SCP 2024 Conference Agenda

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DateTimeSession TypeSession TitleSpeakers# Continuing Ed CreditsRoom AssignmentAbstract/Notes
Thursday, February 1, 20247:00AM - 4:00PMRegistration OpenEscalator Base
Thursday, February 1, 20247:00AM - 8:00AM Breakfast (for morning workshop & student consortium participants ONLY)Foot Hills II, 17th Floor
Thursday, February 1, 20248:00AM - 5:00PMConsortiumStudent Corsortium0Big Bend A&B
Thursday, February 1, 20248:00AM - 12:00AM WorkshopApplications of the APA Ethics Code to Organizational Consulting Psychology: Foundational Workshop Stewart Cooper, PhD, ABPP4 APA
ICF: 1CC, 2.5RD
Hill Country AThe seminar will emphasize awareness and application of the 2010 APA Ethics Code aspirational principles and enforceable standards directly connected to organizational consulting. Research on factors leading to poor ethical choices as well as a model for enhancing ethical decision making will be integrated into the program. Existing literature on ethics in organizational consulting psychology will be shared with the participants.
Thursday, February 1, 20248:00AM - 12:00AM WorkshopAI in Consulting Psychology: Cautions and OpportunitiesJoanie Connell, PhD
Rodney Lowman, PhD
Larry Norton, PhD
ICF: 1.5CC, 2RD
Hill Country BArtificial Intelligence (AI) has emerged as a major concern and opportunity for consulting psychologists. Yet few have received training in this area. This workshop will provide an overview of foundational AI knowledge that all consulting psychologists should have, identify compelling ethical/legal issues, and demonstrate AI applications that can be used by organizational consultants and coaches. Using both didactic and interactive approaches, the workshop will help consulting psychologists better understand ways to incorporate AI into their consulting practice ethically and with understanding of some of the legal concerns.
Thursday, February 1, 20248:00AM - 12:00AM WorkshopWhen Coaching Relationships go Awry: Understanding Why and What to do About itDoug Frost, PhD
Catherine Hambley, PhD
ICF: 3CC, .5RD
Hill Country CWhen coaching relationships go awry, the first place we tend to look is at the client. Where we really need to start is with the coach. Using experiences participants share with one another, we will explore how our human need for emotional safety shapes both coach and coachee behavior. After presenting a framework for understanding, we will engage in an experiential process to develop greater skill in mindfully managing both our own and our clients’ emotional safety.
Thursday, February 1, 202410:00AM - 10:30AMBreak (for morning workshop & student consortium participants ONLY)Hill Country Foyer
Thursday, February 1, 202412:00PM - 1:00PMLunch (for afternoon workshop & student consortium participants ONLY)Foot Hills II, 17th Floor
Thursday, February 1, 20241:00PM - 5:00PMWorkshopAdvanced Topics and Skills Building in the Ethical Practice of Consulting PsychologyRodney Lowman, PhD4 APA
ICF: 2.5 CC, 1RD
Hill Country AThe ethical practice of consulting psychology is increasingly complex. This advanced topics and skills building workshop addresses emerging topics in ethics including social justice, use of technology in selection, record keeping and maintenance, virtual service delivery, guidelines, and informed consent. Some legal and regulatory parameters will also be included. Didactic/discussion material will be supplemented with the discussion of participant-provided real-life ethics cases.
Thursday, February 1, 20241:00PM - 5:00PMWorkshopThe Consulting Psychologists Toolbox: Skills and Methods for Success in a General Private Practice WorkdayJohn Fennig, PhD4 APA
ICF: 1CC, 2.5RD
Hill Country BThe practice of consulting psychology to individuals, teams and organizations/systems is a professional specialty work area in psychology. As such, practitioners need to learn and use objectively researched and tested methods and tools. This workshop is built on the published SCP Guidelines for Education and Training in Consulting and Organizational Psychology to provide specific "how tos" for early and mid career practitioners. Attendees get and learn the actual methods and tools that a successful 30 year general practice of consulting psychology uses each day with clients.
Thursday, February 1, 20241:00PM - 5:00PMWorkshopInclusivity Begins with the Self: Using Groups to Identify and Explore White Supremacy in LeadershipChristina Douyon, PhD
Amanda Weber, PhD
ICF: 2CC, 1.5RD
Hill Country CWhen consulting with any leader or company, it is important to develop them in a manner that reduces shame, fosters them interpersonally, and centers the humanization of all employees. Utilizing group interventions that facilitate self-reflection and self-awareness, participants will learn about (1) the structures bolstering inequitable workplaces and strategies to dismantle them, and (2) participate in a cross-racial demo group focused on one’s own racial identity development.
