{"product_id":"likeable-badass-isbn-9780593468982","title":"Likeable Badass","description":"\u003cb\u003eNATIONAL BESTSELLER • Behavioral scientist Alison Fragale offers powerful new insights and a practical playbook for women to advance in any workplace, full of tips, tricks, and strategies to help secure that elusive corner office.\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003eOver decades of research, speaking engagements, and mentorship, psychologist and professor Alison Fragale encountered recurring questions from high powered and early career women alike: How do women thread the needle of kindness and competence in the workplace? How can women earn credit for their accomplishments, negotiate better, and navigate complex office politics without losing the goodwill of their peers?\u003cbr\u003e\u003cbr\u003eFragale investigated and determined that many women's workplace issues boil down to what psychologists call status: the perception of them by others. No amount of power-- no degree, title, or paycheck-- will raise a woman's workplace stature unless it also affects how others see her. Acknowledging this roadblock, Fragale pulls back the curtain on how we can change how others see us by developing our standing as a \"likeable badass.\" By cultivating perceptions of warmth and assertiveness, women can achieve the kind of reputation that leads to a seat at the table and a fulfilling career path.\u003cbr\u003e\u003cbr\u003e\u003ci\u003eLikeable Badass\u003c\/i\u003e is equal parts behavioral science and life hacks, weaving together rigorous research with actionable advice and impactful stories from a diverse array of women. This is a warm, heartening book written for women, their allies, and anyone who struggles to rise, and wants evidence-based, practical strategies for success, served with a side of inspiration and humor.“The ultimate guide for women to achieve their goals. Drawing on her brilliant research and extensive experience, Alison Fragale reveals how to overcome the tradeoff between likeability and competence. But it’s not just for women—it’s a must-read for anyone who wants to be a better colleague, mentor, parent, or partner to half the population.” \u003cb\u003e--Adam Grant, #1 \u003ci\u003eNew York Times \u003c\/i\u003ebestselling author of \u003ci\u003eHidden Potential\u003c\/i\u003e and \u003ci\u003eThink Again\u003c\/i\u003e, and host of the TED podcast WorkLife\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"In \u003ci\u003eLikeable Badass, \u003c\/i\u003eAlison Fragale dives deep into the science behind gender bias and stereotypes — and how we can challenge them. With warmth, humor, and powerful personal stories, she provides women with actionable advice for achieving greater success in the workplace.\" \u003cb\u003e—Sheryl Sandberg, \u003ci\u003eNew York Times \u003c\/i\u003ebestselling author of \u003ci\u003eLean In\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"Alison Fragale is doing something different . . . Fragale’s book is for anyone who wants to know the secrets of getting ahead — or just going through life at your own pace — without being a self-promoter or a hard-ass: someone who no one respects or likes. She comes across as a thoroughly likeable badass herself — this is a genuinely original and useful book.\" \u003cb\u003e\u003ci\u003e--The Financial Times\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"\u003ci\u003eLikeable Badass\u003c\/i\u003e . . . is for any person who wants to thrive at work\" \u003cb\u003e--\u003ci\u003eForbes\u003c\/i\u003e\u003cbr\u003e\u003c\/b\u003e\u003cbr\u003e\"In her deeply-researched and business-savvy book, Fragale shatters the conventional wisdom about power, status, and the path to professional success. Her strategies for gaining advocates are brilliant — and her blueprint for strategic self-promotion will have you rereading this invaluable guide over and over.”\u003cb\u003e --Daniel H. Pink, #1 \u003ci\u003eNew York Times\u003c\/i\u003e bestselling author of \u003ci\u003eThe Power of Regret\u003c\/i\u003e, \u003ci\u003eDrive\u003c\/i\u003e, and \u003ci\u003eTo Sell Is Human\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"Insightful and practical! Alison Fragale provides an important and urgently-needed look at how women are denied status and power in the workplace, and the evidence-based strategies that can help change this reality.\" \u003cb\u003e-Cal Newport, \u003ci\u003eNew York Times\u003c\/i\u003e bestselling author of \u003ci\u003eSlow Productivity\u003c\/i\u003e and \u003ci\u003eDeep Work\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"Too many women feel trapped in the competence-likeability catch-22. \u003ci\u003eLikeable Badass\u003c\/i\u003e will help you break free of that nonsense, do the best work of your life, and build the best relationships of your career.\" \u003cb\u003e--Kim Scott, \u003ci\u003eNew York Times \u003c\/i\u003ebestselling author of \u003ci\u003eRadical Candor\u003c\/i\u003e and \u003ci\u003eRadical Respect\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"Such an important book! By focusing on status and respect, Fragale changes women’s perception of power. Backed up by years of scientific research, she shows how to play to our strengths to get what we so deserve.