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Yost Research Team: Industrial-Organizational Psychology at Seattle Pacific University - YouTube
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[upbeat music]
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[text: "The Yost Research Team"]
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(Paul Yost) On my research team,
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we're working on three
major projects.
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And these are ones
you'd be involved in
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if you joined the
Yost Research Team.
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Number one, something we're
calling aduro-leadership.
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And aduro is Latin for catalyst
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and it's to light others afire.
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And what we believe is that
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leaders aren't just at the
top of the organization,
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they aren't even the people with
formal titles of leadership,
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leaders happen all
over the company.
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They are catalysts for change.
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And the question is,
"What do they do?"
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What are the practices
of those leaders?
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We've now conducted
several interviews
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to identify what those are
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and we're launching into
a quantitative study
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to look and capture what
are those practices
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and how can we measure
them inside of companies?
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Number two: we're studying
on-the-job leadership
development
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and how do you develop
those leaders?
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And what we know
from the research is
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that 80% of development
occurs on the job
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in trial by fire, edge
of your comfort zone,
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not sure I'd want to live
through it again kinds of
experiences.
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But, not all leaders get
through those experiences
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and come out better
leaders and better people
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on the other side.
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So, what can we give leaders
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to help them capture
those lessons?
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To help them navigate
through those times?
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Our third major research
area is how can we build
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HR, talent management,
and IO interventions
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so that they work?
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And they last ten
years and beyond?
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What are the secrets to building
those strong, sustainable HR
interventions?
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Do you need top
management support?
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Is it more important
to interact with
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the key stakeholders
in the organization?
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Is it important how you crafted
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the messages you use inside
of those interventions?
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We're studying all of
those and looking at
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which ones lead to
interventions and initiatives
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that will last five, ten
years into the future.
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(Mackenzie Allison) A
metaphor that we often use
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to explain aduro leadership
is this idea of improv jazz.
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What this looks like is if you
consider an improv jazz group,
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you've got all these
different instruments
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playing in beautiful
harmonies and melodies,
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and without a conductor, without
any previous rehearsal,
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people will come in
and out for solos.
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So, when we're
taking on projects,
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you see different people in
the leadership position.
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You see different people
in supporting roles,
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and people stepping in and out
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based on what their expertises
are and what their interest is.
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And that's a really great way to
describe how we operate as a
team.
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When considering SPU, the
IO program as a whole,
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there's three things
that really came to mind
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of what really stands out and
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what is really unique
about this program.
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One of them is that this
is a very applied program.
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And you see that through and
through on Dr. Yost's RVTs,
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so every single research project
that we have going right now is
applied.
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And every investigative question
that we're looking into
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and trying to answer is somehow
going to benefit the literature
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or benefit organizations
in this area
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and in the world as a whole.
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Another thing that's really
important to the SPU IO program,
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as a whole, is networking.
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So, in the Seattle area, as
we're growing and growing,
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there's so many opportunities
for IO psychologists
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and I would definitely
say within Yost RVT,
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you could come to any
meeting and have a question
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and say, "You know, I'm
interested in this organization,
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or I'm interested in this
particular job title and what
they do;
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do we know anyone?"
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And between Dr. Yost and
anyone on the team,
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and the networks that they've
created within the Seattle area,
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they can get you in contact with
someone to ask those questions.
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The third thing that really
shows up in SPU's IO program
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that's unique is just the
development that you do here.
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We're told when we
first get here,
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you're not gonna come into this
program and leave the same
person.
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And that's kind of scary
or a scary thought,
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but Dr. Yost's team
is just so great
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at really making sure
that you hone that
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and that you're comfortable
with that growth.
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and being curious, and
asking questions,
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and having conversations
with people,
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really, as a team
is very encouraging
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of that growth that you
do when you're here.
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So, what does a regular meeting
on Dr. Yost's team look like?
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We are very, very proactive-
every team member.
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We're very focused,
we're very planned.
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We really lead with a task and
we like to get things done.
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Some may call us achievement
oriented or ambitious.
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That being said, even though a
lot of our meetings are very
planned out,
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we really enjoy our time
together and there's often food
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and there's often joke told
in between conversation
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when we are going
through these meetings.
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So, hopefully that gives you
a little bit of insight
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as to what Dr. Yost's
RVTs look like.
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(Stormie McCarragher) If I
had to describe the research
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on Dr. Yost's team in one word,
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I would say that
it's very eclectic.
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And that means that
one of the things
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that's special about
this program is
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that you're not limited by a
very defined research agenda
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that is kind of
imposed upon you.
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For instance, one of
our members right now
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is exploring the relationship
between self-talk and mental
toughness.
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And another is looking at
the relationship between
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ethnicity and negative affect
and distributive justice.
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So, you can see that there's a
wide range of research
interests.
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You're also free to use
different methodologies
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to explore those
topics of interest.
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For instance, one of our members
is using a quantitative approach
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to understand how organizations
can support and encourage
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pro-environmental behaviors,
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while another one of our members
is using a more qualitative
approach
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to understand how
leaders use time
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in their narratives
around change management.
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Or, you maybe be even able
to use both of them at once.
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For instance, the aduro
leadership research stream
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started out as a
qualitative research study
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and now it's moving
into another phase
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that is more applied
and quantitative.
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(Paul Yost) The other question
we always ask ourselves
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at SPU is what is gonna be
the impact of our research
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on the world?
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And I have to say, the
impact of my teaching
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and my research is the same
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and that is, am I able
to equip students
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to serve others, to
serve the world,
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to serve society with character
and with confidence?
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[upbeat music]
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