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Ben Dattner


Executive coach & author of Credit and Blame at Work.

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Praise for Ben Dattner...

  • “Credit and Blame at Work is a modern management masterpiece; one of the most well-crafted business books I have ever read.”

    –Bob Sutton, author of Good Boss, Bad Boss


Ben Dattner: Speech Topics


① CREATING A POSTIVE CUTLURE | ② BUILDING HIGH PERFORMING TEAMS | ③ POWER OF PERSONALITY | ④ HIRING RIGHT | ⑤ DEVELOPING LEADERS

① Creating a positive and innovative organizational culture


To succeed in the current business environment, organizations have to build and sustain positive and innovative organizational cultures. Doing so necessitates that leaders are mindful of how credit and blame get assigned, and take active steps to ensure that people are getting the right credit at the right time for the right reasons. Organizations in which people get blamed at the wrong time in the wrong way for the wrong reasons are unlikely to sustain performance over the long term. [Resources]


② Best practices for building high performing teams


Most important work is now done in teams, yet teams often miss opportunities to utilize the diverse talents and perspectives of team members. Teams need to be properly designed and staffed, and need proper mechanisms for setting and achieving individual and collective goals. [Resources]


③ The power of personality in the workplace


Personality psychology can help explain why some individuals succeed and thrive, while others get bogged down in counterproductive dramas, why some teams innovate and succeed while others get stuck in dysfunctional dynamics, and why some organizations become admired and sought-after employers while others suffer from high turnover and negative employee reviews. Learning how to identify and work with different personality types can help individuals, teams and entire organizations become more successful. [Resources]


④ Getting interviewing and hiring right


By utilizing best practices in interviewing and psychometric assessment, organizations can greatly boost their hiring hit rate, hire candidates who will perform better on the job, and reduce the costs and inconveniences of unwanted turnover. Making a small investment of time, energy and resources in getting hiring right can yield enormous benefits for organization. [Resources]


⑤ Assessing and developing your organization’s leaders


Everyone involved in healthcare makes high-stakes decisions. One key to effective decision-making is knowing when to trust your intuition and "go with your gut," and when to take a step back and think twice before choosing a course of action. In this talk, Chabris, creator of the famous "invisible gorilla" psychology experiment, shows how our decisions are often clouded by our intuitive ideas about how the mind works. With entertaining examples and surprising scientific studies, Chabris will leave audience members with a deeper appreciation of how we all really think, and how to make better decisions in their own lives.


Ben Dattner: Books


Credit and Blame at Work: How Better Assessment Can Improve Individual, Team and Organizational Success

For better or for worse, the dynamics of credit and blame are at the heart of every team and organization and make or break every career … ➡︎

Ben Dattner: Bio



      

Ben Dattner is an executive coach and organizational development consultant. He has helped a wide variety of corporate and non-profit leaders, teams, departments and organizations become more successful by developing and utilizing a better understanding of the impact of individual psychology and group dynamics on all aspects of their performance. His executive coaching and consulting services enable organizations to achieve higher returns on their human capital investments by making better hiring and staffing decisions, enhancing the professional capabilities of executives, managers and employees, configuring teams more effectively, and improving communication and collaboration.

Ben received a BA in Psychology from Harvard College, and his MA and Ph.D. in Organizational Psychology from New York University, where he was a MacCracken Fellow. His doctoral dissertation analyzed the relationship between narcissism and fairness in the workplace, and his masters thesis examined the impact of trust on negotiation. Before graduate school, Ben worked at Republic National Bank of New York for three years, first as a Management Trainee and then as Assistant to the CEO. After graduate school, Ben was Director of Human Resources at Blink.com before founding Dattner Consulting.

Ben is an Adjunct Professor at New York University where he teaches Organizational Development in the Industrial and Organizational Psychology MA Program in the Graduate School of Arts and Sciences, and has taught Strategic Career Management in the Executive MBA Program at Stern Business School. Ben is also an Adjunct Coach at the Center for Creative Leadership and part of the Hogan Coaching Network with advanced accreditation by Hogan Assessment Systems. Ben is a member of the Society of Industrial and Organizational Psychology, The Society of Consulting Psychology, and the Metro New York Applied Psychology Association.

