Starting, Sustaining, and Scaling a Local I-O Group: A Check In With Group Leaders

The Local I-O Group Relations Committee is dedicated to serving the SIOP organization and is driven by a purpose to help SIOP members find community. Community is important, and finding a group of other I-Os can provide our membership with opportunities for social support, professional opinions, a safe sounding board, career advice, and mentorship. For early career I-O members, this can be especially valuable as they try to establish themselves in the field. For I-O members who have had long careers, it can be an opportunity to give back. For everyone, it’s an opportunity to “be seen” by those with a similar professional background and create a feeling of belonging. Many of us work in organizations where we are the only I-O, and these groups can help us feel less “I-O lonely.”

There are many different ways to build and maintain community, and, as a result, our local I-O groups take many different forms. They meet virtually, face to face, or a combination of both, depending on the groups’ interests, preferences, and geographies. For many, rush hour traffic is a very real barrier to a face-to-face get-together. Some groups are formally structured, with bylaws and very established roles. Some groups are informal and mostly gather to talk shop. We consider any permutation of a local I-O group to be successful if they are providing opportunities for I-Os to connect with each other in a community. The Local I-O Group Relations Committee’s core mission is to support all local groups in their efforts to build and maintain these local I-O communities. To that end, we host virtual forums once per quarter.

Our fall 2024 forum showcased the expertise of a select group of diverse current local I-O group leaders. Hats off to our groups and their representatives: Alan Tomassetti (Louisville I-O Psychology Network, or LION), Angela Ackerman (The Academic I-O), Devin Stack (BayState IO), and Beth Melillo (former BayState IO). In this session, these leaders shared their invaluable insights on how to start, sustain, and scale local I-O groups. Specific topics of focus included group structure, membership, activities and events, finances, and technology. If you missed it, below is a summary of the insights they shared.

Group Structure

As discussed above, group structures varied. LION is a very informal group, whereas the Academic I-O and BayState I-O have well-defined structure and roles. When deciding whether to be formal or informal, a group should consider finances and budget, who they are targeting as members of the group, and group size. In all cases, teamwork is important so that the work of starting and sustaining a group doesn’t just fall to one person. Furthermore, effectively leading a local I-O group requires a diverse team with different skill sets and capabilities. One suggestion is to bring on board an institutional liaison to foster local institutional partnerships (e.g., an I-O program director from a nearby university). For formally structured groups, the significance of defining roles and commitments was highlighted—specifically, 2- to 3-year terms for leadership roles, with shorter terms for specific events. Crucial roles to consider include treasurer, programming, president, vice president, and secretary.

Membership

The criteria for membership in local I-O groups varies by group. For example, LION has no criteria other than an interest in I-O psychology. Alternatively, BayState I-O requires members to have master’s or doctorate-level training or be employed in a role requiring the application of I-O psychology principles in the workplace. An initial step to starting a group is to find potential members. Beth Melillo suggested reaching out to I-O programs in the area and consulting the SIOP membership directory. Our committee member, Mark Morris, also started the Dallas I-O group using this strategy. Furthermore, the panel suggested also focusing on nurturing member engagement rather than merely increasing the number of members. Regular attendance at events is a key indicator of engagement. As Devin Stack of BayState IO suggested, one engagement metric that groups can track is the percentage of membership who attend each event.

Activities and Events

The forum presented a variety of event ideas to keep members engaged and provide valuable learning opportunities. These suggestions ranged from social hours to hot topics and career advice (e.g., “What can you do with a master’s in I-O?”). They also advocated for the value of providing diverse event types (paid/free, in person/virtual). Volunteering and community service events were also discussed as valuable activities that help build camaraderie. The importance of consistency and advance notice for in-person events were also emphasized as strategies for increasing attendance and member engagement. Gotta respect the calendars!

Finances

Funding for local I-O groups can come from a variety of sources. Some groups collect member dues. Others have set up systems where people can pay for specific events. Other groups may have an executive team that personally covers expenses. Typical expenses might include website infrastructure, technology, speakers, legal matters, marketing, and events. Registering as a 501(c)(3) or incorporating as a business might also incur costs. There is no one right structure here, and groups have the freedom to operate as they see fit.

Technology

Specific technology applications for group communications and operations were also discussed. Popular technology discussed during the forum included Wix for marketing, Zoom, Calendly, Google Suite, Slack, and WhatsApp. Some groups use WildApricot to manage their operations, although it’s more costly than Wix. For tech resources, TechSoup was suggested as a helpful platform for 501(c)(3) organizations.

Parting Thoughts

In closing, the panel provided some final thoughts, including the importance of incremental improvement. In the words of Angela Ackerman from The Academic I-O, “Do what you can, when you can, keep doing the things that work for you, and above all, give yourself grace in the process.” Building a stable, successful local I-O group takes time! Beth Melillo from BayState I-O said it took them a year to get their group up and running. It’s possible (and also probably a good idea) to start small and evolve and mature as you grow and as the group grows in size. Look for the big I-O shops in your area, which could include companies with large internal teams (e.g., Johnson & Johnson) or consulting firms (e.g., DDI, Korn Ferry). At the same time, don’t forget the long tail and the many individual practitioners, executive coaches, and others who might need the community the most!

Overall, this webinar was an enriching experience for current and aspiring local group leaders, packed with practical advice, creative ideas, and motivational insights to help your local I-O group thrive! If you’re looking for a local I-O group, you can find yours here if you’re in the US or here if you’re in a country outside the US. For details on future forums and events, please join us on LinkedIn. For additional guidance on this topic, see the SIOP toolkit for local I-O gr