\" \u003cb\u003e—Katty Kay, \u003ci\u003eNew York Times \u003c\/i\u003ebestselling co-author of \u003ci\u003eThe Confidence Code\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"Alison Fragale hits it out of the park with this deeply practical, science-backed read, full of easy-to-implement strategies to increase your status, power, and influence. I loved this book!\" \u003cb\u003e--Annie Duke, bestselling author of \u003ci\u003eThinking in Bets\u003c\/i\u003e and \u003ci\u003eQuit\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"Business professor, coach, and adviser Fragale hits the mark. . . . By listening and learning, Fragale convinces us, we can achieve conscious excellence\" \u003cb\u003e--\u003ci\u003eBooklist\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"A must-read for every woman seeking to thrive. With clarity and wit, Fragale provides incisive insights and incredibly practical advice that will help women tackle the challenges they face. Filled with 'a-ha' moments, \u003ci\u003eLikeable Badass\u003c\/i\u003e equips women with tools to navigate biases and emerge empowered, at any stage of life.\" \u003cb\u003e--Amy Gallo, cohost of HBR’s Women at Work podcast and author of \u003ci\u003eGetting Along: How to Work with Anyone (Even Difficult People)\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e“Before I had even finished reading \u003ci\u003eLikeable Badass\u003c\/i\u003e, I had already put my learnings to work three times. Talk about an ROI! Entertaining, actionable, and eye-opening. One of the most personally transformative behavioral science books I have ever read.\" \u003cb\u003e—Dolly Chugh, author of \u003ci\u003eA More Just Future\u003c\/i\u003e and \u003ci\u003eThe Person You Mean to Be\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e“Essential reading for every woman who aspires to make a difference. \u003ci\u003eLikeable Badass\u003c\/i\u003e shows us how to cultivate our unique capacity and power to drive the change we want to see in the world.” \u003cb\u003e--Ai-jen Poo, Executive Director of Caring Across Generations and President of the National Domestic Workers Alliance\u003c\/b\u003eALISON FRAGALE is the Mary Farley Ames Lee Distinguished Scholar of Organizational Behavior at the Kenan-Flagler Business School at the University of North Carolina Chapel Hill. Her scholarship has been published in the most prestigious academic journals in her field, and featured in prominent media outlets such as \u003ci\u003eThe Wall Street Journal\u003c\/i\u003e, \u003ci\u003eThe Washington Post\u003c\/i\u003e, \u003ci\u003eFinancial Times\u003c\/i\u003e, \u003ci\u003eBoston Globe\u003c\/i\u003e, and \u003ci\u003eInc.\u003c\/i\u003e A sought-after keynote speaker, she lives in Chicago with her family.\u003cb\u003eChapter 1\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\u003cb\u003eLadies, We Have a Status Problem\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\"We want it to be solution-­focused.”\u003cbr\u003e\u003cbr\u003eUntil I heard those six words, I was only half listen­ing. This was pre-­Zoom, back when all meetings were in ­person. I couldn’t multitask by internet shopping, so I was taking a mental inventory of the dinner options in my refrigerator. My business school colleagues were talking with representatives of a national bank about a leadership program for the bank’s up-­and-­comers. I was one of the faculty scheduled to teach in the program, and my role in this meeting was limited: I introduced myself, cracked a joke to reassure the client that I had the stage presence to handle their hard-­charging, type-­A, take-­no-­prisoners audience, nodded as my colleagues spoke, and waited to see if anyone had questions about my session. I’ve taken this type of meeting countless times over the years: Sit, nod, joke, repeat.\u003cbr\u003e\u003cbr\u003eThen came the sentence that snapped me back to attention. Solution-­focused? It was a line I had never heard cross a client’s lips. In most ways, this leadership program was the same as many others that had come before it. But in one very important way, it was a first—­this leadership program was solely for \u003ci\u003ewomen.\u003c\/i\u003e Until that point in my career, I would occasionally work with a corporate audience that was 50 percent women, but just as often I was the only woman in the room. Rare was the client that had enough women to fill a room and was invested enough in their development to create a program just for them.\u003cbr\u003e\u003cbr\u003e“Solution” struck me because it implied that these women had a problem. I was equally struck that I immediately understood what they meant. They didn’t want me to gather these top-­performing women so they could complain about how difficult it was working in the “old boys’ club” of financial services. Rather, they wanted me to offer specific, practical advice about “succeeding while female.” Still, their tone was defeatist, as if they were asking for solutions they didn’t think existed. Surely, women’s problems were so numerous, so enduring, and so rooted in systemic bias, they seemed to be saying, there was little I could do to solve them in three hours. Despite investing significant time and money developing this program, I got the sense they didn’t think it could deliver results.