Cynthia Emrich

Heidrick & Struggles · Consulting

We analyzed two sets of U.S. presidents' speeches to determine whether their propensities to convey images in words were linked to perceptions of their charisma and greatness. As predicted, presidents who engaged in more image-based rhetoric in their inaugural addresses were rated higher in charisma (Study 1). Presidents who engaged in more image-b...

Constructed an inventory of attributes deemed characteristic of successful executives (vice-president level and above) to investigate whether men and women are perceived differently on such attributes. Principal components analysis identified 4 key factors underlying the executive attribute inventory. Next, the inventory was completed by 132 male m...

We surveyed more than 1,000 professionals in North America to learn how and why mentoring relationships develop and operate, as well as how they benefit mentees. More than three in four respondents report that their most impactful mentoring relationship was either "very important" or "extremely important" to their career. Women and minorities were...

Pay is probably the first thing that comes to mind when you hear about workplace negotiations and gender equality. In reality, individuals negotiate many aspects of their careers, including bids for more satisfying and challenging roles. But does success in role negotiation predict high potentials’ access to the “hot jobs” that are so essential to...

In her highly-acclaimed book, The End of Men: And the Rise of Women, Hanna Rosin (2012) declared that the struggle for gender equality had been won. According to Rosen, Americans have entered a new era, where women would routinely claim the advantages that once belonged to men. But as this chapter will show, the outlook is not quite as rosy as Rosi...

This introduction to the thematic issue on gender has a three-fold purpose: to reflect on AMJ’s role in publishing actionable gender research, to analyze key trends in this research, and to situate research published in AMJ in the transformative agenda to end gender inequality and discrimination.

Senior business leaders are increasingly concerned about finding and keeping top talent. Curb recruiting costs and boost retention by shifting your workplace culture to better fit what high-potential women and men want.

Information fatigue, analysis paralysis, communications gridlock: These and other terms entered the business lexicon with the rapid acceleration of information technology and globalization in the late 20th century. Taken together, these terms paint a picture of an increasingly complex workplace and hint at the challenges facing leaders in the 21st...

The simulation of promotional competitions in corporations described herein allows comparisons of suggested reasons for the paucity of women in the highest level of corporate management. Runs with small, medium and large-sized companies all give similar results. The strongest effect is evidenced when men are given a bonus in performance evaluations...

Follower and leader cognitions play critical roles in many organizational phenomena. In this review, we report and reflect on a decade of cognitive leadership research. Following a brief introduction, the review is divided into two sections—one devoted to individual and dyadic cognition, and the other to collective cognition. We identified three ce...

In this study, participants perceived the same job candidate to display more leader qualities when his potential group was a troubled one rather than a tranquil one. They described this person more favorably as a leader and falsely recognized him as having performed more leadership-consistent and fewer leadership-irrelevant behaviors in a test of r...

Agrees with A. H. Eagly's (see record 1995-21141-001) contention that the use of easily understood metrics (binomial effects size display and the common language effect) are not entirely sufficient at showing a significant sex effect. The authors recommend the use of computer simulations as a tool for assessing the impact of sex differences. Resul...

According to research on the performance-cue effect in work ratings, knowledge that a group performed well or poorly can trigger raters' implicit theories, resulting in inaccurate judgments of the group's behavior. Unfortunately, because information concerning group performance has always been provided by the experimenter, it has been impossible to...

The goal of this study was to pinpoint the processes mediating the effects of preobservation performance expectations on behavioral ratings of work groups. Prior to observing the same work group, 59 subjects were given positive or negative information concerning the group′s performance. Immediately after or 1 week later, subjects completed a questi...