Trusted Organizational Behavior Experts

Anita Williams Woolley is a Professor of Organizational Behavior at Carnegie Mellon University’s Tepper School of Business. Dr. Woolley received her doctorate in organizational behavior from Harvard University, and her research includes seminal work on collective intelligence in teams, first published in Science in 2010. Her current work focuses on collective intelligence in human-computer collaboration, with projects funded by DARPA and the NSF focused on how AI enhances synchronous and asynchronous collaboration in distributed teams. Professor Woolley is a Senior Editor at Organization Science and a founding Associate Editor of Collective Intelligence.

Laurie R. Weingart is the Richard M. and Margaret S. Cyert Professor of Organizational Behavior and Theory at Carnegie Mellon University’s Tepper School of Business and co-leads the Collaboration and Conflict Research Lab. She has served as Chair of CMU’s Faculty Senate and as CMU’s Provost/Chief Academic Officer (Interim) where she was responsible for the academic mission of the university. She has also served as Senior Associate Dean of Education, as Interim Associate Dean - Masters Programs, and as Director of the Accelerate Leadership Center within the Tepper School. Coauthor of The No Club: Putting a Stop to Women’s Dead-End Work, her research and teaching examines collaboration, conflict, and negotiation, with a focus on how differences across people both help and hinder effective problem solving and innovation. A recipient of the Joseph E. McGrath Award for Lifetime Achievement in the Study of Groups, Professor Weingart has published over 70 articles and book chapters in the fields of management, psychology, and economics. She is an elected Fellow of the Academy of Management, the Society of Organizational Behavior, and the Society for Experimental and Social Psychology. Her award-winning research has been covered by major news outlets in the US and around the world. Professor Weingart’s influence extends to her profession having served as president of the International Association for Conflict Management, founding president of the Interdisciplinary Network for Group Research, and as editor of the highly influential Academy of Management Annals. Dr. Weingart earned her Ph.D. in Organizational Behavior from the Kellogg School of Management at Northwestern University and lives in Pittsburgh, Pennsylvania.

I am an Associate Professor in Organizational Theory, Strategy, and Entrepreneurship at the Tepper School of Business, Carnegie Mellon University. I received my PhD in Sociology from Stanford University. My research investigates social factors that facilitate or undermine individuals' ability to coordinate. In particular, I focus on network relations, employing a variety of methods, including content analysis, historical data, and experimental approaches. Substantively, my main areas of interests are fraud and entrepreneurship.

Rosalind Chow is an Associate Professor of Organizational Behavior (with tenure) at the Tepper School of Business at Carnegie Mellon University. She received her Bachelor’s degree in psychology from Columbia University (2002), and her PhD in Organizational Behavior from the Stanford Graduate School of Business (2008).Rosalind Chow, Ph.D. is also featured faculty with Carnegie Mellon University Tepper School of Business Executive Education.

Assistant Professor of Organizational Behavior Lindsay's research focuses on how the implementation of increasingly advanced and complex technologies are shifting how, and with whom, we work in teams. She adopts an interdisciplinary lens, integrating work from organizational behavior, psychology, communication, and human-computer interaction, to further organizational theorizing on leading and working in teams in the digital age. In particular, Lindsay is interested in the interpersonal dynamics and functioning of the people in technologically-advanced teams, from human-AI teams to cross-functional, geographically distributed science teams. Her research has been published in journals including Academy of Management Discoveries, The Leadership Quarterly, Organizational Psychology Review, Computers in Human Behavior, and Small Group Research. Her dissertation received an Honorable Mention from the Psych of Tech Institute and was a finalist for the INGRoup J. Richard Hackman Award for the Dissertation that Most Significantly Advances the Study of Groups. Lindsay earned a PhD and MA in Media, Technology, and Society from Northwestern University and a BS in Psychology from the University of Florida. After completing her PhD, Lindsay worked as a postdoctoral research associate at UNC Chapel Hill's Kenan-Flagler Business School. Prior to joining Heinz College, Lindsay was a faculty member in the College of Business at Florida International University.

