| Contacts: John Eatwell, 0274 465 592 john.eatwell@organisationalpsychology.nz All session at Joes Garage, unless otherwise specified Please RSVP to John Eatwell before the day of the meeting. |
| Date/Start | Reading/Slides | Topic | Facilitator |
| 7 August 2024 | Slides https://news.anz.com/new-zealand/posts/2023/10/quarter-of-kiwi-women-say-monopause-halves-work-efficiency | Understanding Perimenopause: Navigating Change in the Workplace “Research from Global Women and ANZ Bank New Zealand reveals three quarters of Kiwi women experiencing menopause symptoms felt the symptoms negatively impacted their work but only 11 percent had talked to their manager about it.” October, 2023 ANZ. Key topics addressed during the presentation will be: Demystifying perimenopause: Defining what it is, who goes through it, and why organisations are starting to pay more attention to this topic. The impact on women’s lives: Illustrating how perimenopause affects physical and mental health, daily functioning, and career progression. Breaking the silence: Highlighting the need for open discussion to reduce stigma. Workplace implications: Emphasising the risks organisations face by ignoring these issues and the benefits of acknowledging and supporting employees. Creating a supportive environment: Discuss and brainstorm on strategies to support those affected by perimenopause and how to educate leaders in this area. The aim of this session is to increase awareness of why this topic is important and generate ideas on how organisations can support people during this transition, fostering a more inclusive, supportive, and productive workplace. It will be a facilitated session, presenting research on the topic whilst also leveraging off the knowledge in the room via brainstorming and discussion. | Gretchen McFadden |
| 1 June 2023 | Dr. Catherine Loughlin is the visiting Erskine Scholar. She holds the Jodrey Professorship in Business & Society at Dalhousie University in Halifax. Her research focuses on Leadership, Health and Inclusion. She will be discussing her upcoming research funded the Social Sciences and Humanities Research Council of Canada (SSHRC), to develop leadership interventions addressing toxic behaviour in sport leadership over the next 5 years. | Dr Catherine Loughlin | |
| 2 November | Join us for an exploration of Org Psych in the Sultanate of Oman. The session with be presented Crispin Garden-Webster who recently returned to Aotearoa-New Zealand after 8 years in Muscat, Oman. Crispin will discuss the state of Org Psych in Oman and the wider Middle East, and will share two project case examples: 1. Graduate selection. Managing virtual assessment during the pandemic, working with client management maturity issues, assessment integrity and screening decisions. 2. Executive Development. Working with a large Logistics operation on a talent management exercise for senior executives. The application of 360-degree feedback, the Deeper Signals Core Drivers instrument, and a development interview to generate individual development plans (IDP) | Crispin has had a diverse career as a Leader and Consultant. He began his career as a Field Psychologist in the NZ Army, and subsequently worked in Telecom New Zealand (Spark), the Asian Development Bank, and Takatuf Oman. Crispin is a registered Psychologist and past Chair of the IOP. He currently manages a Leadership Coaching practice. He also provides consulting services in talent management, change and organisational design. | |
| July 2022 | Recording of Talk | Towards an integrated model of leadership. There are a number of well research models of leadership in play at the moment – including positive, authentic, strengths, servant, ethical, level 5 leadership. Are these models saying different things about what good leadership is or are they consistent in content if not in language? Hopefully this talk will start a good discussion on answering that question! | John Eatwell |
| 8 June | Slides | Over the last few decades, the field of positive psychology has introduced HR and OD practitioners to new interventions for lifting individual and organisational performance. One approach, while not new, has become increasingly important to building psychologically positive work environments – places where people feel they can perform at their best – is the use of strengths-based development. Strengths-based development assumes that we all have weaknesses but that focusing on what people do best, we have a far better chance of helping people make changes that they are enthusiastic about and that they stick to in the long-term. But what do we know about the effectiveness of this approach and what does it take to build a strengths-based development culture in an organisation? This talk will cover: · A short history of strengths-based development assertions (who’s idea was this?) · Building the business case for strengths-based development (what’s in it for me?) · Laying the foundations for a strengths-based development culture (where do I start?) · Considerations for future strengths-based design (is this the project I’ve been looking for?) | Michelle Shields, MS Organisational Development; PhD Psychology, is a strengths-based HRD/OD practitioner. As principal consultant with Fulcrum Associates Ltd., she uses strengths-based approaches to help teams with strategy formation and culture change. She is an international partner of the Zenger Folkman Extraordinary Leadership approach employing strengths-based development multi-rater feedback and coaching. She has over thirty-years’ experience as a practitioner in New Zealand and the US and is a Chartered Member of the Human Resource Institute of New Zealand. |
