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Scott N. Taylor is a professor of organizational behavior and the Arthur M. Blank Endowed Chair for Values-Based Leadership at The Blank School at Babson College. He is also a research fellow with the Coaching Research Lab at Case Western Reserve University and a core member of the Consortium for Research on Emotional Intelligence in Organizations (CREIO).

The primary focus of his research is leader assessment and development. He studies the various approaches organizations use to assess and develop their leaders, evaluates the effectiveness of those approaches, and develops new approaches to improve leader assessment and development. As a result, his research has focused on competency development (especially emotional and social competence), leader self-awareness, 360-degree feedback assessment, executive coaching, gender, and sustainable individual change.

Scott has won a number of awards for both his research and his teaching. His scholarly work has appeared in several outlets such as Academy of Management Learning & Education, Business Horizons, Consulting Psychology Journal: Practice and Research, Group & Organization Management, Harvard Business Review, Human Relations, Industrial and Organizational Psychology: Perspectives on Science and Practice, Journal of Applied Behavioral Science, Journal of Management Education, Journal of Organizational Behavior, Organizational Dynamics, Personnel Psychology, and The Leadership Quarterly. In addition, Scott has over thirty years of teaching experience in a variety of settings. He is a highly rated instructor and facilitator who has taught leadership development, human resources, and organizational behavior courses to executive, graduate, and undergraduate students.

Scott has worked domestically and internationally with over fifty companies in a variety of industries. As part of the Babson Executive and Enterprise Education faculty, Scott has taught custom programs for, among others, Assa Abloy, Biogen, Dell EMC, FLIR Systems, Grant Thornton, MCAA, MilliporeSigma, National Football League, Siemens, Staples, The Home Depot, and Veolia. Independent of Babson, his past and present executive development work includes organizations such as Coca-Cola FEMSA, Fifth Third Bank, Office for Financial Research (of the United States Treasury), Pemex Gas y Petroquimica Basica, Sandia National Laboratories, Steris, and the Smucker Company.

Prior to joining Babson College, Scott was an assistant professor in the school of management at Boston University and later an associate professor with tenure in the Anderson School of Management at the University of New Mexico. Scott has a B.A. in Spanish from Brigham Young University. He received an MBA with concentrations in organizational behavior and human resource policy and a PhD in organizational behavior from Case Western Reserve University.

Harvard Business Review Idea Watch, Forbes.com, NPR, MSNBC, Business Week, The Wall Street Journal blog, Nature, the Society for Human Resource Managers, the Academy of Management, The Globe and Mail, and several other such outlets have featured Scott's research.

Dr. Lindsey Godwin is recognized as one of the leading global voices in positive organizational change and a distinguished scholar-practitioner advancing the research and practice of Appreciative Inquiry and strengths-based change. Her work integrates rigorous scholarship with system-level application, shaping how leaders and institutions design transformation in complex environments. She has partnered with organizations across six continents, including the United Nations, Ben & Jerry's, and Fortune 500 companies, leading high-impact change initiatives worldwide.

An award-winning scholar and teacher, she is the Robert P. Stiller Endowed Chair of Management and Academic Director of the David L. Cooperrider Center for Appreciative Inquiry at Champlain College, where she has designed graduate programs in Leadership and Organization Development. She has published widely in journals such as the Journal of Business Ethics and The Journal of Applied Behavioral Science, serves as Managing Editor of the AI Practitioner Journal, and co-authored with David Cooperrider "Earthshot OD," named one of the most impactful contributions to the field of Organization Development. Her contributions have earned Champlain College's highest faculty honor, the Distinguished Alumni Award from Ohio Wesleyan University, and national recognition for teaching and scholarship.

