David Solomon Weiss | |
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| Education | Queen’s College CUNY (B.A. 1974) Columbia University (M.A. M.Ed. 1976) Yeshiva University (M.S. 1977) |
| Alma mater | University of Toronto (PhD 1981) |
| Occupation | Organizational Psychologist & Business Strategist |
David Solomon Weiss is an organizational psychologist and business strategist and author of seven books, including The Leadership Gap, Innovative Intelligence and Leadership-Driven HR.
David S. Weiss has post-baccalaureate degrees from Columbia University (M.A. and M.Ed.), Yeshiva University (M.S.) and University of Toronto (Ph.D.). [1] He specialized in organizational psychology and was an organizational and business strategist as a partner of Geller, Shedletsky and Weiss (1987–2001), as vice president and chief innovation officer of Knightsbridge Human Capital Solutions (2002–2007), and as president of Weiss International Ltd (2007 to present).
Weiss is a certified director with the Institute of Corporate Directors and was a director on the Board of the Princess Margaret Cancer Centre Foundation and an advisory board member of the Institute for Performance and Learning. He was honored as the first lifetime Fellow of the Institute for Performance and Learning and as the fourth Lifetime Fellow of the Human Resources Professionals Association.
Weiss’ first book, Beyond the Walls of Conflict [2] (translated into French) described how to apply mutual gains negotiations to enhance the likelihood of labour management peace. His second book, High Impact HR [3] (2nd Edition called High Performance HR, 2000) explored how HR can be more strategic and how it can build people and organizational capabilities. High Impact HR was ranked as #4 on the list of best selling business books in 1999. [4] The book describes four HR value propositions of culture, alignment, change, and ROI of human capital and introduces the concept of how HR can define HR metrics and abandon work with discipline.
Weiss's next two books were The Leadership Gap (translated into Korean) co-authored with Vince Molinaro [5] on the topic of holistic leadership and its sequel Leadership Solutions [6] with Vince Molinaro and Liane Davey on the topic of how to measure the leadership gap. The Leadership Gap ranked #3 on the list of best selling business books by the Canadian newspaper The Globe and Mail in May 2011. [7] It claims that the growth of an organization can outstrip its capacity to cultivate a sufficient quantity of leaders, and that this "leadership gap" can be corrosive. The book proposes a system for identifying high priority gaps and filling them. Reviewing the book in the Journal of Organizational Excellence, [8] LaRoi Lawton said, "The highly motivated, self-directed reader can gain a great deal of learning and other results from using the guidelines and materials in this timely book." Writing about the book in CMA Management magazine, Robert Coleman stated "Building leadership capacity for the future can be a challenge, and pundits have started to jump into the fray." [9] The book review in the same issue comments that "The Leadership Gap provides a road map for creating such an [leadership development] environment." [10]
His fifth book, Maimonides Cure of Souls [11] co-authored with David Bakan and Dan Merkur explored the psychological writings of Moses Maimonides and the role of Maimonides as a precursor to the writings of Sigmund Freud. Mordechai Beck reviewed the book in the Jerusalem Post. [12] Beck writes that the book brings up the tantalizing possibility that the Rambam (Maimonides), the great medieval thinker, acted as precursor to the originator of modern-day psychoanalysis. His sixth book Innovative Intelligence [13] (translated to Chinese and to Persian) co-authored with Claude Legrand was a "top 5 business book for 2011" reported by CBC News. [14] Harvey Schachter, [15] a writer with The Globe and Mail Report on Business, referred to the book as "a road map for harnessing creativity". The book introduces the need for innovation leadership by developing ‘leaders of innovation’ who draw out from diverse teams their insights and innovative solutions to complex situations.
