天美传媒

Dr. Sheila Boysen is an Associate Professor in the Organizational Leadership Department. She is an experienced executive leadership coach and author, specializing in leadership development and coaching. Her experience in enabling positive change, as a leader across multiple industries and roles enables her to bring a blend of corporate leadership and an understanding of team dynamics into her teaching. She supports her students to grow as leaders, achieve results, and to develop their own leadership competencies.

Dr. Boysen brings extensive senior HR experience to her teaching and coaching. Prior to transitioning to leadership development and coaching, she was a human resources leader in organizations that spanned a number of industries in both public and private organizations. Her focus was on the people side of the business, including: leadership development, organizational effectiveness, and performance optimization. Having navigated the politics and the complexities of managing up, down, and cross functionally, she brings her corporate knowledge and experience to provide a uniquely relevant perspective to her teaching.

Dr. Boysen completed her coaching education at the University of Texas at Dallas in their Executive, Professional and Career Coaching program. She received the highest level of certification as a Master Certified Coach (MCC) from the International Coach Federation. Her doctoral studies at Benedictine University in Organization Development include extensive research on coaching effectiveness and strategic talent development. Since becoming a certified coach over a decade ago, she has worked with over 900 clients in all areas of industry. Her coaching style encompasses solution focused approach that helps individuals and groups to uncover their passion, leadership aptitude, and values and apply these elements to their lives and work. Dr. Boysen is passionate about helping students to succeed and to find their authentic vocation.

Credentials:
Ph.D., Benedictine University, 2013
M.B.A., Northern Illinois University, 2009
B.S., University of Illinois, 2006

Certifications:
Master Coach Certification 鈥� International Coach Federation

Scholarly Presentations:

Boysen, Sheila, Kerth, Scott, Page, Lesley. (2019, October). Demonstrating leadership and living your values in the midst of organizational change within a university. Panel Presentation at the annual Midwest Academy of Management, Omaha, NE.

Boysen, Sheila, Cherry, Kerth, Scott, Schneider, Dawn.  (2018, October). Multigenerational Communities and Engagement Panel Presentation at the annual Midwest Academy of Management, St.Louis, MO.

Boysen, Sheila, Cherry, Mike, Kerth, Scott, Page, Lesley (2017, October). The Changing Nature of Employee Motivation, Engagement and Performance. Panel Presentation at the annual Midwest Academy of Management, Chicago, IL

Boysen, Sheila, Cherry, Mike, Page, Lesley (2016, November). Partners in Progress: Unite to Educate America鈥檚 Workforce. Round Table Presentation at the annual CAEL (Council for Adult and Experiential Learning) International Conference, Chicago, IL

Boysen-Rotelli, S. (2015, October). An Interdisciplinary Review of Learning Assessments. Panel presentation at the annual meeting of the Midwest Academy of Management, Columbus, OH.

Boysen-Rotelli, S. (2013, October). Executive Coaching: A review of the literature. Paper presentation at the annual meeting of the Midwest Academy of Management, Milwaukee, WI.

Boysen-Rotelli, S. (2013, October). Leadership Today. Panel presentation at the annual meeting of the Midwest Academy of Management, Milwaukee, WI.

Boysen-Rotelli, S. (2013, October). Executive Coaching Perspectives. Panel presentation at the annual meeting of the Midwest Academy of Management, Milwaukee, WI.

Boysen-Rotelli, S. (2012, October). A Model of Positive Organizational Change. Panel presentation at the annual meeting of the Midwest Academy of Management, Itasca, IL.

Boysen-Rotelli, S. (2011, March). Coaching and OD interface to Recover, Rebuild, Renew organizations. Panel presentation at the annual meeting of the Southwest Academy of Management, Houston, TX.

Boysen-Rotelli, S. (2011, March). OD and Human Resources. Panel presentation at the annual meeting of the Southwest Academy of Management, Houston, TX.

Boysen-Rotelli, S. (2010, October). Aligning Organization Development and Human Resources. Panel presentation at the annual meeting of the Midwest Academy of Management, Grand Forks, ND.

Jeffrey Pfeffer has published extensively in the fields of organization theory and human resource management. His current research focuses on the effects of work environments on human health and well-being, power and leadership in organizations, evidence-based management, the knowing-doing gap, and how thinking of time like money affects people鈥檚 choices about spending time in ways that promote unhappiness.

Jeffrey Pfeffer is the Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business, Stanford University where he has taught since 1979. He is the author or co-author of 15 books including:

- Dying for a Paycheck:  How Modern Management Harms Employee Health and Company Performance鈥擜nd What We Can Do About It,
- Leadership B.S.: Fixing Workplaces and Careers One Truth at a Time;
- The Human Equation: Building Profits by Putting People First;
- Power: Why Some People Have It鈥攁nd Others Don鈥檛;
- The Knowing-Doing Gap: How Smart Companies Turn Knowledge Into Action;
- Hard Facts, Dangerous Half-Truths, and Total Nonsense: Profiting from Evidence-Based Management
And more than 150 articles and book chapters.