I’m passionate about combining psychology and business, and my work as an Organizational Psychologist is all about sparking meaningful change in corporate cultures. I love using a mix of neuroscience and psychology to help people grow and create workplaces that are not just productive, but also socially just.At the core of what I do is empowering people—through customized workshops, coaching, and development programs. My goal is to help boost emotional intelligence and foster a culture of real, authentic leadership, where individuals and teams can thrive and achieve their boldest visions.

Denise M. Rousseau is the H.J. Heinz II University Professor of Organizational Behavior and Public Policy at Carnegie Mellon University's Heinz College of Information Systems and Public Policy and the Tepper School of Business. Rousseau is chair of the Health Care Policy and Management program and director of the Project on Evidence-Based Organizational Practices. Rousseau is also Academic Board President of the Center for Evidence-Based Management, and Co-Chair of the Campbell Library’s Management and Business Coordinating Group. Her publications include over a dozen books and over 220 articles and monographs in management and psychology journals. Rousseau received her A.B., M.A. and Ph.D. from the University of California at Berkeley with degrees in psychology and anthropology.   RESEARCH AND TEACHING Rousseau's research focuses upon the impact workers have on the employment relationship and the firms that employ them. It advances research and practice regarding worker well-being and career development, organizational effectiveness, the management of change, firm ownership and governance, and industrial relations. Recognized for developing the theory of the psychological contract, (Great Minds in Management, Oxford, Smith and Hitt, editors), Rousseau’s work addresses the powerful reach that the individual worker's understanding of the employment relationship has on work groups, firms, and society. Her teaching focuses on developing the knowledge, skill, and ability to engage in evidence-based, positive professional practices benefiting workers, employers and other stakeholders. Her textbook, Evidence-Based Management: How to Use Evidence to Make Better Organizational Decisions (with Eric Barends), has been adopted by over 80 universities and is the basis for the popular Open Learning Initiative on-line course Evidence-Based Management and Consulting.   PROFESSIONAL APPOINTMENTS Rousseau was 2010-2011 Chair of the Carnegie Mellon Faculty Senate, the 2004-2005 President of the Academy of Management and the 1998-2007 Editor-in-Chief of the Journal of Organizational Behavior. Rousseau founded the Evidence-Based Management Collaborative, a network of scholars, consultants, and practicing managers to promote evidence-informed organizational practices and decision making. She has served on panels for the Institute of Medicine, National Science Foundation and the National Institute for Education and on the editorial boards of numerous scholarly journals. She was previously on the faculty of Northwestern University's Kellogg School of Management, the University of Michigan's Department of Psychology and Institute for Social Research, and the Naval Postgraduate School at Monterey. She has been a visiting professor at the University of Leeds (UK), Nanyang Technological University (Singapore), Chulalongkorn University (Thailand), and Renmin University (China). She has been an International Visiting Fellow of the Advanced Institute of Management (UK), Dublin City University's School of Business (Ireland) and the University of Cardiff Business School (Wales).   HONORS Two-time winner of the Academy of Management's George Terry Award for best management book for, I-Deals: Idiosyncratic Deals Workers Bargain for Themselves in 2006 and Psychological Contracts in Organizations: Understanding Written and Unwritten Agreement in 1996, Rousseau received the Distinguished Scholar Award from the Academy of Management, the Lifetime Achievement Award from the Society for Industrial/Organizational Psychology, and the Michael Losey Career Award from the Society for Human Resource Management, along with career achievement and mentoring awards from the Organizational Behavior, Human Resource Management, and Management and Organizational Cognition Divisions of the Academy of Management and Distinguished Scholar Awards from the Western Academy of Management and the Israel Organizational Behavior Conference. She has received honorary doctorates from the Athens University of Economics and Business and the Tallinn Institute of Technology. Rousseau is an elected Fellow in the Society for Industrial/Organizational Psychology, the American Psychological Association, the Academy of Management, the British Academy of Management, and the Academy of Social Sciences.