Thursday, February 1, 20243:00PM - 3:30PMBreak (for afternoon workshop & student consortium participants ONLY)Hill Country Foyer
Thursday, February 1, 20245:30PM - 6:30PMWelcome & Diversity ReceptionBig Bend Ballroom & Foyer
Thursday, February 1, 20246:30PM - 7:30PMNew Attendee/Student EventBig Bend Ballroom & Foyer
Friday, February 2, 20248:00AM - 4:00PMRegistration OpenTexas Foyer 5-7
Friday, February 2, 20248:00AM - 9:00AM BreakfastTexas Foyer 5-7Grab breakfast and head into Texas 4-7 to eat.
Friday, February 2, 20249:15AM - 9:30AM Conference Kick-OffTexas 4-7
Friday, February 2, 20249:30AM - 10:30AMKeynoteFrom Back Pain to BossEvalina Burger-Van der Walt, MD1.5 APATexas 4-7
Friday, February 2, 202410:30AM - 11:00AMBreak Hill Country FoyerGrab a sip and a snack!
Friday, February 2, 202411:00AM - 12:30PMConcurrentWhen Leaders of Color Thwart DEI initiatives: Understanding Internalized RacismRehman Abdulrehman, PhD
Monnica Williams, PhD
1.5 APA
ICF: 1.5RD
Texas 4-7It’s often assumed that professional leaders of color will assist organizations in meeting their diversity goals. Not all people of color, however, can identify with the challenges faced by other racialized people, due to their own personal racial traumas which can lead to internalized racism and stunted ethnic and cultural identity development. These individuals are not always equipped to be compassionate mentors for rising people of color or act as agents of meaningful change just because they are people of color. This presentation will explore the impact of internalized racism on organizational DEI climate and issues to address in coaching leaders of color.
Friday, February 2, 202411:00AM - 12:30PMConcurrentDeveloping Academic Leaders: Twenty Year Trends and Five-Year ProjectionsCarolyn Humphrey, PhD
Rochelle Sapp, PhD
Greg Pennington, PhD
1.5 APA
ICF: 1.5RD
Hill Country AThe LEAD21 Program has focused on developing academic leaders in public land grant institutions for 20 years. Its intention has been to apply leadership development concepts, assessments, simulations, case studies, and coaching approaches to higher education leaders engaged in teaching, research, and service roles as well as administrative positions. This session presents enduring trends in leadership capabilities over the past 20 years based on a range of program design evolutions, assessment tools and development goals. It includes insights on how to fully engage cohorts over twelve months both in-person and online with innovative content while maximizing both peer and executive coaching capabilities. Examples of academic leadership development trends that have emerged over the years include influencing without authority, challenges in effectively managing conflict, civility, and the importance of leading change. A variety of assessments and additional tools and strategies for successfully designing and managing a year-long cohort-based engagement will be discussed. Facilitators will summarize key impact data over 20 years of programming, and participants will join in a discussion of future casting how leadership development in academia will evolve in the next five years with consulting psychology theory and research as its guide.
Friday, February 2, 202411:00AM - 12:30PMConcurrentA Model for Development Planning Used to Facilitate New Leaders’ Organizational IntegrationJenn Shepard, PsyD, MBA
Nathan Whittier, PsyD, MBA
Katie Pesch, PhD
1.5 APA
ICF: 1.5RD
Hill Country BWhether related to a specific challenge, a particular situation, or simply in an effort to elevate a high potential individual to the next level, consulting psychologists have long worked with leaders in the context of development. A critical component of this leadership development work is the creation of a plan – one which is meaningful, high impact, and, perhaps most importantly, realistic and sustainable. Given our deep understanding of human behavior and organizational dynamics, consulting psychologists are well positioned to guide leaders through the process of putting together a plan for their own development. This session explores a model for engaging in leadership development planning, including pre-planning assessments and feedback, an exploration of individual factors as well as the implications of organizational context, the identification of clear goals, and the related thoughts, feelings, and behavior changes required in order that movement towards those goals is not only possible, but probable. The culmination of the planning process involves a discussion of the plan with key stakeholders in order to ensure alignment and accountability moving forward. The presented model is grounded in psychological principles and includes the application of evidence based techniques drawn from positive psychology, Acceptance and Commitment Therapy theory, and Cognitive Behavioral Therapy theory. The session will include a thorough discussion of this model for leadership development and associated strategies and techniques, as well as the review of a case study. Presenters will talk through the application of the development planning process as it relates to a leader working to adjust to a new organization, and will share around key takeaways and lessons learned in applying the leadership development model in this context.
