INDEX

Achor, Shawn, 75–80

affinity biases, 112–113, 135–136

Allen, David, 40

alumni networks, 51

Anderson, Rania H., 135–143

authenticity, at work, 5, 8–9, 35, 66, 157

Aversano, Lou, 130–131

Barsade, Sigal, 154–155

Barton, Kate, 116

belonging, fostering trust through, 33–38

benevolence-based trust, 53. See also trust

Bernstein, Amy, xiii, 3–15, 45–56, 97–110, 147–158

Bhasin, Pramod, 120–121

bias

affinity, 112–113, 135–136

in the workplace, 66

Black alumni associations, 73

Black men, workplace biases and, 66

Black women

emotional vulnerability of, 4, 9

inclusion and, 12–13

isolation of, 6

workplace biases and, 66

See also women of color

boss-employee friendships, 159–166

boundary-spanning relationships, 46–48, 54–55

bragging, about accomplishments, 91

Budhwar, Pawan, 159–166

Campbell, Elizabeth, 102

candor, psychological safety and, 19

Carboni, Inga, 45–56

Caulfield, Emily, xi–xvi

champions, outreach to, 71

Chow, Rosalind, 97–110

Clark, Dorie, 39–42, 81–85, 88, 91–92

collaborative efficiency, 49–50

color-blind policies, 35, 38

community service, 71–72

competence-based trust, 53. See also trust

Conferences for Women, 75–79

connections

between women, 123–128

maintaining professional, 87–93

prioritizing, 88–89

reactivating dormant, 70

shallow, 92

social, 77–80

staying in touch with, 89

strong, 46–47, 61–62

See also work relationships

consistency

in friendships, 178

in leaders, 29, 31–32

cosponsors, 103–104

Covid-19 pandemic, xi–xii, 18, 69

creativity, 6

Cross, Rob, 45, 49, 52

David, Susan, 168–171

differences

focusing on, 35–36

prioritizing, 113

dissent, psychological safety and, 19

diversity, equity, and inclusion

beliefs about, 10

benefits of, 33

dormant connections, reactivating, 70

Dutton, Jane, 4

Dweck, Carol, 59

Edmondson, Amy, 17–25

efficiency, collaborative, 49–50

“85 Broads,” 127–128

Ellevate Network, 127

emotional intelligence, 167–168

emotional vulnerability

of managers, 22–23

in men, 13–14

sisterhood and, 5–6

of women, 4, 7–8

work relationships and, 3, 178

empathy, 167–168

employee resource groups (ERGs), 73–74

empowerment, 4, 7

energizers, 52–54

ethics, of networking, 60–61

expertise, 28–29

fairness, 164–165

feedback, 114–115, 141, 162–163

female leader advantage, 102

female sponsors, 101–102, 123–128

Ferdman, Bernardo, 14–15

fixed mindset, 59

Folkman, Joseph, 27–32

Frei, Frances, 84

friendships. See work friendships

Fucci, Mike, 111

Gallo, Amy, xi–xvi, 3–15, 97–110, 167–175

gender discrimination, 123–128

Gielan, Michelle, 76

Gino, Francesca, 88–91

good judgment, as element of trust, 28–29. See also trust

Grant, Adam, 85

group networking, 72–73

growth mindset, 59

helpfulness, 90–91

Hewlett, Sylvia Ann, 119–122, 124, 129–133

Hispanic women. See Latina women; women of color

homogeny, 38

Howe, Steve, 115–116

hybrid workplace

challenges of managing, 20

psychological safety in, 17–25

strategies for managing, 21–25

work-life balance and, 19–20

Ibarra, Herminia, 57–63

identity-safe environments, 36

identity threats, 33–35

inclusion

fostering trust through, 33–38

See also diversity, equity, and inclusion

inclusive climate, 8–13

innovation, 6

invisibility conundrum, for professionals of color, 74

isolation, of professionals of color, 66

Jacoby-Senghor, Drew, 34

Jain-Link, Pooja, 111–117

Kennedy, Julia Taylor, 111–117

Kersey, Amanda, xiii

Knight, Rebecca, 87–93

Laker, Ben, 159–166

Latina women

emotional vulnerability of, 4, 9

inclusion and, 12–13

isolation of, 6

See also women of color

layoffs, 165

leaders

consistency in, 29

expertise of, 28–29

female, 102

good judgment of, 28–29

perpetuation of white male, 113, 124–125

trust in, 27–32

See also managers

learned helplessness, 40

learning communities, 70–71

Levine, Ben, 131

Livingston, Beth, 3–15

loneliness, at work, 154–155

loyalty, 120, 121

Malik, Ashish, 159–166

managers

benefits of protégés for, 129–133

consistency by, 164–165

creation of identity-safe environments by, 36

emotional vulnerability of, 22–23

work friendships and, 152–154, 159–166

See also leaders

Mayo, Anthony J., 65–74

McIntyre, Sian, 120

McKee, Annie, 168–171

McLain Smith, Diana, 40, 41

McNulty, Anne Welsh, 123–128

McNulty Institute for Women’s Leadership, 128

men

as advocates for women, 135–143

networking by, 52–53

relationships of, 50–51

shared sisterhood and, 14–15

as sponsors, 101–102, 135–143

mentorship, 51, 97, 98–99, 130, 135, 137, 140

#MeToo movement, 136

Morriss, Anne, 84

Mortensen, Mark, 17–25

multicultural approach to inclusion and belonging, 35–36

Nelson, Shasta, 177–181

network churn, 50–51

networking

benefits of, 57, 87–88

boundary spanning, 46–48, 54–55

challenges for women, 47–48

dread of, xiv

effective, 45–56

efficient, 48–50

energizers and, 52–54

gender differences in, 52–53

group, 72–73

innate talent for, 59

maintaining professional network, 87–93

misconceptions about, 57–63

perceptions about, among professionals of color, 67–68

remote, by people of color, 65–74

as self-serving and selfish, 60–61

through community service, 71–72

