Publications

Dr. Fellows and her strategic partners have an exhaustive list of published peer-reviewed academic journal articles and books. All have been on television, mentioned in publications, and have conducted extensive research considered as seminal in their selective fields of study.

Articles

McGlowan-Fellows, B. and, Thomas, C. S. (Winter 2004/2005). Changing Roles: Corporate mentoring of Black women. A review with implications for practitioners of mental health. Volume 33, Number 4, International Journal of Mental Health. pp. 3-18.

McGlowan-Fellows, B. (April 2006). Beyond Ordinary. Personal Excellence Magazine, 11(4), p. 15.

Articles where Dr. Fellows is mentioned or directly quoted

Some Companies Are Reinventing Job Interviews In Weird (And Possibly Illegal) Ways
Publication Date: September 5, 2017 publication description FastCompany.

Publication Description: While some tech companies have phased out wacky interview questions, others definitely haven’t. The theory goes that typical job interviews don’t give hiring managers or recruiters an accurate read on a candidate’s likely performance in a certain role, largely because interviews can be too brief, formulaic, formal, or suffused with all manner of bias.

Dr. Brenda Fellows, an industrial/organizational psychologist and adjunct professor at UC Berkeley’s Haas School of Business, agreed. Not only are “there are no true pros to [these] unusual interview practices,” in her view but “it often leads to legal challenges if you are unable to show specific job requirements whereas the practices demonstrate the job.” This is a particular concern when it comes to exercise-based interviews, where the American Disabilities Act of 1990 bars employment discrimination on the basis of disability. Will the candidate who’s physically unable to bench-press with a gym-loving hiring manager be as competitive as a candidate who is?
But even less dramatic practices can get companies into legal trouble, too. Any questions that encourage candidates to disclose their age or marital status, among other information, Fellows notes, are off-limits. So even answering a hypothetical question about leaving your family at Disneyland could potentially cross that line: Suddenly a job seeker may find herself discussing her family and not her actual job skills.

Why starting a book club with your co-workers can help you be more successful
Publication Date: Sep 14, 2017 publication description CNBC MakeIt.

Publication Description: We keep tabs on what top leaders are reading or recommending, so why not start a book club with your colleagues? A book club can help both an organization and its staff grow, according to career and leadership experts.

We keep tabs on what top leaders are reading or recommending, so why not start a book club with your colleagues? A book club can help both an organization and its staff grow, according to career and leadership experts.

A book club, of course, isn't a substitute for networking or finding a great mentor. Employees who are considering starting a book club should remember that workplaces can be slippery, Dr. Brenda Fellows, Ph.D., an industrial/organizational psychologist, management consultant, President and CEO of Fellows Corporate Consortium, LLC® (www.fellowsconsortium.com), and Adjunct Professor at UC Berkeley's Haas School of Business, tells CNBC's Make It.

"It's a political environment, and it's very cliquish," Fellows said. Book club selections should be based on organizational or individual goals, Fellows said. The takeaways could even surprise you.

The Psychology Behind a Successful All Hands Event
Publication Date: Dec 14, 2016 publication description DoubleDutch

Publication Description: The Psychology Behind a Successful All Hands Event
Create a Safe Space to Put Employees At Ease

Dr. Brenda Fellows, President, and CEO of Fellows Corporate Consortium, a global management consulting firm; adjunct professor at UC Berkeley Haas School of Business.

It’s your job to encourage employees to contribute:
Attendees must be made to feel safe, comfortable and not judged. One way to assist them in this process is to have open communication with attendees before, during and after the event. Listen to thoughts, suggestions, concerns, and constructive criticism throughout the process and be willing to make changes along the way. When attendees see that their needs are being met and they are being heard and respected, they will feel more compelled to offer constructive feedback.

… before, during and after the event:
Remember to pay attention to details, use questionnaires to ask attendees questions prior to planning the event to gather pertinent data, and pay attention to the implications of each decision and be willing to make changes accordingly.

Learn How to Avoid These 5 Rookie Manager Mistakes
Publication Date: Nov 16, 2016 publication description LearnVest

Publication Description: Mistake #4: You Don’t Delegate Enough

Find yourself taking on projects that are supposed to be done by team members? You’ve fallen into a common new-manager trap of trying to do too much yourself. And it’s a danger that can sink your performance. A time management study from the Institute for Corporate Productivity surveyed over 300 companies and found that nearly half had concerns about their workers’ ability to delegate.