Dr. Pfeffer received his B.S. and M.S. degrees from Carnegie-Mellon University and his Ph.D. from Stanford. He began his career at the business school at the University of Illinois and then taught at the University of California, Berkeley. Pfeffer has been a visiting professor at the Harvard Business School, Singapore Management University, London Business School, Copenhagen Business School, and for the past 14 years a visitor at IESE in Barcelona.

Professor Rao studies collective action within organizations and in markets. His research and by implication, his teaching, revolves around scaling up mobilization, innovation, and talent in organizations.

His most recent book, co-authored with Bob Sutton of the School of Engineering at Stanford, is Scaling Up Excellence. The book is a  Wall Street Journal Best seller, and was included in the best business books to read in 2014 by Financial Times, Inc Magazine, Amazon, Forbes, Washington Post and the Library Journal.

His research has been published in journals such as the Administrative Science Quarterly, American Journal of Sociology, American Sociological Review, Academy of Management Journal, Organization Science and Strategic Management Journal. He is also the author of 鈥淢arket Rebels: How Activists Make or Break Radical Innovation鈥�, Princeton University Press. 2009.

He served as the Editor of Administrative Science Quarterly, and has been a member of the editorial boards of American Journal of Sociology and Organization Science and Academy of Management Review. He has been a Member of the Organizational Innovation and Change Panel of the National Science Foundation.

He is a Fellow of the Center for Advanced Study in Behavioral Science, a Fellow of the Sociological Research Association and also a Fellow of the Academy of Management.

His teaching specialties include leading organizational change, building customer focused cultures, and organization design. He teaches courses on these topics to MBA and executive audiences. He has consulted with, and conducted executive workshops for, organizations such as Aon Corporation, British Petroleum, CEMEX, General Electric, Hearst Corporation, IBM, Mass Mutual, James Hardie Company, Seyfarth and Shaw. Additionally, he also worked with nonprofit organizations such as the American Cancer Society and governmental organizations such as the FBI and CIA, and the intelligence community.

Among the awards he has received are the Sidney Levy Teaching Award from the Kellogg School of Management, and the W. Richard Scott Distinguished Award for Scholarship from the American Sociological Association.

Professor Rao studies collective action within organizations and in markets. His research and by implication, his teaching, revolves around scaling up mobilization, innovation, and talent in organizations.

Margaret Neale鈥檚 research focuses primarily on negotiation and team performance. Her work has extended judgment and decision-making research from cognitive psychology to the field of negotiation. In particular, she studies cognitive and social processes that produce departures from effective negotiating behavior. Within the context of teams, her work explores aspects of team composition and group process that enhance the ability of teams to share the information necessary for learning and problem solving in both face-to-face and virtual team environments.

Margaret A. Neale is the Adams Distinguished Professor of Management, Emerita. She was the Graduate School of Business John G. McCoy-Banc One Corporation Professor of Organizations and Dispute Resolution from 2000-2012. Trust Faculty Fellow in 2011-2012 and in 2000-2001. From 1997-2000, she was the Academic Associate Dean of the Graduate School of Business at Stanford University. Prior to joining Stanford鈥檚 faculty in 1995, she was the J.L. and Helen Kellogg Distinguished Professor of Dispute Resolution and Organizations at the J.L. Kellogg Graduate School of Management at Northwestern University. She received her Bachelor鈥檚 degree in Pharmacy from Northeast Louisiana University, her Master鈥檚 degrees from the Medical College of Virginia and Virginia Commonwealth University and her PhD in Business Administration from the University of Texas. She began her academic career as a member of the faculty at the Eller School of Management of the University of Arizona.

Professor Neale鈥檚 major research interests include bargaining and negotiation, distributed work groups, and team composition, learning, and performance. She is the author of over 70 articles on these topics and is a coauthor of three books: Organizational Behavior: A Management Challenge (third edition) (with L. Stroh and G. Northcraft) (Erlbaum Press, 2002); Cognition and Rationality in Negotiation (with M.H. Bazerman) (Free Press, 1991); Negotiating Rationally (with M.H. Bazerman) (Free Press, 1992); and one research series Research on Managing in Groups and Teams (with Elizabeth Mannix) (Emerald Press). She is or has served on the editorial boards of the Administrative Science Quarterly, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, International Journal of Conflict Management, and Human Resource Management Review.

