Forget about the glass ceiling, what’s Up with the glass cliff?
A woman from my Women in Leadership - Writing HERstory program recently shared an article with me about the glass cliff, a phrase I had never heard but it sparked my interest so I started searching and learned how this glass cliff contributes to stereotyping of women and people of color’s leadership capabilities.
So what is it? Instead of the glass ceiling, which is an invisible barrier that may keep women from reaching upper leadership roles, the glass cliff refers to companies selecting women and people of color to lead them through a crisis. On the surface that may sound like a great idea, right? But what happens is when a company is in crisis, often times the person placed in charge to rebuild becomes an easy scapegoat.
While I would never discourage a #badass woman or minority from stepping in and saving a company; after all, who better than someone who thinks and acts differently from those who allowed the company to fail to take over and drive recovery efforts? But, there are some things they should do to protect themselves and avoid danger at the cliff’s edge.
Be Prepared and Confident: Women can combat the glass cliff by being prepared and confident in their abilities. Confidence can be contagious, inspiring trust and support from colleagues and stakeholders.
Build Strong Networks: Networking is crucial for anyone in leadership, but it's especially important for women facing the glass cliff. Having a solid network of mentors, sponsors, and peers can provide the necessary support and guidance during challenging times.
Advocate for Change: Women can also advocate for organizational change to address biases that lead to the glass cliff. This includes promoting diversity in leadership, creating transparent promotion processes, and challenging stereotypes about leadership capabilities.
Focus on Results: When placed in a challenging position, focusing on results and showcasing tangible achievements can speak volumes. Success in difficult circumstances not only benefits the organization but also strengthens the case for women in leadership roles.
Mentor and Support Others: Lastly, women who have overcome the glass cliff can mentor and support others facing similar challenges. By sharing experiences and strategies, they can create a ripple effect of empowerment and resilience.
Responsibility for breaking the glass ceiling and refusing to allow others to become a victim of the glass cliff doesn’t lie solely on the shoulders of women. Men share in the duty of ensuring whomever is placed to lead a company during good times, or bad, have the right mindset, attitude and skills to overcome the challenges ahead, and they have an obligation to ensure any new C-Suite leader has the right onboarding to the role to be successful.