A frequent contributor to Harvard Business Review, Ben is frequently quoted in the press, including The New York Times, The Wall Street Journal, Fortune, Business Week, Inc Magazine, Crain’s New York Business, The Chicago Tribune, The Baltimore Sun, The Washington Post, USA Today, The Christian Science Monitor, HR Magazine, and The Globe and Mail. Ben has also been interviewed on CNBC and CNN and has served as the Workplace Consultant on Morning Edition on National Public Radio. Ben is the author of Credit and Blame at Work: How better assessment can improve individual, team and organizational performance, published by Simon & Schuster.

✉ Request Booking Info for Ben Dattner





BEN DATTNER


Executive coach & author of Credit and Blame at Work.

SPEECH TOPICS

① Creating a positive and innovative organizational culture

To succeed in the current business environment, organizations have to build and sustain positive and innovative organizational cultures. Doing so necessitates that leaders are mindful of how credit and blame get assigned, and take active steps to ensure that people are getting the right credit at the right time for the right reasons. Organizations in which people get blamed at the wrong time in the wrong way for the wrong reasons are unlikely to sustain performance over the long term. [Resources]

② Best practices for building high performing teams

Most important work is now done in teams, yet teams often miss opportunities to utilize the diverse talents and perspectives of team members. Teams need to be properly designed and staffed, and need proper mechanisms for setting and achieving individual and collective goals. [Resources]


③ The power of personality in the workplace

Personality psychology can help explain why some individuals succeed and thrive, while others get bogged down in counterproductive dramas, why some teams innovate and succeed while others get stuck in dysfunctional dynamics, and why some organizations become admired and sought-after employers while others suffer from high turnover and negative employee reviews. Learning how to identify and work with different personality types can help individuals, teams and entire organizations become more successful. [Resources]

④ Getting interviewing and hiring right

By utilizing best practices in interviewing and psychometric assessment, organizations can greatly boost their hiring hit rate, hire candidates who will perform better on the job, and reduce the costs and inconveniences of unwanted turnover. Making a small investment of time, energy and resources in getting hiring right can yield enormous benefits for organization. [Resources]


⑤ Assessing and developing your organization’s leaders

Organizations that are able to cultivate and coach their managers are better able to promote within while retaining and motivating their entire employee base. The art and science of executive coaching provides a roadmap for how to do this. [Resources]


BOOKS




BIO


[PRESS KIT]

Ben Dattner is an executive coach and organizational development consultant. He has helped a wide variety of corporate and non-profit leaders, teams, departments and organizations become more successful by developing and utilizing a better understanding of the impact of individual psychology and group dynamics on all aspects of their performance. His executive coaching and consulting services enable organizations to achieve higher returns on their human capital investments by making better hiring and staffing decisions, enhancing the professional capabilities of executives, managers and employees, configuring teams more effectively, and improving communication and collaboration.

Ben received a BA in Psychology from Harvard College, and his MA and Ph.D. in Organizational Psychology from New York University, where he was a MacCracken Fellow. His doctoral dissertation analyzed the relationship between narcissism and fairness in the workplace, and his masters thesis examined the impact of trust on negotiation. Before graduate school, Ben worked at Republic National Bank of New York for three years, first as a Management Trainee and then as Assistant to the CEO. After graduate school, Ben was Director of Human Resources at Blink.com before founding Dattner Consulting.

Ben is an Adjunct Professor at New York University where he teaches Organizational Development in the Industrial and Organizational Psychology MA Program in the Graduate School of Arts and Sciences, and has taught Strategic Career Management in the Executive MBA Program at Stern Business School. Ben is also an Adjunct Coach at the Center for Creative Leadership and part of the Hogan Coaching Network with advanced accreditation by Hogan Assessment Systems. Ben is a member of the Society of Industrial and Organizational Psychology, The Society of Consulting Psychology, and the Metro New York Applied Psychology Association.

A frequent contributor to Harvard Business Review, Ben is frequently quoted in the press, including The New York Times, The Wall Street Journal, Fortune, Business Week, Inc Magazine, Crain’s New York Business, The Chicago Tribune, The Baltimore Sun, The Washington Post, USA Today, The Christian Science Monitor, HR Magazine, and The Globe and Mail. Ben has also been interviewed on CNBC and CNN and has served as the Workplace Consultant on Morning Edition on National Public Radio. Ben is the author of Credit and Blame at Work: How better assessment can improve individual, team and organizational performance, published by Simon & Schuster.

✉ REQUEST BOOKING INFO