Friday, February 2, 202411:00AM - 12:30PMConcurrentWell-being for Consulting ProfessionalsElizabeth Schwab, PhD
Julie Benesh, PhD
Marlon Sukal, PhD
ICF: 1.5RD
Hill Country CPhysician, heal thyself, sometimes quoted in the Latin form, Medice, cura te ipsum, is an ancient proverb appearing in Luke 4:23. Another famous quotation is saying, "the children of the shoemaker go barefoot", meaning that the shoemaker is so focused on making shoes for paying customers that his/her children are overlooked. Either dictum can apply to consultants who seek to improve the functioning of organizations and their stakeholders, while their own well-being may get short shrift. The recent disruptions to work have created an opportunity to revisit well-being in light of our post-pandemic world and amongst a changing workforce and economy. The experience of work in general is changing with many jobs affected by advancements in technology like AI and robotics, resulting in less typical employment situations, with less access to benefits and resources overall contributing to an increased sense of job insecurity (Adams, 2019). Though consultants may have an idea about what well-being is, they may not have had the opportunity to explore the nuanced differences and conflicting body of research around it and its associated terminology (i.e. subjective well-being, experiential well-being, psychological well-being, flourishing and thriving, etc.). Accordingly, consultants may feel there is no clear way to define what well-being means, much less to maximize their own. This session will help to clarify the definition of emotional well-being (EWB), discuss ways that the research can support a better work and life experience (and the connection between them), and lead to the creation of a sustainable plan for creating and maintaining well-being overall.
Friday, February 2, 202411:00AM - 12:30PMConcurrentUnlocking Human Potential: Redesigning Work with Generative AIMichelle Paul, PhD
Laurie Moret, PhD
1.5 APA
ICF: .5CC, 1RD
Hill Country DWhat happens when there is increased time for higher-level activities at work? The recent growth of generative artificial intelligence (Generative AI) tools, such as ChatGPT, means that employees and organizations face this question sooner than many might expect. During this session we will share essential things you need to know about Generative AI and real-world examples of how Generative AI tools enhance work tasks. We will review recent research that demonstrates that employees care more about meaningful work on a day-to-day basis than compensation or concrete career growth opportunities, and consider how integrating Generative AI offers the opportunity to expand that meaningful work by removing repetitive tasks of low complexity and freeing up time for more higher-order, complex, and sophisticated tasks. We will discuss the implications for workforce planning, upskilling, and business process mining, including identifying and eliminating repetitive tasks that can be handled by AI, merging roles to create new roles, expanding roles to include managing AI tools, and upskilling all employees to have a basic understanding of AI and its capabilities so they can be both critical thinkers and users of the technology. We will also review the predominant concerns and risks associated with Generative AI and highlight risk mitigation actions most likely to address those concerns. Last, we will share and apply a human-centered approach individuals, teams, or organizations can use to diagnose how to integrate Generative AI and redesign jobs, team composition, and workflows/business processes.
Friday, February 2, 202411:00AM - 12:30PMConcurrentReimagining Enduring Approaches to Organizational Psychology for the Bleeding Edge of TechnologyLiz Sweigart, PhD
Shaina Thompson
1.5 APA
ICF: 1.5RD
Foothills 1, 17th FloorThe dawn of Web3 technology presents new opportunities and challenges for organizational culture and development. Consulting psychologists possess a unique skill set, grounded in time-tested theories, frameworks, and practices, that can be pivotal in shaping the cultures of these emergent digital organizations. This session delves into the application of these skills within the Web3 space, focusing on a blockchain startup case study. Despite resource constraints, this startup managed to foster a diverse and vibrant digital-first community, challenging prevalent Web3 stereotypes by embodying values of excellence, sustainable innovation, inclusivity, continuous learning, and creativity. Central to this accomplishment is the innovative application of a hybrid appreciative inquiry model tailored to the decentralized nature of Web3 entities. Drawing from recent research, the presentation will illuminate the transformative role consulting psychologists can play in Web3 organizational development, thereby enriching the nascent field of Web3 organizational psychology. Attendees will gain insights into the practical integration of traditional psychological models within the dynamic Web3 landscape.
Friday, February 2, 202412:30PM - 1:30PMLunchTexas Foyer 5-7Grab lunch and head into Texas 4-7 to eat.
