According to Forbes magazine, in 2020 alone global spend on corporate training programmes, often focused on leadership development, exceeded $350 billion. Yet how effective, if at all, are these programmes? And are they perhaps just a massive waste of time and money? To dig deep into the question of why leadership development might be failing us I am delighted to be joined on the podcast by Professor Moran Anisman-Razin.

About our guest…

Dr. Moran Anisman-Razin, is an Associate Professor of Work and Organizational Psychology in the Department of Work and Employment Studies at the Kemmy Business School, University of Limerick. She is also a Visiting Research Scholar at the Behavioral Science and Policy Center, Social Science Research Institute at Duke University, USA and Faculty Affiliate at the Center for Innovative Leadership, Carey Business School, Johns Hopkins university.

Through her work, Moran explores questions of leadership in organizations and is particularly interested in examining leaders' perspectives and identities as shaping behavior, leader development, and exploring ways to make leadership development programs more evidence-based and rigorous.

The MIT Sloan Management Review article discussed in the interview - Leadership Development Is Failing Us. Here’s How to Fix It - is available here: https://sloanreview.mit.edu/article/leadership-development-is-failing-us-heres-how-to-fix-it/

A key article also referenced in the interview - Uncomfortable but Developmental: How Mindfulness Moderates the Impact of Negative Emotions on Learning - https://journals.aom.org/doi/abs/10.5465/amle.2023.0434

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In a forthcoming article now available, our guest today, Professor Stephen Courtright, along with co-authors tackle the question of the “beauty bias and leader emergence”. Or to put that into plain English: how important is physical attractiveness to leadership? While pop psychology might tell us one thing, what does the evidence actually tell us and why should we care?

About our guest…

Stephen Courtright is Professor of Management & Flip and Susan Flippen Endowed Chair and Founding Director of the Flippen Leadership Institute at Texas A&M University.

Stephen’s research focuses on organizational leadership, teamwork, and work-family dynamics, and has been published in a range of academic journals and has earned many international awards and been featured by outlets such as The Wall Street Journal, NPR, Forbes, Fox News, and Harvard Business Review.

The article discussed is available here:

• Courtright, S. H., Thurgood, G. R., Liao, H., Morgan, T. J., & Wang, J. (2025). The Beauty Bias and Leader Emergence: A Theoretical Integration, Extension, and Meta-Analysis. Journal of management, 01492063251330199.
• https://journals.sagepub.com/doi/abs/10.1177/01492063251330199

• You can follow Stephen’s work and that of the Flippen Leadership Institute on LinkedIn - https://www.linkedin.com/in/stephen-courtright-54776325/
• https://www.linkedin.com/company/flippen-leadership-institute/posts/?feedView=all

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Research has consistently found that maintaining a healthy balance between work and other areas of life often requires people to establish and maintain boundaries those various areas. Yet as humans we might also be curious or indeed nosy about the people we are working with or who might be working for us – if only just to find out a little bit more about them. But what actually is nosiness and when might that be perceived to have gone too far?

To explore the question of nosiness I am delighted to be joined by Professor Richard Currie.

About our guest…

Dr. Richard Currie is an Assistant Professor of Leadership and Workplace Psychology in the School of Hospitality Administration at Boston University.

Dr. Currie’s research interests center around work-related social stressors and the implications that employees’ responses to these stressors have on critical organizational knowledge management outcomes such as knowledge sharing and counterproductive knowledge hiding behaviors.

You can find out more about Richard’s work at these links:

• Google Scholar – https://scholar.google.com/citations?user=Qqxawt8AAAAJ&hl=en&oi=ao
• Boston University – https://www.bu.edu/hospitality/profile/richard-a-currie/
• LinkedIn – https://www.linkedin.com/in/racurrie/

Some of the articles discussed in the interview include the following:

• Currie, R. A., Achyldurdyyeva, J., Guchait, P., & Lee, J. (2024). For my eyes only: The effect of supervisor nosiness on knowledge sharing behavior among restaurant workers. International Journal of Hospitality Management, 120, 103770.
• https://www.sciencedirect.com/science/article/abs/pii/S0278431924000823?via%3Dihub
• Currie, R. A., & Ehrhart, M. G. (2025). Mind Your Own Business: Developing and Validating the Workplace Nosiness Scale. Journal of Business and Psychology, 1-24.
• https://link.springer.com/article/10.1007/s10869-025-10018-7

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