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Related Concept Videos

Strategies of Self-Presentation I: Strategic Self-Presentation01:12

Strategies of Self-Presentation I: Strategic Self-Presentation

Strategic self-presentation refers to individuals' intentional efforts to influence how others perceive them. This process is employed in various social and professional settings, such as job interviews, dating, politics, and legal contexts, where individuals seek to shape impressions to gain social or material advantages. While people generally present themselves in ways that align with their authentic characteristics, external factors, such as cognitive load, can hinder their ability to...
Impression Management Techniques II: Ingratiation01:29

Impression Management Techniques II: Ingratiation

Ingratiation refers to deliberate behaviors aimed at increasing one’s attractiveness or likability to a target person, often for strategic interpersonal or social gain. This set of impression management tactics is especially prevalent in hierarchical contexts, where influencing someone with greater power or authority can yield significant benefits. Several distinct ingratiation strategies have been identified, each leveraging psychological cues to foster favor and affiliation.Opinion...
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Desirable Characteristics in Others01:26

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Various factors, including the type of relationship, gender, and duration of the relationship, influence the perception of desirable characteristics in others. While certain traits such as trustworthiness, cooperativeness, agreeableness, and extraversion are universally valued across all relationships, other characteristics are context-dependent and gain prominence based on specific relational dynamics.Universal and Context-Dependent TraitsTrustworthiness and cooperativeness are fundamental...
Confirmation Biases01:31

Confirmation Biases

The confirmation bias is the tendency to focus on information that confirms our existing beliefs and ignore information that is inconsistent with our expectations. For example, if you think that your professor is not very nice, you notice all of the instances of rude behavior exhibited by the professor while ignoring the countless pleasant interactions he is involved in on a daily basis. Have you ever fallen prey to the confirmation bias, either as the source or target of such bias?
Managing Impressions01:19

Managing Impressions

Impression management encompasses individuals' deliberate efforts to shape how others perceive them during social interactions. This behavior is often employed to conform to social norms, secure approval, or pursue specific goals. While it involves selective self-presentation, it is not necessarily deceptive; individuals frequently present authentic aspects of themselves that align with situational demands.Common strategies include:Ingratiation: where individuals use flattery or agreeableness...

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Related Experiment Video

Updated: Jun 7, 2026

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling
06:04

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling

Published on: January 17, 2025

Six essentials for managing internal candidates.

Lynn R Olman1, Kathryn S Sugerman

  • 1Spencer Stuart Healthcare Sevices and Education, Chicago, USA. lolman@spencerstuart.com

Trustee : the Journal for Hospital Governing Boards
|October 23, 2010
PubMed
Summary
This summary is machine-generated.

Internal candidates require special considerations for leadership roles. Addressing these unique factors is crucial for successful internal promotions and succession planning.

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Last Updated: Jun 7, 2026

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling
06:04

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling

Published on: January 17, 2025

Area of Science:

  • Organizational Psychology
  • Human Resource Management

Background:

  • Internal candidates for leadership positions present unique advantages and challenges.
  • Traditional promotion processes may not adequately address the specific needs of internal leadership development.

Purpose of the Study:

  • To highlight the special considerations necessary for internal candidates seeking leadership positions.
  • To provide a framework for organizations to better manage internal leadership transitions.

Main Methods:

  • Literature review on internal recruitment and leadership development.
  • Analysis of case studies on successful and unsuccessful internal promotions.

Main Results:

  • Internal candidates often possess strong organizational knowledge but may lack external perspectives.
  • Performance in current roles does not always predict success in leadership positions.
  • Mentorship and targeted development are critical for internal leadership success.

Conclusions:

  • Organizations must implement tailored strategies to support internal leadership candidates.
  • Specialized onboarding and development plans are essential for maximizing the potential of internal hires into leadership roles.