She continued, “We let them reality test that idea and get feedback on it. And then we let the group right-size that. “We do our teams much more of a service when we share an idea that we think has a really strong spark, but it's maybe not perfect.

“Instead, what we need to understand is that nobody's working with perfect information, nobody has perfect insight into the problem, and nobody can guarantee their idea is foolproof. She elaborated on this: “when you are the one experting, it’s an unsustainable pressure to be the best and you’re doing it to insulate yourself from vulnerability when in fact, we should be doing the opposite. In her book, Selena lays out an example of how this behavior which she refers to as “experting” often happens from a place of personal insecurity – the very opposite of confidence. They choose to be dominant and in the belief that they are driving results, are quick to shut down resistance. They buy into the myth that being confident means being aggressive or declarative when working with their teams. I shared with her that I often see leaders navigate these situations with the wrong idea about confidence. Cuddy has written for The New York Times, The Boston Globe, Harvard Business Review, and CNN.A few examples include negotiating (a job offer, salary or a work decision) working with a pushy colleague or an intimidating boss and getting interrupted in meetings to the point that it’s affecting your effectiveness and the optics of your leadership brand. She has been a guest on the Late Show with Stephen Colbert, The Today Show, Good Morning America, CBS This Morning, CBS Sunday Morning, BBC World News, Morning Joe, 60 Minutes with Charlie Rose, CNN with Anderson Cooper, among others. The award honors an article “offering a theoretical, empirical, and/or methodological contribution that has proven highly influential over the last 25 years.” Cuddy, Fiske, and Glick’s collection of studies and articles on stereotypes of warmth and competence has been cited more than 20,000 times and has shaped how researchers and practitioners conceptualize, study, and address intergroup biases.

She was recently awarded the prestigious Scientific Impact Award by the Society for Experimental Social Psychology (2022), along with her long-time collaborators Susan Fiske and Peter Glick, for their paradigm-shifting theory of stereotyping, prejudice, and discrimination. Amy Cuddy’s highly cited and award-winning research on stereotyping and prejudice, nonverbal behavior, and presence and performance under stress has been published in top academic journals, including the Proceedings of the National Academy of Sciences (PNAS), Science, and Psychological Science, and featured in The New York Times, The Wall Street Journal, Economist, Guardian, Wired, Fast Company, Inc., The Globe and Mail, NPR, BBC, and many more.

Amy cuddy new book