Organizational Psychologist / Author / Keynote Speaker / Professor / Consultant / Advisor / Architect of Alignment
Arlington, Virginia, United States
407K followers
500+ connections
About
Laura Morgan Roberts, Ph.D. is an organizational psychologist who cultivates strength-based practices with current and aspiring leaders seeking extraordinary performance and personal fulfillment in diverse organizations. She is the founder of a boutique consulting firm, The Alignment Quest Enterprise, LLC. Laura is also Frank M. Sands Associate Professor of Business Administration at the University of Virginia's Darden School of Business.
As a professor of organizational behavior, Laura has previously served on the faculties of the Harvard Business School, Georgetown University McDonough School of Business, Antioch University, the University of Michigan, the Wharton School, Simmons School of Management, and Georgia State University. Laura engages her students and clients in designing personal practices and organizational systems that enable people to contribute maximally from a position of strength. She has published her research on authenticity, identity, diversity, and strengths in over 50 journal articles, book chapters and in her edited books: Race, Work and Leadership: New Perspectives on the Black Experience (2019) - Folio Award winner; Positive Organizing in a Global Society (2015); , Exploring Positive Identities and Organizations (2009). Author of The Alignment Quest Toolkit, based on Laura's co-authored Reflected Best Self Exercise, which has been used by hundreds of thousands of leaders in companies and schools around the world. You can find the latest edition of The Alignment Quest toolkit here: https://www.amazon.com/Alignment-Quest-Toolkit-Activating-Selves/dp/1688606963.
Specialties: When you enter the workplace, do you leave a piece of yourself behind? My work helps people to uncover their deepest passions and core strengths, which is the key to full engagement and personal fulfillment. My research, teaching, consulting and public speaking are designed to help people learn more about the aspects of identity that we value and embrace, and to develop strategies for drawing upon identity-based resources and experiences to create value.
Articles by Laura Morgan
Activity
407K followers
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Laura Morgan Roberts shared thisWhat a wonderful feature! Thank you for your leadership contributions, Valerie Francis. It's a pleasure to know you. We are so fortunate to work with BIIC's leadership development programs. Black Insurance Industry Collective Toni Irving David Kutas University of Virginia Darden School of Business UVA Darden Executive Education & Lifelong LearningLaura Morgan Roberts shared thisIn celebration of Black History and Heritage Month, Gallagher is proud to spotlight colleagues who participated in the 2025 Black Insurance Industry Collective’s (BIIC) Leadership Development Program, sharing their impactful experiences and insights. Valerie Francis, GBS, AVP “The BIIC Leadership Development Program reinforced the importance of leading with authenticity and strategic intent. It helped me better leverage my voice and influence, especially in spaces where representation matters, and emphasized the value of sponsorship, not just mentorship. As a Black professional, my identity has shaped my career by grounding my work in purpose, accountability, and service. I lead with empathy because I understand what it means to navigate systems without a roadmap, and I bring intention to my work knowing the impact access and advocacy can have on someone’s trajectory. Every role I hold is an opportunity to model what is possible, operate with integrity, and leave doors open wider than I found them.” #BHHM2026 #LifeAtGallagher #BIIC
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Laura Morgan Roberts shared thisCongratulations to the HBR Women at Work podcast team. This is very meaningful given the topic of our episode on gender and the Nov. 2024 U.S. presidential elections (recorded before the elections). Thank you for the opportunity to join you. The work continues!!Laura Morgan Roberts shared thisWe won Gold!!! 🥇 (This may be the only time I get to say that, so I’m saying it loudly.) The Women at Work podcast was recognized last week as a Best Business podcast by the Signal Awards. As many of you know, we published our last episode of Women at Work this past July so the award feels somewhat bittersweet. To be recognized for what turned out to be our final season is especially meaningful, and it makes me miss being behind the mic even more. I’m incredibly proud of our team: Amanda Kersey, Amy Bernstein, Maureen Hoch, Tina Tobey Mack, Hannah Bates, Rob Eckhardt, and Ian Fox! And I’m deeply grateful to our guests, who share this award with us because it’s their guidance and advice that made the podcast what it was. Full list of those amazing guests in the comments. We are in good company: other winners in our category include — Decoder with Nilay Patel, How I Built This with Guy Raz, and The Unshakeables with Ben Walter. Big congrats to friends whose podcasts also won awards, including Muriel Maignan Wilkins (Coaching Real Leaders), Jessi Hempel (Hello Monday), and Daniel Roth (This is Working).