Friday, February 2, 20241:30PM - 2:30PMKeynoteEnduring Lessons on Culturally Centered Leadership: Synthesizing Traditional Practices with Cultural LegaciesThomas A. Parham, PhD1.5 APATexas 4-7
Friday, February 2, 20242:30PM - 3:00PMBreakHill Country FoyerGrab a sip and a snack!
Friday, February 2, 20243:00PM - 4:30PMConcurrentTen Enduring Lessons about the Use of Assessments in Consulting PsychologyRodney L. Lowman, PhD1.5 APA
ICF: 1.5RD
Texas 4-7Assessment is one of the core defining competencies in both basic and applied consulting psychology (see American Psychological Association, 2017). Yet although the sophistication of some assessment measures has increased (e.g., adaptive testing, norms with huge sample sizes, the availability of multiple, if not always interchangeable, measures from which to choose), assessment involves far more than incorporating a well-marketed test. In this presentation 10 “enduring lessons” of assessment are presented, ones that too often may be overlooked in practice or research. These include reminders about what to consider when selecting tests, understanding tests in the context of the whole person, what confidence intervals mean, focusing on the variables to be measured and more).
Friday, February 2, 20243:00PM - 4:30PMConcurrentRethinking Your Consulting Approach to Include DEIJoanie Connell, PhD
Bernardo Ferdman, PhD
1.5 APA
ICF: 1.5RD
Hill Country AAre you an organizational consultant who cares about diversity, equity, and inclusion but shies away from offering or participating in DEI interventions because you believe you are not qualified or may not be the right person for the job? We’d like to challenge your thinking and ask you to consider how you can infuse DEI into all the consulting you do – whether it is specifically DEI-focused or not. Enduring lessons in consulting psychology have taught us that organizational change requires much more than a training class or an individual or small group intervention. Organizational change on DEI is most effective in the context of a strategic organization-wide effort implemented with top-level sponsorship and accountability. It takes time and work at multiple levels of the organization to create lasting change. We challenge you to be part of such changes in the DEI space and to make intentional efforts to bring a DEI lens and approach into your organization —be it a large consulting firm or solo practitioner—and to change the way you do business and work with clients to foster diversity, equity, and inclusion no matter what type of consulting you do. In this interactive workshop, we will guide you through a process of reflection, learning evidence-based methods, analyzing case examples, and developing strategies to shift your consulting approach to include DEI across the board.
Friday, February 2, 20243:00PM - 4:30PMConcurrentThe AI-Driven Coach: How Rapid Advances in AI and Digital Coaching Technology are Redefining The Practice of CoachingMichael Woodward, PhD1.5 APA
ICF: .5CC, 1RD
Hill Country BOver the last three years the coaching profession has been undergoing rapid transformation. The rapid rise of digital coaching platforms along with near overnight rise of generative AI like ChatGPT has fueled unprecedented transformation in the coaching industry. As these new AI-driven technologies continue to evolve, the nature of coaching and how we define coaching will continue to change in unexpected ways. During the session we will explore the digital coaching landscape, the latest AI-driven technologies and the impact AI is having on coaching as a practice and a profession. Dr. Woodward will also share insights from his newly launched NYU SPS Coaching Innovation Lab as well as samples of the latest DI coachbots.
Friday, February 2, 20243:00PM - 4:30PMConcurrentThe Evolving Role of Empathy in Leadership: What’s Changed and What to do about It?Robert Kaiser, MS
Kenneth Nowack, PhD
1.5 APA
ICF: .5CC, 1RD
Hill Country CThis two-part session begins with a new study examining the popular belief that empathy has become a more important part of leadership since the onset of the COVID-19 pandemic. Results are generally supportive of empathy’s increasingly stronger link with engagement and changing relationship with productivity, but also highlight the downsides of “excessive empathy.” The second part is a review of evidence-based techniques for enhancing leader empathy as well as managing the undesirable organizational and personal effects of “excessive empathy.
Friday, February 2, 20243:00PM - 4:30PMConcurrentWorking with Higher Education Leaders Navigating Competing Priorities During Uncertain TimesTraci Callandrillo, PhD
Mira Brancu, PhD
ICF: 1.5RD
Hill Country DIn the evolving landscape of higher education leadership, traditional paradigms are being challenged by shifting priorities and complexities. Amidst competing demands, leaders strive to balance community needs and staff engagement. Responsive Leadership emerges as a solution, drawing from adaptive, collaborative, and network analysis literature. This model empowers leaders to navigate dichotomies, fostering accountability, growth, and progress. Through scenario-based exploration, this presentation equips consultants working with diverse higher education clients with strategies for straddling challenges, benefiting both individuals and institutions.