| 17 May (Online), 4pm | Video Link | Psychology Week – Panel Acts of kindness at work have been found to have benefits for both giver and receiver in both the short and long-term with regards to job satisfaction, reduction in feelings of depression, and sense of competence and autonomy. Those receiving kindness at work are highly likely to pay this forward creating a cumulative, ripple effect. Small acts, simply done have little cost and multiply over time to produce significant work climate benefit including increased collaboration, innovation, and higher productivity. Witnessing acts of kindness towards others, without even directly participating in the act, has benefit on other workers. Being part of a workplace where kindness is evident contributes to the release of Oxytocin and Serotonin that yield both physical (blood pressure and cardiac health) and psychological (feelings of calmness, trust, self esteem and safety) benefit. Being part of a giving culture that includes demonstrations of caring and prosocial behaviour, organsationally-enabled, improves employee affective commitment, just as that which promotes trust and high quality interpersonal relationships enhances learning and adaptability. | Katharina Näswall, Jonathan Black, Megan Jenkins |
| 20 April | Self-care, Resilience and Coping: The Fine Art of Navigating Wellbeing in times of the COVID-19 pandemic. | Aleksandra Gosteva | |
| 13 October 2021 | Slides | Employee Engagement We often talk about engagement, but what do we mean? There certainly are a few academic definitions, but I’m curious to find out what your “working definition” of engagement is. When you talk about engagement with colleagues, clients, students, your own team or manager (etc), what do you have in mind? And how do you “work with” engagement in our different contexts? Why do I want to know? Engagement has become such a ubiquitous concept in organisations, and often used very generally and not always defined. I’m curious to know what you as practitioners, academics, employees, and managers mean by engagement. So the main driver for this survey is curiosity, but also a quest for a clear definition and shared understanding (if possible). In the survey, I will ask a number of open-ended questions where I ask you to reflect on your understanding/definition of engagement. I will also ask you to comment on a few questions from commonly used engagement measures and how you think the items fit with your view of engagement, and what they tap into. The survey shouldn’t take more than 10 minutes, but this may depend a bit on how much you choose to comment. | Katharina Naswall |
| 11 August 2021 | Slides | Attachment Styles at Work Workplace incivility is rampant, and it is on the rise. It can fracture a team, diminish collaboration, reduce team members’ sense of feeling psychologically safe at work, and hamper team effectiveness. Negative comments, backbiting, and other rude behaviour can affect employees’ mental health and psychological wellbeing in many ways, ranging from anxiety, sadness and confusion to post-traumatic stress symptoms in cases of more profound abuse and trauma (Porath, 2013; 2017). A recent study showed that employees’ attachment styles could be associated with the quality of social relationships at work and whether employees behave civilly or uncivilly in their workplace. This presentation will provide a brief overview of attachment styles using a two-dimensional approach in terms of avoidance of intimacy and anxiety over abandonment (Bowlby, 1969; Miller, 2007). It will also discuss simple practical strategies on how to navigate attachment avoidance dynamics in the workplace, helping employees feel psychologically safe and productive. | Alex Gosteva |
| 12 May 2021 | https://youtu.be/lKHhAHO6Rds | The New Zealand Privacy Act was recently amended (Privacy Act 2020). Some of the lesser known changes have particular relevance to work routinely undertaken HR professionals and IO Psychologists. This session will look at some practical implications of these changes through the use of realistic (but fictional) and thorny examples. Two scenarios will be presented looking at evaluative information; one about reference checking and another about coaching. We will be discussing the scenarios in session and exploring privacy considerations and potential complications. The aim of the session is to translate the Act’s terminology into meaningful examples, and stimulate useful discussion so that you come away with a greater understanding of the intricacies of a key aspect of the Act and a reminder of some of the core principles of the Act. | Andrea Gardner, Strategic People Group |
