Hazard: Glass Cliff Ahead!

Hazard: Glass Cliff Ahead!

Have you heard people talking about the Glass Cliff?

Breaking Through the Glass Cliff: Navigating Leadership Challenges for Women

In the pursuit of career advancement, women often face unique challenges and barriers, one of which is known as the Glass Cliff phenomenon. This article explores the concept of the Glass Cliff and its implications for women in leadership roles, shedding light on the dynamics of gender inequality in the workplace.

Based in Derbyshire? Why not join our MMB Private Lunch club and events list. Contact me on abbie@mmbmagazine.co.uk

What Is The Glass Cliff?

The Glass Cliff refers to a phenomenon where women are disproportionately appointed to leadership positions during times of crisis or organizational turmoil. Despite progress in breaking the glass ceiling, women still find themselves on the edge of this metaphorical cliff, facing heightened risks of failure and criticism.

Evidence from Research

Research conducted by Michelle Ryan and Alex Haslam in 2004 first brought attention to the Glass Cliff. Their study revealed that women were more likely to be appointed leaders in struggling organizations than men. Subsequent research has supported these findings, highlighting the systemic biases and stereotypes contributing to the Glass Cliff effect.

Real-World Examples:

Numerous real-world examples illustrate the Glass Cliff in action. From corporate boardrooms to political arenas, women are often called upon to lead during times of crisis, only to face greater scrutiny and scepticism.

Marissa Mayer:

Mayer was appointed as CEO of Yahoo in 2012 when the company was facing significant challenges in competing with tech giants like Google and Facebook. Despite her efforts to turn the company around, Yahoo continued to struggle, and Mayer ultimately faced criticism for her leadership.

Carly Fiorina:

Fiorina served as CEO of Hewlett-Packard (HP) from 1999 to 2005. She took the helm of HP during a tumultuous period in the technology industry, marked by the dot-com bubble burst and economic uncertainty. While Fiorina’s tenure initially saw some successes, including the acquisition of Compaq, she was eventually ousted by the board amid declining performance and internal conflicts.

Theresa May:

May became Prime Minister of the United Kingdom in 2016 following the Brexit referendum and the resignation of her predecessor, David Cameron. She inherited the daunting task of negotiating Britain’s exit from the European Union amidst political divisions and uncertainty. May faced numerous challenges and ultimately failed to secure a satisfactory Brexit deal, leading to her resignation in 2019.

Ellen Pao:

Pao served as interim CEO of Reddit in 2014 during a period of controversy and turmoil within the online community. She faced backlash and criticism from users and employees alike, particularly regarding issues of free speech and community management. Pao’s tenure at Reddit was marked by intense scrutiny and ultimately ended with her resignation.

Mary Barra:

Barra became CEO of General Motors (GM) in 2014, becoming the first woman to lead a major global automaker. She took on the role at a challenging time for GM, as the company was still recovering from the 2008 financial crisis and facing scrutiny over safety recalls. Barra has faced pressure to address issues of corporate culture and innovation within GM while navigating the complexities of the automotive industry.

Impact and Implications:

The Glass Cliff has profound implications for women’s careers and organizational dynamics. While it may provide opportunities for women to break through traditional gender roles, it also exposes them to heightened risks of failure and backlash. Moreover, the perpetuation of the Glass Cliff reinforces stereotypes about women’s leadership abilities and undermines efforts to achieve gender equality in the workplace.

Navigating the Glass Cliff:

Despite the challenges posed by the Glass Cliff, there are strategies that women can employ to navigate these precarious leadership positions. Building resilience, seeking mentorship and support networks, and advocating for oneself are essential tools for confronting the Glass Cliff and thriving in leadership roles.

As we strive for greater gender diversity and inclusion in leadership, it is imperative to recognize and address women’s barriers, including the Glass Cliff phenomenon. By raising awareness, challenging stereotypes, and fostering supportive environments, we can create pathways for women to ascend to leadership positions based on merit rather than circumstance.

Tips From An Ex CEO

Here are my top tips to avoid being faced with the Glass Cliff:

Do you know what it is or perhaps you have experienced it?  I’ll be brief as this blog is less about the details and more some tips and advice from someone who has been there. It is used to describe the phenomenon when women find themselves placed in senior positions during a crisis and typically in an impossible situation that is not sustainable. Think, Theresa May and Brexit – nightmare!
I took on a Chief Executive role in a time of crisis and at very short notice and this is my candid and honest advice. I want to share my learning and reflections to help others who find themselves in this situation too.

1. Recognise your own worth and value.

You have not been asked to take this on because no one else would, you are not a fraud and you have the skills, experience and ability to do this role. Make sure that you are being paid appropriately and in line with the responsibilities of the role.

2. Remember ‘self’ during this time.

It can be easy to step into the ‘rescuer role’ and place the needs of the business, its people and customers first. Hands up all those martyrs. (Yes, my hand is up right now too). You are important too, so you need to take a step back and consider what support you need in this role.

3. Now ask for it!

Typically, this is a time of crisis which means it is going to be tough and the business needs you to help it turnaround and transform. Be explicit, direct and clear about what you need and how this will ensure both you and the business can perform at your best. In my experience, men are much better at doing this (I salute you!) than women.

4. Change the mindset of feeling lucky

This leads to an unhealthy sense of gratitude to those who gave you this opportunity. You gave yourself the opportunity, no one else.

5. You do have a choice.

A recurring theme is women usually feel a sense of duty to take on these roles or feel they can’t say ‘no’. There is always a choice.

6. Reflect on the skills you will bring to this role

In a time of crisis. Be confident in your leadership style and remain consistent and true to this.

Finally, good luck and just in case you missed it, practise some self-care along the way.

Natalie McMillan Managing Director, McMillan and Associates Ltd