\u003cbr\u003e\u003cbr\u003eAt this point, I spoke up. Yes, women play an unfair game, I said, and they probably always will. But that doesn’t mean they can’t win. They can, and I was just the person to show them how.\u003cbr\u003e\u003cbr\u003e\u003cb\u003eIt’s Time to Change the Game\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003eI love nothing more than translating the science of my field—­organizational psychology—­into actionable advice that helps people, especially women, live and work better. Although it feels like women face a million sources of disadvantage relative to men, they face only two: a lack of \u003ci\u003epower\u003c\/i\u003e and a lack of \u003ci\u003estatus.\u003c\/i\u003e These are big challenges, no doubt. But, having studied power and status for over twenty years, I assure you that women can triumph in the face of these problems—­if we focus on the right one. Spoiler alert: It’s not the one you think it is.\u003cbr\u003e\u003cbr\u003eYour \u003ci\u003epower\u003c\/i\u003e is your control over resources—­like money, authority, and a seat at the table where decisions are made. Despite decades of attention to closing the gaps, women continue to lag men on all these dimensions. I could cite depressing power statistics for days, but here are a few of my favorites:\u003cbr\u003e\u003cbr\u003eAt the current rate of progress, the global gender pay gap will persist for 169 more years, even though women in many countries are more educated than their male peers and are consistently rated as equal or better leaders.\u003cbr\u003e\u003cbr\u003eWhen transgender people transition from male to female, their pay drops about one-­third. In contrast, those who transition from female to male continue to earn as much or more after transition as they did before.\u003cbr\u003e\u003cbr\u003eWomen are significantly less likely than men to be promoted from entry-­level to first-­time manager, a finding known as the “broken rung.” For every 100 men promoted to manager in 2023, only 87 women were promoted. For Black women, that number dropped to 54 promotions per 100 male counterparts.\u003cbr\u003e\u003cbr\u003eYour \u003ci\u003estatus,\u003c\/i\u003e on the other hand, is the way others see you—­specifically, how much you’re respected, admired, and valued. Women are disadvantaged here, too. We are disproportionately denied opportunities to have our ideas and contributions presented, acknowledged, and rewarded. Take interruptions, as just one example. When you’re interrupted, you’re literally silenced. Interruptions deny the speaker an opportunity for influence and are a subtle, important way that we communicate how much we value others’ contributions. When Tonja Jacobi and Dylan Schweers studied eleven years of conversations in a nine-­person workgroup, they found that the women were disproportionately silenced. A quarter of the group members were women, and they did 25 percent of the talking, but accounted for a third of the interruptions. Only three individuals in the group were interrupted more than a hundred times, and all three were women. What makes these findings particularly noteworthy is the prestige of the specific workgroup in question: the United States Supreme Court. Despite their credentials and objective success, Justices Ruth Bader Ginsburg, Sonia Sotomayor, and Elena Kagan were all interrupted significantly more than their male colleagues. As the brilliant Stanford sociologist Cecilia Ridgeway eloquently stated, even “powerful women are disadvantaged by gender status beliefs compared to their . . . powerful male peers.” And women’s status woes aren’t limited to losing the mic. When we’re not fending off microaggressions, we’re hepeated, mansplained, undervalued, and overlooked: all ways the status problem rears its ugly head.\u003cbr\u003e\u003cbr\u003eWe need to solve both problems, of course. Power and status are two of only a few “fundamental human needs.” Like our needs for social interaction and intellectual challenge, our desires to “have control” and “be respected” are universal motivators that drive us and define our quality of life. When our aspirations for power and status are thwarted, the negative consequences are far-­reaching, impacting everything from our mental health to our reproductive success. Both physically and psychologically, lacking control and feeling disrespected are just as damaging as living a life without friends.\u003cbr\u003e\u003cbr\u003eDespite their equal importance to our life satisfaction, however, there’s one glaring difference between them. Both as individuals and as a society, we have primarily focused—­perhaps overfocused—­on increasing women’s power, while neglecting their status.