In addition to her teaching and research activities, Professor Neale has conducted executive seminars and management development programs in the United States, United Kingdom, Australia, Holland, Switzerland, Brazil, Thailand, France, Canada, Nicaragua, the People鈥檚 Republic of China, Hong Kong, United Arab Emirates, Mexico, Israel, and Jamaica for public agencies, city governments, health care and trade associations, universities, small businesses and Fortune 500 corporations in the area of negotiation skills, managerial decision making, managing teams, and workforce diversity. She is the faculty director of three executive programs at Stanford University: Influence and Negotiation Strategies, Managing Teams for Innovation and Success, and the Executive Program for Women Leaders.

Professor Adina D. Sterling graduated with honors from Ohio State University with a BS in chemical engineering in 2002 and graduated with her PhD from Emory in Organization and Management in 2011. She is an economic sociologist who specializes in studying the way firms and labor and product markets interact and the implications of these interactions on the prices firms get for their products, who gets hired and what they get paid, as well as the affects this has on social stratification. For instance, her work has investigated a) how initial networks evolve in organizations b) how hiring practices affect selection and wage decisions and c) how networks and prior employment affect the success of entrepreneurs.

Professor Sterling currently has projects investigating how traditional methods of hiring compare to trial employment, or when firms get the opportunity to observe individuals first-hand in organizations, such as internships prior to making hiring decisions. Her work has appeared in journals such as Management Science, Organization Science, Industrial Labor Relations Review, and the Annals of the Academy of Management. Prior to academia, Professor Sterling worked at Procter and Gamble as a senior engineer on brands such as Pampers and Oil of Olay.

Charles O鈥橰eilly鈥檚 research spans studies of leadership, organizational demography and diversity, culture, executive compensation, and organizational innovation and change.

He has taught at UC Berkeley, UCLA, Columbia, and the Harvard Business School. He has published over 100 papers and three books. Several of his papers have won awards (e.g, The Administrative Science Quarterly Scholarly Contribution Award in 1995 and 1998; The California Management Review Accenture Award in 1996 and 2009).

He has been given the Distinguished Scholar Award by the Academy of Management and the Organizational Behavior Division Lifetime Achievement Award in 2010. In 2001 he was given the Distinguished Teaching Award for MBA teaching at Stanford Graduate School of Business.

He has consulted for a variety of public and private firms in the U.S., Europe, Africa, and Asia. He also has developed, directed, and taught in executive programs for senior managers in innovation, technology, leadership, change, and human resources.

Nir's research is in three main areas: conflict and cooperation, interactive decision making, and hierarchy in groups and organizations. He investigates how individuals and teams make decisions, manage conflicts, and cooperate to achieve joint goals.

Research Interests:
Conflict and Negotiation
Interactive Decision Making
Social Hierarchy - Power, Status, Leadership

Academic Degrees:
PhD Social Psychology and Management, Hebrew University
MA Social and Organizational Psychology, Hebrew University
BA Psychology and International Relations, Hebrew University

Soule is the Morgridge Professor of Organizational Behavior at Stanford Graduate School of Business, and senior associate dean for academic affairs. Her major areas of interest are organizational theory, social movements, and political sociology. She has written two books, the first with Cambridge University Press, entitled Contention and Corporate Social Responsibility, and the second with Norton, called A Primer on Social Movements. She is a member of the founding team of Sociological Science, and serves on the editorial boards of Stanford University Press and Cambridge University Press. Her recent research has been published in the American Journal of Sociology, Annual Review of Sociology, American Sociological Review, and the Administrative Science Quarterly. She has served on a number of boards of nonprofit organizations, is currently a member of the board of advisors to the Hasso Plattner Institute of Design (the Stanford d.school), the advisory board of the Danish Innovation Centre, and the international advisory board to the president of the Stockholm School of Economics.

Shelley J. Correll is professor of sociology and (by courtesy) organizational behavior at Stanford University, where she directs the Stanford VMware Women鈥檚 Leadership Innovation Lab and previously directed the Clayman Institute for Gender Research. Her expertise is in the areas of gender, workplace dynamics, and organizational culture.

Correll is committed to uncovering and removing the biases and barriers that limit women鈥檚 full participation in society. Her research on the 鈥渕otherhood penalty鈥� demonstrates how motherhood influences the workplace evaluations, pay, and job opportunities of mothers. Her current research uncovers how gender stereotypes and organizational practices limit the advancement and retention of women in technical jobs. Correll has published more than 30 articles on these topics. Correll鈥檚 research has received numerous awards, including the 2008 Distinguished Article Award, Sex and Gender section; from the American Sociological Association, the 2009 Rosabeth Moss Kanter Award for Excellence in Work Family Research; and recognition for Extraordinary Contribution to Work Family Research in 2018.

With her colleagues, Correll is currently designing and evaluating 鈥渟mall wins鈥� interventions to increase diversity and inclusion outcomes in modern workplaces. Her research has been profiled in The New York Times, The Atlantic, The Wall Street Journal, Harvard Business Review, and other leading media publications.