In 2013, David joined the faculty of Carnegie Mellon University’s Heinz College of Information Systems and Public Policy as a Distinguished Service Professor, teaching courses in organizational behavior, leadership and strategy. He also teaches 'Culture and Change' in various Executive Education Programs at both the Heinz College and the Tepper School of Business. David has over 25 years of operations and engineering management experience, working in a range of industries including automotive, computer test equipment, high-end custom furniture, food processing, steel fabrication, glass giftware/collectibles, electric drive transmissions and promotional products. He began his career as an industrial engineer and production supervisor with General Motors in an engine assembly plant. After attending business school, he worked for Teradyne in their Replacement Parts and Services Division and then for a number of small and medium-sized manufacturing companies, leading those organizations to achieve dramatic improvements in operating results. From 2000 to 2003, he was Vice President of Engineering and Operations for Axicon Technologies, a Pittsburgh-based company that designed, developed and manufactured transmissions for the Segway HT.  From 2003 through 2007, David ran his own 'operations and organization' consulting practice, focusing on the following areas:  business process re-engineering, enterprise-wide quality initiatives, performance measurement systems, change management and organizational effectiveness. From 2008 through 2013, he was Vice President of Operations for Leed's, a leader in the corporate promotional products industry.

David Krackhardt is Professor of Organizations at the Carnegie Mellon University's Heinz College of Information Systems and Public Policy, with a joint appointment at the Tepper School of Business. Over the past 15 years, his research has focused on how the theoretical insights and methodological innovations of network analysis can enhance our understanding of how organizations function. He pioneered the concept of "cognitive social structures", wherein individuals provide their perceptions of the entire network in which they are embedded. He empirically has related these perceived structures to turnover, reputations and power in organizations. Another interest of his has been in developing methodologies for better understanding networks and their implications. His contributions in this arena include adapting the quadratic assignment procedure to multiple regression analyses of network data. In addition, he has developed methods drawing from graph theory for studying the shape and structure of organizations as a whole. His published works have appeared in a variety of journals in the fields of psychology, sociology, anthropology and management. His current research agenda includes developing models of diffusion of controversial innovations, exploring and testing visual representations of networks, identifying effective leverage points for organizational change, and exploring the roles of Simmelian (super-strong) ties in organizations. Prior to joining Carnegie Mellon University, Dr. Krackhardt's appointments included faculty positions at Cornell's Graduate School of Management, the University of Chicago's Graduate School of Business, INSEAD (France) and the Harvard Business School. He received a BS degree from the Massachusetts Institute of Technology and a PhD from the University of California, Irvine. Prof. Krackhardt was born in 1950 in Massachusetts. He is married with three children. // <![CDATA[ var nodes = [ { id: "mammal", group: 0, label: "Mammals", level: 1 }, { id: "dog" , group: 0, label: "Dogs" , level: 2 }, { id: "cat" , group: 0, label: "Cats" , level: 2 }, { id: "fox" , group: 0, label: "Foxes" , level: 2 }, { id: "elk" , group: 0, label: "Elk" , level: 2 }, { id: "insect", group: 1, label: "Insects", level: 1 }, { id: "ant" , group: 1, label: "Ants" , level: 2 }, { id: "bee" , group: 1, label: "Bees" , level: 2 }, { id: "fish" , group: 2, label: "Fish" , level: 1 }, { id: "carp" , group: 2, label: "Carp" , level: 2 }, { id: "pike" , group: 2, label: "Pikes" , level: 2 } ] var links = [ { target: "mammal", source: "dog" , strength: 0.7 }, { target: "mammal", source: "cat" , strength: 0.7 }, { target: "mammal", source: "fox" , strength: 0.7 }, { target: "mammal", source: "elk" , strength: 0.7 }, { target: "insect", source: "ant" , strength: 0.7 }, { target: "insect", source: "bee" , strength: 0.7 }, { target: "fish" , source: "carp", strength: 0.7 }, { target: "fish" , source: "pike", strength: 0.7 }, { target: "cat" , source: "elk" , strength: 0.1 }, { target: "carp" , source: "ant" , strength: 0.1 }, { target: "elk" , source: "bee" , strength: 0.1 }, { target: "dog" , source: "cat" , strength: 0.1 }, { target: "fox" , source: "ant" , strength: 0.1 }, { target: "pike" , source: "cat" , strength: 0.1 } ] function getNodeColor(node) { return node.level === 1 ? 'red' : 'gray' } var width = window.innerWidth var height = window.innerHeight var svg = d3.select('svg') svg.attr('width', width).attr('height', height) // simulation setup with all forces var linkForce = d3 .forceLink() .id(function (link) { return link.id }) .strength(function (link) { return link.strength }) var simulation = d3 .forceSimulation() .force('link', linkForce) .force('charge', d3.forceManyBody().strength(-120)) .force('center', d3.forceCenter(width / 2, height / 2)) var linkElements = svg.append("g") .attr("class", "links") .selectAll("line") .data(links) .enter().append("line") .attr("stroke-width", 1) .attr("stroke", "rgba(50, 50, 50, 0.2)") var nodeElements = svg.append("g") .attr("class", "nodes") .selectAll("circle") .data(nodes) .enter().append("circle") .attr("r", 10) .attr("fill", getNodeColor) var textElements = svg.append("g") .attr("class", "texts") .selectAll("text") .data(nodes) .enter().append("text") .text(function (node) { return node.label }) .attr("font-size", 15) .attr("dx", 15) .attr("dy", 4) simulation.nodes(nodes).on('tick', () => { nodeElements .attr('cx', function (node) { return node.x }) .attr('cy', function (node) { return node.y }) textElements .attr('x', function (node) { return node.x }) .attr('y', function (node) { return node.y }) linkElements .attr('x1', function (link) { return link.source.x }) .attr('y1', function (link) { return link.source.y }) .attr('x2', function (link) { return link.target.x }) .attr('y2', function (link) { return link.target.y }) }) simulation.force("link").links(links) // ]]>

