#1 INTERNATIONAL BESTSELLER • “A landmark manifesto" (The New York Times) that's a revelatory, inspiring call to action and a blueprint for individual growth that will empower women around the world to achieve their full potential. In her famed TED talk, Sheryl Sandberg described how women unintentionally hold themselves back in their careers. Her talk, which has been viewed more than eleven million times, encouraged women to “sit at the table,” seek challenges, take risks, and pursue their goals with gusto. Lean In continues that conversation, combining personal anecdotes, hard data, and compelling research to change the conversation from what women can’t do to what they can. Sandberg, COO of Meta (previously called Facebook) from 2008-2022, provides practical advice on negotiation techniques, mentorship, and building a satisfying career. She describes specific steps women can take to combine professional achievement with personal fulfillment, and demonstrates how men can benefit by supporting women both in the workplace and at home.

This book provides research-based evidence within the Competing Values Framework to examine women's leadership styles, demonstrate their suitability for senior management positions, and show how employers must embrace women in leadership roles in order for their companies to be diversified and globalized. There is abundant proof that women in senior positions can make boardrooms "smarter" and companies more successful. And with a mastery of transformational and transactional roles, women possess a far larger behavioral repertoire to deal with stress than men—an advantage in any crisis situation. Even so, the glass ceiling still exists. Developing Women Leaders in Corporate America: Balancing Competing Demands, Transcending Traditional Boundaries focuses on the research-based Competing Values Framework (CVF), an organizing schema that enables leaders to assess empirically personal strengths and weaknesses, and analyze and manage organizational situations. Each chapter showcases concrete evidence of women's ability to succeed at the top levels of management and their skills that add value to employers, and then utilizes CVF to pinpoint specific challenges for women leaders and identify practical strategies for success. This book will enable women leaders and managers, employers, company executives, leadership development consultants, business educators, HR directors, and trainers to reduce stereotyping associated with women in male-populated careers. The author also explains why women, more than men, possess characteristics that help ensure success in international assignments.

The Fifth Edition of Faces of Diversity (Women Leaders in Corporate America: Perception of Self and Others) offers questions for discussion to encourage Women leaders, minority and non-minority, in Corporate America to take a closer look at their leadership role with respect to race and gender, and how their unique position with its challenges may interfere with healthy work relationships and productivity. This book also revisits the study on "Women Leaders: Perception of deviance within the workplace," which is presented in the first, second, and third editions.

A mother-daughter legal scholar team “offers unabashedly straightforward advice in a how-to primer for ambitious women . . . [A]ttention-grabbing revelations” (Debora L. Spar, The New York Times Book Review) What Works for Women at Work is a comprehensive and insightful guide for mastering office politics as a woman. Authored by Joan C. Williams, one of the nation’s most-cited experts on women and work, and her daughter, Rachel Dempsey, this unique book offers a multi-generational perspective into the realities of today’s workplace. Often women receive messages that they have only themselves to blame for failing to get ahead. What Works for Women at Work tells women it’s not their fault. Based on interviews with 127 successful working women, over half of them women of color, What Works for Women at Work presents a toolkit for getting ahead in today’s workplace. Distilling over thirty-five years of research, Williams and Dempsey offer four crisp patterns that affect working women. Each represents different challenges and requires different strategies—which is why women need to be savvier than men to survive and thrive in high-powered careers. Williams and Dempsey’s analysis of working women is nuanced and in-depth, going beyond the traditional one-size-fits-all approaches of most career guides for women. Throughout the book, they weave real-life anecdotes from the women they interviewed, along with advice on dealing with difficult situations such as sexual harassment. An essential resource for any working woman. “Many steps beyond Lean In (2013), Sheryl Sandberg’s prescription for getting ahead . . . .[F]illed with street-smart advice and plain old savvy about the way life works in corporate America.” —Booklist, starred review) “A playbook on how to transcend and triumph.” —O, The Oprah Magazine

The Leader-Member Exchange (LMX) model of leadership has shown that effective leader-follower relationships predict employee well-being and performance. Less research, however, addressed how diversity variables may affect the development of leader-member exchange and outcomes. This book moves the field forward by addressing the 21st century challenges of how diversity may impact the development of effective working relationships. Key trends in the workforce suggest that the impact of diverse employees will challenge a leader’s ability to develop effective working relationships with all direct reports. New frameworks are needed to understand how various groups such as women, Hispanics, African Americans, Millennials, LGBTQ, and persons with Autism Spectrum Disorder develop effective working relationships with their supervisors This edited volume will bring together the top scholars in the field to address these segments of the workforce and offer practical advice for managers. This book will be used in college undergraduate and/or graduate level leadership classes. It might also be adopted for courses in managing diversity. Scholars will find the book a useful reference work. In addition, practicing managers will be interested in the implications of developing effective working relationships in diverse leader-member dyads.

This book takes you on a very different journey to wine country, inviting you to enjoy the remarkable stories of twenty dynamic women in the world of wine. These women share their lives, wine tips, pairings, and most important, enthusiasm for wine while imparting their rich life lessons and wine expertise—a wonderful way to share your love for wine with the enterprising women who help bring it to your table.

This book provides research-based evidence within the Competing Values Framework to examine women's leadership styles, demonstrate their suitability for senior management positions, and show how employers must embrace women in leadership roles in order for their companies to be diversified and globalized. There is abundant proof that women in senior positions can make boardrooms "smarter" and companies more successful. And with a mastery of transformational and transactional roles, women possess a far larger behavioral repertoire to deal with stress than men—an advantage in any crisis situation. Even so, the glass ceiling still exists. Developing Women Leaders in Corporate America: Balancing Competing Demands, Transcending Traditional Boundaries focuses on the research-based Competing Values Framework (CVF), an organizing schema that enables leaders to assess empirically personal strengths and weaknesses, and analyze and manage organizational situations. Each chapter showcases concrete evidence of women's ability to succeed at the top levels of management and their skills that add value to employers, and then utilizes CVF to pinpoint specific challenges for women leaders and identify practical strategies for success. This book will enable women leaders and managers, employers, company executives, leadership development consultants, business educators, HR directors, and trainers to reduce stereotyping associated with women in male-populated careers. The author also explains why women, more than men, possess characteristics that help ensure success in international assignments.