Cognadev

A timely reminder to all those promoting fabulous HR and Psychological Assessment products which incorporate "AI". It's time for a serious reality check. Marketing and hype can only take you so far until, as the author puts it:

"Chickens do tend to come home to roost though, eventually. Cold fusion may have sounded great, but you still can’t get it at the mall. The cost in AI is likely to be a winter of deflated expectations. Too many products, like driverless cars, automated radiologists and all-purpose digital agents, have been demoed, publicized—and never delivered.

For now, the investment dollars keep coming in on promise (who wouldn’t like a self-driving car?), but if the core problems of reliability and coping with outliers are not resolved, investment will dry up. We will be left with powerful deepfakes, enormous networks that emit immense amounts of carbon, and solid advances in machine translation, speech recognition and object recognition, but too little else to show for all the premature hype."

The free-to-view article is available at:

Artificial General Intelligence Is Not as Imminent as You Might Think A close look reveals that the newest systems, including DeepMind’s much-hyped Gato, are still stymied by the same old problems

We are back with facilitated and in-person training options for the CPP for individuals that need more of a personal touch. Please see our dates for 2022 below and contact us should you be interested. Our e-Learning remains an option for those who prefer to work on their own.

For those with an interest/stake in Leadership courses, a thought-provoking article with two brutal opening paragraphs: https://lnkd.in/gQGdnnqk [open-access].
The abstract:
"Leadership development is big business, with business schools and private providers offering leadership development programmes claimed to help turn managers into wise, good and able leaders. Leadership development originated in philosophy and, in the Western tradition, dates back at least as far as Socrates. This article asks: how would philosophers qua wisdom-lovers [philosophes] respond to contemporary programmes? We use the dramatic licence offered by theatre to imagine Foucault, Butler, Kant, Hume and others participating in a leadership training course. As our play opens, we find them critiquing a 360-degree psychometric assessment instrument they have been asked to complete. Our highly select group argue it solicits docile, servile supplicants to the interests of neoliberal capitalism. They offer an alternative containing key questions putative leaders should explore. The script includes other dramatis personnae and a Chorus (the authors of this paper). Speeches and programme notes provide the necessary bones of an academic paper, such as literature reviews and philosophical contexts. We ask colleagues to join with us in reconnecting leadership development to its philosophical roots in an effort to foster wiser and more ethical leadership"

If philosophers went on a leadership course: A (serious) farce in three Acts - Suze Wilson, Hugh Lee, Jackie Ford, Nancy Harding, 2022 Leadership development is big business, with business schools and private providers offering leadership development programmes claimed to help turn managers int...

JUST SIGNED UP! Thank you Cognadev for partnering with us again at our 24th Annual Conference, Virtual, 13-15 July 2022. More info about the conference available here: https://lnkd.in/gJzRT77K

Organisations Societies Practices

People working together often scheme to put profits ahead of telling the truth. New research points to ways to stop this behavior. This article in Scientific American (April 29, 2022, open-access) summarises the very interesting set of results.
https://lnkd.in/gz9JsBPY

The published journal article reference is:
Leib, M., Köbis, N., Soraperra, I., Weisel, O., & Shalvi, S. (2021). Collaborative dishonesty: A meta-analytic review. Psychological Bulletin, 147(12), 1241–1268. https://lnkd.in/gsm5ZyJy
The public significance statement from the article abstract:
"We present the first meta-analysis on collaborative dishonesty—when groups can lie to increase the group’s profits—covering 87,771 decisions made by 10,923 people engaging in 21 different experimental tasks. Results reveal various situational and personal factors shape collaborative dishonesty, including, for example, that group members affect each other’s behavior over time. We propose that prosocial and honest-image concerns drive collaborative dishonesty."

This Soft Skills Matrix enables a more finessed contextual interpretation of an individual’s soft skills, now cross-related to the valuing systems of Spiral Dynamics. This is a unique assessment within the domain of soft-skills assessments.

https://lnkd.in/dVT4SNRW

The Cliquidity volume assessment system offers an integrated and automated psychological assessment and screening solution for clients looking for an economic /cost effective, efficient, and practical solution for volume assessment of candidates or their existing workforce:

https://lnkd.in/dZwYHr93

For coaches, practitioners, and those with an interest in executive/managerial coaching: An open-access article:
Boyatzis, R.E., Hullinger, A., Ehasz, S.F., Harvey, J., Tassarotti, S., Gallotti, A., & Penafort, F. (2022). The grand challenge for research on the future of coaching. The Journal of Applied Behavioral Science, 58, 2, 202-222. https://lnkd.in/g4HGGNGu. [Open Access].