Jim Rembach is the President of Call Center Coach and the founder of the Leadership Execution Institute. As an AI systems architect and leadership execution strategist, he redefined leadership in the age of AI at work by creating the Leadership Execution System (LES). This system replaces traditional leadership training with Culture-Calibrated, AI-powered execution systems that embed organizational standards into daily behavior. His work centers on developing Decision Agility, a measurable capability for high-speed, high-confidence decision-making, and systematically neutralizing execution drift using the FONE framework (Fear, Overconfidence, Negative Impressions, Execution Blindness). A 25-year contact center veteran and behavioral science expert, Rembach grounds his approach in applied research proving that supervisor inconsistency is a system problem driven by fundamental human programming like cognitive miserliness (shortcut hunt), not a mere knowledge deficit. This finding is critical because traditional training programs demonstrate limited effectiveness, with only 12% of participants consistently applying learned behaviors. To fix this systemic issue, he formalized his approach in 2024 with the introduction of Leadership Execution-as-a-Service (LEaaS), an AI-enabled model that embeds cultural standards and guardrails into supervisors’ daily decisions. His research, including papers published via Zenodo (DOI: 10.5281/zenodo.17425566), is tied to his ORCID iD (0009-0004-6525-5634), reinforcing his domain authority in leadership execution literature. Rembach's research establishes the Decision Agility gap, the difference between technological capability and organizational decision velocity. To enable high-speed, high-confidence decision-making in VUCA (volatile, uncertain, complex, and ambiguous) environments, he provides the C.A.L.M.™ Model (Clarify, Assess, Limit the Noise, Move with Confidence). This framework serves as an operational protocol for converting decision delay into structured momentum. Implementation uses the 14-Dimension Culture-Calibrated AI Framework to ensure AI systems reinforce organizational standards rather than amplifying existing behavioral inconsistencies (execution drift). His thought leadership, including The FONE Report, documents that organizations with consistent, visible leadership report 23% higher profit, with some achieving a 3% reduction in overall costs simply by tightening execution and eliminating drift.

