For so long, we’ve defined success as money, power, a cool title, a rise to the C-Suite. It shapes our identity. But lately there seems to be a cultural shift. While there are certainly those who glorify this traditional definition (and in my opinion it is outdated), we are now seeing more people embracing (even celebrating) this new take on what it means to be successful.
Don’t get me wrong, there are still plenty of people who want to follow the typical path to the C-Suite, and we’re still seeing few women and people of color represented at that level. And yes, there are a lot of messages out there that aren’t so clear that if a woman doesn’t have “top of the ladder” ambitions, she’s not doing enough.
What if we started to change that narrative? What if we celebrate those whose ambitions fall somewhere else? For some, job security is enough. There is a stigma attached to middle management, but for some, it represents a level of responsibility and achievement that matches the balance they seek between work and life. And there are many good things to say about Power Middle.
We talk about Power Middle in Luminary, and why it affects them. Who do C-Suite executives trust to understand the feelings of their employees and the health of their clients’ businesses? Even the most visionary and strategic leader cannot create that vision and strategy without information. And Power Middle that holds all the necessary information. Leaders are there to help identify trends and guide decision-making, but they can’t do anything without the information and performance that comes from the larger workforce, which is more than 50% female.
Courtesy of Luminary
The truth is, not every woman, or man, wants to climb the corporate ladder to the top. However, they still want opportunities, to expand their networks and skills, and to continue to grow in their roles. Just because they don’t want to end up in the C-Suite doesn’t mean we shouldn’t continue to invest in them. Success can be different for everyone, and we should respect that. But why is it different for women?
Late in my finance career, I have taken on new roles in new organizations and on business trips visiting clients and meeting with the team on the ground. I always find it important to do as many one-to-one conversations as possible with our bankers to understand the client’s advice and the challenges they face in their role, but also their career aspirations, and how they see their performance. Since I am relatively new in the firm, I really wanted to know what is driving the performance or lack thereof. In one of those meetings, I asked the banker what he felt, and his answer was simple: “I’m not going to give you a grand slam, but I’m going to give you a consistent double.”
He continued, “I’m a good player. I’m consistent. I don’t necessarily want to be a manager, I don’t move from my place, and I like what I’m doing. But I want to continue to develop, I want to earn more money, and I want recognized with new opportunities.
I was floored. Double consistency? Who doesn’t want to hit home runs and grand slams? I went back and looked at his performance over the past few years. Not only is his performance consistent year after year and his clients love him, but he also mentors and develops local junior talent, he is seen as a leader in the office and the market (regardless of title or responsibility), and he is committed. He is the best player, but he has no ambition to climb the ladder again.
As I reflected on our conversation, I realized he was ambitious, but in a different way. They want to be financially rewarded, have new career opportunities, so that managers and companies can develop their talents, invest in them professionally, and for them, they rise. They are part of the Power Middle. But I also knew that a woman would never be able to say what she said to me. He will immediately be labeled as not ambitious enough and not as driven as his peers. He will jammed in the middle.
There are many people who enjoy developing in the Power Middle throughout their careers, and some who will only be there for a short period of time. We need to start celebrating women—and their male allies—at every stage and every phase of their careers. We also need to emphasize the message that your career can ebb and flow over many seasons. For those in the Power Middle, they also need to recognize their power and influence and take advantage of it.
If you were in the C-Suite, how would you view your own Power Middle? Meeting this one banker changed my understanding. Think mid-level talent is strongest. Where will you or your team be if you leave tomorrow? If you are part of the Power Middle, how do you demonstrate your value and contribution? How would you tell your version of success?
Thinking back on my 20-year career in finance, I know that as I build my career, I want to continue to expand my role and influence, build new skills and hone my existing skills, given better opportunities, to be the best manager and leader I can be. I can, and am fairly compensated for doing so. I climbed the ladder, and quickly.
But this is also the reason why I left banking to start Luminary, because I wanted to see more women take back control and create their own version of success, not one that is projected for us as a gender. The C-Suite is nothing without an incredibly powerful Middle Power, so let’s change that narrative and invest, especially in women and women of color.
Cate Luzio is the founder and CEO of Luminary, a global membership-based professional education and networking platform created to elevate, promote, and propel women forward in all phases of their professional journey.
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