The Possibility Equation: The Psychology & Science of Success

Candace* was outraged. After being in her role for a few years, she knew she was ready for the next step in her career. When the management opportunity opened on her team she applied for it, and her confidence lifted when the majority of her teammates shared they thought she was a shoo-in. She had been doing all the right things: excelling on her success metrics, achieving stellar performance reviews, and being of assistance when and where needed.

In fact, a lot of her time had been invested in Mark over the past six months. Since he was hired, he was struggling to meet the expectations in the role. Candace and a few of their teammate would step in and help Mark when he was struggling with his workload. While supporting Mark added a lot to her already overflowing plate, she wanted to be helpful and thought it was a great opportunity to show her leadership skills.

She was shocked when her boss let her know that she was not the successful candidate for the management role... but nothing prepared her for when her boss called her and her other teammates to let them know that Mark would be their new manager.

If you have experienced something like this, though maybe not as extreme as Candace’s story, know that you aren’t alone.

The career advice most typically touted as law is archaic. It was designed for the corporations of yesteryear, where you invested your career in one company, sexism discrimination was rampant, and the glass ceiling was intentionally constructed to keep women out.

The success formula has evolved, while most career books and talks tout aged advice. We have had movements that have transformed reality and to keep the momentum we needed to update the formula for career success to something inclusive. 

Whether you are looking for your next job, vying for a promotion, or trying to get better pay, the Possibility Equation comes into play. 

What is the Possibility Equation? 

Born of my own frustration I’ve read hundreds of books, peer-reviewed studies, and derived qualitative knowledge from my own career and the trajectory shifts of my clients. While this is something that is complex and has taken years, I realized everything boiled down into a simple equation:

Presence + Opportunity = Potential

Presence

Like a tree falling in the woods, if no one knows your accomplishments, capabilities or expertise they won’t impact your career. 

The importance of self-promotion on career advancement is widely accepted. Yet, 84% of women don’t feel comfortable talking about their achievements, and what’s worse is 63% will downplay them. Women are faced with a double standard, and two binary and exceptionally unfavorable options: self-promoted and be judged harshly for tooting your own horn, or forgo it and the praise and promotions that go with it. 

What’s been missing in the conversation is there are alternatives. Non-smarmy ways to share your accomplishments - or even have others share them on your behalf. 

Opportunity

Your abilities will only rise to your level of opportunity. Most of the time when we think of opportunities, we think of the those that are brought to us that challenge us: the stretch assignment, a promotion, a new role or working with new technologies.

However, this is not the only way opportunities are created. Self-created opportunities are the easiest mechanism to uplevel your skills and your career. When you understand your key talents and how they intersect with your company’s needs (or your potential employer’s requirements), you are able to proactively identify projects and initiatives that will make a material difference.

Potential

The judgment gap is something many women struggle with: while men are considered based on their potential, women are judged based on their performance. This backed up by research on the gender gap in perceived potential during the hiring process. Since hiring and promotion decisions are fundamentally hiring decisions based on the candidate’s potential of success, we can assume a similar dynamic.

It is through presence and increasing opportunities to flex your skills that your career potential expands. Is it fair that many women don’t have the advantage of having others see their potential because a sponsor ‘sees themself’ in them? No. But this is an opportunity for just build another bridge that helps us increase the possibilities we are given and rise to full potential and ambition.

The Infinite Loop

Essentially, the equation amplifies itself. The more presence you establish, the more opportunities you have, which elevates your potential. And when you are acknowledged for your potential, which brings more presence and opportunities - hence truly making your potential capped only by your ambition.

Ultimately, I believe each person inherently has unlimited potential, and it’s the social constructs and politics that hold us back. By addressing presence and opportunity and removing the barriers and double-binds that obstruct women, we are able to take control and elevate our professional potential.

*Name and identifying information have been changed to protect her identity.

Jennifer Brick is a Success Alchemist & Career Coach. If you would like to learn how you can implement the Possibility Equation in your career, join her FREE live webinar on March 25th. Seats are limited, save yours at: www.capdecasolutions.com/webinar