Musical Chairs: from Admin Assistant to VP

"Sit tight, here comes the story"

Lila had always dreamed of a career in corporate management. Fresh out of college, she landed her first job as an administrative assistant at a prominent tech company. Lila was efficient, proactive, and soon became the go-to person for solving office problems. Her desk, equipped with a standard Admin Assistant chair, was at the heart of the office’s operations.

Years went by, and Lila’s hard work did not go unnoticed. She was promoted to office manager, but despite her new title, her responsibilities remained largely supportive. Lila found herself coordinating schedules, planning events, and handling logistics, all while sitting in the same Admin Assistant chair.

Lila’s aspirations for a VP position seemed increasingly distant. She saw male colleagues, with comparable experience and skills, moving up to executive roles, their paths seemingly clear. Frustration began to build within her. Lila knew she had the capabilities and the vision to contribute at a higher level, but the opportunities were difficult to get to.

One afternoon, after another particularly grueling day of multitasking and problem-solving, Lila decided it was time for a change. She scheduled a meeting with her boss, Mark, one of the company’s VPs. Nervously adjusting the height of her Admin Assistant chair, she prepared to make her case.

“Mark,” she began, “I’ve been with this company for eight years. I’ve seen us grow, and I’ve contributed significantly to our success. I believe it’s time I moved into a role where I can have a greater impact.”

Mark looked at her, surprised. “Lila, you’ve been invaluable to us. But are you sure about this? The Director roles are demanding.”

“I’m certain,” Lila replied confidently. “I’m ready for the challenge. I’ve been handling high-level responsibilities for years, just without the title or recognition.”

Mark paused, considering her words. “You’re right, Lila. We’ve relied on you immensely, and it’s time we acknowledged that. Let’s discuss a plan for your transition into a Director role.”

Over the next few months, Lila moved into her new office, equipped with a Director chair. The adjustment wasn’t without its hurdles, but Lila thrived. Her new position allowed her to influence company strategy, mentor young talent, and implement innovative ideas.

Lila’s journey wasn’t just about changing chairs; it was about breaking free from the limitations imposed on her and stepping into a role where she could truly lead. Her story inspired other women in the company to pursue their ambitions and to speak up and advocate for themselves, knowing that with determination and courage, they too could move from the Admin Assistant chair to a Director or even a VP chair.

Let’s talk about this:

It is no news that women are often underrepresented in executive and leadership positions compared to support roles. According to McKinsey & Company's "Women in the Workplace 2023" report, women occupy only about 28% of leadership roles. And to add to the unfairness, we still frequently find women in support and administrative roles, like administrative assistant and secretary positions.

Have you ever played the musical chair game when you were a kid? In musical chairs, players compete for a limited number of chairs. Similarly, women in the workplace often compete for a limited number of high-ranking positions, facing greater competition due to systemic biases. Just as players must constantly move and adapt when the music plays, women often need to be flexible and adaptive in their career paths, continuously proving their worth and navigating workplace dynamics.

Many years ago, I was visiting one of my partners in a contact center and as I usually do, I spent the whole day on the floor, talking to the agents, doing focus groups, taking contacts, etc. until I got a call saying that the President of that specific site wanted to talk to me. I was like, “Sure, what time is he getting here?” naively thinking that he would meet me in the Operations. That specific day it was extremely hot and for some reason the AC was not working and I had already escalated this to the Facilities team because it was impossible for us to expect great performance from those poor agents that couldn’t barely think in that hot environment. So, a meeting with the President seemed very timely for me to escalate this even further.

I was escorted to the 7th floor for a meeting with the President, and it was then that I realized his office resembled an “Ivory Tower”. The spacious rooms, beautiful modern furniture, perfect temperature, along with the availability of coffee, snacks, cold water, and other luxurious amenities made it feel like paradise. Naturally, he had no reason to relocate to the 3rd floor where our agents were enduring what felt like a “sauna experience”. Needless to say, his President chair was not only big and comfortable but also extremely beautiful.