A thought leader committed to making Appreciative Inquiry accessible to diverse audiences, she is the author of Ditch the Ditty: Doing What Matters Instead of Doing It All (a #1 Amazon New Release), children's books How Do You Love a Question? and What Can you Spark with a Question Mark? invite learners of all ages to embrace their curious spirit, a regular contributor to Psychology Today, and host of the global podcast Inspiring Impacts. A PhD graduate of Weatherhead's top-ranked Organizational Behavior program, where she trained with the founding architects of Appreciative Inquiry, Emotional Intelligence, and Experiential Learning, Lindsey continues to create spaces where people and organizations boldly imagine and confidently build a better future.

Molly is a seasoned organization development consultant and strategic planning expert with a deep commitment to helping organizations thrive through inclusive, strengths-based approaches. She holds an MBA from The Weatherhead School of Management at Case Western Reserve University, equipping her with a robust blend of theoretical knowledge and practical insights. With over 25 years of experience guiding teams and leaders across sectors, Molly is known for her thoughtful, collaborative leadership in complex change efforts and long-term visioning.

Grounded in the principles of Appreciative Inquiry (AI), Molly specializes in facilitating transformative conversations that uncover what gives life to organizations at their best. Her approach fosters alignment, innovation, and engagement—empowering individuals and teams to build on their core strengths while navigating change with clarity and purpose. After two decades working alongside the thought leaders of AI, she now teaches and coaches others how to apply its principles in strategic planning, leadership development, and culture change.

Whether designing large-scale strategic planning processes or strengthening leadership capacity, Molly creates environments where people feel seen, heard, and energized to act. Her work blends practical tools with a deep understanding of systems and culture, enabling organizations to move forward with confidence and cohesion. In this capacity, Molly's talents have been tapped by a variety of organizations, some of which include: The Cleveland Clinic, Case Western Reserve University, Ben & Jerry's, Dealer Tire, Parkland Management Company, Sauder Village and The Cleveland Convention and Visitors Bureau.

Molly also co-authored the best-selling book Ditch the Ditty: Doing What Matters Instead of Doing It All, a bold, refreshing guide aimed at helping women break free from the endless cycle of over-commitment and people-pleasing. The book offers strategies to reclaim time and energy, emphasizing intentional decisions over busyness.

Vanessa Druskat is a Weatherhead Affiliate Instructor and an internationally recognized expert on work team effectiveness, team leadership, and emotional intelligence. When she isn’t teaching, she spends her time researching and consulting on topics of work team effectiveness and team leadership in organizations that range from Fortune 100 Companies (e.g., Johnson & Johnson, Kodak, and Whirlpool), to nonprofit organizations such as the Houston Public School System and the Boston Aids Action Committee. She is passionate about identifying the behaviors and strategies that differentiate the highest performing leaders and teams from those that perform at average levels.

Druskat is an award winning researcher and instructor and has published her work in the most prestigious journals in her field including the Harvard Business Review and M.I.T.’s Sloan Management Review. She has been invited to present her ideas and research at dozens of universities in locations as varied as the Harvard Business School; the Stanford University Business School; ESADE Business School in Barcelona, Spain; Ege University in Izmir, Turkey; Corvinus University in Budapest, Hungary; and The PSG Institute of Management in Coimbatore, India.

Professor Druskat joined the Whittemore School faculty as an Associate Professor in 2003 after spending eight years on the faculty of the Department of Organizational Behavior at Case Western Reserve University. She lives in Durham, New Hampshire with her husband and two children.

Dr. Jeremy Graves ignites minds and empowers organizations to unlock the hidden potential of their multi-generational teams. As Dean of the College of Business and Innovation and Director of the Center for Executive Leadership at Ohio Christian University, he leads innovative, high-impact programs that equip today's leaders with tools to thrive in the evolving workplace. A sought-after keynote speaker and author, Jeremy has written three acclaimed books: Leading Across Generations (2018), The Leader Paradox (2023), and Change Leadership (2024), which provide practical frameworks for navigating intergenerational dynamics, advancing servant leadership, and leading through transformation.

