Research

Psybase Network Inc. is dedicated to conducting original research and developing innovative products. Check this page often for new articles and ideas. If you wish to be informed of upcoming events, articles, or become involved in leading-edge research, please email Psybase Network Inc.
NEW—HR Communications in Mergers & Acquistions

Change Leadership OnPoint: Issue 3 | This article outlines a process and methodology for managing merger-related transition and change from an HR Communications perspective. To illustrate the approach, a series of mergers involving CGU Group Canada will be profiled with particular reference to the design and implementation of initiatives to support employee transition. Co-written by Louella Eastman, Senior Vice-President, Human Resources, CGU Group Canada (Aviva). Click here for the issue…

The Leadership Hypothesis

Change Leadership OnPoint: Issue 2 | This article examines the relationship bece to the imptween personality characteristics and leadership style with a particular referenact of this relationship on the culture (values, beliefs, and practices) of the organization. A new, empirical model of leadership is presented. Click here for the issue…

Another Way For Outplacement Services

Change Leadership OnPoint: Issue 1 | Psybase is introducing a new Client Relationship Management model in outplacement services, one that is firmly grounded in the disciplines of leadership development and organization effectiveness. This article clarifies how the model is a different road or track (or value propostion) into and through the outplacement space—a very different course or route than the one taken by traditiional outplacement providers. Click here for the issue…

Communicating With Transparency During Times of Crisis

Case Study by Dr. Lorne Hartman | Several years ago, I was helping a client plan their company’s first major downsizing—they wanted my assistance with a post-downsizing renewal effort to re-engage the surviving staff in a go-forward proposition that would be meaningful and enlist their buy-in (and performance). I was attending a planning meeting with the HR team along with another consultant from the outplacement firm that would be providing career transition services to dismissed employees. The HR group asked the two consultants whether there should be any interim communication before the event (still 6 or 7 weeks away) or if they should just say and do nothing until announcement day. The HR group was presented with two radically different answers. But which of us was right? Click here for full case study…

Group Process in Executive Leadership Teams

Article by Dr. Lorne Hartman Published in STRATEGY & LEADERSHIP, 2000, Vol. 28, No. 6, pp. 34-35. | What helps or hinders the successful implementation of organizational change? The author reports on recent research that identifies key levers for change. One important factor is an aligned leadership team—a team that shares information, makes joint decisions, and exhibits collaborative behavior. The chief executive’s own behavior and style of operating affect how team-like the top group will be. Bringing unity of purpose to the senior team is not the only challenge a CEO faces, but it is one of the most critical. Click here for full article…

A Psychological Analysis of Leader Effectiveness

Article by Dr. Lorne Hartman Published in STRATEGY & LEADERSHIP, 1999, Volume 27 (Number 6) | Leadership has been studied in many different ways, depending on the researcher’s methodological preferences and definition of leadership. Distinct lines of research on leadership effectiveness include a focus on the personal attributes of leaders (the so-called trait approach). Another focus is a behavioral approach in which the behavior of effective and ineffective leaders is compared, usually based on the perceptions of others. Some researchers have employed a situational approach which assumes that different behavior patterns (or trait patterns) will be effective in different situations and that the same behavior pattern (or trait pattern) is not optimal in all situations. The present study is an attempt to cut across and integrate these approaches. Click here for full article…

Human Capital Due Diligence

From a Speech Given by Dr. Lorne Hartman on Human Capital Due Diligence During Mergers & Acquisitions | THE MERGER ARENA – What’s going on? Deals! Lots of deals. High priced acquisitions of fast-growing start-ups. Marketing alliances between old-media giants and new media innovators. Industry consolidators who are hell-bent to go big or go home. Whether it’s to gain access to new channels of distribution or to new products or to new skills and capabilities, or just to satisfy the analysts, deal-making is booming. It’s a trend that shows no signs of falling off the screen any time soon. Yet in the middle of this boom in merger activity, many studies of have now shown that, despite some successes, the overall record is decidedly unimpressive. Some failures are due to poor strategy, bad timing and/or inadequate due diligence. In many of the failures, however, faulty implementation is the reason. Even good deals will fail if they are poorly managed after the merger. Click here for full transcript…

Transforming Finance Staffers into Better Business Partners

From a Speech Given by Dr. Lorne Hartman at the Reinventing the CFO Conference hosted by Federated Press | This conference, "Reinventing the CFO" focuses on "how new, strategically-driven CFOs are revolutionizing business operations". The process of change and the effective management of change is a key element in this agenda. This article will provide: 1) an overview of a model of change; and 2) an approach or methodology for transforming finance staffers into better business partners. The model and the methodology are based on a synthesis of contemporary research and practice in the management of change. Click here for article…

Dr. Hartman was a guest workshop facilitator at the 2001 Insight-sponsored forum on Strategic Staffing: Aligning Recruitment and Retention Strategies With Your Employer Brand. Click here to download a pdf file of the conference agenda.