| 2020 | |||
| 21 October | Case Study: Driving Performance Through a Fully Integrated and Technology-Driven Approach to Performance Appraisal and Development Andrea will talk about a recent project which she has undertaken with Selwyn District Council. The project was to create a clear pathway to full competence across a range of roles, with key milestones along the way. The result is a very clear set of expectations for course learning, on job learning, self-reflection and soft-skill demonstration in order to lead to three levels of competence each reflecting increasing role performance and understanding. The organisation’s values and vision are embedded within the programme. Rigorous assessment and regular feedback are key features, as is taking personal responsibility to drive the process along with the support of senior staff and managers. The programme makes full use of SDC’s Learning Management System and performance appraisal process. It is hoped that the new approach will lead to faster role progression, greater performance and customer satisfaction, enhanced sense of meaning in the job, as well as time savings for managers | Andrea Gardner, Strategic People Group | |
| August | The Neglectful Manager: Practical Strategies for Navigating Toxic People and Relationships in the Workplace The experience of chronic invalidation that accompanies a relationship with neglectful managers can affect employees’ mental health and psychological wellbeing in many ways, ranging from anxiety, sadness and confusion to post-traumatic stress symptoms in cases of more profound abuse and trauma. This presentation provides an overview of what neglectful managers are, how they look, and their ramifications for the workplace. It also discusses simple practical strategies on how to navigate neglectful managers, stay safe and manage this challenging personality pattern. | Alex Gosteva | |
| July | Diversity and Inclusion: Why it matters for your organisation Black Lives Matter and IO | Black Lives Matter and IO Psychology Join us for this webinar exploring the Black Lives Matter movement what it means for an IO Psychologist and for our organisations. Starting with understanding inclusion we will then consider some of the complexities, uncertainties, realities, fears and bottom line issues of BLM. The implications of this for our organisations and practice in terms of how we ensure we uphold our social justice principles will also be discussed. | Samantha Patel BSc (hons) MSc PGCert CPsycholForen Direct As a Registered Psychologist I have an extensive background of working within high risk and stressful environments across New Zealand, Australia and the United Kingdom. I have assisted individuals, teams and organisations to nurture resilience, develop potential and build confidence to thrive in a variety of challenging, high pressure situations and workplaces. Commercial experience has included developing solutions during bid phases that have led to the winning of contracts worth up to $1 billion. As an experienced Forensic Psychologist, I have also worked within both clinical and organisational settings and am skilled at building understanding with a lay audience on the ins and outs of psychology and its practical application to business environments. |
| July | Recording of Presentation | From Regional EQs to Global Pandemic: Resilience and Business Recovery Trajectories | Dr Joana Kuntz |
| April | Coaching Ripple Effect Coaching Ripple Effect | University of Sydney Coaching Psychology Conference, Themes and Interesting Research. | David Bennett |
| 19 February | Mindfulness and Empathy – Skills for the future Dani will be presenting research she has been completing through integrating research with mindfulness practices she has facilitated in one and one coaching sessions and group sessions with university students. She will be sharing insights from a book she is co-authoring with Dr. Wayne Duncan on Mindfulness and Empathy, which aims at offering scientific based knowledge in clear simple language together with a practical experiential framework to develop these skills in order to gain both awareness and take a proactive approach to mental wellness –and productivity- in the workplace. | Dani Rius, MSc Applied (Industrial/Organisational) Psychology, MA Research Methods, BA Teaching, has invested a significant amount of years into her personal leadership development. During this journey she has delved deeper into the human psychology of performance, i.e. what aspirations do people have, what obstacles to they find along the way and how can these be removed. By knowing more about human behaviour –underpinned positive psychology and neuroscientific evidence- it is possible to gain a greater understanding of what drives success and how anyone can achieve and perform high at standards. Dani looks at achievement from both the productivity and resilience perspectives. Through her 8 years of experience as a meditation practitioner and almost 5 years of experience mentoring and coaching colleagues and clients, she has found that mindfulness practices have been the most effective in helping reduce stress and maintain -and increase productivity- in times of uncertainty. Empathy together with mindfulness have proven to be highly effective skills which she has used to help others break through mental barriers that limit their ability to make good decisions and achieve greater goals. She is passionate about sharing these incipient findings with the hope that these will become mainstream in future. | |