Correll is an award-winning teacher and mentor. In 2016, she was awarded the SWS Feminist Lecturer Award and in 2017, the SWS Feminist Mentor Award, both from Sociologists for Women in Society. Correll has conducted executive seminars and management development programs internationally. She frequently teaches in Executive Education at Stanford Graduate School of Business, including in the first LGBTQ executive education program offered by a top business school. She is codirector of the Program for Women Leaders in Major League Baseball at Stanford Graduate School of Business.

In addition to her teaching and research activities, Correll has been an active change agent in academia, having earned the Alice H. Cook and Constance E. Cook Award, Cornell University in 2008, for work to improve the climate for women at Cornell and elsewhere, and more recently, through her work as the Clayman Institute director. Under Correll鈥檚 directorship, the Clayman Institute received the 2019 President鈥檚 Awards for Excellence Through Diversity.

Brian Uzzi is the Richard L. Thomas Professor of Leadership at the Kellogg School of Management, Northwestern University.  He also co-directs the Northwestern Institute on Complex Systems (NICO), and holds professorships in Sociology and at the McCormick School of Engineering.  He has been on or visited the faculties of INSEAD, Chicago, Harvard, and Berkeley.  His work has received over 30 teaching and scientific research prizes worldwide in the social, managerial, ecological, and computer sciences. 
His research uses social network science and AI to explain outstanding human achievement.  His research appears in scientific journals in management, physics, ecology, sociology, medicine, economics, psychology, and computer science and is frequently featured by social and mainstream media outlets.  Grants for his research have come from the U.S. government and private agencies.  He is a Fellow of the Network Science Society.

A globally recognized scientist, teacher, and speaker on leadership, social networks, and AI, Brian consults for organizations and governments in over 30 countries, including the Young Presidents' Organization (YPO), McKinsey, PWC, KPMG, Deloitte, Baker and McKenzie, Pepsico, P&G, Kraft, Abbott Labs, UNITE, Total Quality Schools, Hearst Media, the World Bank, ABN AMBRO, CreditSuisse, AON, U.S. intelligence agencies, Thomson Reuters, BAE, Google, MicroSoft, Intel, Genentech, and non-profits worldwide.
Before Kellogg, Brian worked as a management consultant, carpenter, and musician. He holds an MS is in social psychology from Carnegie-Mellon University and a Ph.D. in sociology from The State University of New York at Stony Brook.

Melissa Jones Briggs co-teaches Acting with Power at Stanford University鈥檚 Graduate School of Business where she is a Lecturer in Organizational Behavior. She lectures in the flagship Stanford Executive Program and is an affiliate at Stanford's Clayman Institute for Gender Research. In the UK, Melissa serves as an associate fellow at the Oxford Character Project at the University of Oxford. Off campus, Melissa works with executives and teams at top corporations and hyper-growth startups, as well as NGOs and national institutions. Trained as a performing artist in London and New York, she is an advocate for equity in arts education, and her international non-profit work focuses on social justice.

David Wagner, an associate professor of management at the University of Oregon, has conducted studies on the impact of daylight saving time and productivity and health. Wagner鈥檚 research found that the day after the spring shift to daylight saving time, mining injuries increase by 6 percent. Entertainment-related internet searches increase by 3.1 to 6.4 percent, suggesting that office workers are more likely to misuse their workplace internet access after the time change. The costs don鈥檛 stop there. A recent study found that judges hand out sentences that are 5 percent longer in duration the day after the time change.

Sara Jansen Perry, Ph.D., The Ben Williams Professor of Management at Baylor University's Hankamer School of Business, is a nationally recognized researcher on employee stress and well-being, including the role of remote/hybrid work and leadership. She has published articles in numerous top journals such as Journal of Management and Journal of Applied Psychology and is co-author of "Organized Innovation: A Blueprint for Renewing America's Prosperity" (Oxford University Press).

Dr. Perry has been consulted by The New York Times, Washington Post, Fast Company and other media outlets for her expertise on remote work and employee stress. She also consults with both private and public organizations on best practices in remote and hybrid work and managing the employee experience overall.
Perry is a member of the Society for Industrial and Organizational Psychology, where she serves on the Education & Training committee, as well as a regular conference reviewer. She is also active with the Academy of Management, the Society for Human Resource Management (SHRM), Southern Management Association, and the Heart of Texas SHRM. After spending several years working as a sales engineer in the high tech industry, she received her PhD and MA in Industrial Organizational Psychology from the University of Houston, complementing her BS from the University of Missouri in Computer Science.
In addition to her research, Perry teaches classes related to conflict resolution, negotiation, talent acquisition and employee relations.