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Pepperdine | Graziadio Business School
Kevin Groves Associate Professor of Organizational Theory and Management

Kevin Groves, PhD

Professor of Organizational Theory and Management
Graziadio Business School

Biography

Kevin S. Groves, PhD is professor of organization theory and management at Pepperdine Graziadio Business School, and president of Groves Consulting Group, LLC. Dr. Groves teaches a range of graduate courses including organization design and strategic alignment, executive leadership, and talent management. He primarily teaches in the Graziadio School’s MBA, MS in Human Resources, and Executive DBA programs at the Malibu and West Los Angeles campuses. Prior to his academic career, Dr. Groves was a management consultant in the Strategy and Organization practice at Towers Perrin (now Willis Towers Watson). Supporting organizations across industries, Groves Consulting Group develops evidence-based succession planning, talent management, and leadership development solutions anchored by rigorous research.

An active leadership and succession management scholar, Dr. Groves’ research focuses on executive succession, talent management, and leadership development practices. He conducts national benchmarking studies, including the semi-annual Succession Management Survey, intensive case studies, and client-based research projects. His research has been published in leading journals such as the Journal of Management, Academy of Management Learning & Education, Group & Organization Management, Organizational Dynamics, and Journal of Business Ethics. Dr. Groves’ recently published book (Winning Strategies: Building a Sustainable Leadership Pipeline through Talent Management & Succession Planning) offers executive teams, boards, consultants, and HR/OD professionals a practical framework and set of succession planning and talent management best practices.

Education

  • PhD, Claremont Graduate University, 2002
    Major: Organizational Behavior
    Doctoral Dissertation: An Examination of Leader Social Intelligence and Follower
    Openness to Organizational Change as Key Components of Charismatic Leadership
  • MA, Claremont Graduate University, 1999
    Major: Organizational Behavior
    Master's Thesis: Multiple Intelligences and Leadership Performance
  • BA, Eastern Washington University, 1997
    Major: Psychology (Summa Cum Laude)
    Minor: Business Administration

Authored Books

  • Groves, K. (2017). Winning Strategies: Building a Sustainable Leadership Pipeline through Talent Management and Succession Planning. Bozeman, MT: Second River Healthcare Press.

