Debra A. Noumair
- Executive education and change leadership
- Leadership development and executive coaching
- Group and organizational dynamics and the application of systems thinking to individual, team, and organizational performance
Shani, A. R. & Noumair, D. A. (Eds.) (in press). Research in Organizational Change and Development, Volume 23. UK: Emerald Books.
Burke, W. W. & Noumair, D. A. (2015). Organization Development: A Process of Learning and Changing, 3rd Ed. Upper Saddle River, NJ: Pearson.
Shani, A. R. & Noumair, D. A. (Eds.) (2014). Research in Organizational Change and Development, Volume 22. UK: Emerald Books.
Golom, F. D. & Noumair, D. A. (2014). No Add-Ons Necessary: Cultural and Pedagogical Implications of a Competency-Based Approach to Training I-O Psychologists. Industrial and Organizational Psychology: Perspectives on Science and Practice. Wiley-Blackwell.
Shani, A. R., Pasmore, W. A., Woodman, R. W., & Noumair, D. A. (Eds.). (2013) Research in Organizational Change and Development, Volume 21. UK: Emerald Books.
Noumair, D. A. (2013). Cultural revelations: Shining a light on organizational dynamics. International Journal of Group Psychotherapy, 63(2) 153-176.
Noumair, D. A., Winderman, B., & Burke, W. W. (2010). Transforming the A. K. Rice Institute: From club to organization. The Journal of Applied Behavioral Science, 46(4) 473–499.
Burke, W. W. & Noumair, D. A. (2009). Action learning and organization development. In Dilworth, R. L. & Boshyk, Y. (Eds.), Action learning and its applications. Basingstoke, UK: Palgrave Macmillan.
Cytyrnbaum, S., & Noumair, D.A. (Eds.). (2004). Group dynamics, organizational irrationality, and social complexity: Group relations reader 3: The A. K. Rice Institute, Jupiter, FL.
Noumair, D.A. (2004). Diversity and authority conferences as a social defense. In L. J. Gould & L. Stapley & M. Stein (Eds.), Applied experiential learning: The group relations training approach.
Noumair, D. A. & Burke, W. W. (2002). The Multiplicity of Roles and Demands for the Leader as Partner. In L. Segil, J. Belasco & Goldsmith, M. (Eds.) The Leader as Partner.
Burke, W.W., & Noumair, D.A. (2001). Personality assessment in organization development. In
Reed, G. M., & Noumair, D. A. (2000). The Tiller of Authority in a
Dr. Noumair is co-author of Organization Development: A Process of Learning and Changing, 3rd Edition, a coeditor of the Emerald book series, Research on Organization Change and Development, and a coeditor of Group Dynamics, Organizational Irrationality, and Social Complexity: Group Relations Reader 3. She serves on the Editorial Boards of The Journal of Applied Behavioral Science and the OPUS International Journal, Organisational and Social Dynamics.
An experienced leader in executive education, Dr. Noumair is on the faculty of leadership development programs sponsored by Columbia University Business School and Simmons School of Management. She directs leadership development programs in which she brings her work on individual, group, and organizational dynamics to executives through examining multi-rater feedback and psychological assessments at the individual and group level and through teaching and executive coaching with senior executives nationally and internationally. Much of Dr. Noumair’s executive education work focuses on leadership development with women executives in custom programs within companies as well as in Leading Women Executives, a CEO-sponsored leadership development program focused on high potential women and their companies. Dr. Noumair consults to organizations on culture change, senior team effectiveness, intergroup and interorganizational relations, and issues related to diversity at work. A group relations scholar and practitioner, Dr. Noumair is a Fellow of the A. K. Rice Institute. She has consulted to and directed group relations conferences nationally and served on the Board of Directors of the A.K. Rice Institute for nine years.
Professor Noumair received her masters and doctoral degrees in Counseling Psychology from Teachers College, Columbia University. Having spent nine years on the faculty of the Counseling Psychology Program, she joined the Social-Organizational Program faculty in 1999.
Member, Academy of Management
Member, Organization Development Network
ORLJ 4901: Research and independent study in social-organizational psychology
ORLJ 6343: Practicum in change and consultation in organizations
Permission required. Prerequisite: ORL 5362 and ORLJ 4005. Enrollment limited. Open to doctoral candidates and others who have a strong background in social science, organizational behavior, administration, psychology, or business. Planned change in organizations. Offers the opportunity to study and experience anticipated consultant roles during the entry, diagnostic, and intervention phases of efforts to effect change. Special fee.
ORLJ 6349: Practicum: Process Consultation
Permission required. Limited to doctoral students. Topics are announced in the preliminary and final course schedules distributed each semester.
ORLJ 6901: Advanced research and independent study in social-organizational psychology
ORLJ 8900: Dissertation advisement in social-organizational psychology
Fee to equal 3 points at current tuition rate for each term. For requirements, see section on Continuous Registration for Ed.D./Ph.D. degrees.
Centers and Projects