| 29 January | Slides | Jennifer and Fleur will be facilitating a session on character strengths-based goal-setting and coaching. The pair completed a positive psychology goal-setting intervention with first-year students at the University of Canterbury. The session will be two-part: 1) a brief presentation on the coaching process and the evaluation of intervention effectiveness (i.e., changes in students’ health and wellbeing), and 2) a discussion about positive psychology goal-setting and coaching engagement tactics. This talk is pitched towards a general audience, and may be particularly relevant to individuals researching or working in the fields of organisational psychology, coaching, health behaviours, and health promotion. | Jennifer Wong and Fleur Pawsey |
| 2019 | |||
| November | Self Determination Theory – the light and dark sides of motivation David Bennett will present a summary of the organisation related research presented at the triennial Self Determination Theory (SDT) conference he attended in Holland earlier this year. SDT is the most empirically researched psychology theory on motivation. The accumulation of evidence on both the light and dark sides of motivation presents lots of useful knowledge for those of us that work with individuals, teams and organisations. David will use one or two Liberating Structures to make his presentation fun and engaging. These are facilitation micro-structures based on complexity science. | David is a professional development coach and leadership facilitator based in Christchurch. He supports clients to find their current “growing edge”, usually a challenge they are facing, and become better able to handle complexity, ambiguity and change. Specialising in evidence-based, solution-focused practice, he draws on a variety of leadership theories and models to apply scientific rigour to what makes people thrive and excel. Specialised competency areas include: behavioural change, complex adaptive leadership, collective leadership, adult development, motivation, communication skills, strengths development, mindfulness and executive presence. | |
| September | Confidence. Charisma. Decisiveness. Engaging. They all sound like ideal characteristics of leaders in the workplace, and there’s a fair amount of research to support this being the case. However when these behaviours become over-accentuated and present as being grandiose, overbearing and domineering, expectant of praise and entitled, this paints a different picture, perhaps of the same coin. In the workplace, narcissism has been examined and presented as both a positive and uplifting trait, as well as being harmful and toxic to the team surrounding the narcissistic leader. This session will focus on what constitutes subclinical narcissism, what the research says about this trait, and presents case studies that highlight how it may present in the workplace. A model for managing those presenting with narcissistic traits will also be tabled for discussion with input into how organisations may limit the risk associated with this trait invited. | Geoff Sutton and Alex Gosteva | |
| August | Highlights from the 6th World Congress of Positive Psychology, along with how she has already applied some of her learnings to work she is doing with clients. | Jane Davis | |
| 28 -Mar | Slides | When traumatic events happen what can IOs do | Jonathan Black |
| 2018 | |||
| 29-Nov | Retention of Health Information Regulations Psychologist Board Guidelines (page 17) | Storage and Security of Psychological Information | Karen Tonkin |
| 23-Oct | Women In Leadership: Factors Influencing their Rise to the Top. | Hannah Livingston | |
| 12-Jul | Radio NZ Best Practice Guidelines In Restructuring and Redeployment | Using Psychometrics in Restructuring | Gretchen McFadden and Fleur Hellemans |
| May | Resilience | Kathryn Jackson | |
| 2017 | |||
| 22-Nov | Personal Resilience for Work and Lfe? | Dani Rius | |
| 25-Oct | Work, Stress … and mindfulness? | Fleur Pawsey | |
| 17-Aug | Emergency service volunteers’ push and pull factors. In this talk, Sanna will discuss the changing landscape of volunteering, and present the findings of studies on fire service volunteers. The focus will be on the barriers and enablers to volunteering, and conclude with some discussion points about the role of employers in supporting (or hindering) volunteering in emergency services. | Sanna Malinen | |