Refereed Journal Publications

  • Lacey, M., & Groves, K. (2020). Approaches to develop high potential talent: Intended and unintended consequences. Accepted for publication in the Companion to Talent Management (Routledge Companions, Edited by Ibraiz Tarique). 
  • Groves, K. (2020). Are you ready to lead Generation Z?: Core competencies for 21st century business leaders. Leadership Excellence (HR.com). 37 (3): 1-7. https://www.hr.com/en/magazines/leadership_excellence_essentials/march_2020_leadership/are-you-ready-to-lead-gen-z_k7esvmpr.html?s=8PqnELoBZlkeT8dr
  • Groves, K. (2019). Confronting an inconvenient truth: Developing succession management capabilities for the inevitable loss of executive talent. Organizational Dynamics, 48 (4): 1-12.  (https://doi.org/10.1016/j.orgdyn.2018.07.001).
  • Groves, K. (2019). #MeToo movement exposes lack of succession planning. Chief Executive (January 9, 2019). https://chiefexecutive.net/metoo-movement-exposes-succession-planning/
  • Groves, K. (2019). Examining the impact of succession management practices on organizational performance: A national study of U.S. hospitals. Health Care Management Review, October-December: 356-365. https://journals.lww.com/hcmrjournal/Abstract/publishahead/Examining_the_impact_of_succession_management.99734.aspx.
  • Groves, K. (2018). Three ways Snap Inc. can weather its internal storm. Chief Executive (September 25, 2018). https://chiefexecutive.net/three-ways-snap-inc-weather-storm/
  • Groves, K. (2017). The business case for succession management capabilities: Evidence-based strategies for developing talent and sustaining leadership continuity. Graziadio Business Review, Volume 20, Issue 1. Available at http://gbr.pepperdine.edu/2017/04/the-business-case-for-succession-management-capabilities/. 
  • Vance, C., White, J., Groves, K., Paik, Y., & Guo, L. (2016). Comparing thinking style and ethical decision-making between Chinese and U.S. students: Potential for future clash? Journal of Business Ethics Education, 13: 117-146.
  • Groves, K. (2016). Transformational leadership and follower reactions to change: A moderated mediation model of follower values and organization change magnitude. Journal of Leadership and Organizational Studies, August: 1-14.
  • Groves, K., & Vance, C. (2015). Linear and nonlinear thinking: A multidimensional model and measure. Journal of Creative Behavior, 49 (2): 111-136.
  • Groves, K., Feyerherm, A., & Gu, M. (2015). Examining cultural intelligence and cross-cultural negotiation effectiveness. Journal of Management Education, 39 (2): 209-243.
  • Groves, K. (2014). Identifying high-potential healthcare leaders: Key findings from a qualitative study of exemplary health systems. Healthcare Workforce Advisor (HealthStream, Inc.), Summer: 10-15.
  • Ettlie, J., Groves, K., Vance. C., & Hess, G. (2014). Cognitive style and innovation in organizations. European Journal of Innovation Management, 17 (3): 311-326.
  • Groves, K. (2014). Examining leader-follower congruence of social responsibility values in transformational leadership. Journal of Leadership and Organizational Studies, 21 (3): 227-243.
  • Lacey, M., & Groves, K. (2014). Talent management collides with corporate social responsibility: Creation of inadvertent hypocrisy. Journal of Management Development, 33 (4): 399-409.
  • Vance, C., Groves, K., Hess, G., & White, J. (2013). The rational side of EQ: Illuminating emotional intelligence through the lens of linear/non-linear thinking style. International Journal of Social Science Research, 2: 16-25.
  • Groves, K. (2013). Talent management success factors: Evidence-based strategies for driving hospital performance outcomes. HR Pulse (American Society for Health Care Human Resources Administration), Summer: 34-36.
  • Groves, K., & LaRocca, M. (2012). Does transformational leadership facilitate follower beliefs in corporate social responsibility? A field study of leader personal values and follower outcomes. Journal of Leadership and Organizational Studies, 19 (2): 215-229.
  • Vance, C., Groves, K., Gale, J., & Hess, G. (2012). Would future entrepreneurs be better served by avoiding university business education? Examining the effect of higher education on business student thinking style. Journal of Entrepreneurship Education, 15: 127-141.
  • Groves, K., & LaRocca, M. (2011). Responsible leadership outcomes via stakeholder CSR values: Testing a values-centered model of transformational leadership. Journal of Business Ethics, 98 (1): 37-55.
  • Groves, K., & LaRocca, M. (2011). An empirical study of leader ethical values, transformational and transactional leadership, and follower attitudes toward corporate social responsibility. Journal of Business Ethics, 103 (4): 511-528.