Weiss also wrote Decision Making for Complex Situations [16] co-authored with Ted Cadsby and published in the Rotman Magazine, 2017, which explores four distinct stages for handling complex situations. Each is designed to avoid the decision-making mistakes that leaders and their teams are vulnerable to when confronting complexity. His seventh book, Leadership-Driven HR [17] describes the road map for HR to drive value for the business, guide HR to deliver value through leaders, and ensure that HR is driven to lead. Subsequently, he wrote "The Leadership-Driven HR Transformation", [18] "South Africa Human Capital Review" and "HR: Driver of Innovation" [19] for HR Professional. Weiss also contributed four articles for the book The Trainer's Portable Mentor [20] edited by Terrence L. Gargiulo, namely "Taxonomy of Learning Designs", "Trusting Relationships in Learning", "The Integrated Approach to Leadership Development" (with Vince Molinaro), and "The Trainer as a CAPABLE Leader" (with Molinaro). For the Banff Centre, he wrote "Driving Employee Engagement", again with Molinaro. [16]
Weiss's most recent articles include "Lift-off: Change management from concept to end results", which was published in Human Resources Directors, [21] and "Meaningful Dialogue for Association Boards", published in Association Magazine in English [22] and French [23]
Intellectual capital is the result of mental processes that form a set of intangible objects that can be used in economic activity and bring income to its owner (organization), covering the competencies of its people, the value relating to its relationships, and everything that is left when the employees go home, of which intellectual property (IP) is but one component. It is the sum of everything everybody in a company knows that gives it a competitive edge. The term is used in academia in an attempt to account for the value of intangible assets not listed explicitly on a company's balance sheets. On a national level, intellectual capital refers to national intangible capital (NIC).
Innovation is the practical implementation of ideas that result in the introduction of new goods or services or improvement in offering goods or services. ISO TC 279 in the standard ISO 56000:2020 defines innovation as "a new or changed entity, realizing or redistributing value". Others have different definitions; a common element in the definitions is a focus on newness, improvement, and spread of ideas or technologies.
David Cooperrider, is the Fairmount Minerals Chair and Professor of Social Entrepreneurship at the Weatherhead School of Management at Case Western Reserve University, and Faculty Director at the Center for Business as an Agent of World Benefit at Case.
Analytics is the systematic computational analysis of data or statistics. It is used for the discovery, interpretation, and communication of meaningful patterns in data. It also entails applying data patterns toward effective decision-making. It can be valuable in areas rich with recorded information; analytics relies on the simultaneous application of statistics, computer programming, and operations research to quantify performance.
Human resource management is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.
A chief human resources officer (CHRO) or chief people officer (CPO) is a corporate officer who oversees all aspects of human resource management and industrial relations policies, practices and operations for an organization. Similar job titles include: chief people officer, chief personnel officer, executive vice president of human resources and senior vice president of human resources. Roles and responsibilities of a typical CHRO can be categorized as follows: workforce strategist, organizational and performance conductor, HR service delivery owner, compliance and governance regulator, and coach and adviser to the senior leadership team and the board of directors. CHROs may also be involved in board member selection and orientation, executive compensation, and succession planning. In addition, functions such as communications, facilities, public relations and related areas may fall within the scope of the CHRO role. Increasingly, CHROs report directly to chief executive officers and are members of the most senior-level committees of a company.
A chief learning officer (CLO) is the highest-ranking corporate officer in charge of learning management. CLOs may be experts in corporate or personal training, with degrees in education, instructional design, business or similar fields.
David Olson Ulrich is a university professor, author, speaker, management coach, and management consultant. He is a professor of business at the Ross School of Business, University of Michigan and co-founder of The RBL Group. He has written over 30 books with his colleagues which have shaped the human resources profession, defined organizations as capabilities, and shown the impact of leadership on customers and investors. Ulrich served on the Board of Directors for Herman Miller for 17 years, is a Fellow in the National Academy of Human Resources, and served on the Board of Trustees of Southern Virginia University for 9 years.
Change management (CM) is a collective term for all approaches to prepare, support, and help individuals, teams, and organizations in making organizational change. It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization.
