David Van Rooy is Senior Director, Talent Management for Walmart. He previously held roles in International Human Resources, and was responsible for the world’s largest performance management and employee engagement programs at Walmart, covering nearly 2.2 million employees globally. Before Walmart his most recent role was at Marriott International, where he led global HR operations and systems for several Centers of Expertise (COE) including compensation, benefits, workforce planning, performance management, associate engagement, and learning. He also held several Talent Management and Marketing roles of increasing responsibility at Burger King Corporation.
David received his doctoral degree in Industrial and Organizational Psychology from Florida International University (FIU). He has published over 20 peer reviewed scientific business articles and book chapters. Most of these have been highly recognized and his work has been covered by many national and international outlets including USA Today, CNN, Forbes, Inc., and Fox News, and HR Asia. This has been complemented by over 30 presentations at international conferences. In addition to performance management and employee engagement, he is a recognized expert in the fields of emotional intelligence and employee assessment and selection.
His book, Trajectory: 7 Career Strategies to Take You from Where You Are to Where You Want to Be, was published by AMACOM (May 2014).
Author Note: In gratitude for the brave and unselfish service of our military men and women, David will be donating all of the author royalties he receives from the sale of Trajectory to the Institute for Veterans and Military Families (IVMF) in support of our military veterans transitioning into the civilian workforce. IVMF’s mission is to enhance American competitiveness and advance the employment situation of veterans and their families by collecting, synthesizing and sharing veteran-employment policy & practices, providing employment related expertise, capacity, training and education and delivering technical assistance to stakeholders in the veterans’ community. You can learn more about this great organization here.
Here is a brief excerpt from my interview of him. To read the complete interview, please click here.
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Morris: Before discussing Trajectory, a few general questions. First, who has had the greatest influence on your personal growth? How so?
Van Rooy: My parents. They provided me with a supportive, values-based childhood and demonstrated the value of hard work and integrity.
Morris: The greatest impact on your professional development? How so?
Van Rooy: I would have trouble pointing to a single person. I have been extremely fortunate to have amazing professors, bosses, and mentors throughout my career.
Morris: Years ago, was there a turning point (if not an epiphany) that set you on the career course you continue to follow? Please explain.
Van Rooy: At the first company I worked for out of graduate school I was presented with a neat opportunity to move from HR into Marketing. My time in marketing gave me direct exposure to a different part of the business, which I believe helps me to this day. Less than a year later, though, I had a chance to move to a new organization, but the role was back in HR. At that point I realized I had to decide which career path to take, and I decided that HR was where I wanted to be down the road. It’s sometimes hard to make these decisions at the time, but looking back on my career I have no doubt it was the right career choice for me.
Morris: To what extent has your formal education been invaluable to what you have accomplished in life thus far?
Van Rooy: My Ph.D. is in a field called Industrial and Organizational Psychology, which includes heavy research and analytical components. This has helped me in understanding data that is so important with decision making, particularly as the amounts of it continue to increase.
Morris: From which non-business book have you learned the most valuable lessons about business? Please explain.
Van Rooy: In college I took an organizational psychology class, and Bringing Out the Best in People by Aubrey Daniels was required reading. As an aspiring psychologist I was drawn to the message about motivating people through positive reinforcement. The alternative – negative reinforcement – can lead to behavioral change, but it is either short-lived or not as powerful as positive reinforcement.
Morris: Here are two of my favorite quotations to which I ask you to respond. First, from Richard Dawkins: “Yesterday’s dangerous idea is today’s orthodoxy and tomorrow’s cliché.”
Van Rooy: Absolutely! Many ideas that originally “failed” were simply ideas ahead of their time. Something that did not work in the past should not be forever discarded; instead, reevaluate when conditions change, and you may find that what was once dangerous or crazy is now brilliant.
Morris: Then from Peter Drucker: “There is surely nothing quite so useless as doing with great efficiency what should not be done at all.”
Van Rooy: It’s easy to fall into a trap and continue doing what worked in the past, even if it is no longer worthwhile. Over time we tend to get better and more efficient at what we do, but it’s important to make sure that it is still important. For example, you may be able to create a monthly scorecard much quicker than when you started it, but unless it is still being used it does not really matter.
Morris: The greatest leaders throughout history (with rare exception) were great storytellers. What do you make of that?
Van Rooy: It’s important that people have passion for what they do, and feel connected to the greater purpose. Stories have a powerful effect on us because we can relate to them, and as a result we remember them. It is this emotional connection that results in storytelling becoming such a powerful way to inspire others.
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To read the complete interview, please click here.
David cordially invites you to check out the resources at these websites:
His website link
David’s Amazon page link