  • Monson, J., & Groves, K. (2011). Leveraging action learning as a talent management strategy during economic uncertainty. Graziadio Business Review, 14 (3): 1-6.
  • Groves, K., & Feyerherm, A. (2011). Leader cultural intelligence in context: Testing the moderating effects of team cultural diversity on leader and team performance. Group & Organization Management, 36 (5): 535-566.
  • Groves, K., Vance, C., & Choi, D. (2011). Entrepreneurial cognition: Examining the thinking style differences between entrepreneurs and business managers, accountants, and actors. Journal of Small Business Management, 49 (3): 438-466.
  • Groves, K. (2011). Talent management best practices: How exemplary health care organizations create value in a down economy. Health Care Management Review, 36 (3): 227-240.
  • Paik, Y., Groves, K., Vance, C., & Li, D. (2011). Linear/nonlinear thinking style and ethical decision-making: U.S. versus Chinese Managers. Academy of Management Best Paper Proceedings, IM: 1-6.
  • Groves, K. (2010). Talent management best practices: How exemplary organizations confront the emerging leadership crisis. Graziadio Business Report, 13 (1): 1-6.
  • McEnrue, M.P., Groves, K., & Shen, W. (2010). Emotional intelligence training: Evidence regarding its efficacy for developing leaders. Leadership Review, 10 (Winter): 3-26.
  • Groves, K., & Vance, C. (2009). Examining thinking style, EQ, and organizational commitment. Journal of Managerial Issues, 21 (3): 344-366.
  • McEnrue, M.P., Groves, K., & Shen, W. (2009). Emotional intelligence training: The role of openness to experience, self-efficacy, and receptivity to feedback in enhancing gains achieved. Journal of Management Development, 28 (2): 150-174.
  • Vance, C., Zell, D., & Groves, K. (2008). Considering Individual Linear/Nonlinear Thinking Style and Innovative Corporate Culture. International Journal of Organizational Analysis. 16 (4): 232-248.
  • Groves, K., & Paunescu, C. (2008). Examining the antecedents and outcomes of Romanian entrepreneurial orientation. Management & Marketing Journal, 3 (3): 3-18.
  • Groves, K., Vance, C., & Choi, D. (2008). An examination of the nonlinear thinking style profile stereotype of successful entrepreneurs. Journal of Enterprising Culture, 16 (2): 133-159.
  • Groves, K., McEnrue, M. P., & Shen, W. (2008). Measuring and developing the emotional intelligence of leaders. Journal of Management Development, 27 (2): 225-244.
  • Groves, K., Vance, C., & Paik, Y. (2008). Linking linear/nonlinear thinking style balance and managerial ethical decision-making. Journal of Business Ethics, 80 (2): 305-325.
  • Groves, K., & Vance, C. (2007). Examining the affective commitment outcomes of managerial balanced thinking and emotional intelligence in high emotional labor contexts. Academy of Management Best Paper Proceedings, MOC: 1-6.
  • Vance, C., Groves, K., Paik, Y., & Kindler, H. (2007). Understanding and measuring linear/nonlinear thinking style for enhanced management education and professional practice. Academy of Management Learning & Education, 6 (2): 167-185.
  • Groves, K. (2007). Integrating leadership development and succession planning best practices. Journal of Management Development, 26 (3): 239-252.
  • Vance, C., Groves, K., & Guo, L. (2006). Mainland Chinese—US entrepreneur comparison of linear/nonlinear thinking style profiles: Implications for national entrepreneurial success. International Journal of Business Research, 6 (3): 26-34.
  • Groves, K. (2006). Leader emotional expressivity, visionary leadership, and organizational change. Leadership and Organization Development Journal, 27 (7): 565-582.
  • Groves, K. (2006). View from the top: CEO perspectives on executive development and succession planning practices in healthcare organizations. The Journal of Health Administration Education, 23 (1): 93-110.
  • McEnrue, M.P., & Groves, K. (2006). Choosing among tests of emotional intelligence: What’s the evidence? Human Resource Development Quarterly, 17 (1): 9-42.
  • Groves, K. (2005). Linking leader skills, follower attitudes, and contextual variables via an integrated model of charismatic leadership. Journal of Management, 31 (2): 255-277.
  • Groves, K. (2005). Gender differences in social and emotional skills and charismatic leadership. Journal of Leadership & Organizational Studies, 11 (3): 30-46.
  • Vance, C., Groves, K., & Paik, Y. (2004). Measuring and building linear/nonlinear thinking style balance for enhanced performance. Academy of Management Best Paper Proceedings, MOC: F1-F6.
  • Groves, K. (2003). The contribution of leader social and emotional skills to leadership effectiveness during strategic organizational change. Leadership Review, 3 (Winter): 75-90. 

