What’s your next move?
It’s a question that stumps more mid-level leaders than you might expect, not for lack of ambition, but for lack of clarity.
A McKinsey report found that only 40% of women and 52% of men in middle management feel confident navigating their leadership trajectory. At the same time, 86% of employees say they would stay longer at a company that invests in their development (LinkedIn Learning, 2023).
In other words, most leaders want to grow. They just don’t know how.
The Myth of the Ladder
For several years, I’ve coached a high-performing leader in the financial industry, not just to “grow up” in her career, but to grow into a version of leadership that felt aligned and fulfilling.
When we first started working together, she couldn’t name the role she wanted. She just knew she wanted more. More impact. More challenge. More meaning.
So, we threw out the traditional career ladder and designed a blueprint instead. Incidentally, we also imagined the glass ceiling already broken.
From Dreaming to Designing
We began with a question too few leaders stop to ask: What energizes you?
That insight became our foundation. From there, we co-created a job description for a role that didn’t yet exist, crafted not for a title, but for fit.
Together, we built an action plan that included:
- A tailored internal visibility strategy
- Executive-level conversations to align her vision with organizational priorities
- A personal branding effort to reframe her leadership identity
She didn’t land the exact role we wrote. Instead, she landed something better. She was promoted into stretch roles that challenged her, spotlighted her strengths, and set her up for continued growth.
Growth Doesn’t Always Follow a Job Posting
Leadership career growth isn’t linear. It’s not always about chasing the next open role. Sometimes, it’s about creating one.
The best leaders aren’t just climbing. They’re curating, while designing careers that reflect their purpose, their strengths, and their evolving ambitions.
And it starts with three things:
- Clarity – What energizes you? What drains you? What do you want to be known for?
- Visibility – Who knows what you’re great at? Who needs to?
- Boldness – Are you willing to make a case for a role that doesn’t yet exist?
Final Thought
Leadership isn’t something you grow into by accident. It’s shaped, intentionally, boldly, and often without a pre-written path. Whether you’re a VP, Director, or rising manager, the next step might not be posted on your intranet.
You might have to write it yourself.
Ready to design your next role instead of chasing someone else’s? Let’s map your blueprint, together. Reach out to gina@ginatrimarco.com
