Frankel uses the term “Assertive Playing Field” to describe the workplace dynamics that define acceptable behaviors for employees, particularly for women and women of color. She explains that each workplace operates with its own set of unspoken rules, boundaries, and expectations that dictate how assertiveness, communication, and leadership are perceived. Women often find themselves on a narrower playing field than their male colleagues, requiring them to carefully navigate workplace norms to avoid being penalized for behaviors that might be rewarded in men. Frankel emphasizes that while women can push the edges of this field, they rarely have the power to redefine it entirely. Instead, she advises women to assess their workplace culture, identify the behavioral expectations of successful colleagues, and adjust their strategies accordingly. Frankel also acknowledges that these boundaries shift between industries, companies, and even different supervisors, meaning that what works in one environment may not translate to another. The assertive playing field concept underscores the need for women to balance authenticity with strategic adaptation to workplace norms.

“Nice Girl Syndrome” refers to the ingrained belief that being agreeable, accommodating, and conflict-averse leads to professional success. Frankel argues that many women, due to early social conditioning, internalize behaviors that prioritize likability over authority, often at the cost of career advancement.