\u003cbr\u003e\u003cbr\u003eIn their groundbreaking book \u003ci\u003eThe Power Code,\u003c\/i\u003e acclaimed journalists Katty Kay and Claire Shipman acknowledge the importance of status for women, but astutely label it one of \u003ci\u003e“power’s underrated cousins.”\u003c\/i\u003e We see evidence of this everywhere we turn. I chuckled when this post from digital health strategist Lauren Howard crossed my LinkedIn feed:\u003cbr\u003e\u003cbr\u003e\u003cb\u003eWomen really only want three things:\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e1.Equal pay.\u003cbr\u003e\u003cbr\u003e2.Respect.\u003cbr\u003e\u003cbr\u003e3.Pockets.\u003cbr\u003e\u003cbr\u003eI agreed with the general sentiment but found the order telling. Although they both make the cut, power is #1 and status is #2.*\u003cbr\u003e\u003cbr\u003eI get the logic: Respect and regard are nice to have, but they don’t pay the bills. Like mine, I’m sure your daily to-­do list is never-­ending and when you know you can’t accomplish everything, you triage your efforts to achieve your top priorities. We’ve traditionally made the same calculation with power and status. Forget respect, just pay me (and promote me while you’re at it).\u003cbr\u003e\u003cbr\u003e\u003cbr\u003eConsider the advice published by two of the most influential sources for personal and professional wisdom today: \u003ci\u003eHarvard Business Review\u003c\/i\u003e and TED. I searched both for power and status content related to women or gender and the results were stark. In every format, we devote significantly more attention to power than status:\u003cbr\u003e\u003cbr\u003e\u003cb\u003esearch terms\u003c\/b\u003e\u003cbr\u003e\u003cbr\u003e\u003cb\u003eWomen\/Gender and Power\u003c\/b\u003e\u003cbr\u003e\u003cb\u003eWomen\/Gender and Respect\/Status\u003c\/b\u003e\u003cbr\u003e\u003cb\u003e\u003ci\u003eHarvard Business Review\u003c\/i\u003e\u003c\/b\u003e\u003cbr\u003eBook\u003cbr\u003e43\u003cbr\u003e3\u003cbr\u003eCase Study\u003cbr\u003e158\u003cbr\u003e44\u003cbr\u003eDigital Article\u003cbr\u003e118\u003cbr\u003e66\u003cbr\u003eMagazine Article\u003cbr\u003e41\u003cbr\u003e6\u003cbr\u003eMagazine Issue\u003cbr\u003e12\u003cbr\u003e0\u003cbr\u003e\u003cb\u003eTED\u003c\/b\u003e\u003cbr\u003eTalks\u003cbr\u003e608\u003cbr\u003e388\u003cbr\u003ePlaylists\u003cbr\u003e14\u003cbr\u003e3\u003cbr\u003eBlog Posts\u003cbr\u003e397\u003cbr\u003e226\u003cbr\u003eTEDx Events\u003cbr\u003e144\u003cbr\u003e55\u003cbr\u003e\u003cbr\u003e\u003cbr\u003e* For what it’s worth, I also think “comfortable shoes” deserves to be on the list.\u003cbr\u003e\u003cbr\u003eWe keep the focus on power in other ways as well, such as acknowledging annual milestones like “equal pay day,” the day into the current calendar year that the average woman must work to earn what the average man earned the year before. And many organizations have been created to increase women’s power in the workforce. For example, 81cents, a nonprofit founded by Jordan Sale, matches women with expert volunteer coaches to help them negotiate their job offers, and First Women’s Bank in Chicago was created to address the gender disparity in business funding, with a mission to get more capital into the hands of female entrepreneurs. Many volunteers lend their time and talent to supporting these organizations, including me; I sit on the advisory board of First Women’s Bank. In contrast, I know of no organizations created with the mission of helping women get more respect, and no holidays to bring global awareness to the issue.\u003cbr\u003e\u003cbr\u003eThe problem with this “power first, status second” mentality is that it contradicts the science. Research shows that power is awarded \u003ci\u003ebased on\u003c\/i\u003e status. Technically, you can obtain power by force, but few among us are dictators. If a person has power, it’s almost always because someone else has given it to them—­the title, the authority, the budget, the autonomy, the paycheck. If you were going to grant someone control over you, perhaps by accepting a job as their subordinate or electing them to be the captain of your sports team or the president of your neighborhood association, what kind of person would you pick? You would pick someone you \u003ci\u003erespected,\u003c\/i\u003e someone you \u003ci\u003eadmired,\u003c\/i\u003e someone you thought would use their power responsibly and for good. That is, you would pick someone you judged to have high \u003ci\u003estatus.\u003c\/i\u003e When we look at the research, we see evidence that this is what everyone does. In short, \u003ci\u003eresources follow respect.\u003c\/i\u003e\u003cbr\u003e\u003cbr\u003eWhen we bring status into the equation, women’s long-­standing struggles to achieve the power they deserve, while still infuriating, start to make sense.","brand":"Vintage","offers":[{"title":"Default Title","offer_id":48233334472933,"sku":"NP9780593468982","price":18.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9780593468982.jpg?v=1767731479","url":"https:\/\/k12savings.com\/es\/products\/likeable-badass-isbn-9780593468982","provider":"K12savings","version":"1.0","type":"link"}