WorkCookie - Get Ahead with Industrial/Organizational Psychology in the Workplace

Organizations recognize the importance of human-machine collaboration, but recognition isn’t readiness. With research demonstrating a significant gap between organizations that see the need and those making real progress, this episode explores how leaders can build change readiness while redesigning roles, relationships, workflows, and teams for a workplace where humans and technology increasingly work together. I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

AI may own the headlines, but it’s far from the only technology reshaping work. Drawing on emerging tech insights from Gartner, Stanford, and Deloitte, this episode explores the technologies flying under the radar, from robotics and digital twins to quantum, wearables, and biotechnology, and what leaders need to know about their impact on people, teams, and the future of work. In this episode: Emi Baressi, Tom Bradshaw, Nic Krueger, Lee Crowson, Kate Morales, PhD, LindaAnn Rogers I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Aziz, F., Qazi, A. and Li, H. (2026), “Digital twin technology and operations management efficiency in construction: the roles of information transparency, collaboration and digital readiness”, Journal of Enterprise Information Management, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/JEIM-04-2026-0719 Crawford, K., Posada, J., Okueso, Y.E., Higgins, E., Lachin, L. and Hamidi, F. (2026), “Inquiry into accessibility service possibilities for blind and low-vision university students through co-designing a 3D-printed tactile campus map”, Journal of Enabling Technologies, Vol. 20 No. 2, pp. 73–87. https://doi.org/10.1108/JET-11-2024-0076 Eriksson, K.M., Olsson, A.K. and Carlsson, L. (2024), “Beyond lean production practices and Industry 4.0 technologies toward the human-centric Industry 5.0”, Technological Sustainability, Vol. 3 No. 3, pp. 286–308. https://doi.org/10.1108/TECHS-11-2023-0049 JLL (n.d.), “JLL taps into the power of neuroscience to shape the future of work”, JLL. https://www.jll.com/en-us/newsroom/jll-taps-into-the-power-of-neuroscience-to-shape-the-future-of-work Kawala-Sterniuk, A., Browarska, N., Al-Bakri, A., Pelc, M., Zygarlicki, J., Sidikova, M., Martinek, R. and Gorzelanczyk, E.J. (2021), “Summary of over fifty years with brain-computer interfaces—A review”, Brain Sciences, Vol. 11 No. 1, Article 43. https://doi.org/10.3390/brainsci11010043 Kies, A., De Keyser, A., Jaramillo, S., Li, J., Tang, Y. and Ud Din, I. (2025), “Wired for work: brain-computer interfaces’ impact on frontline employees’ well-being”, Journal of Service Management, Vol. 36 No. 1, pp. 1–26. https://doi.org/10.1108/JOSM-03-2024-0098 Li, L., Xu, Y., Zhan, Y., Pan, M., Lo, C.K.Y. and Zhou, H. (2026), “The impact of digital twin innovation on firm operational performance: a knowledge-based perspective”, International Journal of Operations & Production Management, Vol. 46 No. 9, pp. 1454–1476. https://doi.org/10.1108/IJOPM-07-2025-0681 Tathavadekar, V.P. and Mahankale, N.R. (2026), “Brain–computer interface integration in corporate learning: bidirectional enhancement frameworks for neurologically-augmented knowledge workers”, Strategic HR Review, Vol. 25 No. 3, pp. 89–92. https://doi.org/10.1108/SHR-06-2026-218 Valencia-Arias A, Velasquez Salas S, Cardona-Acevedo S, Rua Hernandez JC, Ramírez-Ramírez DM, Benjumea-Arias ML (2026), "Technology-driven workplace transformation: changes, challenges, and opportunities". Management & Sustainability: An Arab Review, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/MSAR-08-2025-0295 Wei, X., Tan, W. and Tian, R. (2026), “The double-edged sword effects of STARA use on employee performance and well-being: a meta-analysis based on job demands-resources (JD-R) model”, Information Technology & People, Vol. 39 No. 5, pp. 2312–2340. https://doi.org/10.1108/ITP-01-2025-0020 Reports Deloitte Deloitte. (2025, December 10). Tech trends 2026: As technology innovation and adoption accelerate, five trends reveal how successful organizations are moving from experimentation to impact. Deloitte Insights. https://www.deloitte.com/us/en/insights/topics/technology-management/tech-trends.html Gartner Stephan, C., Buytendijk, F., Searle, S., Alvarez, G., Li, B., & Chen, O. (2026, July 23). Hype cycle for emerging technologies, 2026. Gartner. https://www.gartner.com/en/documents/8163629 Stanford Stanford Emerging Technology Review. (2026). The Stanford Emerging Technology Review 2026. Hoover Institution & Stanford School of Engineering, Stanford University. Stanford Emerging Technology Review 2026

