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Christopher T. Rotolo
Christopher T. Rotolo
MiTek, Inc. & New York University
Verified email at behavioralinsights.com
Title
Cited by
Cited by
Year
How are top companies designing and managing their high-potential programs? A follow-up talent management benchmark study.
AH Church, CT Rotolo, NM Ginther, R Levine
Consulting Psychology Journal: Practice and Research 67 (1), 17, 2015
2112015
How are top companies assessing their high-potentials and senior executives? A talent management benchmark study.
AH Church, CT Rotolo
Consulting Psychology Journal: Practice and Research 65 (3), 199, 2013
1712013
Putting an end to bad talent management: A call to action for the field of industrial and organizational psychology
CT Rotolo, AH Church, S Adler, JW Smither, AL Colquitt, AC Shull, ...
Industrial and Organizational Psychology 11 (2), 176-219, 2018
782018
Putting an end to bad talent management: A call to action for the field of industrial and organizational psychology. Industrial and Organizational Psychology: Perspectives on …
CT Rotolo, AH Church, S Adler, JW Smither, AL Colquitt, AC Shull, ...
78*2018
Inclusive organization development
AH Church, CT Rotolo, AC Shull, MD Tuller
Diversity at work: The practice of inclusion 33, 260-295, 2014
492014
IO practice in action: Solving the leadership potential identification challenge in organizations
R Silzer, AH Church, CT Rotolo, JC Scott
Industrial and Organizational Psychology 9 (4), 814-830, 2016
352016
Without effort there can be no change: Reexamining the impact of survey feedback and action planning on employee attitudes
AH Church, LM Golay, CT Rotolo, MD Tuller, AC Shull, EI Desrosiers
Research in organizational change and development 20, 223-264, 2012
352012
Does purpose matter? The stability of personality assessments in organization development and talent management applications over time
AH Church, CR Fleck, GC Foster, RC Levine, FJ Lopez, CT Rotolo
The Journal of Applied Behavioral Science 52 (4), 450-481, 2016
302016
Lifting the veil: What happens when you are transparent with people about their future potential?
AH Church, CT Rotolo
People and Strategy 39 (4), 36, 2016
302016
The role of personality in organization development: A multi-level framework for applying personality to individual, team, and organizational change
AH Church, CT Rotolo, A Margulies, MJ Del Giudice, NM Ginther, ...
Research in organizational change and development, 2015
282015
Enhancing 360-degree feedback for individual assessment and organization development: Methods and lessons from the field
AH Church, LM Dawson, KL Barden, CR Fleck, CT Rotolo, M Tuller
Research in organizational change and development, 47-97, 2018
222018
Leading diversity and inclusion efforts in organizations: Should we be standing behind our data or our values (or both)?
AH Church, CT Rotolo
Industrial and Organizational Psychology 6 (3), 245-248, 2013
172013
Big Data Recommendations for Industrial–Organizational Psychology: Are We in Whoville?
CT Rotolo, AH Church
Industrial and Organizational Psychology 8 (4), 515-520, 2015
132015
Going beyond the fix: Taking performance management to the next level
AH Church, NM Ginther, R Levine, CT Rotolo
Industrial and Organizational Psychology 8 (1), 121-129, 2015
132015
Industrial and Organizational Psychology
CT Rotolo, AH Church
13*
Can we improve rater performance?
DW Bracken, CT Rotolo
Oxford University Press, 2019
102019
Understanding the role of organizational culture and workgroup climate in core people development processes at PepsiCo
AH Church, CT Rotolo, AC Shull, MD Tuller
The Oxford handbook of organizational climate and culture, 2014
82014
The role of the individual in self-assessment for leadership development
AH Church, CT Rotolo
Self-management and leadership development, 25-61, 2010
72010
Making IO psychology more visible: Mommy, I want to be an IO psychologist when I grow up
CT Rotolo
The Industrial-Organizational Psychologist 47 (1), 111-115, 2009
72009
1. The role of the individual in self-assessment for leadership development1
AH Church, CT Rotolo
Self-Management and Leadership Development, 25, 0
7*
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