Richard Eleftherios Boyatzis is a Greek-American organizational theorist and Distinguished University Professor in the Departments of Organizational Behavior, Psychology, and Cognitive Science at Case Western Reserve University, Adjunct Professor in People/Organizations at ESADE, as well as HR Horvitz Professor of Family Business. He is considered an expert in the field of emotional intelligence, behavior change, and competence.
Tomas Chamorro-Premuzic is an organizational psychologist who works mostly in the areas of personality profiling, people analytics, talent identification, the interface between human and artificial intelligence, and leadership development. He is currently a professor of business psychology at University College London (UCL) and an adjunct professor at Columbia University, as well as the Chief Innovation Officer at ManpowerGroup, and was previously the CEO at Hogan Assessment Systems.
Liane Margaret Davey is a psychologist, author, public speaker, and business strategist.
Venanzio "Vince" Molinaro is a business strategist and leadership adviser. He is the author of several books, including Accountable Leaders. Molinaro is the reference founder and CEO of Leadership Contract Inc.
Herman Aguinis is a researcher, business professor, and author. He is the Avram Tucker Distinguished Scholar and Professor of Management at the George Washington University School of Business in Washington, D.C., where he served as Chair of the Department of Management and Director of the Master of Human Resources Management Program. He has been ranked among the world's top 100 most influential economics and business researchers in the world every year since 2018. He served as President of the Academy of Management (AOM), and has been inducted into The PhD Project Hall of Fame. Prior to moving to Washington D.C. in 2016, he was the John F. Mee Chair of Management and the Founding Director of the Institute for Global Organizational Effectiveness in the Kelley School of Business at Indiana University.
Ellen R. Auster is a Professor of Strategic Management at the Schulich School of Business at York University in Ontario, Canada. She is also the Executive Director of York Change Leadership at York University and the co-founder of Stragility Change Management.
Amy C. Edmondson is an American scholar of leadership, teaming, and organizational learning. She is currently Professor of Leadership at Harvard Business School. Edmondson is the author of seven books and more than 75 articles and case studies. She is best known for her pioneering work on psychological safety, which has helped spawn a large body of academic research in management, healthcare and education over the past 15 years. Her books include "Right Kind of Wrong, the Science of Failing Well", “The Fearless Organization,Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth” (2018)) and “Teaming: How Organizations Learn, Innovate and Compete in the Knowledge Economy” (2012).
Lucy Surhyel Newman is an international consultant, policy advisor and author.
Soren Marcus Kaplan is an author, consultant, and speaker on the subject of innovation and innovation culture in organizations. He is an Affiliate at the Center for Effective Organizations at the University of Southern California's Marshall School of Business, founder of the consulting firm InnovationPoint, co-founder of the software company Praxie.com, and is a columnist for the Innovate column of Inc. Magazine.
Shaista E. Khilji is an American academic, researcher, and author. She is a Professor of Human and Organizational Learning & International Affairs at the George Washington University, where from 2018 to 2022 she served as a Faculty Senator, and a member of Faculty Senate Executive Committee. She is the Founding Editor-in-Chief of South Asia Journal of Business Studies.
Paula Caligiuri is an American academic, talent management specialist, psychologist, book author, and entrepreneur. As a Distinguished Professor of international business and strategy, she is on the faculty at D'Amore-McKim School of Business, Northeastern University. Her published contributions in the field of international human resource management have won academic distinctions, and been endorsed in scholarly literature and in wider professional circles. Among her books, Get a Life, Not a Job, Managing the Global Workforce,Cultural Agility: Building a Pipeline of Successful Global Professionals, and Build Your Cultural Agility: The Nine Competencies of Successful Global Professionals, received attention by qualified media. In 2023, she wrote Live for a Living: How to Create your Career Journey to Work Happier, Not Harder with Andrew Palmer (Technologist), which focuses on career development. She is ranked # 392 among the best business and management scientists in the US, 810 worldwide.
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