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Laura Morgan Roberts shared thisEleven months ago yesterday, I fulfilled a promise to myself… that before 1/20/25, my children would know the People’s House belongs to us. I will always regret not visiting the White House during the Obama Presidency. I was determined not to miss the moment again, knowing it would never, ever be the same. I remembered my first tour of the WH, private & guided by a close family friend who was a butler. We dressed up in our finest and loved seeing the inner workings of the kitchen as well as the public facing elegance. I felt like I’d been let in a huge secret I’d hold in my heart. This time, my mood was much more somber - full of conviction with eyes wide open for what was to come. You see, as someone who lives and breathes lifelong learning, I take data very seriously. So I believed that campaign proclamations are literal and that things crumble when the ground becomes shaky and the guardrails fall away. The past would become prologue, telegraphed before the entire world on January 6. My stomach and my heart ached as I walked through those same halls, wincing at the wrecking ball that was soon to arrive — hiding my deep grief within quiet sighs as my 6th grader took it all in. A couple next to us in the security entrance line from somewhere in Europe complimented me for bringing him on the tour. “Will you be president one day?” they asked him… looking directly into his innocent eyes, bold curls, and endless queries. I think he responded with a silent smile. Maybe he murmured, “I don’t know.” I think I said something along the lines of, “Wouldn’t that be amazing? We will definitely need great leaders in the coming years.” Before we entered the gate, I explained to them and anyone else who was listening, “He needs to see what this is *supposed* to be.” {Insert Black woman side eye}. And yesterday, 11 months & 1 day later, another wrecking ball struck down the very representation of our aspirational governance, decorum, and respect for the evolution of our country. In a matter of hours, as swift as the stroke of a pen that deemed my family’s existence illegitimate on multiple counts on Jan 20th, the walls came tumbling down. “Goodbye to what has been… a pretty house that we never settled in… American requiem. Those big ideals are buried here. Amen.” -Beyonce, Cowboy Carter, closing track. Amen. Signed, A “beautiful Black woman” born and raised right outside of Chicago who is NOT wearing a red cap!!! IFKYK.
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Laura Morgan Roberts shared thishttps://lnkd.in/e-4YHPUH They say #7 {seven} signifies completion. It’s been seven years and life still feels incomplete without you in the frame. More than one someone is missing. But one day… WE will be US again. One year ago, I was on a beachside resort in Costa Rica celebrating one of my besties’ milestone bday. The same country, under the same sun, in the same body of water where we just lost Malcolm Jamal Warner. The expressions of grief, rooted in admiration and love have been deeply moving. We are in an emotional chokehold of deep remembering - from all accounts - a genuine soul’s enduring impact. I humbly offer this original poem, Missing, which I composed in the wake of our family’s sudden losses. To all of the bright lights, like MJW, like my special people, who have traveled back to the heavens. May their angelic power grow stronger and their joy overflow. Take your rest, Good and Faithful servants. We will keep your memories alive.