Abstract

The popularity of coaching as a development activity in organizations has outpaced the research. To inspire research and strengthen our intellectual foundation, the Thought Leadership Institute of the International Coaching Federation invited 35 of the most recognized coaching scholars and 12 coaching leaders to three two-hour discussions. Each session began with three presenters briefly sharing observations about what we know and need to find out. The three sessions focused on: (1) the desired outcomes of coaching; (2) the process and mechanism of coaching; and (3) coaching for people from distinctive cultures, genders, and context. A fourth theme emerged as the major gap in the research about the competencies of effective coaches. This paper summarizes the discussions. Twenty-two specific research needs for the coming years are identified and presented, clustered within the four themes. This should provide guidance for graduate students, faculty and consultants considering research on coaching.

The Grand Challenge for Research on the Future of Coaching - Richard E. Boyatzis, Alicia Hullinger, Sharon F. Ehasz, Janet Harvey, Silvia Tassarotti, Anna Gallotti, Frances Penafort, 2022 The popularity of coaching as a development activity in organizations has outpaced the research. To inspire research and strengthen our intellectual foundation,...

A brief exploration of the factors involved in human Wellness – from historical, societal, organisational and psychological perspectives.

https://lnkd.in/gQdsKQUG

Free to download for non-members - from the American Psychological Association, April, 2022. A summary of the major growth areas for practitioner and academic psychology.
Download Link: https://lnkd.in/gq3QS-PG

FEATURES INCLUDE:
Reworking Work — Industrial and organizational psychologists are helping employers and employees navigate as COVID-19 reshapes the world of work

Mental Health, Meet Venture Capital — Private equity firms are funneling unprecedented funds into mental health apps and related interventions. How will this trend affect mental health care and the field?

Children's Mental Health is in Crisis — As pandemic stressors continue, kids’ mental health needs to be addressed in schools

The Most Important I-O Articles for Research/Practice in the Last 5 (or so) Years.
https://lnkd.in/gKm22MFQ [open-access].... published in the Spring 2022 issue of TIP, the magazine of the APA-SIOP society.

The article is the result of invitations sent to 145 I-O scholars and practitioners, collated by Scott Highhouse:
"I recently shared, on the BGSU industrial-organizational (I-O) psychology program listserv, a meta-analysis by Andrew Speer and colleagues (Speer et al., 2021) showing that the validity of biodata has been underestimated. I shared with my colleagues my belief that, along with a recent meta-analysis by Sackett and colleagues (2017) showing that assessment centers are better head-to-head predictors of job performance than GMA, the biodata meta-analysis shows that our field has been overreliant on the classic 1998 article by Schmidt and Hunter….

I emailed 91 members of the Personnel and Human Resources Research Group (PHRRG or "frog"), a by-invitation group of I-O and related scholars founded over 35 years ago. I also emailed the editorial board of Personnel Assessment and Decisions (PAD; https://lnkd.in/gJWuCi2S), consisting of an additional 54 I-O scholars and practitioners from all over the world. This resulted in (N =145) invitations to accomplished I-O scholars, in both academic and applied settings, tasked with nominating a recent article of importance to the field….

I received 18 nominations for articles".

Most Important I-O Articles for Research/Practice in the Last 5 (or so) Years Industrial-organizational (I-O) psychology academics and practitioners (N = 145) from around the world were asked to nominate what they believed to be, in the last 5 years, the most important published article for research and/or practice. The article provides a framework for crowdsourcing important...

Draft International Test Commission and Association of Test Publishers Guidelines for Technology-Based Assessment Now Open for Public Commentary.

The International Test Commission and the Association of Test Publishers have collaborated to develop Guidelines for Technology-Based Assessment to promote best practices and ensure fair and valid assessment in a digital environment. These Guidelines are now in draft form and will be available for public comment through May 15, 2022.

The draft Guidelines are the product of a multiyear effort that involved dozens of invited authors, ad hoc technical reviewers, and extensive review by ten advisory groups representing practice areas and regions of the world.

The draft Guidelines can be found on the ITC web site: https://lnkd.in/gMNng7fv, or on the ATP website: https://lnkd.in/gKT2CgTp.

Public comments on the Guidelines can be submitted using this link: https://lnkd.in/gGnBFCPK