Patrick Höfliger is the founder and CEO of a Swiss AI company applying advanced artificial intelligence to private-equity, M&A, and other high-stakes investment decisions. With more than ten years in investment banking and private equity, he brings first-hand experience from roles that demand trust, rigor, and accountability. He focuses on how AI is reshaping decision-making in finance beyond automation, emphasizing explainability, traceability, and reliability. Patrick is a frequent speaker and sparring partner on the real-world limits and risks of generative AI in professional settings. He is available to comment on AI, investing, and the future of automating complex decision-making.

¡Saludos! I'm an author, speaker, and leadership researcher passionate about helping leaders embody authentic leadership. Trusted by both small and large organizations, including ALPFA, Grant Thornton, Moss Adams, Thrivent, to name a few. I am committed to advancing transformational change and empowering individuals and organizations to embrace authenticity as a catalyst for success. With experience spanning higher education, nonprofit leadership, and leadership consulting, I bring a strategic lens to every context that aligns people, purpose, and performance. Whether advising boards, coaching leaders, or delivering keynotes, I create pathways for leaders and teams to thrive in rapidly evolving environments. Current Leadership Roles Associate Provost for Engagement and Inclusive Teaching and Learning (Chief Diversity Officer), Fresno Pacific University – Guiding institutional strategy for inclusive excellence, faculty development, and organizational culture as part of the executive leadership team. CEO and Lead Consultant, Empowerfy Consulting – Driving leadership development, executive coaching, and organizational transformation to unlock human potential. Founder and President, Faithful Teachings – Leading community transformation initiatives in Latin America through education, service, and strategic partnerships. I am passionate about reimagining leadership for an era where authenticity shapes stronger organizations and healthier communities. Specialties: Leadership Development | Organizational Culture | Inclusive Excellence | Coaching & Advising | Keynotes & Workshops

Anna Loomis McCandless Assistant Professor of Organizational Behavior Mayo’s research explores what characterizes and supports effective teamwork in modern organizations. For decades, organizations have used teams as a fundamental building block for getting work done. But new technologies, greater levels of specialization, and volatile environments are leading organizations to adopt new team practices. In organizations and cross-organization partnerships, teams now often form quickly to tackle specific projects and then disband just as fast. People also tend to spread their time across multiple teams or projects concurrently, and a given team’s members may change over time due to scheduling conflicts or shifting project needs. These dynamic ways of organizing teams create the potential for more-agile work, but they can undermine important team and individual outcomes. Mayo studies teams in both the lab and the field (from health care settings to sales and cross-sector teams), using a range of methods. Her work has been published in leading management journals including Administrative Science Quarterly, Academy of Management Annals, Academy of Management Discoveries, and Organization Science, as well as medical journals including the New England Journal of Medicine and BMJ Leader. Mayo received a Ph.D. and M.S. in Organizational Behavior & Theory from Carnegie Mellon’s Tepper School of Business, and a B.A. in Psychology from Denison University. Before joining Heinz College, she worked as a postdoctoral fellow and Assistant Professor at the Johns Hopkins Carey Business School. Prior to entering academia, Mayo worked in the nonprofit human services sector for the National Assembly Human Services.

As a Director of Organizational Development within the U.S. Defense Health Agency, I excel in driving strategic change across various organizations. My skills in executive coaching, culture transformation, workshop facilitation and partnership development are honed through my concurrent role as Executive Coach at Olympus Strategies, where I leverage over 18 years of industry experience to empower organizational leaders and optimize team dynamics.My mission is to orchestrate effective culture change management. I have extensive experience helping even the most toxic of environments recover and thrive. I have achieved countless technology upgrades like SAP migrations and O365 suite enhancements with all industries from start-ups to Fortune 500s. Recognized as the 2023 Veteran’s Affairs Woman Veteran Trailblazer, I am committed to applying my workplace psychology expertise to foster leadership growth and operational excellence within the DoD and beyond.