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Laura Morgan Roberts shared thisHey everybody, It’s been a week… Here’s my original lyrical expression: “Rivers of Hope,” which I shared at Harvard Business School in May 2025. It’s the best I have to offer today as we are bathing in the contradictions of fireworks alongside fiery furnaces and smoldering ashes. I’m starting a YouTube channel to share my lyrical expressions and reflections on freedom. - Laura Morgan Roberts https://lnkd.in/eMmUZWRE
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Laura Morgan Roberts reposted thisLaura Morgan Roberts reposted thisYou didn’t come this far to play it safe. The Next Generation Executive Program (NGE) is for leaders ready to drive enterprise-level impact, navigate complexity with confidence, and expand their influence where it matters most—at the top. This isn’t just professional development. It’s a career inflection point. Think executive coaching, strategic assessments, and a powerful network of peers who challenge and champion you. If you’re preparing for what’s next—and what’s never been done before—start here. Learn more and register today: https://lnkd.in/dZPAtBDV #MyPartnership #ExecutiveLeadership #NGE2026
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Laura Morgan Roberts reposted thisLaura Morgan Roberts reposted thisCHOOSING AND USING YOUR PHRASES: STANDING UP TO DISRESPECT TAKES PRACTICE In a new MIT Sloan Management Review article, co-authored with my dear friend Aba Blankson, we describe the unfortunate reality that most of us aren’t prepared to speak up effectively when the critical moments of disrespect happen to us or others around us. And, more importantly, we introduce three kinds of phrases that can be effective responses if we are able to use them skillfully in real time: Assertive responses, Educational responses, and Inquisitive responses. Choosing, practicing, and using response phrases is hard work, and no one can do it for us. So, if you wish you were more able to skillfully respond rather than retreat or attack when these moments of disrespect happen, we hope you’ll check out this article (which we’ve linked below) and get to work with the practice it takes to master your phrases. #respect #leadership #management #culture #speakup #speakingup #allyship
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Laura Morgan Roberts reposted thisLaura Morgan Roberts reposted thisFiguring out your next move? Identify what makes you the best version of yourself.
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Laura Morgan Roberts reposted thisUVA Darden Executive Education & Lifelong Learning
UVA Darden Executive Education & Lifelong Learning
Laura Morgan Roberts reposted thisThe meetings can wait. Your growth can't. Catriona Ayer, CFE shares why investing in professional development is essential and how her time in Darden's Women in Leadership Program was unlike anything she had experienced. Our next cohort of the Women in Leadership Program will run from 19-23 October. Start planning your transformative week of learning today: https://bit.ly/3Auv6G6Catriona Ayer: Darden's Women in Leadership ProgramCatriona Ayer: Darden's Women in Leadership Program
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Laura Morgan Roberts reacted on thisLaura Morgan Roberts reacted on thisI’ve been reflecting on the life and legacy of Ted Childs LLC, one of the true pioneers of global diversity work, and a leader who profoundly impacted my own journey. Ted spent 39 years at IBM and retired in 2006. I didn’t join IBM until 2008, and I didn’t begin my work in diversity and inclusion until 2015. Our paths shouldn’t have crossed in any meaningful way. But they did. When I was introduced to Ted, he welcomed me, mentored me, and took a genuine interest in who I was and the work I was stepping into. He didn’t just offer advice, he showed up. One moment I’ll never forget: Ted once asked for my mailing address. I didn’t think much of it at the time. But soon after, I received a package, a handwritten note and three items that had clearly meant something to him. The note read: “Crystal, at a point in time, each of these items were special. I want them each in its own way to be with someone who will find them to still be a source of pride. Big Blue, Ted C.” That was Ted. Intentional. Thoughtful. Deeply committed to investing in others and ensuring the work, and the meaning behind it, lived on. Whenever I was in New York, he would invite me to his office. He made time. He created space. He helped me understand not just the importance of diversity work, but the responsibility that comes with it. We didn’t just lose a leader in diversity. We lost a giant in life. Ted Childs’ impact will continue to live on through so many of us who were fortunate enough to learn from him. I know I will carry his lessons with me always.