Refereed Conference Proceedings and Presentations

  • Groves, K. Developing and validating an executive potential assessment tool for succession planning. Accepted for presentation at the 2020 Academy of Management Annual Meeting, Vancouver, B.C.
  • Groves, K., & Feyerherm, A. Identifying healthcare’s future leaders: Development of a leadership potential model for healthcare organizations. Accepted for presentation at the 2020 Academy of Management Annual Meeting, Vancouver, B.C.
  • Lee, J., Paik, Y., Vance, C., Li, D., & Groves, K. (2019). The evolution of business ethics in China and the United States: Convergence, Divergence, or Crossvergence? Paper presented at the Academy of International Business Annual Meeting, Copenhagen, Denmark.
  • Groves, K. (2018). Succession management capabilities: Requisite planning for the inevitable transition of executive talent. Paper presented at the Academy of Management Annual Conference, Chicago, IL.
  • Groves, K. (2017). Developing and validating a succession management assessment for healthcare organizations. Paper presented at the Academy of Management Annual Conference, Atlanta, GA.
  • Groves, K. (2017). Succession management at Sutter Health: A case study of leadership development and succession planning best practices. Paper presented at the Western Academy of Management, Palm Springs, CA.
  • Groves, K. (2017). Developing leaders through strategy execution: Kaiser Permanente’s Strategic Leadership Program. Paper presented at the Western Academy of Management, Palm Springs, CA.
  • Groves, K. (2016). Assimilating new leaders during unprecedented change: Executive onboarding at Cleveland Clinic. Paper presented at the Academy of Management Annual Conference, Anaheim, CA.
  • Groves, K. (2015). Testing a moderated mediation model of transformational leadership, values, and organization change. Paper presented at the Academy of Management Annual Conference, Vancouver, BC.
  • Groves, K. (2015). Talent Management and Succession Planning Best Practices: Assessing Impact on Financial, Workforce, and Value-based Purchasing Metrics. American Hospital Association Health Forum, Washington, D.C.
  • Vance, C., Groves, K., Gale, J., & Hess, G. (2014). The impact of university business education on the thinking styles of prospective entrepreneurs: A longitudinal study. Academy of Business Research Conference, New Orleans, LA.
  • Vance, C., Groves, K., & Paik, Y., White, J. (2014). Future Clash? Comparing Chinese and US Student Thinking Style and Ethical Decision-Making. Western Academy of Management Annual Conference, Napa, CA.
  • Groves, K. (2014). Emerging evidence of the strategic impact and ROI of talent management practices. Society for Human Resource Management (Virginia Chapter), Hot Springs, VA.
  • Groves, K. (2013). Delivering value to patients and employees through exemplary talent management: Strategies that impact clinical, financial, and workforce metrics. American Hospital Association Health Forum, Washington, D.C.
  • Vance, C., & Groves, K. (2013). The value of high optimism for innovation and entrepreneurial success: The important medicating role of linear/nonlinear thinking style balance. Academy of Management Conference, Orlando, FL.
  • Smith, Z, & Groves, K. (2013). Developing high performing advancement leaders: Results from a nationwide survey. CASE Leadership Summit, San Francisco, CA.
  • Groves, K. (2013). Talent management characteristics of high-performing organization. CASE Strategic Talent Management Conference, Baltimore, MD.
  • Ettlie, J., Groves, K., & Vance, C. (2013). Cognitive style, occupations, and innovative behaviors. International Product Development Management Conference, Paris, France.
  • Paik, Y., Groves, K., & Vance, C. (2012). A Comparison of Ethical Decision-Making Between Chinese and American Managers: An Analysis Through the Lens of Linear/Nonlinear Thinking Style. Paper presented at the Academy of International Business Annual Conference, Washington, DC.
  • Groves, K. (2012). Examining Leader-Follower Congruence of Social Responsibility Values in Transformational Leadership. Paper presented at the Western Academy of Management Annual Conference, La Jolla, CA.
  • Vance, C., Groves, K., & Arrington, A. (2012). Avoiding the Perilous Scylla and Charybdis of Entrepreneurial Cognitive Bias Through Linear/Nonlinear Thinking Style Balance. Paper presented at the Western Academy of Management Annual Conference, La Jolla, CA.
  • Ettlie, J.E., Groves, K. S., & Vance, C. M. (2011). The role of Thinking Style and Innovative
  • Intentions for Optimal Creativity and Innovation in Organizations. Proceedings of the 44th
  • Annual Hawaii International Conference on System Sciences, Honolulu, HI.
  • Groves, K., & Vance, C. (2011). Linear and nonlinear thinking: A multidimensional model and measure. Academy of Management Annual Meeting, San Antonio, TX.
  • Groves, K. (2011). Leader cultural intelligence and transformational leadership: Moderating effects of team diversity. Society of Industrial/Organizational Psychology Annual Conference, Chicago, IL.
  • Groves, K., & LaRocca, L. (2011). Leader personal values, transformational leadership and follower outcomes. Society of Industrial/Organizational Psychology Annual Conference, Chicago, IL. Top Rated Paper Award.
  • Groves, K., & LaRocca, M. (2010). Leader values and follower values congruence as key components of transformational leadership. Academy of Management Annual Meeting, Montreal, Canada.
  • Groves, K., & Feyerherm, A. (2010). Leader cultural intelligence in context: Testing the moderating effects of team cultural diversity on leader and team performance. Western Academy of Management Annual Meeting, Kona, HI. Best Paper Award Nominee.
