What if the thing holding you back at work is not your performance, but whether people like you enough to give you power? This episode breaks down the likability bias, why women are so often judged on personality instead of results, and how to become a likeable badass without shrinking, softening, or apologizing for your ambition. Laurelle, Jo, and Nina kick off with a surprisingly revealing ChatGPT experiment that turns into a sharp conversation about how ambition, competence, and likability get rewarded differently in the workplace. From being labeled "aggressive" for the same behaviour men are praised for, to the hidden cost of getting feedback that starts with "she's brilliant, but...", the trio unpacks how bias shows up in meetings, performance reviews, promotions, and everyday leadership dynamics.You'll discover: Why likability and performance are not treated equally, especially for womenHow status and power are different, and why both matter if you want influenceThe subtle ways feedback on personality can shape your career pathHow body language, eye contact, posture, and even your facial expression affect how you're perceivedWhat the book Likable Badass gets right about being warm, direct, authoritative, and respected at the same timeJo shares how her career taught her to bring bravado into rooms where she was often the only woman or the youngest person present. Nina explains how she uses genuine human connection to disarm tension and build trust. Laurelle reflects on wanting to be liked for reasons that actually matter i.e. consistency, credibility, and support, not for being warm and fuzzy. Together, they get honest about the tradeoffs of being the person who tells the hard truth. This conversation matters because if you do not understand how likability bias works, you can do everything "right" and still get passed over, misread, or stuck with the wrong kind of feedback. But if you can read the room, build status, and stay authentic while doing it, you can lead with more confidence and less second-guessing. Essential listening if you've ever been told to "bring people along," "soften your delivery," or "be more executive" without anyone explaining what that actually means. This one will make you rethink the feedback you've received and maybe even the feedback (and face) you're giving.