| 28-Jun | Harnessing happiness through the workplace: A research agenda for positive psychology-based occupational health and wellness initiatives | Jennifer Wong | |
| 31-May | Read Section 5 | Restructuring. What are the options? | John Eatwell and Sanna Malinen |
| 26-Apr | “Having a growth mind set, transition from school to workplace” | Matthew Labrecque | |
| 23-Mar | Supporting Professional Identities An Evaluation | “Coaching employees with chronic illness” | Joy Beatty, Associate Professor of Management, University of Michigan |
| 2016 | |||
| 19-Oct | “Implementation of Coaching as a core leadership skill: themes from two evaluations” | John Eatwell | |
| 1-Mar | Building Employee Resilience | Karen Tonkin | |
| 2015 | |||
| 29-Oct | Working Well Enough | Frank O’Connor | |
| 30-Sep | Authentic Leadership Coaching | Jasbindar Singh | |
| 18-Aug | Employee Learning and Resilience | Dani Rius | |
| 30-Jul | Biases Leaders as Decision Architects | Decision making, cognitive biases and coaching | David Bennet |
| 23-Jun Room 236, Business and Law, University of Canterbury | Slides From the Talk | Maori Leadership | Dr. Maree Roche |
| 2014 | |||
| 15-Dec | Positive Impact of Gift Giving and Links to Engagement – Christmas Discussion | ||
| 21-Oct | When Coaching Gets Clinical | Dr Giles Burch | |
| 4-Sep | Slides used at talk | Employee Resilience | Joana Kuntz, Sanna Malinen, Katharina Naswall |
| 3-Jul | Mid Winter Solstice | John Eatwell | |
| 15-May | Coach Wellbeing or Illbeing – Make a Choice | Dr Göran Kenttä | |
| 8-May | Note: Session will be held at Beckenham Library | Coaching as a Component of Changing Culture: A Case Study | Leslie Hamilton |
| 13-Mar | Case Study Story | Coaching as a Component of Changing Culture: A case study | Leslie Hamilton |
| 2013 | |||
| 12-Dec | Christmas Drinks at Joe’s Garage! | ||
| 21-Nov | Does High Self-Esteem Cause better Relationships? Self-Esteem in Work Context Self-Esteem Personal Evaluation | Application of Self Esteem in the Workplace (leveraging off the work of Nathaniel Branden ‘The Six Pillars of Self Esteem’) | Teresa Callow |
| 17-Oct | Develop And Maximize Strengths To Lead Effectively Develop Leadership Strength Over Weakness When Strengths Run Amok | Strength Based Development | John Eatwell |
| 19-Sep | Performance Psychology the cross over between sport and Business | Jason Yuill Proctor | |
| 18-Jul | Taking Another Path up the Mountain: Using Systems Thinking to Look at Staff Engagement | Michelle Shields | |
| 6-Jun | Cross-cultural Research: Work Values, Culture-specific Preference for Workplace Rewards | Dr Joana Kuntz | |
| 9-May | Time for a change: highlighting the Partnership Model | Time for a change: highlighting the Partnership Model | Sanna Malinen, Russell Wordsworth, Martyn Sloman |
| 23-Apr | Psychology Capital | Kate Rowe | |
| 14-Mar | Held at Tait Electronics, | Coaching Evaluation | Toni Snelgrove |
| 21-Feb-13 | Workforce Resilience | Two years on from the Quakes | Michelle Shields |
| 2012 | |||
| 15-Nov | Training and Development Pre-reading | Science of Training and Development: What really matters | Discussion |
| 11-Oct | Implementing Mentoring | Jay Mclean PhD | |
| 6-Sep | Do coaches deliver what they promise? | Frank O’Connor | |
| 19-Jul | Electronic Assessment Centre | John Eatwell | |
| 21-Jun | Cognitive Ability and Job Performance: Continuing Issues of Definition & Specification | Catherine Mann | |
| 17-May | Making HR Strategic | Jon Bilsberry | |
| 19-Apr | Thesis Topics – Sounding Board | Kate Rowe et al. | |
| 15-Mar | Business Ethics: Decision-making Processes | Dr Joana Kuntz | |
| 16-Feb | Stress Management Programme | Vicky Varlamova | |
| 2011 | |||
| 24-Nov | Simplify Your People Strategy + Christmas Drinks At Peppers Clearwater Resort | John Bradbury | |
| 20-Oct | Uncertainty In the Workplace: Individuals Altered Interpretation of Their Work Situation and How It Affects Wellbeing | Dr Katharina Näswall | |
| 15-Sep | Organisational Change: Sensemaking Processes Accounting for Readiness and Resistance | Dr Joana Kuntz | |
| 18-Aug | Saville Wave Validation Using Psychometrics in Coaching Using 360’s in Coaching | Gary Grace | |
| 21-Jul | Coaching: a logo-coaching perspective(RSVP Sanna Malinen) | Steve Dakin & Sanna Malinen | |
| 16-Jun | The Use of Ethnography in Organisations – Case: Enablers of Engagement in Property Maintenance | Harri Paananen, Manager, Dazzle | |
| 19-May | Coaching From A Psychodramatic Perspective | Annie Currie | |
| 14-Apr | Implementing Coaching at Airways: Strategy and Outcomes | John Eatwell | |
| 17-Mar | Coaching Psychology In New Zealand and Coaching in High-Stress Situations | Sam Farmer | |
| 2010 | |||
| 1-Sep | Positive Psychology and its Implications for Organisations and IO | Dr Tom Matthews | |
| 8-Jun | Our People Planning Process: Getting Buy Into Staff Surveys | John Eatwell | |
| 11-May | Managing Conflict | Jonathan Black |