  • Groves, K. (2010). Leader ethical values as key antecedents to transformational and transactional leadership. Western Academy of Management Annual Meeting, Kona, HI. Best Paper Award Nominee.
  • Groves, K. (2010). The relationship between thinking style and entrepreneurial intent. Western Academy of Management Annual Meeting, Kona, HI.
  • Groves, K. (2010). Leader CQ in context: Testing moderating effects of team diversity. Society of Industrial and Organizational Psychology Annual Conference, Atlanta, GA.
  • Vance, C., & Groves, K. (2009) Toward a multidimensional framework of nonlinear thinking style. Academy of Management Annual Meeting, Chicago, Ill.
  • Vance, C., & Groves, K. (2009). Linear and nonlinear thinking styles in business and management education. Academy of Management Annual Meeting, Chicago, Ill.
  • Groves, K. (2009). The relationship between thinking style and entrepreneurial intent: A cross-cultural perspective. Academy of International Business Annual Meeting, San Diego, CA.
  • Vance, C., & Groves, K. (2009). The rational side of EQ: Examining the roles of linear and nonlinear thinking style in emotional intelligence. Western Academy of Management Annual Meeting, Midway, Utah.
  • Ettlie, J., Groves, K. & Vance, C. (2008). Thinking style and innovation intentions in organizations. Academy of Management Annual Meeting, Anaheim, CA.
  • Groves, K. & Vance, C. (2007). Enhancing corporate entrepreneurship through thinking style balance. Academy of Management Meeting, Philadelphia, PA.
  • Groves, K., McEnrue, M.P., & Shen, W. (2007). Managerial Emotional Intelligence, Affective Organizational Commitment, and Emotional Labor. Society of Industrial/Organizational Psychology (SIOP) Meeting, New York, NY.
  • Groves, K. & Vance, C. (2007). Comparing corporate manager and entrepreneur thinking style profiles: Implications for enhancing corporate entrepreneurship and innovation effectiveness. Western Academy of Management Meeting, Missoula, MT.
  • Vance, C., Zell, D., McGrath, C., & Groves, K. (2007). Building and sustaining an innovative corporate culture through individual linear/nonlinear thinking style balance. Western Academy of Management Meeting, Missoula, MT.
  • Groves, K., McEnrue, M.P., & Shen, W. (2006). Measuring and developing the emotional intelligence of leaders. Academy of Management Meeting, Atlanta, GA.
  • Vance, C., Groves, K., & Guo, L. (2006). Linear/nonlinear thinking style balance and national entrepreneurial success: An exploratory comparison between mainland Chinese and US entrepreneurs. International Symposium on Entrepreneurship Research and Education, Nankai University, Tianjin City, China. Outstanding Paper Award.
  • McEnrue, M.P., & Groves, K. (2006). Measuring and training emotional intelligence: A prerequisite for innovation. Western Academy of Management Meeting, Long Beach, CA. Best Paper Award.
  • Groves, K., McEnrue, M.P., & Shen, W. (2006). Preliminary validation of an emotional intelligence measure for employee development. 21st Annual Society of Industrial/Organizational Psychology Meeting, Dallas, TX. Top twenty rated paper award.
  • Vance, C., Groves, K., & Choi, D. (2006). Analysis of successful entrepreneur thinking style profile: High nonlinear or balanced?. Western Academy of Management Meeting, Long Beach, CA.
  • Williams, L., Groves, K., McGuire, S., & Ala, M. (2006). Antecedents of entrepreneurial behavior at the individual, firm, and societal levels. Western Academy of Management Meeting, Long Beach, CA.
  • Groves, K., Vance, C., & Paik, Y. (2005). Linking linear/nonlinear thinking style balance and managerial ethical decision-making. Academy of Management Meeting, Honolulu, HI.
  • Groves, K. (2005). Integrating leadership development and succession planning best practices. Academy of Management Meeting, Honolulu, HI.
  • Groves, K. (2005). Bearing the responsibility for leadership development and succession planning: The new challenge for managers. Western Academy of Management Meeting, Las Vegas, NV.
  • Groves, K. (2004). Linking leader skills, follower attitude, and context via an integrated charismatic leadership model. Academy of Management Meeting, New Orleans, LA.
  • Vance, C., Groves, K., & Kindler, H. (2004). Thinking outside the litter box: Measuring and building thinking style balance for enhanced performance. Western Academy of Management Meeting, Anchorage, AK. Best Paper Award Finalist.
  • Paik, Y., Vance, C., & Groves, K. (2004). New cross-cultural leadership for effective global management: Calling for increased linear/nonlinear thinking style balance. Cross Cultural Leadership and Management Meeting, Seoul, South Korea.
  • Jones, M., Groves, K., McEnrue, M.P., & Newth, F. (2004). Self discovering the values and competencies of leadership in educational settings. International Leadership Association Meeting, Washington, D.C.
  • Groves, K. (2003). Leader social and emotional skills and follower openness to change as key components of charismatic leadership. Western Academy of Management Meeting; Palm Springs, CA. Best Paper Award.
  • Groves, K.  (2003). Gender differences in social and emotional skills and charismatic leadership. Academy of Management Meeting; Seattle, WA.
  • Vance, C., McGrath, C., Zell, D., Young, A., & Groves, K. (2003). Empowerment in paradox: Exploring disempowerment as a neglected construct pointing to untapped opportunities for enhanced organizational performance. Western Academy of Management Meeting; Palm Springs, CA. 