Friday, February 2, 20243:00PM - 4:30PMConcurrentUnderstanding the Impact of Racism on Professional Leaders of ColorMonnica Williams, PhD1.5 APA
ICF: 1.5RD
Foothills 1, 17th FloorProfessionals of color are not immune to experiences of racism. One manifestation of this is termed racial trauma, which often meets clinical criteria for PTSD. This presentation will elucidate the mechanisms of racial trauma and provide case examples using professional leaders of color. This presentation will help consulting psychologists better understand challenges facing professional leaders of color in terms of racial stressors and psychological correlates, and how they can be supported in their roles.
Friday, February 2, 20244:30PM - 4:45PMBreakNo Food or Drink
Friday, February 2, 20244:45PM - 5:45PMThe Wisdom of Shared Learning: Sticks, Drums and Tea CeremoniesSCP Fellows Committee0 APATexas 1-3
Friday, February 2, 20244:45PM - 5:45PMConcurrentThe Cutting Edge of Leadership: Now What?
John Horton, MS0 APAHill Country AThe talent management industry is rife with anecdotes and data regarding what good and bad leadership looks like. Over time, a general consensus across these experiences and data of the core competencies necessary for good leadership has emerged. These core leadership competencies include Competence, Judgment, Humility, Vision, Integrity, and Drive. In this session, John Horton (Practice Manager of Hogan Assessment System’s Independent Consultants Network) will present coaching applications and strategies relative to these competencies and the attendees will explore limitations and extensions of these applications.
Friday, February 2, 20244:45PM - 6:15PMConcurrentYou can positively impact this world and/or APA: Making a difference through the new APA Committee for the Advancement of General Applied PsychologyStewart Cooper, PhD, ABPP0 APA
ICF: 1.5RD
Hill Country BGeneral applied psychology and consulting psychology were one of the two foundational components of the field. Division 13 (The Society for Consulting Psychology) is one of the initial set of APA Divisions. After 50 years of dominance by HSP psychology within APA, the passage of the Committee for the Advancement of General Applied Psychology (CAGAP) is providing a new venue and opportunity for consulting psychology and consulting psychologist to have significant impact on major societal and organizational issues and on APA itself. This interactive presentation will provide participants the knowledge needed to become affiliated to the CAGAP and to the subsequent Coalition for Applied Psychology once that is formed. The first Blue Sky experience will focus on brainstorming ways the general applied psychologists, and consulting psychologists in particular, can contribute to addressing key societal issues such as workplace psychology and climate change. The second Blue Sky experience will focus on ways that general applied psychologists in general, and consulting psychologists in particular, can achieve higher influence within APA for the benefit of consulting psychology as well as consulting psychologists.
Friday, February 2, 20245:45PM - 6:45PMPoster Session & ReceptionTexas Foyer
Friday, February 2, 20247:00PM - 8:30PMSocial HourAustin
Friday, February 2, 20249:00PM - 11:00PMEsther’s FolliesTicket's Needed525 E Sixth Street
Austin, Texas 78701
Saturday, February 3, 20248:00AM - 4:00PMRegistration OpenTexas Foyer 5-7
Saturday, February 3, 20248:00AM - 9:00AM BreakfastTexas Foyer 5-7Grab breakfast and head into Texas 4-7 to eat.
Saturday, February 3, 20249:15AM - 9:30AM Conference Kick-OffTexas 4-7
Saturday, February 3, 20249:30AM - 10:30AMKeynoteWho knew wastewater could be this much funPaul Sciuto1.5 APA
Saturday, February 3, 202410:30AM - 11:00AMBreak Hill Country FoyerGrab a sip and a snack!
Saturday, February 3, 202411:00AM - 12:30PMConcurrentMoving from Micro-Aggressions to Micro-Validations: An Empathetic Leadership ApproachRyan Warner, PhD1.5 APA
ICF: 1.5RD
Texas 4-7In today's diverse and dynamic workplaces, promoting inclusivity and empathy is paramount for fostering high-performing teams. However, at times, subtle covert forms of discrimination known as microaggressions can detrimentally impact team dynamics and workplace culture. To effectively create and sustain a culture of inclusion, it is crucial for effective and empathetic leaders to understand that merely avoiding the perpetration of microaggressions is insufficient; it's equally essential to actively counteract their detrimental effects.
Drawing from the well-established principles of consulting psychology, this session empowers participants with the knowledge and tools needed to nurture a workplace culture that not only recognizes but actively embraces empathy and inclusivity through the practice of micro-validations. Micro-validations are small, positive actions that encourage or affirm historically marginalized groups. In essence, this session provides a comprehensive roadmap for cultivating a workplace environment characterized by genuine empathy, respect, and inclusiveness, where all individuals feel valued and supported.