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Laura Morgan Roberts reacted on thisLaura Morgan Roberts reacted on this“Burnout” has become a bit of a catch-all for feeling disengaged at work, when your energy is low and everything starts to feel a little… flat. But it’s not always burnout. Sometimes, it’s… 👉🏾 Boreout. On the surface, they can look similar. You’re less motivated, less focused, not as interested in what you’re doing day to day. But the root cause is different. Burnout comes from too much. Too much pressure, too much demand, too much for too long. Boreout is the opposite. It shows up when you’re not being stretched. When the work isn’t engaging you, or challenging you, or giving you space to use parts of yourself that don’t neatly fit inside your job description. I’m talking about your creativity, curiosity, or strengths and interests that go ignored. Over time, that lack of use can feel just as draining as overwork. It’s a different problem than we often think, which means it asks for a different kind of attention. It’s less about pulling back and getting rest (the typical burnout advice), and more about getting honest about what actually energizes you, how that can show up more in your work, and how that fits alongside what’s expected of you in your role. If you want to hear more, you can catch the full conversation with Ronnie Dickerson Stewart on Episode 99 of The Career Clinic Podcast, where we talk about navigating expectations and reconnecting with what actually feels true for you..
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Laura Morgan Roberts reacted on thisLaura Morgan Roberts reacted on thisLast week, I was in Charlottesville for Darden’s Residency 2, and I’m leaving reminded how rare this kind of community really is. I’m grateful to share that D'Auria H. and I were selected to receive the Stewart Sheppard Distinguished Service Award by the University of Virginia Darden School of Business. This recognition means a lot, but even more than that, I’m thankful for the chance to contribute to a community that has given me so much. I couldn’t have done this without D’Auria. Her support, partnership, and commitment to building something lasting at Darden is what makes this all work. It’s been such a privilege to do this alongside her and the entire PSA board this past year. Thank you as well to Lauren Lopez-Mauer, M.S. for her constant support and for presenting us with the award, it made the moment even more special. Darden has pushed me in ways I didn’t expect. It’s helped me grow, clarified what matters most to me, and given me the confidence to go after goals that once felt out of reach. I’m incredibly proud to be part of this cohort. This experience reinforced something I believe deeply: the impact you want to see doesn’t happen on its own—you have to build it. I’m committed to carrying that forward in what comes next.
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Laura Morgan Roberts reacted on thisThanks for the great summary 'Cheese' 🧀 Cheeseman ! No notes!Laura Morgan Roberts reacted on thisJust finished reading a massive systematic review on performance feedback and honestly, it's one of those papers that makes you go "oh, that explains a lot." Here's the deal: Emma C. E. Heine, Jeroen Stouten, and Robert C. Liden went through 173 studies on performance feedback — the kind your boss gives you — and found something pretty eye-opening. Positive feedback basically just works. It consistently boosts performance across the board. Not groundbreaking on its own, but here's where it gets interesting. Negative feedback? It's complicated. It can help, hurt, or do absolutely nothing — and it mostly comes down to the relationship between the manager and the employee. If you've got a solid, trusting relationship with your boss, negative feedback actually lands well. You take it on board, feel a bit of productive shame or motivation, and improve. Without that relationship? It can tank your performance and just make you feel rubbish. The review also uncovered that over 50% of feedback research doesn't even specify whether the feedback being studied was positive or negative. Which is kind of wild when you think about it — researchers have been studying "feedback" for decades without being clear on what kind they're actually looking at. Some other bits that stood out: Women consistently receive lower performance ratings than men, especially from male supervisors in traditionally male fields. Sex stereotypes are genuinely warping the feedback people get. More agreeable managers tend to be more lenient in their reviews — so your "nice boss" might actually be doing you a disservice by sugarcoating things. When managers like you, your feedback gets rosier. When they don't, it gets harsher and more specific. That's relationship bias showing up before the conversation even starts. Goal setting paired with negative feedback tends to help — but only when goals feel achievable. Unattainable goals plus critical feedback is basically a recipe for someone checking out. The authors propose something they call the Performance Feedback Valence Theory, and the core idea is this: the supervisor-subordinate relationship is the foundation that makes negative feedback work. Without it, you need substitutes — things like high-quality feedback, supportive delivery, supervisor credibility, and the employee's own self-esteem — to compensate. Strategic takeaway for organisations: Stop investing so heavily in feedback training programmes that teach managers what to say, and start investing in the relational infrastructure that determines whether anything they say actually lands. Build trust, psychological safety, and genuine connection between managers and their people first. That's the foundation. Without it, even the most perfectly worded negative feedback will fall flat — or worse, backfire. The feedback conversation is only as good as the relationship it sits inside.