Jeremy's passion lies in creating learning environments where diverse perspectives can fuel innovation and where leaders are equipped not only to manage change but to lead it with integrity and purpose. His training and consulting work spans industries and continents, helping organizations from startups to Fortune 500 companies build stronger cultures through intergenerational collaboration, servant leadership, and strategic adaptability.

Beyond his professional pursuits, Jeremy and his wife now reside in Columbus, Ohio. Jeremy is a proud season ticket holder for the Columbus Blue Jackets, and they both enjoy all the city has to offer. Their older son, Jordan, is a fifth-grade teacher in Boise, Idaho, and their younger son, Taylor, is a motorcycle fabricator in Boise, Idaho.

Ellen B. Van Oosten, PhD, is an educator, researcher, author, speaker, and executive coach. She is Professor of Organizational Behavior and Faculty Director of Executive Education at the Weatherhead School of Management, Case Western Reserve University. Dr. Van Oosten is also Director of the Coaching Research Lab, a scholar-practitioner collaboration to advance coaching research she founded with colleagues Richard Boyatzis, PhD, and Melvin Smith, PhD, in 2014.

As an educator, Ellen teaches in the PhD, Executive MBA and the Master of Leadership and Organizational Change Programs. In her role as Faculty Director for Executive Education, she regularly designs and delivers leadership development programs for many organizations such as Sherwin-Williams, Fifth Third Bank, Crown Equipment, Great Lakes Cheese, and Sandia National Laboratories.

Ellen's research agenda centers on the study of how individuals learn, change, and grow in enduring ways through coaching and development. This interest fuels her curiosity to study topics such as executive coaching, coaching relationships, emotional and social intelligence, leadership assessment and development, developmental relationships, and women's leadership in STEM fields. Van Oosten frequently speaks at events and conferences.

She has published numerous scholarly and practitioner articles in a variety of publications, including Harvard Business Review, Leadership Quarterly, Management Learning, Academy of Management Learning & Education, Journal of Applied Behavioral Science, Frontiers in Psychology, Journal of Management Development, and Organizational Dynamics. She is the co-author of the book, Helping People Change: Coaching for Lifelong Learning and Growth, with Richard Boyatzis and Melvin Smith.

Ellen is also a master coach and strives to inspire managers and leaders to reach their fullest potential. She has thirty years of experience as a coach, holding certifications as Board Certified Coach (BCC) and Associate Certified Coach (ICF-ACC). She also directs and leads the Weatherhead School's coach certificate programs.

She received her PhD and MBA from Case Western Reserve University and her BS in Electrical Engineering from the University of Dayton.

With over 30 years of experience in organizational development, leadership, and workforce development, Michael Walton has built a reputation as a dynamic consultant, coach, and facilitator. As a former leader of two training organizations and now an independent consultant, Michael has worked extensively with both corporate and community organizations throughout the eastern United States.

Known for his highly interactive and engaging sessions, Michael brings insight, practical tools, and actionable strategies to inspire positive behavior change in individuals and teams. He has facilitated programs for more than 600 organizations, reaching upwards of 90,000 participants, reflecting his commitment to impactful facilitation and training.

Michael specializes in experiential education, creating unique learning experiences that resonate with participants. His workshops have taken place in diverse venues such as art museums, historic landmarks, and sports stadiums, including locations like The Florida Aquarium, Sea Island Resort, and Historic Williamsburg.

At Weatherhead, Michael has lead sessions focused on diversity & inclusive leadership, design thinking, and managing multiple generations in the workforce. He also serves as a leadership coach for the Weatherhead Executive Leadership Development Experience (ELDE) and holds a Weatherhead Coaching Certificate.

Michael has also worked as a facilitator in various research projects at CWRU, working initially with the Case Comprehensive Cancer Center on research related to smoking-related health disparities, and more recently with the Swetland Center for Environmental Health at the CWRU School of Medicine. His work with the Swetland Center focuses on food system change and reducing and eliminating race and place-based health disparities.