When stressed, people tend to micromanage in a misguided attempt to maintain control and authority”, explains industrial/organizational psychologist Brenda Fellows, Ph.D.

Overcome It: After giving your team clear direction about what is required, Fellows recommends going hands-off and trusting that employees will succeed. Be ready to lend an assist if a team member needs help or direction—but only then and not before.

A Day in the Life of an Industrial/Organizational Psychologist
Publication Date: Jun 10, 2016 publication description Cornerstone - Rework

Publication Description: Industrial-organizational psychologists (also know as I-O psychologists) aren't your typical sit-on-the-couch therapists. This line of work involves applying the principles of psychology to the workplace to help businesses increase productivity, make better decisions around hiring and provide insight into applying market research to business strategy.

Title: President and CEO of Fellows Corporate Consortium, LLC®, a global management consulting firm, and Adjunct Professor at Hass School of Business, University of California Berkeley

What is the most challenging part of your job? One challenging part of my job is getting organizations, organizational leaders and employees ready for a change. I work on many projects that include change management and organizational effectiveness. Oftentimes, people resist change no matter how complex or simple the change may be.

What current initiative or past project are you most excited about? I worked with a major global corporation to develop three employee development programs, which continue to provide current and future employees the opportunity to learn new skills by learning from persons functioning at two and three levels above them. The return on investment for these programs is a win-win for the organization and its employees through employee engagement, retention and continued motivation.

What is your best piece of advice for companies looking to utilize I-O psychology in the workplace? To effectively address the psychological underpinnings of human dynamics within the field of leadership one must explore emotional, social, spiritual and internal dynamics driving human performance, decision-making and stressors.

Books

Davidson, Douglas V. (2001). Ethcaste: PanAfrican Communalism and the Black Middleclass. Landham, MD: University Press of America.

Hammond, L. (2014). Become a Parttime Professor: Live and teach anywhere you like. Walnut Creek, CA: New Way Press.

Hammond, L. (2012). Achieve in 5! Transform your life in just five minutes a day. Walnut Creek, CA: New Way Press.

McGlowan-Fellows, B. & Thomas, C.S. (2010, 2014). Your Personal Power-Up: Five Steps to Take Control of Your Career, Nashville, TN: Nelson Current, A Division of Thomas Nelson Publishing and HarperCollins.

Taylor, E., & Taylor T.L. (2010). Formula 9: A Guide to Living Consciously in Today’s World. Savannah, GA: Richer Life Publishing.

Taylor, E. (2010). Straight Up! Teens' Guide to Taking Charge of Their Lives. Savannah, GA: Richer Life Publishing.

Williams, L., Biscaccianti, A., Esposito, M. (2011) MC3 – The Model of Cooperative Contextual Change, Tate Publishers. Mustang OK: Tate Publishing.

Williams, L., (2002) Creating the Congruent Workplace, Challenges for People and their Organizations, Westport, CT: Quorum Books (an academic imprint of Greenwood Publishing Group).

Williams, L., (1996) Business Decisions, Human Choices; Restoring the Partnership between People and their Organizations, Westport, CT: Quorum Books (an academic imprint of Greenwood Publishing Group).

Williams, L., (1995) Human Resources in a Changing Society: Balancing Compliance and Development, Westport, CT: Quorum Books (an academic imprint of Greenwood Publishing Group).

Williams, L., (1994) Organizational Violence, Creating a Prescription for Change, Westport, CT: Quorum Books (an academic imprint of Greenwood Publishing Group).

Williams, L., (1993) The Congruence of People and Organizations; Healing Dysfunction from Inside-Out, Westport, CT, Quorum Books (an academic imprint of Greenwood Publishing Group).

Forthcoming Books

McGlowan, J.T., & Fellows, B. (Publish Date Pending). Size Matters: How Stress, Obesity, and Fear in the Workplace Cause Illness, Low Productivity, and High Societal Cost.

Fellows, B., & Williams, L.C. (Publish Date Pending). Strategic Leadership: Psychological Movements Beyond Management.

Taylor, Elizabeth D. (Publish Date Pending). Formula 9: A Guide to Living Consciously in Today’s World.

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