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Jim Gallo
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Jim Gallo, Ph.D., SHRM-SCP, SPHR

Director, State Conference

Jim is currently the Director at The Center for Organizational Effectiveness, a consulting firm that provides human capital measurement and talent management strategies. He has 20+ years of leadership experience as a senior executive and management consultant. He has worked both within organizations as a senior executive leading multi-state HR operations as well as an external consultant providing customized solutions to organizations. Jim has earned three masters’ degrees (MBA, MS-HRM, I/O Psychology) and is currently finishing his PhD in Industrial & Organizational Psychology at Florida Tech. He is a certified executive coach (ACTP), published author, and SPHR certified. Jim has been teaching HR related courses, including SPHR/PHR certification courses at the collegiate level for over 15 years. He is a veteran speaker who combines science, practice and sometimes a little comedy in all of his speaking topics.


  • Performance Feedback: Time to get off the Hamster Wheel

Effective on-going feedback is key to the success of any performance management program. The lack of a performance feedback dialoged within organizations can be a silent killer. Alternatively, environments with a favorable feedback culture lead to numerous beneficial outcomes. In regards to performance management systems, we believe the practice of revamp, revise and incorporate are misguided strategies and of little value to organizations without understanding the context in which they exist. Research suggests we’ve been looking in the wrong direction and perhaps it is not our systems that are broken but he context in which they operate. This session will provide tips and tools for creating a climate that is supportive of feedback and coaching for your employees.

Panel Debate” Is it time to eliminate the performance appraisal?

We can use existing members to participate on this panel along with myself. There is some minimal pre-work for the debaters and moderator.

  • The Dating Game”

How to hire right and increase your chances of a long-term relationship? This program takes an in-depth look “through a creative lens” at the psychological games played by both parties in regards to employee selection (the courtship) retention (the marriage) and termination (the divorce). Just like in dating, personality matters! Ultimately poor matched personalities will end relationships sooner than later regardless of the level of skill and could be a costly venture. Dysfunctional turnover has both indirect and direct costs that can be detrimental to organizational effectiveness. Therefore finding, hiring and keeping top talent should be on the top of the priority list.

This program takes a creative view of these relationships with an interesting twist that anyone who has been on the dating scene, married or wished they were back on the dating scene can relate to. We will also discuss some of the best practices that organizations are using for talent management that will keep relationships strong and enduring.


  • “Lets make a deal” The psychology of persuasion

Negotiation is part of life. If you are married, have kids or are employed you are probably engaging in some sort of negotiation. The outcomes of these negotiations can determine your success in both your professional and personal life. This program will discuss the key principles of negotiation and influence. In order to get that project approved or position yourself for the next promotion you need to be able to influence and negotiate. Negotiation results are better when we know what we are doing!

  • Tool Time”

There are just as many employee assessments as snake oil consultants trying to sell you one. What are the pros and cons of using employee assessments? This program will discuss the pros and cons of using employee assessments, the many types of individual and organizational assessments, and the things to consider including the type of assessment, administration, and how to interpret and use the results.

  • How Big is My Fish? HR Metrics and the Tale of the Tape

The HR community is often inundated with the message that measuring indicators of change and/or success is a necessary evil, and that “you can’t manage what you can’t measure”. Now the focus on measurement is so strong that practitioners are concentrating on measurement as an end, and not as a means to improve HR systems and other business outcomes. However, measurement provides little value if the wrong measure is chosen for the job. This session will provide insight on how to match the goals of the organization with the appropriate performance metric and how to determine the quality of key measurement systems.

  • A Wolf in Sheep's Clothing: Applicant Deception and the Risk to the Employer

    Despite advances in talent management tools and the pre-employment practices of HR professionals, organizations lose 300 billion dollars each year to counterproductive work behaviors (CWB), and employees are responsible for almost 50% of that loss. In addition, employee negligence claims have increased in frequency and in punitive damages, now averaging over a million dollars a year. While pre-employment assessments (e.g. the resume’) can be useful screening tools, they are susceptible to falsification by applicants. Our research suggested that 20-30% of applicants falsify self-reports and resumes, while more than 50% of applicants provide false information during an interview. We examined the accuracy of almost 2 million applications collected from March 2007 to March 2009. Our data suggested that on average 14.5% of applicant resumes contained verifiably false information regarding previous employment, educational background, etc. An additional 14% of the resumes contained claims that could not be verified as true. As the economy worsened over the two-year period we examined these rates of applicant falsification rose 30%. One of the top predictors of falsification was the applicants level of impulsivity. The trait of impulsivity has strong links to academic cheating, criminal behavior, and counterproductive work behavior (CWB). This session will discuss the prevalence of applicant deception and offer a set of best practices to reduce risk to the employer.

Contact me!  or (954) 815-8400

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