Becky Reichard

Becky Reichard is an Associate Professor in the Division of Behavioral and Organizational Sciences at Claremont Graduate University where she directs LeAD Labs. She earned her doctorate in Management from the University of Nebraska–Lincoln, a M.S. in Industrial/Organizational psychology from Missouri State University, and a B.S. in psychology from Missouri Western State University where she was also inducted into the 2007 Athletic Hall of Fame for her NCAA D-II All-American women’s basketball career. Becky is an active member of the Academy of Management, Society of Industrial/Organizational Psychology, and is the past-chair of the scholarship group for the International Leadership Association. She is on the editorial board of Journal of Leadership and Organizational Studies and Leadership Quarterly. To date, Dr. Reichard has received $375k in grants and contracts including a visiting scholar position at the University of Cape Town.



Applied Work

Selected Publications

LeAD Labs


Dr. Reichard’s research focuses on leadership evaluation, assessment, and development and is characterized by research rigor and impact, application, and collaboration. Becky has published 25 journal articles and book chapters on these applied research topics including 7 with student co-authors. Her work has been published in top journals including The Leadership Quarterly, Academy of Management Learning & Education, Organizational Behavior and Human Decision Processes, Journal of Managerial Psychology, and Consulting Psychology Journal to just name a few. Working with the LeAD research lab, Dr. Reichard is currently examining the following research questions:

  1. How well are current organizational interventions aimed at developing leaders working? What are the characteristics of effective leader development interventions?
  2. What motivates individuals to improve their leadership? What makes one developmentally ready?
  3. What are the influential early life experiences that result in adult leader emergence and effectiveness?
  4. Based on extant knowledge of leader development theory and research, what are some effective leader development strategies that LeAD can contribute to organizations that need them the most?

For more information on the LeAD research lab, please visit the website.



Dr. Reichard’s courses focus on two major learning goals: (1) mastery of the theory and research in the domain of study and (2) an ability to apply that theory and research to real-world problems. Dr. Reichard has taught introductory psychology, organizational psychology, industrial psychology, motivation and peak performance, positive organizational psychology, mentoring, leadership seminar, practical meta-analysis, and gender issues in the workplace. At CGU, she is teaching the following courses:

  • Organizational Behavior
  • Directed research
  • Positive leadership
  • Training and Development
  • Leader development
  • Job design
  • Leadership assessment 

Applied Work

Dr. Reichard has conducted applied research in a variety of public and private sector organizations in the area of leadership evaluation, assessment, and development. As part of this applied work, Dr. Reichard has designed and implemented leadership assessments including developmental assessment centers, designed and facilitated leadership workshops both in-person and online, evaluating leadership programs, and conducted observations, interviews, and focus groups. The following are some of the organizations where Dr. Reichard has conducted applied work:

  • Research-based consultancies including LeAD Labs and ICF International formerly Caliber Associates
  • Undergraduate leadership programs including the Soaring with Eagles Foundation, Kansas State University School of Leadership Studies, Kravis Leadership Institute, National Leadership Symposium
  • Military leadership development at Army Research Institute Leader Development Research Unit
  • Non-profit organizations: Advancement Project, Boys & Girls Club, Boy Scouts, Bright Prospect, Childshare, City of Claremont, Claremont Community Foundation, Claremont United Church of Christ, Claremont University Consortium, County of Riverside, David & Margaret Youth and Family Services, Exceed, Family Service Association of Redlands, Getty Leadership Institute, Hope House, House of Ruth, Inland Valley Hope Partners, Inland Valley Humane Society, LA Care, MOCA, OPARC, Pomona Valley Workshop, Rancho Santa Ana Botanical Garden, Reach Out, Salem Christian Homes, San Manuel Band of Mission Indians, San Gabriel/Pomona Regional Center, SBC Global, Shoes that fit, Skirball Cultural Center, Trinity Youth Services, and the U.S. Army Reserve, Village Network Africa
  • For-profit organizations: Bovitz, GDL Imports, Three Solve, Valspar, Volt Boats

For more information on leader development opportunities for you or your organization, please visit the website.

Selected Publications * student co-author

Reichard, R.J., *Serrano, S.A., *Condren, M., *Wilder, N., *Dollwet, M., & *Wang, W. (in press). Engagement in cultural trigger events in the development of cultural competence. Academy of Management Learning & Education.