Leadership development is most effective when it is grounded in the organization's values. This episode demonstrates how values become the framework for selecting, coaching, developing, and evaluating leaders, creating consistency across the organization and building leadership capacity that reinforces culture and supports long-term organizational success. In this episode: LindaAnn Rogers, Tom Bradshaw, Nic Krueger, Rich Cruz, CT Sanders, Lee Crowson I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Kahneman, D., & Klein, G. (2009). Conditions for intuitive expertise: A failure to disagree. American Psychologist, 64(6), 515–52 Ericsson, K. A. (2008). Deliberate practice and acquisition of expert performance: A general overview. Academic Emergency Medicine, 15, 988–994.

Defining values is only the beginning. This episode explores how leaders intentionally integrate organizational values into everyday decisions, communication, accountability, strategic planning, and operations so employees can consistently make decisions that reflect the organization intended direction even when leadership isn't present. In this episode: LindaAnn Rogers, Tom Bradshaw, Nic Krueger, Tim Sharples, Rich Cruz I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References Bourne, H., & Jenkins, M. (2013). Organizational values: A dynamic perspective. Organization Studies, 34(4), 495–514. O'Reilly, C. A., III, Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person–organization fit. Academy of Management Journal, 34(3), 487–516.

Authentic organizational values begin with authentic personal values. This episode provides a practical, evidence-based process for identifying personal values and translating them into meaningful organizational values with clear definitions, observable behaviors, and practical decision-making criteria that employees can apply every day. In this episode: LindaAnn Rogers, Tom Bradshaw, Natasha Desjardins, Nic Krueger, Lee Crowson, Tim Sharples I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events Reference Collins, J. C., & Porras, J. I. (1996). Building your company’s vision. Harvard Business Review, 74(5), 65–77.

Leadership development is most effective when it is grounded in the organization's values. This episode demonstrates how values become the framework for selecting, coaching, developing, and evaluating leaders, creating consistency across the organization and building leadership capacity that reinforces culture and supports long-term organizational success. In this episode: LindaAnn Rogers, Tom Bradshaw, Dr. Tim Sharples, Nic Krueger, Wendy Iglehart I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Kouzes, J. M., & Posner, B. Z. (2023). The Leadership Challenge (7th ed.). Wiley. Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25, 1–65. Schwartz, S. H. (2012). An overview of the Schwartz theory of basic values. Online Readings in Psychology and Culture, 2(1).

Your first job is just the beginning of your career journey. In this episode, we’ll discussed how to think strategically about career growth, develop transferable skills, and make intentional career decisions that support your long-term success. In this Episode: Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Lee Crowson, LindaAnn Rogers I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events Reference: Office of the Attorney General of Texas. (2026, July 14). Attorney General Ken Paxton investigates LinkedIn for advertising fake and misleading job opportunities to users paying for a Premium subscription. https://www.texasattorneygeneral.gov/news/releases/attorney-general-ken-paxton-investigates-linkedin-advertising-fake-and-misleading-job-opportunities

Landing an I/O role requires more than simply submitting applications. It requires you to communicate the value you bring to the workplace. This episode will help you explore how to improve your resume, networking, interview skills, and personal brand while avoiding common mistakes. In this episode: Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Lee Crowson,s, Natasha Desjardins I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

How do you gain I/O experience if you can’t land your first I/O job? We discuss practical ways to gain relevant skills through internships, research, volunteer work, consulting projects, and opportunities that help you bridge the gap between graduate school and the workplace. In this episode: Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Lee Crowson, LindaAnn Rogers, Natasha Desjardins, Rich Cruz I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

I/O psychology has so many career paths. (Probably more than many people realize.) However, figuring out where you fit can feel overwhelming. In this episode, we explored the different areas of the field and how to identify roles that align with your strengths and interests. In this episode: Dr. Heather Morton, Tom Bradshaw, Nic Krueger, Lee Crowson, LindaAnn Rogers, Ian Siderits I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

