. George’s writings include articles (“Behind Closed Doors: What Really Happens in Executive Coaching” appearing in the Winter 1999 issue of Organization Dynamics), book chapters [“Coaching Executives: Individual Leader Development” in The 21st Century Executive (Jossey-Bass, 2002)], and books (Developing Global Executives: The Lessons of International Experience, published in January 2002 by the Harvard Business School Press, coauthored with Morgan McCall). He was the recipient of the Distinguished Professional Contributions Award of the Society of Industrial/Organizational Psychology in 2003. He is a fellow of that society, a licensed psychologist in New York and Massachusetts, and a diplomate of the American Board of Professional Psychology. George lives in and works out of the Houston, Texas, area; he is an avid fisherman and a struggling golfer.
Ann Howard is chief scientist for Development Dimensions International. Her PhD in industrial-organizational psychology is from the University of Maryland, and she has an honorary doctor of science degree from Goucher College. She is the author or editor of more than ninety publications on topics such as assessment centers, management selection, managerial careers, leadership, and work and organizational change. Her book (with Douglas W. Bray) on the lives and careers of two cohorts of telephone company managers, Managerial Lives in Transition: Advancing Age and Changing Times, received the George R. Terry Award of Excellence from the Academy of Management. She is a past president of the Society for Industrial and Organizational Psychology and the Society of Psychologists in Management.
Craig E. Johnson is professor of leadership studies at George Fox University, Newberg, Oregon, where he directs the Doctor of Management Program. He teaches graduate and undergraduate courses in leadership, ethics, and communication. He is the author of Meeting the Ethical Challenges of Leadership and Ethics in the Workplace, and coauthor of Leadership: A Communication Perspective. His research findings have been published in the Journal of Leadership Education, Selected Proceedings of the International Leadership Association, Journal of Leadership Studies, Communication Quarterly, Communication Education, and Communication Reports.
Manuel London is Associate Dean of the College of Business, Director of the Center for Human Resource Management, and Professor of Management and Psychology at the State University of New York at Stony Brook. He received his PhD from the Ohio State University in industrial and organizational psychology. He taught at the University of Illinois at Champaign before moving to AT&T as a researcher and human resource manager. He joined Stony Brook 17 years ago. He has written extensively on the topics of 360-degree feedback, continuous learning, career dynamics, and management development. His books include Leadership Development: Paths to Self-Insight and Professional Growth (2002, Erlbaum) and Continuous Learning: Individual, Group, and Organizational Perspectives (with Valerie Sessa, 2006, Erlbaum).
Mitchell Lee Marks is on the faculty of the Department of Management at San Francisco State University and leads Joining Forces.org, a firm that advises on organizational change, team building, strategic direction, organizational effectiveness, corporate culture, human resources management, and the planning and implementation of major organizational transitions. He has advised in more than one hundred cases of mergers, acquisitions, restructurings, and other major transitions. Mitch is the author of five books—including Charging Back Up the Hill: Workforce Recovery after Mergers, Acquisitions and Downsizing, and with Philip Mirvis, Joining Forces: Making One Plus One Equal Three in Mergers, Acquisitions, and Alliances—and scores of articles in practitioner and scholarly journals. He earned his PhD in organizational psychology from the University of Michigan.
Kenneth Matos is a doctoral student in the Industrial/Organizational Psychology Program at the George Washington University. His research interests include mentoring, diversity, and survey techniques and response trends.
Morgan W. McCall Jr. is professor of management and organization, Marshall School of Business, University of Southern California (USC). A Cornell PhD, he was director of research and a senior behavioral scientist at the Center for Creative Leadership prior to joining USC. His research focuses on developing executive talent, and he is author or coauthor of Developing Global Executives, High Flyers, and The Lessons of Experience.
Ian I. Mitroff is adjunct professor of health policy at the School of Public Health, St. Louis University, St. Louis, Missouri, and professor emeritus at the University of Southern California (USC). He founded and directed the USC Center for Crisis Management at the Marshall School of Business. He has authored more than 350 papers, articles, op-eds, and twenty-six books on the topics of crisis management, business policy, corporate culture, contemporary media and current events, foreign affairs and nuclear deterrence, organizational change, organizational psychology and psychiatry, the philosophy and sociology of science, public policy, scientific method, spirituality in the workplace, and strategic planning. His recent books include How to Emerge Better and Stronger from a Crisis (2005), Crisis Leadership (2002), Managing Crises before They Happen (2000), and A Spiritual Audit of Corporate America: A Hard Look at Spirituality, Religion, and Values in the Workplace (1999).