Saturday, February 3, 202411:00AM - 12:30PMConcurrentConsulting Psychology Through the Eyes of the ClientLaura Finfer, PhD0 APA
ICF: 1.5RD
Hill Country AThis session will focus on consulting psychology through the lens of the client. Dr. Laura Finfer will interview Mr. Matt Higgins, co-founder of RSE Ventures, a multi-billion-dollar investment portfolio about his experience as an executive level client of enduring best practices in assessment and executive development. Topics explored include what he finds most valuable working with a consulting psychologist, examples of their engagements, what happens when they disagree, and what makes for a healthy professional relationship.
Saturday, February 3, 202411:00AM - 12:30PMConcurrentCreating Professional Communities: Two ExamplesDouglas Riddle, PhD, DMin
Daniel Fisher, PhD
1.5 APA
ICF: 1.5RD
Hill Country BExplore the creation and expansion of two intentional leadership communities, one 8 years old and another still in early stages. What are the lessons for organizations about structural development, evolving definitions of purpose, and maturing frameworks of community identity? We will provide examples of resource mapping and the decisions that lead to a thriving community committed to highly diverse membership and expanding scope of impact. Participants will be guided to evaluate their own organizations and those of clients to ensure the highest degree of success in creating vital communities of purpose.
Saturday, February 3, 202411:00AM - 12:30PMConcurrentAddressing the neurodiversity inclusion paradox: Guidelines for ethical and effective practiceLudmila Praslova, PhD0 APA
ICF: 1.5RD
Hill Country CDespite the increasing visibility of the neurodiversity movement, neurodiversity inclusion at work remains elusive and characterized by a paradox. On the one hand, there are neurodiversity-focused hiring programs in major companies such as Dell, Microsoft, and JPMorgan, and the reports of outstanding productivity. JPMorgan, for example, reports that autistic hires are 140% more productive, Nevertheless, neurominority workers struggle to secure and keep employment.
Traditional approaches to supporting neurodiversity based on disability models fail neurodivergent talent. Newer approaches based on the neurodiversity perspective are increasingly merging the academic rigor of evidence-based interventions with the lived experience perspectives.
This presentation will focus on how consulting psychologists can help address myths, misconceptions, and ineffective interventions that hamper the workplace inclusion of neurodivergent talent. It will present case studies of successful and failed interventions, and outline best consulting practices for neurodiversity inclusion in the workplace.
Saturday, February 3, 202411:00AM - 12:30PMConcurrentNavigating Success with Courage, Curiosity and Compassion: Enduring Lessons from Experienced ConsultantsMary Cianni, PhD0 APA
ICF: 1.5RD
Hill Country DFrom the thematic analysis of 36 oral histories of experienced consultants, three attributes emerge as a foundation for successful consulting careers: courage, curiosity, and compassion. We will explore these themes to better prepare new entrants, early career and transitioning psychologists, to navigate from early days through to mastering their craft. The enduring lessons will be explored from the point of view of new job entrants and those in position to support and coach.
Saturday, February 3, 202411:00AM - 12:30PMConcurrentReal-Time Leadership & Psychological Flexibility: The Challenge EnduresCarol Kauffman, PhD, ABPP1.5 APA
ICF: 1.5RD
Foothills 1, 17th FloorReal-Time Leadership provides a series of evidence frameworks pulling on multiple theories (technical eclecticism) to offer a four-component model for leaders and leadership coaches to increase sustainability and performance under pressure. The M.O.V.E frameworks include how to be 1. Mindfully Alert 2. An Options Generator 3. Able to validate one’s Vantage Point and 4. Able to Engage and Effect Enduring Change. These can be applied on an individual, team and organizational level.
Saturday, February 3, 202412:30PM - 1:30PMLunchTexas Foyer 5-7Grab lunch and head into Texas 4-7 to eat.
Saturday, February 3, 20241:30PM - 2:30PMKeynoteLessons in leadership from the halls of Congress to Guantanamo BayRachel Reddick, JD1.5 APA
Saturday, February 3, 20242:30PM - 3:00PMBreak Hill Country FoyerGrab a sip and a snack!
