The Higher They Rise
Twenty years ago, Harvard Business Review wrote an article about why so many powerful people can’t seem to stay away from scandal. The 2003 piece was titled, “The Harder They Fall,” and the author, Roderick Kramer, was interested in distinguishing successful leaders from the ones who fell victim to what he called, “’the genius-to-folly syndrome’ – a swift and steady rise by a brilliant, hard-driving, politically adept individual followed by surprising stints of miscalculation or recklessness.”
Kramer’s interpretation of the phrase, “the higher they rise, the harder they fall,” suggests that a person is in control of their own destiny. With concerted effort and calculated action, his “syndrome” is ultimately avoidable.
This perspective is a departure from how the collective, Women of Influence+ (WOI+), sees it. As a community designed to provide information and resources to women so they can connect, advance and grow on their own terms, WOI+ spends significant time researching how society treats high-achieving, high-rising women.
In 2018, WOI+ released a white paper about the Tallest Poppy Syndrome (TPS), a trademarked phenomenon spotlighting how the workforce cuts down ambitious women. The name references a common Australian term describing the process of how “flowers that grow higher than others are cut down to size so they are the same height as the flowers around them.”
WOI+ just released a new report with updated data collected between January and February 2023. With 103 participating countries and a total of 4710 participants, it is reportedly the first international study of its kind. Data was collected from “thousands of working women from all demographics and professions to determine how their mental health, well-being, engagement and performance are affected by interactions with their clients, colleagues, and leaders surrounding their success and accomplishments.”
Unlike Kramer’s “genius-to-folly syndrome,” TPS is outside of a woman’s control. No amount of diligence or over-achieving can prevent it, in fact, they make it resoundingly harder to avoid.
The updated 2023 study found an incredible 86.8% of women experienced Tall Poppy Syndrome at work. From being ostracized or penalized because of success or achievements, to being told their ambition is annoying or makes superiors look bad, women are actively being punished for expressing interest in and pursuing success. Here are some other quick statistics showcasing how women have experienced TPS in the workplace:
Downplaying achievement – 77.0%
Being left out / ignored – 72.4%
Being undermined – 70.7%
Dismissal of achievement – 68.3%
Others taking credit – 66.1%
While the study found the perpetrators of TPS occupy all levels of an organization, it also found men are more likely to undermine women due to their success than other woman are. Drivers of this behaviour include jealousy/envy, sexism/gender stereotypes, and lack of confidence/insecurity.
If this information is shocking to you, you may be wondering why women don’t just draw attention to this inequitable treatment. Respondents reported that when they have shared their experience at work, only 1 in 5 or 20.4% were encouraged to take action. Mix this lack of support with their established fear of appearing too ambitious or emotional, and speaking out about unjust (and often “unprovable”) treatment becomes just another way for women to attract unwanted attention.
Google’s 2020 ousting of Timnit Gebru, the brilliant engineer exploring ethics in AI, comes to mind as a clear example of what can happen to a highly qualified woman who challenges the status quo and makes others “uncomfortable” by demanding better.
Tallest Poppy Syndrome is everyone’s concern, not simply the women experiencing it. Decreased productivity, a culture of distrust and high attrition are the consequences business owners and people leaders inevitably face when they ignore how TPS erodes their teams and organizations.
Here are some resources to help foster a more equitable and collaborative workplace:
FOR OWNERS
Diversity and Inclusion Onboarding Program – developed by Felicia Johnson of the Gatson Group, this quick onboarding program will get your entire team on the same page and pave the way for you to adopt and implement healthy diversity and inclusion policies.
Diversity and Inclusion – a guide to help you start or refresh your diversity, equity, inclusion and belonging (DEI&B) journey. Learn how DEI&B directly influence your business outcomes in our increasingly globalized world. Discover ways to decrease attrition by harnessing and appreciating the power of your people.
Introduction to Decision Dynamics – Learn how to make better decisions as a team faster, with more confidence and accountability. Learn to manage reliable collaboration and team performance.
FOR ADVISORS
Path to Success Advisor Program – It's time to reimagine your traditional approach to client interactions. Alongside professional advisors, discover why you need to move away from a solutions-based approach and instead lead with curiosity, meaningful discovery and active listening.
Diversity and Inclusion – Explore how diversity, inclusion, equity and belonging directly influence your clients' business outcomes and discover how to help them harness the power of their people.
Introduction to Decision Dynamics – Learn how to make better decisions as a team faster, with more confidence and accountability. Learn to manage reliable collaboration and team performance.