Michael D. Mumford is a George Lynn Cross Distinguished Research Professor at the University of Oklahoma, where he is director of the Center for Applied Social Research. Dr. Mumford received his PhD from the University of Georgia in 1983 and has held positions at the Georgia Institute of Technology and George Mason University. He has received more than $20 million in grant and contract funding and has published more than 160 articles on leadership, creativity, planning, and integrity. The most recent of his five books is Pathways to Outstanding Leadership: A Comparative Analysis of Charismatic, Ideological, and Pragmatic Leaders. He currently serves as senior editor of the Leadership Quarterly, and he sits on the editorial boards of the Creativity Research Journal, the Journal of Creative Behavior, and IEEE Transactions on Organizational Management. Dr. Mumford is a fellow of the American Psychological Association (Divisions 3, 5, and 14), the American Psychological Society, and the Society for Industrial and Organizational Psychology. He is a recipient of the Society for Industrial and Organizational Psychology’s M. Scott Myers award for applied research in the workplace.
Stephen T. Murphy is a doctoral candidate in the Industrial and Organizational Psychology Program at the University of Oklahoma. Prior to joining the doctoral program at the University of Oklahoma he worked as a research analyst at Hogan Assessment Systems. Stephen also has experience as a personnel selection specialist for the State of Tennessee and the Personnel Board of Jefferson County after receiving his MA degree in I-O Psychology from Middle Tennessee State University.
Patricia M. G. O’Connor is research director of Emerging Leadership Practices at the Center for Creative Leadership (CCL), Singapore Campus. Her research and innovation work focuses on the identification and development of inter- and intra-organizational leadership practices required to address complex global challenges. She recently over-saw the design, delivery, and evaluation of a multiyear leadership development initiative with one of the United States’ largest organizations. Engaging one hundred of their senior executives, the collaboration resulted in both developmental advancements and innovation outcomes of tangible benefit to the organization. Patricia’s perspectives on leadership have developed through a combination of 12 years’ experience as a senior-level manager and 6 years as a senior CCL faculty member. Previous to making the shift into an applied research faculty role, she served on CCL’s management team as director of business development. Patricia holds a BS degree in human resources from the University of Illinois, Urbana-Champaign, an MBA in management and organizational behavior from Bernard M. Baruch College (CUNY), and is a member of the Academy of Management.
Lynn R. Offermann is professor of industrial/organizational psychology at the George Washington University. Her research on leadership and followership, teams, and diversity has appeared in such journals as the Journal of Applied Psychology, Academy of Management Journal, Leadership Quarterly, American Psychologist, and the Harvard Business Review. She is a member of the Academy of Management and a fellow of the Society for Industrial and Organizational Psychology, the American Psychological Association, and the Association for Psychological Science.
Ronald E. Riggio is the Henry R. Kravis Professor of Leadership and Organizational Psychology at Claremont McKenna College and director of the Kravis Leadership Institute. His research interests include prediction of leadership and managerial potential; charismatic leadership theory; nonverbal communication in social interaction; communication processes in organizational settings; assessment center methodology for personnel selection, employee development, and measurement of leadership potential; and learning strategies in higher education. His publications include numerous journal articles, book chapters, and edited books, including Transformational Leadership with Bernard M. Bass, Improving Leadership in Nonprofit Organizations with Sarah Smith Orr, and Future of Leadership Development and Multiple Intelligences and Leadership with Susan E. Murphy. He authored Introduction to Industrial/Organizational Psychology. He is an associate editor for the Leadership Quarterly and is on the editorial boards of Leadership, Journal of Nonverbal Behavior, and Leadership Review. Riggio earned his BS at Santa Clara University, and MA in psychology and PhD in social/personality psychology at the University of California, Riverside.