Refereed Conference Symposia

  • Maric, S., Milosevic, I., Bass, E., Uhl-bien, M., Groves, K., Feyerherm, A., Silvera, G., Clark, J., vogus, T., Lord, J., runk, R., Hollingsworth, J., Owen-Smith, J., Kim, K., & Twyman, M. (2020). Future of leadership in healthcare: Enabling complexity dynamics across levels. Accepted symposium presentation at the Academy of Management Annual Meeting, Vancouver, B.C.
  • Tompkins, T., Livingstone, L., Groves, K., Ledbetter, B., Kerns, C., Allen, M., Mallinger, M., Lacey, M., Feyerherm, A., & Mangiofico, G. (2013). A leadership salon: Reframing old concepts for a new age. Symposium presentation at the Western Academy of Management Annual Meeting, Santé Fe, NM.
  • Van Dyne, L., Ang, S., Groves, K., Ng, K., Gianasso, G., Fehr, R., Kuo, E., Moon, H., Choi, B., Jung, J., & Kim, Y. (2011). More complex models of cultural intelligence: Moderated and longitudinal relationships. Society of Industrial and Organizational Psychology Annual Conference, Chicago, IL.
  • Beenen, G., Muse, L., Pichler, S., Groves, K., Lopes, P., Mayes, B., Riggio, R., & Maellaro, R. (2010). Exploring managerial effectiveness through interpersonal skills. Academy of Management Annual Meeting, Montreal, Canada.
  • Drost, E., Williams, L., McGuire, S., Groves, K., & Prahbu, V. (2010). Types and antecedents of entrepreneurial intent: Evidence from the U.S. Western Academy of Management Annual Meeting, Kona, HI.
  • Ang, S., Van Dyne, L.V., Groves, K., Lee, Y., Masuda, A., Cardona, P., Kim, Y., Rockstuhl, T., Ng, K., & Lievens, F. (2010). Advancing cultural intelligence research: Moderating influences of person and context. Society of Industrial and Organizational Psychology Annual Conference, Atlanta, GA.
  • Cox, L., Groves, K., & Sommer, S. (2009). The psychological state of successful entrepreneurs. Western Academy of Management Annual Meeting, Midway, Utah.
  • Drost, E., Atkinson, D., Romero, P., Groves, K., McGuire, S., Kwong, K., & Prabhu, V. (2009). Variations of entrepreneurial intent across cultures: Emerging evidence from USA, China, Russia, Bulgaria, and Finland. Academy of International Business Annual Meeting, San Diego, CA.
  • Armstrong, S., Cols, E., Groves, K., Kozhevniknov, M., Sadler-Smith, E., & Vance, C. (2009). Thinking styles in managerial learning, cognition, and behavior: An integrative overview (Symposium). Academy of Management Annual Meeting, Chicago, Ill.

