92% of respondents in my recent LinkedIn poll say their workplace is NOT providing targeted leadership development for midlife women, but they wish it would. That’s a crystal clear message and it echoes what I hear regularly in my work with senior and executive leaders across Aotearoa New Zealand.
These women are ready and hungry to grow. But their needs, specific to this stage of life and leadership, are being overlooked. Why does that matter? Because we’re talking about a cohort with:
- Deep institutional knowledge
- High emotional intelligence and relational capital
- Adaptive leadership experience through decades of change
- A strong commitment to impact over ego
In short: a powerful combination of qualities we need more of in a future-fit leadership culture. Yet just 8% of respondents said investment in their growth (specifically as women over 50) is a priority in their organisation or sector.
This isn’t a pipeline problem. It’s a perception problem.
Most workplaces still treat midlife women as though our growth years are behind us, despite research from adult development theorists like Dr. Robert Kegan showing our capacity for transformation and meaning-making often expands in the second half of life. In fact, according to MIT Sloan School of Management (2022), leaders in their 40s and 50s frequently score highest on measures of wisdom, strategic thinking, and conflict resolution.
This disconnect is costing organisations dearly in capability, continuity, and culture. According to Deloitte (2023), replacing a senior leader can cost up to 200% of their annual salary.
And it’s costing women in stress and frustration, unbalanced work/life, under-employment, and stymied career paths…just when we should be soaring.
The good news? We can change it.
That’s why Paul and I are doubling down on our commitment to the development of midlife women leaders with our first of its kind Pathmaker Community – helping you navigate the midlife turning point and embrace your second life power and potential through ‘whole person + whole life’ development.
Because midlife’s not a crisis. It’s a leadership awakening.
QUESTIONS FOR YOU TO REFLECT ON:
- How has your life and leadership context changed from early career to midlife?
- What does this mean for your evolving development needs as a human and a leader?
- Is your organisation offering development targeted for this stage of life and leadership?
PS: Want to join a community of midlife women leaders committed to becoming better together? Applications for Pathmakers are now open for women 45+ in senior and executive leadership roles. LEARN MORE HERE.