Eduardo Salas is Trustee Chair and Professor of Psychology at the University of Central Florida. He holds an appointment as program director for Human Systems Integration Research Department at the Institute for Simulation and Training and previously was senior research psychologist and head of the Training Technology Development Branch of NAVAIR-Orlando. Dr. Salas has coauthored more than three hundred journal articles and book chapters and has coedited fifteen books. He is or has been on the editorial boards of Journal of Applied Psychology, Personnel Psychology, Military Psychology, Interamerican Journal of Psychology, Applied Psychology: An International Journal, International Journal of Aviation Psychology, Group Dynamics, and Journal of Organizational Behavior, and is past editor of Human Factors journal. In addition, he has edited two special issues (one on training and one on decision making in complex environments) for Human Factors. He has edited other special issues on team training and performance and training evaluation (Military Psychology), shared cognition (Journal of Organizational Behavior), and simulation and training (International Journal of Aviation Psychology). He currently edits an annual series, Advances in Human Performance and Cognitive Engineering Research (Elsevier). Dr. Salas has held numerous positions in the Human Factors and Ergonomics Society during the past fifteen years. He is the past chair of the Cognitive Engineering and Decision Making Technical Group and of the Training Technical Group, and served on the executive council. Dr. Salas is a fellow of the American Psychological Association (SIOP and Division 21), the Human Factors and Ergonomics Society. He received his PhD degree (1984) in industrial and organizational psychology from Old Dominion University.
James W. Smither is Lindback Professor of Human Resource Management at La Salle University, where he teaches courses in human resources management, training and development, and leadership skills. He has consulted with more than forty firms in human resources and leadership development. Previously, Jim was a senior manager/group leader in corporate human resources for AT&T, where he was responsible for developing and validating employee selection programs for management-level positions. He received his BA (in psychology) from La Salle and has an MA from Seton Hall University, an MA from Montclair State University, and a PhD in industrial/ organizational psychology from Stevens Institute of Technology. Jim has published more than forty scholarly articles and chapters. He is a fellow of the Association for Psychological Science and the Society for Industrial and Organizational Psychology.
Kevin C. Stagl is a doctoral candidate in the Industrial and Organizational Psychology Program at the University of Central Florida (UCF). Kevin is currently employed at UCF’s Institute for Simulation and Training, where his research centers on team leadership, team development, distributed team performance, and team adaptation. Prior to joining IST, Kevin spent 5 years as a member of an organizational consultancy that provides human capital management decision support.
Mary B. Teagarden is professor of global strategy at Thunderbird, the Garvin School of International Management, where she teaches global strategy and strategic human resource management. Her research interests focus on competitiveness, strategic alignment, and capability building with an emphasis on the management of technology-intensive firms, off-shore manufacturing, high technology transfer, and strategic human resource management in the People’s Republic of China, India, and Mexico. Her current research focuses on the localization of leadership development for transformation and strategic alignment in the telecommunications and IT industries in India and China. She received her PhD in strategic management from the University of Southern California.
David A. Waldman received his PhD from Colorado State University in industrial/organizational psychology. He currently is a professor and chair of the Department of Management in the School of Global Management and Leadership at Arizona State University, and an affiliated faculty member of the Department of Management of the W. P. Carey School at Arizona State University. His research interests focus largely on leadership across levels of analyses, especially leadership at strategic levels and leadership in virtual contexts, and also include cross-cultural issues in leadership, as evidenced by his involvement as a country coinvestigator for the United States in the GLOBE project. Dr. Waldman’s accomplishments include scholarly and practitioner articles or chapters in such journals/series as the Journal of Applied Psychology, the Academy of Management Journal, the Academy of Management Review, the Academy of Management Executive, Personnel Psychology, Research in Personnel and Human Resources Management, the Journal of Vocational Behavior, Human Resource Management, the Journal of Organizational Behavior, the Journal of Management, the Leadership Quarterly, IEEE Transactions on Engineering Management, Research Policy, and the Journal of Engineering and Technology Management. In addition, he has published a book on 360-degree feedback. He is currently on the editorial boards of the Academy of Management Journal and the Leadership Quarterly, and formerly on the editorial boards of the Journal of Applied Psychology and the Journal of Organizational Behavior. He is an associate editor of the Academy of Management Learning and Education and a fellow of the American Psychological Association, as well as the Society for Industrial and Organizational Psychology.
Gary Yukl received a PhD in industrial-organizational psychology from the University of California at Berkeley in 1967. He is currently a professor in the Management Department, University at Albany. Dr. Yukl’s current research interests include leadership, power and influence, and management development. He has written many articles published in professional journals and has received four best paper or best article awards for his research. He is also the author or coauthor of several books, including Leadership in Organizations (6th edition, Prentice-Hall, 2006) and Flexible Leadership (Jossey-Bass, 2004). Dr. Yukl is a fellow of the American Psychological Association, the American Psychological Society, the Society for Industrial-Organizational Psychology, and the Academy of Management.