The glass cliff

2 min read · May 17, 2024
New Power Labs

Tl;dr: Women are more likely to be promoted to leadership roles when companies face crises. 

In 2024, Stephanie Pope took the helm of Boeing’s troubled commercial airplane division, after 30 years with the company. Pope's promotion to the head of Boeing's commercial airplane division raised questions among some observers. Given the timing of her appointment, which came during a period of significant challenges for Boeing, including the aftermath of the 737 MAX crises and the impact of the COVID-19 pandemic on the aviation industry, some wondered whether her promotion was influenced by the phenomenon known as the "glass cliff." 

Across businesses, many talented and capable women are often waiting in the wings. Yet, women are more likely to be promoted to leadership roles when companies face crises, a phenomenon called the glass cliff (Morgenroth et al. 2020.) The glass cliff suggests that women are rarely leading organizations during the good times, but often taking over during the bad. As Michele Ryan explains, "if women are appointed in times of crisis, it's not that women are unable to lead, but leading in a time of crisis is more difficult and more precarious than leading when everything is great.” 

There is something unsettling about creating opportunities for women only when things are hard. While women are capable of being problem-solvers, we know from other contexts that women leading during crises face “shorter tenures, harsher exits, and disproportionate blame compared with similarly situated men” (Jennifer Piscopo 2020.) This cyclical challenge underscores the systemic issues within corporate cultures that often reserve stable, prosperous times for male leaders while thrusting women into the spotlight only when the stakes are highest and failure is more likely. 

Disrupting this cycle requires breaking the imbalance in opportunities for women by promoting them to leadership positions during the good times. 

Companies that champion gender diversity and provide equitable leadership opportunities are better positioned to thrive, regardless of the circumstances. Creating a corporate culture where women can lead during both prosperous and challenging times will pave the way for more sustainable and resilient organizations.

Contributed by: Tom Vargas

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