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Laura Morgan Roberts reacted on thisLaura Morgan Roberts reacted on thisI've had conversations with multi-hyphenate women who feel pressure to keep doubling down on the thing they’re already known for. That one talent becomes the foundation of their credibility and success. And because it works, it’s the part that keeps getting reinforced. But over time, the parts of them that are curious, creative, or just different from that identity can start to feel harder to honor. That’s when a quiet tension shows up. The role that gets rewarded keeps taking up more space, while other parts of you are still there… just with less room and permission to exist. It helps to remember that not everything is meant to grow at the same time. Sometimes one strength leads for a while, building the stability that allows other interests to come forward later. You don't have to let go of parts of yourself just because they aren't the focus right now.
Experience
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CEO and Founder
The Alignment Quest Enterprise, LLC
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Frank M. Sands Associate Professor of Business Administration
University of Virginia Darden School of Business
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CEO & Co-founder
RPAQ Solutions, Inc.
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Professor
Antioch University PhD in Leadership and Change
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Visiting Assistant Professor, Department of Managerial Sciences
Georgia State J Mack Robinson College of Business
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Visiting Professor, Faculty Affiliate Center for Positive Organizational Scholarship
University of Michigan, Ross School of Business
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Visiting Professor
Simmons College - Simmons School of Management
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Education
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University of Michigan
Doctor of Philosophy (Ph.D.) Organizational Psychology
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Activities and Societies: Center for Positive Organizational Scholarship, Institute for Research on Women and Gender, Center for Research on Teaching and Learning, Teaching assistant - Organizational Psychology (Intro & Advanced), Organizational Behavior (Ross School of Business), Psychology of Groups and Teams, Diversity in the workplace (Ross School of Business), Black Student Psychological Association (President), Alpha Kappa Alpha Sorority Delta Psi Omega chapter (FA'96)
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University of Virginia
BA Psychology
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Activities and Societies: Phi Beta Kappa, Office of African American Affairs Peer Advisor, Black Voices, Raven Society
Publications
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How to achieve racial justice in the workplace: reconnecting with 4 basic rights
World Economic Forum Blog
See publicationImagine a workplace in which all people – especially Black and brown people – could be truly free. How would this be measured? Black and brown people – and their colleagues – will experience racial justice at work, and by extension in society, when they can exercise four fundamental workplace freedoms.
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The Alignment Quest Toolkit for Activating Best Selves
Laura Morgan Roberts
See publicationAre you bringing your best self to your work? Are you actively developing your strengths, weaknesses and principles so that your best self will become even better? Do you deliberately and consistently bring out the best in others? Sadly, the vast majority of workers across the world will respond to these questions with a resounding “no.” Instead of activating their best selves, most people bring their average, mediocre, or even worst selves to work. The Alignment Quest™ is a process of bringing…
Are you bringing your best self to your work? Are you actively developing your strengths, weaknesses and principles so that your best self will become even better? Do you deliberately and consistently bring out the best in others? Sadly, the vast majority of workers across the world will respond to these questions with a resounding “no.” Instead of activating their best selves, most people bring their average, mediocre, or even worst selves to work. The Alignment Quest™ is a process of bringing coherence, purpose and joy to your life by learning how to create the most value in your daily living and working. The Alignment Quest™ Toolkit will help you to understand why it is critically important to bring your best self to life and how to do so in a more compelling way. This Toolkit contains the most impactful organizational psychology frameworks and practices that Dr. Roberts has developed from her research, teaching and consulting with thousands of global executives and emerging leaders. This Alignment Quest Toolkit will help you: ~ Harness the power of your strengths and expand your impact. ~ Learn how to understand and embrace your strengths so you can better focus your energy. ~ Increase your capacity to accept your limitations so your attempts to be superhuman (or, all things to all people) don’t lead you to make choices that are out of alignment with your best self. ~ Optimize your engagement and deepen your fulfillment at work. ~ Begin to craft a life that is filled with extraordinary growth, vitality and value creation.