This episode offers a practitioner's view of what sustainable transformation actually moves through: from the moment of honest awareness, through the friction of resistance, into the kind of cultural shift that outlasts any single initiative or leader. In this episode: Meagan Bond, Nic Kruegar, Rich Cruz, LindaAnn Rogers, Lee Crowson, Ian Siderits, Tricia Kennedy, Alexander Taylor I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Brocha, S. (2026). The Human Method®: An eight-phase organizational transformation methodology [Unpublished manuscript]. Dweck, C. S. (2006). Mindset: The new psychology of success. Random House. Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999 Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley. Gallup. (2025). State of the global workplace: 2025 report. Gallup. Keller, S., & Aiken, C. (2009). The irrational side of change management. McKinsey Quarterly. McKinsey & Company. (2021). The state of organizations 2021: Ten shifts transforming organizations. McKinsey & Company. Overmier, J. B., & Seligman, M. E. P. (1967). Effects of inescapable shock upon subsequent escape and avoidance responding. Journal of Comparative and Physiological Psychology, 63(1), 28–33. https://doi.org/10.1037/h0024166 Peterson, C., Maier, S. F., & Seligman, M. E. P. (1993). Learned helplessness: A theory for the age of personal control. Oxford University Press. Samuelson, W., & Zeckhauser, R. (1988). Status quo bias in decision making. Journal of Risk and Uncertainty, 1(1), 7–59. https://doi.org/10.1007/BF00055564

Every organization is in a race to adopt artificial intelligence. Few are asking the more important question: are our people ready to work alongside it? The organizations that will win the next decade are not the ones with the most advanced technology — they are the ones with the culture strong enough to absorb, adapt to, and leverage it. AI does not fail because of the algorithm. It fails because of the humans around it — the ones who resist it, misuse it, or never trusted the organization enough to embrace it in the first place. Culture is what determines whether AI becomes a force multiplier or an expensive distraction. In this session, we will examine the relationship between organizational culture and AI adoption, and make the case that investing in culture is not the soft alternative to investing in technology — it is the prerequisite. In this episode: Meagan Bond, Tom Bradshaw, Nic Kruegar, Rich Cruz, Dr. Emi Barresi, Imani Nakyanza I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Boston Consulting Group. (2024). AI at work: Friend and foe. Boston Consulting Group. Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268. Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999 Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley. G2. (2025). Global AI adoption statistics and trends 2025. G2 Research. Hermann, E., Puntoni, S., & Morewedge, C. K. (2024). Humanizing artificial intelligence: Self-determination theory and AI adoption. Journal of Consumer Psychology. McKinsey & Company. (2025). The state of AI: How organizations are rewiring to capture value. McKinsey & Company. McManus, M. (2024). AI transformation is 70% people and 30% technology [Executive presentation]. Boston Consulting Group. Mirbabaie, M., Stieglitz, S., et al. (2025). AI identity threats and reinforcement in organizations. In Proceedings of the 58th Hawaii International Conference on System Sciences. University of Hawaiʻi at Mānoa. MIT Sloan Management Review, & Boston Consulting Group. (2025). The state of generative AI in the enterprise. MIT Sloan Management Review. PwC. (2025). Global workforce hopes and fears survey 2025. PricewaterhouseCoopers. Shonhe, L., & Min, K. (2025). Mitigating AI-induced professional identity threat and fostering adoption in the workplace. AI & Society. World Economic Forum. (2025). The future of jobs report 2025. World Economic Forum.