Saturday, February 3, 20243:00PM - 4:30PMConcurrentPartners in Time: Consulting to the Multi-Generational Family EnterpriseMark Sirkin, PhD1.5 APA
ICF: 1.5RD
Texas 4-7
Families are complicated, family businesses are even more complicated; and multi-generational family enterprises are among the most complex human groups we know of. Family businesses will be looked at from an historical point view, as well as considering other significant aspects of including: Life-cycles, gender, ethnicity, religion, between generation characteristics, within generation characteristics, and the roles of capital, wealth, and philanthropy.
Saturday, February 3, 20243:00PM - 4:30PMConcurrentHow Not To Stick Your Foot in Your Mouth: Why Cultural Competence is More About You Than ThemRehman Abdulrehman, PhD1.5 APA
ICF: 1.5RD
Hill Country AMany respected models of cultural competence focus on othering clients who come from racialized communities, with the focus of cultural competence being on understanding how our clients may be different from who we are. This anthropological view of addressing clients who belong in our communities not only offends and alienates them but also increases barriers to equity. This session helps attendees understand how cultural competence is more about our understanding of ourselves, our privileges, and our lack of awareness of the diversity and culture in our own communities that creates divide and a lack of trust between client and professional.
Saturday, February 3, 20243:00PM - 4:30PMConcurrentEnduring Lessons from Assessing Servant Leaders in the Modern EraLacey Farrow, PhD1.5 APA
ICF: 1.5RD
Hill Country BThis skill building session will survey the breadth of assessment tools available for measuring Servant Leadership (SL) behaviors. SL case studies will be used to examine scenarios where objective assessment tools would be an appropriate intervention for training and developing Servant Leaders (SLrs). Small groups will decide on best assessment methods in response to de-identified SL case prompts. Debriefs will occur in large groups. Ethical and professional implications of using SL assessments will be discussed.
Saturday, February 3, 20243:00PM - 4:30PMConcurrentEnduring Lessons from Long Careers in the TrenchesJudith Blanton, PhD
Vicki Vandaveer, PhD
Robert Kaiser, MS
ICF: 1.5RD
Hill Country CThree senior consultants share key lessons they have learned over their long careers. Each will discuss 7 “practical lessons” learned—from giants in the field, colleagues, other unusual sources and their own work and how these psychological principles continue to influence how they work. The audience will have time to engage each panelist to discuss these core principles and values and will participate in a one-to-one audience exercise linked to the theme.
Saturday, February 3, 20243:00PM - 4:30PMConcurrentInteractive Behavioral-Based Interviewing (IBBI): Identifying the congruency-of-fit during any hiring process through the use of live simulationsTroy Seidl, PhD, MEd
Thuy Boardman, PhD
Kasey Kruer, PsyD
1.5 APA
ICF: 1.5RD
Hill Country DInteractive Behavioral-Based Interviewing (IBBI) extends beyond traditional PBI or BBI (Performance-Based or Behavioral Based Interviewing). IBBI requires a job applicant to engage in a set of simulations related to the job for which they’ve applied. This ensures that an interview board sees a candidate in “action” and is able to rate their performance in real time, rather than simply taking a candidate’s anecdotal answers as evidence of their abilities and experience.
Saturday, February 3, 20243:00PM - 4:30PMConcurrentDeveloping APA Guidelines for Coaching Psychology: A Roundtable Discussion and Planning SessionBill Berman, PhD
Laurie Moret, PhD
1.5 APA
ICF: 1.5RD
Foothills 1, 17th Floor
APA Guidelines help improve services to all client populations. In General and Applied Psychology, they set standards for how psychological services may improve organizational health, develop individuals and teams, and expand access and opportunity. We have guidelines for education and training in Consulting Psychology but have lagged behind many others in creating standards for Coaching Psychology. In this session, leaders in the broad field of Coaching Psychology will initiate a process for creating and documenting coaching guidelines. Participants will increase understanding of the scope of Coaching Psychology and help set the stage for how we could define Coaching Psychology as a Specialization or Proficiency in psychology.
Saturday, February 3, 20244:30PM - 4:45PMBreakNo Food or Drink
Saturday, February 3, 20244:45PM - 6:15PMConcurrentUsing AI for the Detection and deterance of insider threats: frameworks and measuresTheodore Hayes, PhD
Ludmila Praslova, PhD
1.5 APA
ICF: 1.5RD
Texas 4-7This session will discuss integrating artificial intelligence (AI) and consulting psychology to conceptualize the psychology of insider threat and create threat interventions. Insider threat refers to the potential risks and dangers posed to an organization's employees or assets by organizational members. AI is a tool to identify threats using organizational data. Consulting psychologists have the skillsets to identify threat justifications based on perceived injustice and the training to intervene before threats are carried out. (74 words)
Saturday, February 3, 20244:45PM - 6:15PMConcurrentThe State of Progress for Initiatives Supporting Women in Leadership: Enduring Lessons and Future NeedsMira Brancu, PhD
Cristina Padilla, PhD
Yon Na, PhD
Anna Marie Valerio, PhD
1.5 APA
ICF: 1.5RD
Hill Country AThe proliferation of coaching and consulting initiatives focused on supporting women in leadership has outpaced the available research, policy, and practice guidelines needed. This panel discussion brings to life the 2022 Consulting Psychology Journal special section on the State of Progress for Initiatives Supporting Women in Leadership." Co-guest editors and first authors of the special issue will provide an overview of their work and engage the audience.