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Race, Work and Leadership: New perspectives on the Black experience
Harvard Business Publishing
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Positive Organizing in a Global Society: Understanding and Engaging Differences for Capacity-building and Inclusion
Taylor & Francis
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Out of the box? How managing a subordinate's multiple identities affects the quality of a manager-subordinate relationship.
Academy of Management Review (published online ahead of print)
See publicationPositive manager-subordinate relationships are invaluable to organizations because they enable positive employee attitudes, citizenship behaviors, task performance, and more effective organizations. Yet, extant theory provides a limited perspective on the factors that create these types of relationships. In this paper, we highlight the important role that subordinates also play in affecting the resource pool and propose that a subordinate's multiple identities can provide him or her with access…
Positive manager-subordinate relationships are invaluable to organizations because they enable positive employee attitudes, citizenship behaviors, task performance, and more effective organizations. Yet, extant theory provides a limited perspective on the factors that create these types of relationships. In this paper, we highlight the important role that subordinates also play in affecting the resource pool and propose that a subordinate's multiple identities can provide him or her with access to knowledge and social capital resources that can be utilized for work-based tasks and activities. Yet, a manager and a subordinate may prefer similar or different strategies for managing the subordinate's multiple identities, which can affect resource utilization and the quality of the manager-subordinate relationship. Our variance model summarizes our predictions about the effect of managers' and subordinates' strategy choices on the quality of manager-subordinate relationships. In doing so we integrate three divergent relational theories (i.e., leader-member exchange theory, relational cultural theory, and a positive organizational scholarship perspective on positive relationships at work) and offer new insights on the quality of manager-subordinate relationships.
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Exploring Positive Identities and Organizations: Building a Theoretical and Research Foundation
Routledge
Honors & Awards
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Academy of Management Organizational Behavior Societal Impact Award
Academy of Management Organizational Behavior Division
The award for societal impact requires that a nominee translate their academic insights to the world of practice for the betterment of people’s lives. Laura Morgan Roberts’ work has achieved this by helping to shape how individuals can (re)construe their social identities to be seen more fully and holistically at work. She brings a powerful combination of top-notch academic work that tackles issues of structural injustice, racism and sexism, and widespread impact on the world of practice…
The award for societal impact requires that a nominee translate their academic insights to the world of practice for the betterment of people’s lives. Laura Morgan Roberts’ work has achieved this by helping to shape how individuals can (re)construe their social identities to be seen more fully and holistically at work. She brings a powerful combination of top-notch academic work that tackles issues of structural injustice, racism and sexism, and widespread impact on the world of practice. Beyond her professional achievements, she seems to embody the spirit of this award. Her developmental focus and collaborative endeavors have inspired junior and senior scholars alike, both personally and professionally.
Laura Morgan Roberts clearly straddles the worlds of practice and research in a way that amplifies her impact in both realms. Her practitioner-oriented writing, podcasts, and training materials puts her scholarship into the hands of people who can make immediate use of her work. She provides research-backed, practical tools to further conversation about identity and diversity. And her work strikingly inspired mobilization by a wide range of colleagues to recognize her contributions. [This last sentence refers to her nomination letter which was jointly submitted by a large group of people.]
Professor Laura Morgan Roberts is the most deserving of the OB Division’s Inaugural Societal Impact Award due to her work on intersectionality, positive psychology and how to bring one’s full self to the workplace. Given the polarization in the US, particularly on matters of race and gender, research on understanding those intersections and creating pathways for success are critical for effective employee engagement. Centering on intersectionality is a relatively new emerging area of focus, particularly in the workplace. Dr. Roberts efforts are helping unearth and elevate the discussion on challenges women color face and provides tools that can be deployed.
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