time management and, 81–85

as waste of time, 58

weak ties and, 61–62

women’s events, 75–80

nimbleness, 50–51

Opie, Tina, 3–15

Patel, Charmi, 159–166

people of color

invisibility conundrum for, 74

perceptions about networking of, 67–68

remote networking by, 65–74

workplace biases and, 66

workplace challenges for, 140

See also women of color

performance assessments, 141

personal identity, xiii

personal information

disclosure of, and psychological safety, 21–25

risks of sharing, 21

Pillemer, Julianna, 147–158

positive relationships, 28, 31

positivity, 52–53, 77, 178

professional identity, xiii

professional network

maintaining, 87–93

See also networking

professional relationships. See connections; work relationships

promotions, 77, 142

protégés

affinity biases and, 112–113, 135–136

becoming sponsor-worthy, 119–122

benefits of, for sponsors, 113–114, 129–133

benefits of sponsorship for, 129

characteristics of good, 131–132

feedback for, 141

finding, 132–133, 138

getting feedback from, 114–115

as legacy, 115–116

prioritizing difference in potential, 113

sponsor advocacy for, 140–143

stretch assignments for, 138–139, 141–142

See also sponsors; sponsorship

psychological safety

creating culture of, 21–25

definition of, 18

establishing and maintaining, 18–19

in hybrid workplace, 17–25

work-life balance and, 19–20

“Queen Bee” phenomenon, 124

Quora, 83

radical candor, 162–163

rapport building, 68

reflection, time for, 50

relationships

boundary-spanning, 46–48, 54–55

building across differences, 65–66

building through ERGs, 73–74

close, 61–62

diverse, 60

forming naturally, 59–60

gender differences in, 50–51

nurturing, 89

prioritizing, 88–89

sponsorship, 104–105

See also connections; work relationships

remote employee resource groups, 73–74

remote networking, by people of color, 65–74

remote work, 17–25. See also hybrid workplace

Roberts, Laura Morgan, 65–74

Rothbard, Nancy, 147–158

Rozanski, Horacio, 114–115

Ryan, Tim, 14

Scoble, Robert, 82–83

self-complexity, 155

self-promotion, 91

sexual harassment, 136

shared networks, 72–73

sisterhood

emotional vulnerability and, 5–6

shared, 4–15

as trust, 3–15

Slepian, Michael, 33–38

small talk, xiv

Smith, David G., 135–143

social capital, 66, 99, 101, 104

social connection, 77–80

social identity, 38

social media, 70–71, 90, 160, 164, 166

sponsors

acting like mentors, 111–117, 130

affinity biases and, 112–113, 135–136

benefits of protégés for, 113–114, 129–133

choosing, 103

cosponsors, 103–104

definition of, 97

female, 101–102, 123–128

finding, 99–101, 119–122

male, 101–102, 135–143

multiple, 105–106, 109

outreach to, 71

role of, 112, 136–137

thanking, 108–109

who leave company, 109–110

work of, 138–143

See also protégés; sponsorship

sponsorship, xiv–xv, 97–110

among women, 123–128

asking for, 99–101

benefits of, 113–117, 127, 129–133

building legacy through, 115–116

commitment to, 115–116

definition of, 97, 129

expressing gratitude for, 108–109

versus mentorship, 98–99, 130

questions about, 108–110

relationships, 104–105

risks of, 132

See also protégés; sponsors

stretch assignments, 138–139, 141–142

strong connections, 46–47, 61–62

support systems, for minorities, 36–37

talent, identifying, 138

time management, networking and, 81–85

Torres, Nicole, 3–15, 45–56, 97–110, 147–158

trust

benevolence-based, 53

building, for psychological safety, 21–25

building, with protégés, 114–115

competence-based, 53

fostering through inclusion and belonging, 33–38

in leaders, 27–32

regaining lost, 156–157

repairing broken, 39–42

sisterhood as, 3–15

three elements of, 27–32

Tyagarajan, Tiger, 120–121

Wagner, Jen, 114–115

weak ties, 61–62, 92

White, Laurie Dalton, 79

white men, emotional vulnerability in, 13–14

white women, inclusive climate and, 10, 12

whole selves, 8–9

women

emotional vulnerability in, 4, 7–8, 14

feedback for, 141

male sponsors of, 101–102

networking by, 47–48, 52–53

relationships of, 50–51

supporting each other, power of, 123–128

workplace challenges for, 140

Women Inspiration and Enterprise (WIE) networks, 128

women of color, 5–6

emotional vulnerability of, 7–9

inclusion and, 9–13

isolation of, 6, 8

workplace challenges for, 140

women’s networking events, 75–80

work friendships, 147–181

boss-employee, 159–166

challenges of, 150–151, 159–160

changing tone of, 170–171

conflicts in, 151–152, 155–156

emotionally draining, 167–175

hierarchical differences and, 152–154, 159–166

lack of, 154–155

maintaining, after departure, 177–181

power shifts in, 162–163

repairing, 156–157

rise in, 160

uniqueness of, 148–150

upsides of, 148–149, 151

working from home. See hybrid workplace; remote work

work-life balance, 19–20

workplace

authenticity in, 5, 8–9, 35, 66, 157

gender discrimination in, 123–128

hybrid, 17–25

improving diversity, inclusion, and equity in, 7

inclusive, 8–13

work relationships

making meaningful, xi–xvi

between men and women, 135–143

positive, 28, 31

repairing, 39–42, 156–157

trust and, 3–15

between women, 123–128

Zenger, Jack, 27–32