Most organizations are extraordinarily good at activity and extraordinarily bad at progress. Meetings that produce more meetings. Initiatives launched before the last ones landed. Leaders who are permanently busy and chronically stuck. This is not a strategy problem. It is a pattern problem, and patterns live in culture, not in org charts. This episode examines the invisible cycles that keep organizations in motion without forward momentum: the norms, assumptions, and unspoken rules that make dysfunction feel like diligence. In this episode: Meagan Bond, Tom Bradshaw, LindaAnn Rogers, Nic Kruegar, Stacy Lee, Rich Cruz I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Dweck, C. S. (2006). Mindset: The new psychology of success. Random House. Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999 Edmondson, A. C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley. Gallup. (2025). State of the global workplace: 2025 report. Gallup. Glassdoor. (2025). The hidden costs of layoffs: Workforce trust, engagement, and organizational performance. Glassdoor Economic Research. Keller, S., & Aiken, C. (2009). The irrational side of change management. McKinsey Quarterly. McKinsey & Company. (2021). The state of organizations 2021: Ten shifts transforming organizations. McKinsey & Company. Overmier, J. B., & Seligman, M. E. P. (1967). Effects of inescapable shock upon subsequent escape and avoidance responding. Journal of Comparative and Physiological Psychology, 63(1), 28–33. https://doi.org/10.1037/h0024166 Peterson, C., Maier, S. F., & Seligman, M. E. P. (1993). Learned helplessness: A theory for the age of personal control. Oxford University Press. Russell Reynolds Associates. (2025). Global CEO turnover index: 2024 year in review. Russell Reynolds Associates. Samuelson, W., & Zeckhauser, R. (1988). Status quo bias in decision making. Journal of Risk and Uncertainty, 1(1), 7–59. https://doi.org/10.1007/BF00055564 Society for Human Resource Management. (2019). The high cost of a toxic workplace culture: How culture impacts the workforce—and the bottom line. SHRM. Society for Human Resource Management. (2024). SHRM Q4 2024 civility index: The state of workplace civility in the United States. SHRM.

Organizations spend billions on strategy, technology, and process redesign, and then wonder why results do not follow. The answer is almost always the same: culture was treated as an afterthought rather than the operating system beneath everything else. When culture is decorative, change is cosmetic. I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Gallup (2025). State of the Global Workplace. CultureCon & Fauna (2025). WorkPossible: Humanity at Work. McKinsey & Company (2020). The Science Behind Successful Organizational Transformations. Edmondson (1999). Psychological Safety and Learning Behavior in Work Teams. Kotter & Heskett (1992). Corporate Culture and Performance. Work Institute (2024). Retention Report. SHRM (2022). Human Capital Benchmarking Report.

Why organizations investing in artificial intelligence without investing in human readiness are setting themselves up for failed adoption and wasted capital In this episode: Dr. Heather Morton, Tom Bradshaw, LindaAnn Rodgers, Nic Kruegar, Dr. Jagadesh Chander, Cynthia Cole I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: 2026 Global Human Capital Trends. (2026). Retrieved from https://www.deloitte.com/us/en/insights/topics/talent/human-capital-trends.html?id=us%3A2ps%3A3gl%3Achc26%3Aawa%3Agreendot%3Anonem%3AK0219492%3A041326%3Akwd-461493411780%3A196756941353%3A804670332474%3A%3A&gclsrc=aw.ds&gad_source=1&gad_campaignid=23331251908&gbraid=0AAAAADenGPBvHbAOgkq78Jysdo7i1C0lG Crumley, B. (2026, February, 25). Businesses bet big on AI while cutting workers—economists say that’s produced ‘zero growth’. Inc. https://www.inc.com/bruce-crumley/businesses-bet-big-on-ai-while-cutting-workers-economists-say-thats-produced-zero-growth/91307695 Daly, S. J., Wiewiora, A., & Hearn, G. (2025). Shifting attitudes and trust in AI: Influences on organizational AI adoption. Technological Forecasting and Social Change, 215, 124108. Lee, C. P., Lee, M. K., & Mutlu, B. (2026). Making the Invisible Visible: Understanding the Mismatch Between Organizational Goals and Worker Experiences in AI Adoption. arXiv preprint arXiv:2605.03078. McKinsey & Company. (2025, January 2025). AI in the workplace. A report for 2025. https://www.mckinsey.com/capabilities/tech-and-ai/our-insights/superagency-in-the-workplace-empowering-people-to-unlock-ais-full-potential-at-work Ratanjee, V. (2026, February 14). The deficit reflex: Why change management keeps solving the wrong problem. Forbes. https://www.forbes.com/sites/vibhasratanjee/2026/02/12/the-deficit-reflex-why-change-management-keeps-solving-the-wrong-problem/

We discussed what happens when different personalities collide at work, and how those moments of tension can either derail teams or drive growth. We also explored the psychology behind conflict, communication breakdowns, and practical strategies for turning personality differences into stronger collaboration and better results. In this episode: Nic Krueger, Tom Bradshaw, LindaAnn Rodgers, CT Sanders, Lee Crowson I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events Reference Vîrgă, D., Curşeu, P. L., Maricuţoiu, L., Sava, F. A., Macsinga, I., & Măgurean, S. (2014). Personality, relationship conflict, and teamwork-related mental models. PloS one, 9(11), e110223. https://doi.org/10.1371/journal.pone.0110223