I challenge the status quo and inspire others to take a positive step towards progress. I do this through facilitating leadership development courses and coaching leaders through proven brain-based methods.

Humans are the greatest creators and innovation pushers. Taking care of them is not only a necessity, but also an imperative. I help managers and CXOs take care of their people. With a deep love for culture and psychology, I believe I've managed to quantify and develop process cycles to help corporates elevate their people. People are the best assets an organization has. Let's take care of them together.Reach out to me on here for any questions, help, advise or stop by and just say hi. :)

Pedro Ferreira is a Professor at Heinz College and at the Department of Engineering and Public Policy at Carnegie Mellon University. His research work focuses on how people use technology to consume experience goods and influence others to do so. These are inextricably linked to how firms behave and how public policies affect market structures. Ferreira’s work focuses on the application of robust empirical identification methods to analyze large datasets obtained from organic in-vivo large-scale network-centric randomized experiments. His research spans two interrelated applied areas -- the impact of information and communication technologies on education and peer-influence and consumption in the media industry. Ferreira is co-founder and co-director of CMU's Initiative for Teaching and Education Analytics (iTEA).

Organizations in both the public and private sectors don't partner with me for easy answers. They come to me because they're ready for an honest conversation about what's holding them back—and a real plan to fix it.I've seen firsthand that most organizational problems aren't about vision; they're about friction. You can feel it in the frustrating policies, the misaligned people strategies, and the inefficient processes that keep good people from doing their best work.My role is to find those points of friction and resolve them. I’m not here to talk theory; I’m here to build practical, measurable solutions for your sharpest pains. My focus is always on delivering results, whether we're tackling high turnover or developing leaders who can truly lead.Having worked in the trenches with a diverse range of organizations—from city governments and NGOs to healthcare systems and oil & gas corporations—I know what it takes to make change stick. It starts with seeing the problem clearly, speaking with candor, and building solutions that last.

Sridhar Tayur is the Ford Distinguished Research Chair and University Professor of Operations Management at Carnegie Mellon University’s Tepper School of Business. He received his Ph.D. in Operations Research and Industrial Engineering from Cornell University and his undergraduate degree in Mechanical Engineering from the Indian Institute of Technology (IIT) at Madras (where he is a Distinguished Alumnus Award winner). He is an INFORMS Fellow, a Distinguished Fellow of MSOM Society and has been elected to the National Academy of Engineering (NAE). He has been a visiting professor at Cornell, MIT and Stanford.

As a Senior Consultant - Client Success Manager at NamanHR, I excel in Organizational Development, Human Resources, Learning and Development, and Talent Assessments. My extensive experience spans multiple industries, including Engineering, Manufacturing, Pharmaceuticals, Chemicals, NGOs, Public Sector, and Publishing, allowing me to bring a comprehensive, adaptable approach to Client Success and Organizational Transformation.I specialize in designing and implementing Performance Management Systems (PMS), developing impactful Leadership Development Programs, and conducting insightful Organizational Climate Surveys. My skill set includes end-to-end HR interventions, such as Compensation Structure Design, Policy Development, and Benchmarking. I also facilitate Executive Coaching and Multi-Rater Feedback systems to drive Leadership Effectiveness and Organizational Growth.Key achievements include leading an Organizational Climate Survey for over 15,000 employees, Goal Setting facilitation for around 750 employees, and co-facilitating successful PMS appreciation and behavioral training programs. My career goal is to leverage my diverse expertise to become a thought leader in HR and a trusted consultant, advancing innovative HR practices and fostering meaningful organizational change.