Unfortunately many organizations have implicit biases or structural barriers that make it harder for underrepresented groups (including women) to advance to senior leadership roles and get to the “Ivory Tower”. How do we ensure that everyone gets a “nice chair” and/or a ticket to the “Ivory Tower”? 

Like in an inclusive musical chairs game, everyone has a chance to participate and no one is left out. This can symbolize the importance of inclusive policies in the workplace that ensure equal opportunities for women (and others under representative groups)  to advance and participate in leadership roles. 

We can also adapt the game for different abilities. Same as chair dancing can be adapted for those with limited mobility, workplaces need to also adapt to support women through policies like flexible working hours, parental leave, and mentorship programs. It is also crucial that we showcase more of the “movements” women have. Our contributions and achievements need to be recognized and celebrated, ensuring they are visible and valued within the organization.

In the musical chair game, people face elimination, much like women might face setbacks in our careers due to various barriers. However, resilience and perseverance are key, just as players try again in the next round, we need to keep trying and learning from each round, building resilience and strategic thinking to navigate our career paths in each round.

And most importantly, we need to keep talking about how women often juggle multiple roles and responsibilities, both professionally and personally, requiring skillful balance and time management.

Imagine a corporate office where career advancement is shown as a game of musical chairs. In this scenario, the chairs represent leadership positions. Each time a woman successfully lands a chair, it symbolizes her achieving a leadership role. However, the music (representing societal expectations, biases, and organizational barriers) plays unpredictably, requiring us to be constantly alert and adaptive. When the music stops, only those who are quick, strategic, and resilient secure their seats.

The other day my husband and I were shopping for an office chair for the weeks we will be working from Brazil (during the kids’ vacation). Suddenly my husband says: “I can’t believe this!” There are different types of chairs, as expected, but the surprise was to see their description: Secretary/ Admin Assistant  Chair, Director Chair and President Chair (picture below to prove the unfortunate event). This experience was my motivation for the post this week. How in today’s atmosphere do we still have that societal expectation that secretaries deserve worse quality chairs than presidents? And as in Portuguese, you use feminine words to refer to a woman, it is very shamefully clear the descriptions for each chair: “Woman’s chair for Admin Assistant ” while the Director and President’s chairs refer to Men’s chairs.

Girlfriends, just like Lila did in the story this week, we need to continue speaking up when we see those inequalities and through training, mentorship, and supportive policies, we can ensure that the game isn't unfairly stacked against women, providing equal opportunities for all participants. This way, the game of career advancement becomes more inclusive, fair, and supportive, much like a well-organized musical chairs activity that everyone can enjoy and succeed in.

What excellence looks like:

• Women would be equally represented at all hierarchical levels, from entry-level positions to executive roles. 

• Female leadership would be common, bringing diverse and innovative perspectives to decision-making. It would be an environment where all voices are heard and respected, regardless of gender. 

• Recruitment and promotion processes would be transparent and merit-based, with policies ensuring equal opportunities for all genders. 

• Inclusive corporate cultures that value diversity and combat prejudice and discrimination would be promoted. 

• Flexible work models, such as remote work and flexible hours, would be common and accessible to everyone, allowing women to balance career and personal responsibilities.

• There would be equal access to training opportunities, professional development, and mentorship programs specifically designed to support the growth of women in traditionally male-dominated fields. 

• The achievements and contributions of women would be recognized and celebrated as much as those of men, creating a motivating and inspiring work environment.

​​Food for Thought:

"In the future, there will be no female leaders. There will just be leaders." Sheryl Sandberg

Call for action:

• What have you been doing to promote a fairer, more equal, and balanced work environment for women? Choose just ONE and invest in it. Talk to other women, ask for help, share your experience, and have a conversation with a man who can be an ally in this work of inclusion.

Resources:

• Lean in: Sheryl Sandberg - encourages women to pursue their ambitions, advocate for themselves in the workplace, and strive for leadership roles, challenging societal and professional barriers

• Mckinsey Report - Women in the workplace report 2023

Woman’s Admin Assistant Chair   Man’s Director Chair                 Man’s President Chair