We discussed the role of personality assessments in the workplace, what they do well, where they fall short, and how they should be used responsibly. We also broke down the science behind testing, the risks of misuse, and how organizations can apply these tools in a way that adds real value. In this episode: Nic Krueger, Tom Bradshaw, LindaAnn Rodgers, CT Sanders, Josh Strauss, Natasha Desjardins, Brendan Grech, Lee Crowson, Dr. Jagadesh Chander I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References Krishnamurthy, R., Hass, G. A., Natoli, A. P., Smith, B. L., Arbisi, P. A., & Gottfried, E. D. (2022). Professional Practice Guidelines for Personality Assessment. Journal of Personality Assessment, 104(1), 1–16. https://doi.org/10.1080/00223891.2021.1942020 Paradigm Personality Labs. (2024, October 22). When and how to use Big Five and MBTI personality assessment tools. https://paradigmpersonality.com/resources/big-five-and-mbti-personality-assessment-tools/ Serapio-García, G., Safdari, M., Crepy, C., Sun, L., Fitz, S., Romero, P., Abdulhai, M., Faust, A., & Matarić, M. (2025). A psychometric framework for evaluating and shaping personality traits in large language models. Nature machine intelligence, 7(12), 1954–1968. https://doi.org/10.1038/s42256-025-01115-6 U.S. Office of Personnel Management. (n.d.). Personality tests. https://www.opm.gov/policy-data-oversight/assessment-and-selection/other-assessment-methods/personality-tests/

We discussed how personality insights can strengthen the selection process and lead to better hiring decisions. Beyond skills and experience, we explored how personality influences job fit, team dynamics, and long-term success. We also addressed common mistakes organizations make when trying to incorporate personality into hiring. In this episode: Nic Krueger, Tom Bradshaw, LindaAnn Rodgers, Natasha Desjardins, Lee Crawson, Ian Sideritis,Dr. Jagadesh Chander I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References Canadian Psychological Association. (2025). PSYCHOLOGY WORKS fact sheet: Pre-employment personality assessment in personnel selection. Canadian Psychological Association. https://cpa.ca/docs/File/Publications/FactSheets/FS_PersonalityAssesment_EN_2025.pdf Harel, A. (2024). Behavioural Assessment Test: The Problems Using Personality Tests For Hiring. Retrieved from https://vervoe.com/personality-tests-hiring/ Matsuura, A. (2024). Personality assessments in the workplace: harmful or helpful? Retrieved from https://universe.byu.edu/2019/12/11/personality-assessments-in-the-workplace-harmful-or-helpful/ Youngman, J. F. (2017). The use and abuse of pre-employment personality tests. Business horizons, 60(3), 261-269.

We discussed what personality really means in a workplace context, and why it matters more than most organizations realize. From daily interactions to long-term performance, personality shapes how people think, behave, and respond to challenges. We also explored how understanding personality can improve teamwork, leadership effectiveness, and overall organizational outcomes. In this episode: Nic Krueger, Tom Bradshaw, Natasha Desjardins, Christine Mikhail, Paulette Elliott, Dr. Jagadesh Chander, Peter Demusi, Mayme Doubmia, Lee Crowson I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References American Psychological Association. (n.d.). Personality. In APA dictionary of psychology. Retrieved May 7, 2026, from American Psychological Association. (2018, February 13). Personality: Where does it come from and how does it work? Anaya, B., & Pérez-Edgar, K. (2019). Personality development in the context of individual traits and parenting dynamics. Oxford Research Encyclopedia of Psychology. Le, K., Donnellan, M. B., & Conger, R. (2014). Personality development at work: Workplace conditions, personality changes, and the corresponsive principle. Journal of Personality, 82(1), 44–56. McCornack, S. (n.d.). A catalog of 550 words used to describe individual traits of character. Ideonomy.

We explored the critical role I/O psychologists play in guiding organizations through culture change, particularly when facing resistance from employees or leadership. We also examined common barriers to change, including skepticism, change fatigue, and misalignment of values, and how these challenges can surface during transformation efforts. In this Episode: LindaAnn Rogers, Tom Bradshaw, Lee Crowson, Nic Kruger, Bijou Attey, Natasha Desjardin I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events