Too old to make Partner?
Women are ideally placed to make Partner in their 50s and beyond
Think it's too late for you? Think again!
In the fast-moving, leading-edge world of management consulting, the idea that you must make Partner (or Managing Director) by a specific age has prevailed for years. This unspoken rule often targets the late 40s to early 50s and creates unfair barriers for women. Sexist and ageist!
Attitudes are shifting, women are starting to demand more, and the research outlined in this blog post highlights why making Partner later in your career might just be the ideal time for you and your firm.
The traditional career arc
Historically, corporate career structures have adhered to a linear "career arc" that assumes individuals graduate, establish their careers in their twenties, move into leadership roles in their thirties, peak in their forties, and transition into retirement in their mid to late fifties.
However, this traditional arc no longer reflects the reality of people's lives, especially considering the increasing lifespan and the need to work longer.
Research conducted by Mainiero and Sullivan in 2006 and updated in 2017 unveiled a three-phase career framework that challenges the traditional narrative and also shows a difference between how men and women travel through their career journey.
The Challenge Phase
Characterised by seeking new challenges, setting and testing boundaries and exploring different professional options. Both men and women typically begin their careers in this phase - establishing their place in the world of work.
Traditionally our 20s to early 30s.
The Authentic Phase
The turbo-charged phase when we strive to make our mark. Typically settled in a profession, intent on climbing the career ladder, demonstrating laser-like focus on cementing ourselves in the top tier. In consulting, this is the phase when we make Partner.
Traditionally our mid 30's to late 40's.
The Balance Phase
The phase where we start to seek more balance in our lives. We pursue interests outside our career and find purpose and meaning beyond the workplace. We feel ready and able to dedicate time to other things.
Traditionally our 50s through to retirement.
The Gender Differences
Most men follow the traditional career arc through Challenge to Authentic to Balance phase and are entirely focused on the single phase they are in.
Women typically follow a different path through Challenge to Balance to Authentic phase and can bring elements of the other phases into their primary phase.
Just at the time when firms start ear-marking their future leaders, men are turbo-charged, and women are seeking balance.
What is the Impact on Women?
The impact on women and their firms has the potential to be profound. The most apparent is that as organisations start looking for their potential future leaders (typically those aged 30+), men are in their turbo-charged Authentic phase without distraction. Women, however are primarily in their Balance phase with access to some aspects of the Challenge and Authentic phases.
It doesn't take much working through to realise which gender demonstrates the mindset and behaviour most associated with leadership and, therefore which gender is most likely to make it onto the Partner track.
Why do more women seek balance in the mid-stage of their careers? Is it a conscious choice? Does it damage us, and how can we prevent it?
The explanation is multi-dimensional and complex; however a simple view is that the mid-phase corresponds with a time when both genders are finding life partners, making a home, and potentially starting a family.
It's a hugely busy time which happens alongside the expectation of a ramp-up in career commitment. Something has to give. Even in 2023, typical gender roles mean it's more likely that the female in a heterosexual relationship will be the primary homemaker and, therefore the one to step back and search for balance.
Interestingly the research held true for women even when they did not have children.
When women move to their authentic phase
They become turbo-charged…
The turbo-charged Authentic phase tends to happen for women in their late 40s to early 50s. Research shows that at this age, women tend to have more confidence; they want to make their own mark, do something meaningful and be seen and heard on their terms.
Menopause means they have less oxytocin, also known as the "cuddle" hormone, which may mean they are more willing to push their own agenda and put themselves first rather than trying to balance everyone else's needs.
Firms that continue to follow the traditional career arc and associated age ranges make it much harder for women to make it into senior leadership roles.
Some give up and seek purpose and meaning in other ways - the percentage of women leaving at that level is consistently higher than men.
Organisations are potentially missing out on a vast talent pool of turbo-charged women who want to make a difference. Perhaps understanding the phases can contribute to firms thinking differently about their expectations around age, life and career phase and look at ways to make it easier for women to embrace their Authenticity regardless of age.
How to make sure you don’t miss out
Some key actions to consider…
Make conscious choices - you decide your "phase" priorities wherever you are in your career and life journey
Actively discuss and agree with your life partner the balance of home and child care so you don't automatically fall into the gender stereotype of doing it all
Talk to your superiors about your choices: if you do decide to balance other priorities mid-career, make sure they know that you are not giving up on your ambitions for a senior leadership role in the future
Be clear with your superiors that your age is not a barrier to promotion and progression. Let them see your commitment and seek out opportunities to demonstrate your unique strengths and achievements
Remember, Ambition is NOT a dirty word!
Where are you in your career arc? Are you concerned about missing out on making it to Partner / Managing Director? If so, I can support you on your journey. Together, we can help you reach the top in a timescale that works for you.