Manuscripts Under Review & Developing Papers

  • Lee, J., Vance, C., Paik, Y., Li, D., & Groves, K. The Evolution of Business Ethics in China and the United States: Convergence, Divergence, or Crossvergence? Under review at Management & Organization Review.
  • Groves, K., & Feyerherm, A. Developing an executive potential model for the new era of work and organizations. Under review at Journal of Leadership & Organization Studies.
  • Lacey, M. & Groves, K. Inclusivity vs. elitism: The challenge of high potential programs for inclusive organizations. Paper under development for journal submission.  
  • Groves, K. Assessing leadership potential: A longitudinal assessment of high-potential leadership for executive roles. Target journal: Journal of Management.
  • Groves, K. Examining the sustained impact of succession management practices on business performance metrics (2014-2018). Target journal: Human Resource Management Journal.
  • Paik, Y., Groves, K., Vance, C., & Li, D. A comparison of ethical decision-making between Chinese and American managers: An analysis through the lens of linear/nonlinear thinking style. Target journal: Journal of International Business Studies.
  • Groves, K. Leader cultural intelligence and transformational leadership: Moderating effects of team diversity. Target journal: The Leadership Quarterly.     
  • Groves, K. Values-centered transformational leadership: Testing the impact of leader values and leadership style on follower outcomes. Target journal: Academy of Management Journal.
  • 2019:  Fulbright U.S. Scholar Program, Grant Application for 2020/21
  • 2018:  Funds for Excellence, Graziadio Business School, Pepperdine University
  • 2017:  Funds for Excellence, Graziadio Business School, Pepperdine University
  • 2014:  Denney Chair Professorship (2014-2015), Graziadio School of Business & Management, Pepperdine University, Los Angeles
  • 2013:  Funds for Excellence, Graziadio School of Business & Management, Pepperdine University
  • 2012:  Funds for Excellence, Graziadio School of Business & Management, Pepperdine University
  • 2012:  Provost’s Grant, Pepperdine University, Los Angeles
  • 2010:  Funds for Excellence, Graziadio School of Business & Management, Pepperdine University, Los Angeles
  • 2008:  Julian Virtue Professorship (2008-2010), Graziadio School of Business & Management, Pepperdine University, Los Angeles
  • 2006:  PepsiCo Foundation Grant, PepsiCo Leadership Center, California State University, Los Angeles
  • 2006:  CSULA Assessment Project Grant, Assessment Project Grants Program, California State University, Los Angeles, CA
  • 2002:  Student Commencement Speaker, Claremont Graduate University, Claremont, CA
  • 2001:  John Randolph Haynes Dissertation Grant, Claremont Graduate University, Claremont, CA
  • 1999:  Sigma Xi Honor Society, Claremont Graduate University, Claremont, CA
  • 1997:  Phi Kappa Phi Honor Society, Eastern Washington University, Cheney, WA
  • 1997:  Mary Shields Wilson Award Recipient, Eastern Washington University, Cheney, WA
  • Webinar, June 2nd, 2020
    Leading Strategic Planning During Unprecedented Uncertainty
    Pepperdine Graziadio Business School, Los Angeles
  • Keynote Address, February 5, 2019
    Preparing Your Organization for the Inevitable Transition of Healthcare Executive Talent
    Healthcare Executives of Southern California, Upland, CA
  • Invited Research Presentation, February 20, 2019
    Leadership Academy for Mid-Level Professionals
    CASE Annual Conference, Anaheim, CA
  • Keynote Address, March 22, 2019
    Succession Planning Principles & Practices: A Guide for Developing Your Firm’s Succession Management Capabilities (SMCs)
    Western Legal Leadership Council Spring Roundtable 2019, Los Angeles, CA
  • Invited Research Presentation, June 29, 2019
    Developing & Validating an Executive Potential Assessment Tool for Succession Planning
    Pepperdine Graziadio Business School DBA & CAR Conference, Malibu, CA
  • Keynote Address, October 27, 2018
    Succession Planning Capabilities & Practices
    Paul Mitchell Schools Annual Summit, Newport Beach, CA
  • Invited Research Presentation, July 19th, 2018
    Succession Management Capabilities: Identifying and Developing Willamette Valley Medical Center’s Future Leadership Talent
    Willamette Valley Medical Center, McMinnville, OR
  • Keynote Address, June 22nd, 2018
    Succession Planning Excellence: Preparing Your Organization for the Inevitable Loss of Executive Talent
    University of California, Irvine, CA
  • Panel Presentation on The State of Healthcare (LA Business Journal), May 15th, 2018
    Talent Management and Succession Planning Practices in Healthcare
    City Club Los Angeles, Los Angeles, CA
  • Invited Research Presentation, May 10th, 2018
    Succession Management Capabilities: Identifying and Developing McLaren’s Future Executive Talent
    McLaren Health Care, Grand Blanc, MI
  • Invited Research Presentation, December 12th, 2017
    Best Practice Strategies for Succession Management: Critical Capabilities for a VUCA Environment
    Zurick Davis, Woburn, MA
  • Invited Research Presentation, November 7th, 2017
    Succession Planning & Talent Management: Critical Capabilities for a VUCA Environment
    Claremont Graduate University, Claremont, CA
  • Invited Research Presentation, April 21st, 2017
    Talent Management & Succession Planning: Best Practices for our VUCA Environment
    Rotary Club of Santa Monica, Pacific Palisades, CA
  • Invited Research Presentation, February 17th, 2017
    Leading Change in a VUCA Environment: Talent Management Lessons from the Healthcare Industry
    Anthem/Blue Cross, Los Angeles, CA
  • Invited Research Presentation, April 25th, 2017
    Emotional Intelligence for Leaders: Assessing & Developing Your EQ Competencies
    Roteract Young Professionals, Long Beach, CA
  • Invited Research Presentation, October 14th, 2017
    Graziadio Day: Succession Planning & Talent Management Practices
    Graziadio School of Business and Management, Los Angeles, CA
