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Where Do We go from here? Accepting and applying assessment center feedback

We assume that assessment center participants will accept and act upon their AC feedback, thereby enhancing their job performance and bolstering organizational productivity. But is that really happening? Some consulting and public sector professionals have initiated their own applied research to investigate the factors that impact feedback acceptance and subsequent developmental activities. Todd Maurer will summarize their research, and then the researchers themselves will field your toughest questions about getting assessment center participants to accept and apply feedback, and how to link feedback to development efforts and ultimately to your organization’s business strategies.

Todd J. Maurer is employed at Georgia State University as Professor of Management. He has consulted or conducted applied research on issues including employee and leader development, performance appraisal and feedback, aging workers, employee testing and selection, job analysis, and legal concerns. Some of the research he has conducted has been supported by private organizations, the National Science Foundation, and the National Institutes of Health. In 2002 he won the Sidney A. Fine Award for Research on Analytic Strategies to Study Jobs from the Society for Industrial and Organizational Psychology (SIOP) and was elected to Fellow of SIOP in 2003. He has served on the editorial boards of Personnel Psychology and Journal of Management.

Panel

Kate Atchley is a faculty member in the Management Department at The University of Tennessee and holds a doctorate in Industrial/Organizational Psychology from there. She is the director of Leadership Development Programs for the College of Business, and teaches in UT’s executive and traditional MBA programs. She is also a partner in the Tennessee Assessment Center, and consults with local, national, and international companies.

Dr. Kudisch is Teaching Professor in the Management and Organization Department at the University of Maryland’s Robert H. Smith School of Business. He also is a co-founder and Principal Partner of Personnel Assessment Systems, Inc., a human resource consulting firm specializing in management and executive assessment.

Dr. Kudisch received his Ph.D. in Industrial/Organizational (I/O) Psychology from the University of Tennessee, Knoxville, and his M.S. in I/O Psychology from the University of Central Florida. Prior to joining the Smith School faculty in the Fall of 2002, he was an Assistant Professor and Director of the University of Southern Mississippi's I/O Psychology Doctoral Program and Center for Applied Organizational Studies.

Dr. Kudisch has provided consulting services in the areas of leadership assessment, succession planning, assessment centers, testing and selection, training and development, organizational change, employee attitudes, customer satisfaction, and performance management (e.g., performance appraisal, multi-source feedback) to both public- and private-sector organizations since 1988. Before venturing into academia, Dr. Kudisch spent several years working in various human resource-related functions at the Tennessee Valley Authority. Dr. Kudisch has written articles in the areas of assessment centers, personnel selection, managerial credibility, charismatic leadership, and multi-source feedback, and he has presented his research at national and international conferences. He is a member of the Academy of Management, Society for I/O Psychology, and the American Psychological Association.

Mark L. Poteet, Ph.D., President of Organizational Research & Solutions (ORS), has been involved with management assessment and feedback for over ten years. Mark received his Bachelor's degree in Psychology and his Doctorate of Philosophy in Industrial and Organizational Psychology from the University of Tennessee. Prior to forming ORS, Mark managed the recruiting and selection function for the City of Clearwater, Florida. His consulting work has focused primarily in selection, career development, management assessment and coaching, training design and delivery, 360-degree feedback, and performance management.

Mark also maintains an active program of research, having written and co-written several articles on leadership, mentoring, career development, and performance appraisal that have appeared in the Journal of Vocational Behavior, Career Development Quarterly, Journal of Organizational Behavior, Leadership Quarterly, and Journal of Business and Psychology.

Mark is a member of the Society for Industrial and Organizational Psychology and the American Psychological Association. He has worked with such companies as the Tennessee Valley Authority, Tennessee State Government, Tennessee Assessment Center, Right Management, Personnel Assessment Systems, Ohio Casualty Group, Knoxville Utilities Board, W.N. Lockwood & Associates, Veris Industries, the Center for Business and Economic Development at Auburn University, the Leadership Development Institute at Indiana University, and the City of Clearwater.

Tacy is currently a Senior Consultant in the Leadership Solutions Group at Development Dimensions International (DDI). She has been focusing on the development of the new leadership development program Interaction Management®: Exceptional Leaders … Extraordinary ResultsSM (IM: EX). Prior to her work in this area Tacy has had a variety of roles in the organization – Executive Development where she worked with Nortel, GM, Microsoft and as a Master Trainer of the leadership solutions to clients in Europe and the US. She plans to complete her dissertation at the University of Akron in 2004.

Brian Wilkinson is the Manager of Executive Assessment for Georgia-Pacific Corporation in Atlanta, where he has worked for six years. In that role Brian is responsible for the developmental assessment programs for high-potential managers and executives and the 360º feedback programs. Recently he was also given responsibility for re-designing and managing Georgia-Pacific’s salaried performance management system.

Prior to joining Georgia-Pacific, Brian worked as a Performance Consultant with Prudential HealthCare and as a Director of Training and Organizational Development with the State of Georgia.

Brian earned a degree in Psychology (Magna cum Laude) from Georgia State University, where he also received a Masters in Public Administration. He is scheduled to receive an MS in Industrial/Organizational Psychology from Kansas State University in December.

• PDF of Maurer Presentation
• PDF of Eidson Presentation
• PDF of Poteet Kudisch Presentation
• PDF of Wilkinson Byham Presentation