Succeed Like A Boss: Proven Strategies To Navigate The Broken Rung

My experience was like I was stuck in jelly

For the longest time, I would come down hard on myself wondering why I had not gotten beyond the manager role. Would I ever become a director or even vice president, SVP, or Chief Executive? Would such titles follow my name on a business card, ever?

The periodical glimpse on LinkedIn would reveal that many of my former colleagues and classmates were well on track to achieving these leadership roles and holding some of these coveted titles. We had similar educational and professional experiences but I found myself stuck. I didn’t know why. I had great performance reviews and was delivering my deliverables. And yes, I made it clear I wanted a promotion if ever the opportunity arose. But it never did, at least not for me. And I didn’t know why. I walked around not knowing why… until now. 

The article that opened my eyes

After reading this Huffington Post article ironically shared by one of my colleagues, it became clear that despite all my countless late nights in the office and my stellar contributions I was barely balancing on a broken rung. 

The good news for me at least is that after witnessing many of my former bosses keel over in stress and burnout resentful of the organizations that had taken so much of their time and sucked them of their talent, I chose not to make the same choices. I abandoned all notions of working my way up the ladder. Instead, I found success in running my own business and helping other working moms find happiness in their professional and personal lives on their terms. You can find out more about that here.

The Motherhood Penalty does exist

Still, there are thousands of women working in corporations with big dreams and hopes of working their way up to an executive-level position. And if you are a mom, you likely have also been dealt the “motherhood penalty”. You can read what Harvard says about the Motherhood Penalty. 

I am all for supporting my fellow working mamas on whatever path they choose to find their success and happiness. And so as we celebrate International Women’s Month, here are my tips for stepping around that broken rung so you can reach your full potential in your career. 

There is no more glass ceiling and it’s not what you think

You’ve heard for years, the “glass ceiling” metaphor. This has dominated discussions about women’s advancement in the workplace. I remember even reading about it in one of my University textbooks. Yep, that was a thing. The idea that we were encased by a glass ceiling that needed to be shattered. The image was meant to convey that a systemic invisible barrier exists that stops women from reaching the C-suite.

Introducing the broken rung

But in a 2023 McKinsey & Company report, “Women in the Workplace,”  we are told we no longer need to escape or break the glass ceiling. It is far more worse. The report reveals a more insidious obstacle: many of us have been teetering on a broken rung.  Yeah, whoa! I just might have lost my footing reading McKinsey’s report which you can find here. 

It became clear to me what had been happening in my career and why I could not progress any further than the “manager” role. Oh, and there is more. The bad news is that a lot of women out there can’t move past even entry-level positions. 

So what is the broken rung?

The broken rung refers to the critical first promotion. That is the step from entry-level to manager. This highlights the barriers preventing women from entering managerial roles.

The stark stats

So, here’s the stark reality – for every 100 men promoted to manager, only 87 women receive the same advancement. This gap widens for women of color, with a mere 73 promotions for every 100 men. This gender gap and disparity compounds for Latinas who received 76 promotions and Black women who received a mere 54 promotions. This disparity has a domino effect, leaving fewer and fewer women at each subsequent leadership level.

How can women navigate this broken rung and reach their full potential? 

Here are some strategies you can try today based on the McKinsey report’s findings:

2.  Negotiate with confidence

Studies show that women earn 16% less than men. Yet, women are less likely to negotiate their salaries and promotions.  Research industry benchmarks for your role and desired position using websites like Glassdoor and Salary.com. Practice your negotiation skills, you can find courses on LinkedIn Learning, so you can approach the conversation with those data and insights in your pocket and the confidence to ask for more.

3.  Build your visibility

Extroverts and introverts alike – it is vital that you are building your personal brand. Whether you like it or not, you already have one so take the time to update your LinkedIn profile and other social media profiles to ensure they are up to date and that you are actively engaged and sharing your brilliant insights. You might also want to consider volunteering for high-profile projects at work, presentations, or task forces that showcase your skills. Seek out board positions in your profession or community or take on public speaking opportunities. The possibilities are endless on how you can take your personal brand to the next level. Let the leadership at your company see your capabilities and expertise shine.

4.  Embrace sponsorship programs

If your company offers formal sponsorship programs that pair high-potential women with senior leaders enroll and take advantage. This is an incredible opportunity to boost your career advancement. If you don’t know if such a program exists at your company, ask your manager or Human Resources. Actively seek out and participate in these programs to gain valuable mentorship and guidance.

5.  Network strategically

Build relationships with colleagues across departments and different levels. I remember my old boss telling me to never neglect my network but to always be nurturing it. This could not be more true, even if that network is within your company. Take the time to get to know people outside of your team. Your internal network can provide valuable insights, offer support, and open doors to new opportunities within the company. You might even end up finding your sponsor.

The broken rung is not a problem that women are to fix. Organizations need to make this a priority and take remedial action.

Fixing the broken rung

While you can and should employ the strategies above to achieve corporate success, big and lasting change requires a shift in company culture. 

Here’s what organizations should be doing:

• Standardize promotion criteria and be transparent: Implement objective standard criteria for promotions to ensure unconscious bias doesn’t hinder women’s advancement. These criteria should be co-created with different perspectives around the table, informed by industry best practices, and then once finalized communicated clearly and repeatedly throughout the organization for awareness and transparency.
• Introduce sponsorship program: Often if sponsorship is not formalized we see the same issues – lack of investment of time and energy from senior executives pushing back which all spell out a lack of commitment to supporting women. Introducing a formal program and structure that encourages sponsorship, and matches senior leaders with emerging woman leaders gives everyone a one framework to work from so everyone knows what to expect. It also encourages a more standardized and equitable experience for all. To support this, equipping senior leaders with the skills and acknowledging the time commitment required to effectively sponsor women is a game-changer. 
• Offer managerial development: Invest in training programs specifically designed to prepare high-potential women for people management roles. To be honest, more support is needed for the middle-manager role regardless of gender. That said, identifying emerging women leaders and grooming them for managerial roles is a great way to retain top talent and invest in your workforce. People most of the time leave a job because of a bad boss so it is a wise choice for businesses to invest in creating good ones.
• Address microaggressions: Create a culture of zero tolerance for microaggressions that discourage women from pursuing leadership roles or exclude women from opportunities that would position them for advancement. Implementing a system that empowers people to report incidents confidentially without fear of retaliation like an ethics hotline is an effective tool. However, the best way to eradicate bad behavior is to educate and invest ongoingly in diversity, equity, and inclusion (DEI) for all employees.

The broken rung is a complex issue, but it’s not insurmountable and something you cannot overcome. 

To sum it up

When you combine your doggedness initiative (a true trait of moms) with your company’s investments and programs, only then can we create a workplace where women have a clear path to leadership. 

Fixing the broken rung isn’t just about fairness; it’s about unlocking the full potential of our workforce, retaining our best talent, and driving innovation and success for businesses.

Comment & Share:

What tips have you found success with, do share! What has your experience been navigating the broken rung? Please share in the comments below.

Be strong, be well!