Mid career women and decision making

Last week, a friend called to get my opinion on whether she should accept a new opportunity at work. She wanted to say yes, but her kneejerk response was that she couldn’t add one more thing to her heaping plate. As she described what the assignment would entail, it became clear that the time involved was minimal (max 30 minutes/week) and the upside was solid. So why was her initial instinct to say no? Because not all asks are created equal. Historically, women have been asked to shoulder much more of the "invisible labor" than men. Those invisible tasks—taking notes at meetings, organizing after-hours events, mentoring younger staff—may make for a smoothly functioning workplace but don’t offer anything in the way of career advancement. The difference between a good career and a great one can come down to your ability to strategically choose what deserves your time and energy. So the next time you’re offered an extra opportunity, here are four questions to help you evaluate whether to say yes. 1. Who is asking you? Like it or not, there are politics in every organization. Some people's opinions carry more weight than others. That's part of the calculus. A request from someone who can genuinely impact your trajectory deserves different consideration than busywork from someone with no influence. 2. What will saying yes or no mean in one year? Three years? Think beyond the immediate time commitment. Will this opportunity put you in rooms with decision-makers? Give you visibility with senior leadership? Build skills that are directly relevant to your next role? If the answer is no, proceed with caution. 3. What do you actually get out of it? I've watched talented women volunteer for task forces about ancillary issues while declining opportunities that could transform their careers. Serving on that internal "women's leadership council" might sound important, but if it's not connected to compensation, promotion, or meaningful skill development, it might be a time suck in disguise. 4. Lastly, are you holding back for the wrong reasons? If the opportunity checks all of the boxes, say YES. Women often want to understand the logistics before committing, while men typically agree first and figure out the details later. What opportunities are you evaluating right now? Remember, you don't get second chances on most career-defining moments. #tothetop

Since the start of 2025, I’ve talked with multiple executive women who describe themselves the same way: 🧰 “I’m the Swiss Army knife.” 🧯 “They drop me into fires.” 📦 “I keep getting moved laterally to fix broken teams or projects, but I’m never moved up.” Here’s what I want to say to you: Being the person who can fix it all is not the same as being the person who is seen, valued, and rewarded for her expertise. Yes, it shows your capability, adaptability, leadership. But it can also signal (to others) that you’re so useful where you are that no one’s thinking about your growth. If this is you, try this reframe: 🔁 Instead of “I’m good in chaos,” say: 👉 “I’m known for leading through ambiguity and driving transformation during critical inflection points.” 🔁 Instead of “They always move me where I’m needed,” say: 👉 “I’ve built a track record of solving complex problems across departments, now I’m ready to lead from the top.” You’re not “too good where you are to move.” 💪You’re too valuable not to be in the room where strategic decisions are made. And if your current org can’t see that? You may need to start building visibility somewhere else - where you’re viewed as more than the most reliable tool in the drawer. If this post hit a nerve, you’re not alone. And you’re not stuck. You’re just under-recognized, and it’s time to change that. #executivewomen #careergrowth #leadershipbranding #midcareerstrategy #executivevisibility #womeninleadership

Companies are cutting back. Layers are shrinking. Promotions are stalling. So how do you grow your career when the ladder is literally disappearing? This week I ran a live, BS-free workshop with over 50 women. And the feedback has been amazing: “This was the most BS-free workshop I’ve ever attended.” “Now I know exactly what to stop doing and what to do instead.” “I finally understood what I was doing that kept me stuck for four years.” We focused on one thing: How to feel seen, be recognized as a strategic partner, and become the obvious choice for growth even when companies are cutting back. What came up again and again? Most of us are stuck in outdated strategies that used to work. But they don’t work anymore. Not in today’s market. Here are 3 of the traps we unpacked and every woman in the room had experienced at least one: 1. The “Speak Up More” Trap You’re told to advocate. Take up space. But when your visibility is based on effort and updates, you’re seen as the doer not the decision-maker. 2. The “Take On More” Trap You say yes. You stretch. You overdeliver. You get praised… and plateaued. More work doesn’t equal more growth — just more burnout. 3. The “Get More Advice” Trap You chase mentorship, feedback, frameworks. But advice isn’t access. And no one promotes you for being the most coachable person in the room. According to Korn Ferry’s Workforce 2025 report, 41% of companies have slashed management layers. That means fewer seats. Fewer steps. Fewer chances. So if you’re still following advice from a different era you’re not growing. You’re spinning. You’re stuck. You are frustrated and you continue to feel invisible. P.S. If that’s where you are right now comment "growth" below and I’ll share a resource that’s helped hundreds of women advance their career. #leadership #womenleaders #cxos #womenintech #womeninbusiness

All week, I’ve been breaking down the hidden, self-imposed barriers that keep women from advancing in their careers. We’ve tackled The Loyalty Trap, The “Thanks, but No Thanks” Response, and Overqualification Syndrome. But this last one? It’s the trickiest of them all. → The Completion Mindset This one is sneaky because it doesn’t feel like a barrier. It feels like responsibility. It feels like doing the right thing. It sounds like: → “I just need to wrap up this deal first.” → “Once this project is finished, I’ll think about what’s next.” → “It wouldn’t be right to leave mid-cycle.” And so, women wait. Not because they lack ambition, but because they believe their work must be “complete” before they can move forward. But here’s the problem: There will always be another deal. Another project. Another reason to stay “just a little longer.” My tips for breaking through: For Women: The work will never truly be finished. Waiting for the perfect exit point means delaying your own career growth indefinitely. Instead of asking, “Is this the right time to leave?” ask yourself: ⚡ “What is the risk of staying too long?” For firms: You might be losing top female talent—not because they aren’t interested, but because they feel obligated to stay put. 🔹 Reframe career conversations. Instead of asking, “Are you open to a move?” ask: “What would need to be true for you to consider a move?” This small shift turns a yes/no decision into a forward-looking discussion. 🔹 Anticipate transition concerns. No one wants to leave unfinished work behind—so address it upfront: → How will your firm support a smooth transition? → Is there anything we can do to make the move more seamless? Careers don’t move in perfect, predictable cycles. If you’re always waiting for the right time, you’ll always be waiting. Have you ever stayed just a little longer—only to realize you stayed too long? Let’s talk. ⬇️ . . . #privateequity #womenshistorymonth #careergrowth #womeninbusiness