  • Invited Research Presentation, May 25th, 2017
    Emotional Intelligence: How EQ Competencies Drive Personal & Organizational Success
    Laserfiche, Long Beach, CA
  • Invited Research Presentation, March 21st, 2017
    Leading Change in a VUCA Environment: Talent Management Lessons from the Healthcare Industry
    Beachbody, Santa Monica, CA
  • Invited Research Presentation, February 5th, 2016
    Succession Planning & Talent Management: Strategies for Developing the Next Generation of Banking Executives
    Carpenter Advisory Services, Newport Beach, CA
  • Invited Research Presentation, August 18th, 2015
    Assessing the Health of Your Current Talent Management Ecosystem
    PeopleFluent Webinar, Waltham, MA
  • Invited Research Presentation, September 10th, 2015
    Why Talent Management Matters for Healthcare: Sharpening the Business Case and Engaging Executives
    PeopleFluent Webinar, Waltham, MA
  • Invited Research Presentation, September 24th, 2015
    Onboarding Healthcare Leaders that will Drive Diversity—and Success
    PeopleFluent Webinar, Waltham, MA
  • Invited Research Presentation, April 24th, 2015
    Establishing the ROI of Talent Management Practices in Healthcare Organizations
    Talent Management Symposium
    Pepperdine University, Los Angeles, CA
  • Invited Research Presentation, September 25th, 2014
    Emerging Evidence of the Strategic Impact and ROI of Talent Management Practices
    Cigna’s Talent 2025, Bloomfield, CT
  • Invited Research Presentation, February 20th, 2014
    Six Talent Management Best Practices to Improve Patient Satisfaction and Workforce Outcomes
    Halogen’s Healthcare Learning Series, Toronto, CA
  • Invited Research Presentation, February 9th, 2014
    Talent Development and Succession Management Practices in Healthcare Organizations
    Healthcare Human Resources Management Association of California, Palm Springs, CA
  • Invited Research Presentation, November 12th, 2013
    Impact of Talent Management Practices on Hospital Performance Metrics
    American Hospital Association’s Health Forum, Chicago, IL
  • Invited Research Presentation, April 19th, 2013
    Talent Management Characteristics of Healthcare Organizations, Talent Management Symposium
    Pepperdine University, Los Angeles, CA
  • Invited Research Presentation, May 19th, 2012
    The Business Case for Talent Management: Examining Performance Outcomes of High Potential Leader Identification and Development Practices
    International Society for Performance Improvement
    American Honda Motor Company, Inc., Torrance, CA
  • Invited Consulting Practice Symposium; Consulting Club (Full-time MBA Program), September 13th, 2011
    Organization Development Consulting: Roles and Challenges
    Pepperdine University, Malibu, CA
  • Invited Research Presentation; GSBM Academic Forum, February 8th, 2011
    Responsible Leadership Outcomes via Stakeholder CSR Values: Testing a Values-Centered Model of Transformational Leadership
    Pepperdine University, Los Angeles, CA
  • Invited Research Presentation, December 20th, 2010
    Action Learning Project Best Practices
    The Aerospace Corporation, El Segundo, CA
  • Human Resource/Organization Development Colloquium, December 3rd, 2010
    Establishing the Business Case for Talent Management: Developing High Potential Leaders through Action Learning Projects
    American Society for Training & Development (ASTD), Torrance, CA
  • Invited Symposium Presentation, August 31st, 2010
    Talent Management Best Practices: Identifying and Developing High Potential Leaders
    Pepperdine University, Malibu, CA
  • Invited Practitioner Conference Presentation, November 6th, 2009
    Emotional Intelligence Testing: Employee Selection, Advancement, & Development Applications
    Personnel Testing Council of Southern California, Anaheim, CA
  • Human Resource/Organization Development Colloquium, October 16th, 2009
    Talent Management Best Practices: Identifying and Developing High Potential Leaders
    American Society for Training & Development (ASTD), Torrance, CA
  • Invited Leadership Research & Practice Presentation, July 20th, 2009
    Transformational Leadership: Leading with Emotional Intelligence, Cultural Intelligence, & Innovative Thinking Style
    The Coca-Cola Company, Irvine, CA
  • Invited Research Presentation; GSBM Academic Forum, March 10th, 2009
    Values-centered Leaders: Examining Leader Ethics, Trust, and Values Congruence as Key Components of Transformational Leadership
    Pepperdine University, Los Angeles, CA
  • Invited Research Presentation, February, 2007
    Leveraging Emotional Intelligence for Enhanced Leadership Performance
    Loyola Marymount University, Los Angeles, CA
  • Invited Research Presentation, January, 2007
    Linear/Nonlinear Thinking Styles and Leadership Performance
    University of San Francisco, San Francisco, CA
  • Invited Research Presentation, October, 2006
    Managerial Thinking Styles and Entrepreneurial Behavior
    Economics & Business Society, California Polytechnic State University, San Luis Obispo, CA
  • Invited Research Presentation, December, 2005
    Examining the Effects of Leader Emotional Intelligence and Charisma on Organizational Change and Employee Creativity
    California Polytechnic State University, San Luis Obispo, CA

2014: Denney Chair Professorship (2014-2015), Graziadio School of Business & Management, Pepperdine University, Los Angeles

2013: Funds for Excellence, Graziadio School of Business & Management, Pepperdine University

2012: Funds for Excellence, Graziadio School of Business & Management, Pepperdine University

2012: Provost's Grant, Pepperdine University, Los Angeles

2010: Funds for Excellence, Graziadio School of Business & Management, Pepperdine University, Los Angeles

2008: Julian Virtue Professorship (2008-2010), Graziadio School of Business & Management, Pepperdine University, Los Angeles

2006: PepsiCo Foundation Grant, PepsiCo Leadership Center, California State University, Los Angeles