Thriving in the Mid-Career Years: 3 Questions Women Must Answer

This article was coauthored with Perry Yeatman and originally appeared in Crain's Chicago Business.

After 40 years of progress, women are still relatively scarce in the C-suite, especially in the CEO role. Data shows that the mid-career years (from the early 30s to late 40s) are where much of the momentum loss occurs. Why? Because this is the time when commitments outside the office escalate at the same time that work commitments do. At work, fast-track professionals move from entry-level to middle management roles. This transition means broader people oversight and/or responsibility for bottom line impact. At home, a woman's focus expands from taking care of herself to embracing significant commitments to others—be it a spouse, child, aging parent or even a pet. All of these relationships require significant time and energy.

As the demands of the mid-career period build, many women start to fantasize about a simpler life. They imagine being more present for their families and friends, as they perceive other women are or as their own mothers may have been. The ongoing stress means that the day the nanny quits, the daycare closes early, or an elderly parent lands in the hospital, her resolve to stay in the full-time workforce breaks down. 

The women who make it through the tough days and stay in the game fulltime often do so because they have clarity. Consciously or unconsciously, they have managed to answer three core identity questions.

Who do I want to be? Those who succeed at the highest levels make choices. They place their bets—on a function, an industry, a geography or even, though less frequently these days, on an organization. Women who are not sure who they want to become or what they want from work have a harder time persevering. So, the sooner a professional woman gains clarity about her ambitions and what stokes and fulfills her sense of purpose, the easier it will be to gain traction, make hard trade-offs and achieve significant professional progress.

Am I in the right job? To grow as a professional, the mid-career years must be well-invested—in terms of the role(s) a woman takes, the organization she works for and the people with whom she works. Key to being well-situated is being in an organization with a strong “fit,” a place where a woman feels alignment with the culture, values and purpose. The basic truth: the more a woman feels that she fits in, is valued and that she is making a positive difference in the world, the more likely she is to stay in the game and succeed.

Am I getting the coaching I need? Research shows that effective mentorship and sponsorship are critical during the mid-career phase, and conversely, that the lack of good guidance increases the likelihood of a career stalling—or even an early exit for women. But women in this phase are less likely than male peers to ask for help and to pursue new connections. Perhaps as a result, women are also less likely than men to find, and be supported by, strong sponsors.

Surviving the mid-career years is all about clarity and taking a long-term perspective. Those who succeed in this phase have a clear vision for what they want to achieve, they work hard to place themselves in a company with “fit”, and they cultivate a group of senior colleagues who facilitate and monitor their progress. Gaining alignment on all three fronts is not always easy. But it's the best chance for getting through—especially for women.

Sally Blount is Dean of the Kellogg School of Management at Northwestern University.