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Dawn Chandler, Doctorate of Business Administration
Assistant Professor of Management
Home page: www.dechandl.com

California Polytechnic State University, San Luis Obispo
Orfalea College of Business
1 Grand Avenue
San Luis Obispo, CA 93407

ACADEMIC EXPERIENCE

EDUCATIONAL HISTORY

SPECIAL ACCOMPLISHMENT

• Twice received Outstanding Doctoral Student Research Award, Boston University, School of Management, 2004 & 2006

DISSERTATION

• Relational Savvy: Why Some Protégés are More Adept with Developmental Relationships. Dissertation Defense Date: June 19, 2006. Committee: Kathy Kram, Douglas Tim Hall, Elizabeth Craig

PUBLICATIONS

Articles:

1. Chandler, D.E., & Kram, K.E. (2005). Applying an Adult Development Perspective to Developmental Networks. Career Development International, Special Edition on Mentoring, 10, 6/7: 548-566.
2. Hall, D.T., & Chandler, D.E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior, 26, 155-176.
3. Chandler, D.E., & Torbert, W.R. (2003). Transforming inquiry and action: Interweaving 27 flavors of action research. Action Research. Volume 1(2): 133-152.
   

Book Chapters:

1. Chandler, D.E., & Kram, K.E., (in press). Mentoring and Developmental Networks in the New Career Context, forthcoming in the Handbook for Career Studies.
2. Higgins, M.E., Chandler, D.E., & Kram, K.E., Developmental Initiation and Developmental Networks. Forthcoming in Ragins, B.R., & Kram, K.E.'s (Eds.), Handbook on Mentoring, (2006).
3. Hall, D.T. & Chandler, D.E., Career Learning Cycles and Mentoring. Forthcoming in Ragins, B.R., & Kram, K.E.'s (Eds.), Handbook on Mentoring, (2006).
   

Working Papers:

1. Chandler, D.E., & Kram, K.E., Applying an Adult Development Lens to International Assignments.
   
2. Chandler, D.E., & Kram, K.E., The evolving career: Viewing the New Career Context through an Adult Development Lens.
   o Target journal —Journal of Vocational Behavior.

Conference Proceedings:

1. Addressing the Global Benefits Crisis: Pensions, Healthcare and Demographic Change, Human Resources Policy Institute, May 11 & 12, 2006.
2. The Home Depot Executive Briefing, Human Resources Policy Institute. October 7 & 8, 2005.
3. New Insights on Leadership, Human Resources Policy Institute. May 5 & 6, 2005.
   
4. Changing Board Expectations: Implications for the CEO and for HR. Human Resources Policy Institute. October 7 & 8, 2004.
5. Global Sourcing of Talent: The Strategic Imperative and the HR Challenges. Human Resource Policy Institute. May 6 & 7, 2004.
6. IBM Site Visit, Human Resources Policy Institute. October 28-30, 2003.
7. Using Experience for Development: Tools and Systems. Executive Development Roundtable Winter Meeting. December 5 & 6, 2001.

PRESENTATIONS

1. August 2006 — Academy of Management Conference, Atlanta, GA. Career Learning Cycles and Mentoring
2. August 2006 — Academy of Management Conference, Atlanta, GA. Developmental Initiation and Developmental Networks
   
3. August 2005 — Academy of Management Conference, Honolulu, HI. Toward an Understanding of Expatriate Success: An Integration of Developmental Networks and Adult Development Lenses to View International Assignments.

TEACHING EXPERIENCE

1. Lecturer for Organizational Behavior (OB 221)—Leading in Dynamic Organizations—undergraduate course. Boston University; Spring 2005, Boston, Massachusetts.
   o Had 37 students and received ratings of 4.67/5 (higher than any instructor - out of 13 instructors - received in the prior year).
2. Teacher's assistant for Organizational Behavior (Andrew Hoffman) and Accounting (Feng Gu). International Management Program, Boston University; Summer 2002, Kobe, Japan.
3. Teacher's assistant for Organizational Behavior (Tim Hall) and Marketing (Patrick Kaufman). International Management Program, Boston University; Summer 2004, Shanghai, China.
   o Received ratings of 4.5/5.0

RESEARCH EXPERIENCE

Human Resource Policy Institute - Research Assistant                                   (September, 2003 - May 2006)

• Gathered and summarized information on the global sourcing of talent. Data included newspapers and consulting firm white reports. Interviewed human resource executives regarding their respective companies' sourcing strategies and program implementation plans.

RESEARCH INTERESTS

• Mentoring and other developmental relationships, careers, action research, social responsibility, and ethics.
  

PROFESSIONAL EXPERIENCE

Kforce - Consultant, Finance/Accounting, Boston, MA; San Jose, CA       
(Jan 1998 - May 2001)

$800M (Nasdaq) specialty staffing firm providing flexible and permanent staffing solutions for organizations and career management for individuals.

• Partnered with companies' management to assess and manage their accounting and finance staffing needs.
• Worked with client companies—both publicly- and privately-held—across various industries, including: high-technology, financial services, consulting, insurance, e-commerce, and health care.
• Aided careers for persons with various levels of experience and credentials, ranging from functional areas of accounting to the most senior-level finance and accounting positions.
• Developed and fostered positive networking relationships with clients and candidates to boost effectiveness and billings.
• Exhibited a wide range of sales skills, including: prospecting and developing clients; generating upwards of 40 sales calls per day; and demonstrating effective listening skills.
• Interviewed multiple candidates per week and made recommendations to client management about candidate suitability.
• Taught candidates critical interviewing skills and resume-building techniques.

  Accomplishments: Doubled productivity—measured in billings—each year of employment.

Transamerica Financial Services-Management Training Program, Capitola, CA
(Jan 1994-Feb 1995)

Nationwide provider of mortgage- and consumer-based loans.

• Prepared loan documents, applications, and credit-based information used to assess and close retail loans.
• Assessed collateral—automobile, boat, and mortgage—used in asset-backed loans.
• Arranged payment schedules for approximately 50 high-risk accounts to reduce accounts receivable portfolio.
• Fortified relationships with existing clients to ensure repeat business.

HONORS

• San Jose International Business Award, MBA Program, 1997.
  
• Women's Soccer Team, California State University, Chico - Ranked 5th nationally, Division II, 1992, 1993.

COACHING EXPERIENCE