Saturday, February 3, 20244:45PM - 6:15PMConcurrentThe Influence of Spiritual Diversity in the Workplace: A DEIA PerspectiveLacey Farrow, PhD
Tonya Armstrong, PhD
1.5 APAHill Country BAlthough spirituality has historically been understood as a personal factor in the lives of human
beings, acknowledging the presence of and diversity of spirituality in the workplace is important for at least three major reasons (Houghton et al., 2016). First, recognizing the diverse means by which individuals navigate their inner lives has implications for how they navigate their internal needs, including needs for achievement and significance. Additionally, spirituality influences individual and group connections to colleagues, team members, and supervisors. Moreover, spirituality examined from an existential perspective can transform the way that employees make meaning of their work and their broader purpose.

Despite the significance of these factors, many consulting psychologists have not received
training in how to encounter spiritual dynamics in the workplace, particularly given the diverse
ways in which they may emerge. Even further, consulting psychologists have not often been
afforded opportunities to reflect on their own spiritual values and practices in order to skillfully
and respectfully navigate these issues for their clients and coachees.

This workshop will explore diverse conceptualizations of spirituality in the workplace, review spiritual and religious competencies, invite engagement of spiritual reflection through a mindfulness-based experiential exercise, and promote strategies for the effective inclusion of spiritual awareness in the workplace.

Furthermore, Dr. Farrow will outline opportunities to advance DEIA within SCP and outside communities. 
Saturday, February 3, 20244:45PM - 6:15PMConcurrentInnovative Practices in Team Coaching EngagementsRuss Barcelona, PhD
Elizabeth Fleming, PsyD
Julie Unite, PhD
1.5 APA
ICF: 1CC, .5RD
Hill Country CIn a time of competing team coaching methods and approaches, there is little consensus on which holds greater value. Often there is the promise for a “magic bullet” to “fix” teams, when in reality these expensive exercises result in short-lived results and limited ROI. After reviewing current team coaching theory and practical applications, this session will highlight recent engagements and team coaching outcomes. We capitalize from using a blend of these approaches to obtain a more consistent and impactful result. Our aim is to provide pragmatic direction for how to constructively bridge the academic and practitioner gap in obtaining real-world ROI.
Saturday, February 3, 20244:45PM - 6:15PMConcurrentLions and Hunters: Lessons Learned and Continuing Questions Applying Consulting Psychology to the Dynamics of Differences Driving Effective Leadership and Organizational PerformanceGregory Pennington, PhD1.5 APA
ICF: 1.5RD
Hill Country DThe history of psychology includes significant impacts of several dimensions of our lives. Direct contributions to consulting psychology are not as clearly identified as psychology in general. In addition to providing an initial identification of key contributions, positive and negative impacts of those contributions will be discussed. An emphasis is will be made on identifying and analyzing impact from a variety of perspectives, whether the lion or the hunter. In recognition of the blend of research and application, a presentation of how consulting firms have made progress in diversity and where opportunities remain will be made. The session is intended to generate a list of continuing questions that may inform further research and evaluation.
Saturday, February 3, 20244:45PM - 6:15PMConcurrentHow to Overcome Toxic Divisiveness in Our CommunitiesDana Ackley, PhD0 APA
ICF: 1.5RD
Foothills 1, 17th Floor“Conflict entrepreneurs” play on people’s fears, leading to inter-group conflicts, in order to get votes or sell air time, regardless of the long-term damage done by stirring up hatred and mistrust. Research by Peter Coleman, Ph.D. at Columbia University has found that outrage is as addictive as heroin. While extreme voices get all the attention, his research also showed that 86% of Americans are actually somewhere in the middle of the political spectrum. This session will explore concrete ways that SCP members can contribute to giving voice to the 86% in order to create collaborative discussions and processes in members own communities. Highlighted will be my work with the Healthy Democracy Coalition (a national effort) and the Roanoke Collaboration Project (local).