«EDITORIAL CPJ4.0: ASPIRATIONS OF A RESEARCH GEEK WITH A THING FOR APPLICATIONS Robert B. Kaiser Kaiser Leadership Solutions, Greensboro, North ...»
Another important area concerns diversity and multiculturalism. Ours is an increasingly diverse and global world, and organizations are in need of guidance about inclusivity and fairness goals as well as navigating an increasingly interconnected world where cultural norms and expectations don’t always mesh. Two special issues of CPJ, one on culture, race, and diversity (Cooper, 2008) and one on international organizational consulting (Cooper, 2012), were a good start in this direction and also point out many areas in need of more work. A particularly intriguing idea is Randy White’s (2013) notion that to maintain relevance, we in the West need to move beyond merely exporting our leadership-development models and learn also to import the lessons from emerging markets and developing parts of the world. A truly pan-global model of leadership and development will inevitably be in demand, and what this will look like remains to be seen. Therefore, I hope to publish more articles from authors around the world and increase CPJ’s international representativeness.
CPJ Associate Editor, Larry Norton, has pointed out that organizational development (OD) needs a reboot. Through his applied OD work he has realized that the ﬁeld seems moribund, having barely moved in the last 20 years. Larry’s sense is that most OD models are out of step with today’s realities of ﬂatter, more interconnected, and diverse organizations in a fundamentally different labor market with global competitive pressures and evermore complex operating environments. His view is consistent with the steep decline in articles on OD published in CPJ and represents a ripe opportunity for consulting psychologists to make a contribution.
Our other Associate Editor, Ken Nowack, has a unique background combining occupational health psychology, career development, and assessment. With a growing movement toward workplace wellness and health promotion, Ken sees a need for more research exploring work-life balance as well as organizational interventions that have a demonstrable impact on employee health, engagement, and performance.
Finally, in addition to the substantive content of the work of consulting psychology, the journal needs to continue exploring issues of professional practice and development. Articles on consultant training, education, and credentials have dropped off in the last 30 years. We need to reverse this trend to ensure the practice keeps pace with changes in technology, legal issues, and market demand.
In that regard, the article in this issue by Otte, Bangerter, Britsch, and Wüthrich (2014) on coaches’ attitudes about the use of computers to facilitate coaching is perfectly on point. There is also signiﬁcant growth in the profession of organizational consulting and related disciplines such as industrial-organizational psychology, and we need to ensure that we are preparing this new CPJ4.0: EDITORIAL 5 generation of consulting psychologists with principles of good practice that are relevant for the modern world. Judy Blanton’s (2014) article in this issue about supervision practices is a welcome step in that direction.
In a Nutshell So there you have it: my hopes for the current era of CPJ. At its best, this journal can be an indispensable resource for the consulting psychologist— or any thoughtful person working with or in organizations—looking for a new insight or new technique or new methodology for raising his or her game. And you can help. If this vision strikes a chord, please submit an article integrating practice and science that crosses traditional boundaries and captures complex ideas in a simple framework that can be readily applied to the noble goal of improving organizations and the people who populate them.
ReferencesBlanton, J. S. (2014). Supervision practices in consultation and industrial-organizational psychology. Consulting Psychology Journal: Practice and Research, 66, 53–76.
Cooper, S. E. (Ed.) (2008). Culture, race, and ethnicity in organizational consulting psychology. Consulting Psychology Journal: Practice and Research, 60, 133–138. doi:10.1037/0736-9722.214.171.124 Cooper, S. E.(Ed.) (2012). International organizational consulting: Consulting psychology goes global. Consulting Psychology Journal: Practice and Research, 64, 243–249. doi:10.1037/a0031584 Kaiser, R., & Curphy, G. (2013). Leadership development: The failure of an industry and the opportunity for
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10.1037/a0035460 Leonard, H. S., Freedman, A. M., & Kilburg, R. R. (2013). Tribal elders’ views of consulting psychology’s past, present, and future. Consulting Psychology Journal: Practice and Research, 65, 266 –277. doi:10.1037/ a0035494 Lewin, K. (1951). Field theory in social science. New York, NY: Harper & Row.
Lowman, R. L., & Kilburg, R. R. (2011). Guidelines for case study submissions to Consulting Psychology
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10.1037/a0021242 Nowack, K., & Mashihi, S. (2012). Evidence based answers to 15 questions about leveraging 360-degree feedback. Consulting Psychology Journal: Practice and Research, 64, 157–182. doi:10.1037/a0030011 Otte, S., Bangerter, A., Britsch, M., & Wüthrich, U. (2014). Attitudes of coaches towards the use of computerbased technology in coaching. Consulting Psychology Journal: Practice and Research, 66, 38 –52.
Peterson, D. P. (2014). Reinventing executive coaching. Preconference workshop delivered at the 2014 Annual Midwinter Conference of the Society of Consulting Psychology, San Antonio, TX.
Serrano, S. A., & Reichard, R. J. (2011). Leadership strategies for an engaged workforce. Consulting Psychology Journal: Practice and Research, 63, 176 –189. doi:10.1037/a0025621 White, R. P. (2013). The future of international consulting psychology: The view from seat 2A. Consulting Psychology Journal: Practice and Research, 65, 314 –318. doi:10.1037/a0035683
Received February 21, 2014 Accepted February 24, 2014