Reichard, R.J., *Dollwet, M., & Louw-Potgieter, J. (2014). Development of cross-cultural psychological capital and its relationship with cultural intelligence and ethnocentrism. Journal of Leadership and Organizational Studies, 21(2), 150-164.

*Dollwet, M. & Reichard, R.J. (2014). Assessing cross-cultural skills: Validation of a new measure of cross-cultural psychological capital. International Journal of Human Resource Management, 25(12), 1669-1696.

Reichard, R.J., Avey, J.A., Lopez, S.J., & *Dollwet, M. (2013). Having the will and finding the way: A review and meta-analysis of hope at work. Journal of Positive Psychology, 8(4), 292-304.

*Sweida, G.L. & Reichard, R.J. (2013) Why do so few women become high-growth entrepreneurs? Gender stereotyping effects on entrepreneurial self-efficacy and high-growth entrepreneurial intention. Journal of Small Business and Enterprise Development, 20(2), 296-313.

Reichard, R.J., *Serrano, S.A., & Wefald, A.J. (2012). Engaging followers at a distance: Leadership approaches that work. In Bligh, M.C., & Riggio, R. (Eds.). When Near is Far and Far is Near: Exploring Distance in Leader-Follower Relationships. New York: Taylor & Francis.

Reichard, R.J. & Johnson, S.J. (2011). Leader self-development as organizational strategy. The Leadership Quarterly, 22, 33-42.

Reichard, R.J., Riggio, R.E., Guerin, D.W., Oliver, P.H., Gottfried, A.W., & Gottfried, A.E. (2011). A longitudinal analysis of adolescent personality and intelligence and adult leader emergence and transformational leadership. The Leadership Quarterly, 22, 471-481.

*Serrano, S.A., & Reichard, R.J. (2011). Leadership strategies for an engaged workforce. Consulting Psychology Journal: Practice and Research, 63(3), 176-189.

Avey, J.B., Reichard, R.J., & Luthans, F., & Mhatre, K. (2011). A review, synthesis and meta-analysis of positive psychological capital. Human Resource Development Journal, 22(2), 127-152.

Wefald, A.J., Reichard, R.J., *Serrano, S. (2011). Fitting engagement into a nomological network: The relationship of engagement to leadership and personality. Journal of Leadership and Organizational Studies, 18(4), 522-537.

Gottfried, A.E., Gottfried, A.W., Reichard, R.J., Guerin, D.W., Oliver, P.H., & Riggio, R.E. (2011). Motivational roots of leadership: A longitudinal study from childhood through adulthood. The Leadership Quarterly, 22, 510-519.

Murphy, S.E., & Reichard, R.J. (2011). Early development and leadership: Building the next generation of leaders. (edited book). Applied psychology series. New York: Taylor and Francis.

Reichard, R.J. & Paik, S.J. (2011). Developing the next generation of leaders: Research, policy, and practice. In S.E. Murphy & R.J. Reichard (Eds.), Early development and leadership: Building the next generation of leaders (pg. 309-328). New York: Taylor and Francis.

Avolio, B.J., Reichard, R.J., Hannah, S., Walumbwa, F.O., & Chan, A. (2009). A meta-analytic review of leadership impact research: Experimental and quasi-experimental studies. The Leadership Quarterly, 20, 764-784.

Johnson, S.J., Murphy, S.E, Zewdie, S., & Reichard, R.J. (2008). The strong, sensitive type: Effects of gender stereotypes and leadership prototypes on the evaluation of male and female leaders. Organizational Behavior and Human Decision Processes, 1(6), 39-60. [Top 10 article of 2011]

Riggio, R. E. & Reichard, R. J. (2008). The emotional and social intelligence of effective leadership. Journal of Managerial Psychology, 23(2), 169-185. [Top 20 article by immediacy and Top 20 article of 2009 and Top 20 article of 2008]

Reichard, R.J. & Riggio, R. E. (2008). An interactive, process model of emotions and leadership. Cary Cooper & Neal Ashkanasy (Eds). Research companion to emotion in organizations. Edward Elgar.

Reichard, R. J. & Avolio, B. J. (2005). Where are we? The status of leadership intervention research: A meta-analytic summary. In W.L. Gardner, B.J. Avolio, & F.O. Walumbwa (Eds.) Authentic leadership and practice: Origins, effects, and development (pp. 203-223). Amsterdam: Elsevier.