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The Ambition Gap at Work: Why Women Are Redefining Success

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The 2025 McKinsey report shows an ambition gap at work, but is it real?

With 86% of senior women feeling more ambitious, this WOOT guide explores the squiggly career and how to redefine success on your own terms.


Did you know:

  • 80% of women vs. 86% of men want a promotion (McKinsey, 2025).

  • Only 31% of entry-level women have a sponsor vs. 45% of men.

  • 86% of senior women feel more ambitious than 5 years ago (Chief, 2025).

 

Redefining Success Beyond the Corporate Ladder 

Hello and welcome to this week's WOOT blog. This post is for every woman who has ever looked at the next step on the corporate ladder and thought, "Is that really what I want?" It is for the woman who feels deeply ambitious, but not for the corner office. It is for the freelancer, the founder, and the corporate professional who suspects that the traditional definition of success no longer fits.


Today, this post explores the most talked-about workplace trend of 2026: The Ambition Gap at work. For the first time, research shows a notable gap between the number of men and women who want to be promoted. But this is not a story about women losing their ambition. It is a story about women redirecting it. This blog will share the data and give some practical tools for any woman ready to redefine her career on her own terms.


What Is The Ambition Gap? (And Why It’s Not What You Think) 

The latest Women in the Workplace report from McKinsey and LeanIn put a name to a feeling many women have shared: for the first time, a measurable "ambition gap" has appeared. The 2025 data shows that 80% of women want to be promoted to the next level, compared to 86% of men. The gap is widest for women at the very start of their careers, where only 69% want a promotion, compared with 80% of their male peers.

 

But to call this a crisis of ambition is to miss the point entirely. The data reveals that this is not a lack of ambition, but a lack of support. The same report found that only 31% of entry-level women have a sponsor to advocate for them, compared to 45% of men. Given that employees with sponsors are twice as likely to get promoted, the gap is not in women's desire, but in the structure that is failing to support them. With only 54% of companies actively committed to programs that support women's advancement, it is no wonder that many are looking at a broken system and choosing a different path.


Embracing the "Squiggly Career" 

So if women are not losing their ambition, where is it going? It is being redirected. A 2025 study from the women's network Chief found that 86% of senior female leaders felt more ambitious than they were five years ago. But when asked to define that ambition, "job title" came in fifth. Their top priorities were financial success, decision-making power, control over their time, and autonomy.


This is the rise of the "Squiggly Career", a concept that celebrates a non-linear career path. As discussed in the WOOT podcast with Heather Barker , it is about intentionally choosing sideways moves, pivots, portfolio work, and self-employment to build a career that aligns with a personal definition of success. It is not a failure to climb the ladder; it is a conscious decision to build a different kind of structure altogether. Women are not leaning out; they are leaning into a new, more fulfilling way of working.


How to Find a Sponsor (and Close the Gap) 

First, a quick definition because the two are often confused. What we mean by mentor is someone who gives advice and guidance based on their own experience. A sponsor, we believe, from listening to what women say, is something more powerful: a senior person who actively uses their influence and credibility to advocate for someone else, putting their name forward for promotions, high-visibility projects, and opportunities  , often in rooms that person is not in. The distinction matters because mentors help women reflect; sponsors help women advance.


The data is clear: sponsorship is the single biggest accelerator for promotion, and it is where women face a significant gap.


  • Identify Potential Sponsors: Look for senior leaders (men or women) who have influence in the organisation and a reputation for developing talent. Observe who speaks up for others in meetings and whose voice carries weight.


  • Build the Relationship: A sponsorship request cannot be a cold ask. Build a professional relationship first. Ask for their perspective on a project, share a relevant article, or offer to help with a challenge they are facing. The goal is to move from being an unknown quantity to a valued colleague.


  • Make the Ask (Directly or Indirectly):

    • The Direct Ask: "I am focused on progressing to [next role] and I deeply respect the way you navigate the organisation. I would be honoured to have you as a sponsor. Would you be open to advocating for me when opportunities arise?"

    • The Indirect Ask: "I am working towards a promotion to [next role]. What advice would you have for me on getting the right visibility with the leadership team?" (Their answer will reveal their willingness to help).


How to Redefine Your Ambition: A Practical Toolkit 

Whether employed or self-employed, any woman can take control of her career narrative. It starts with moving from a passive acceptance of the corporate ladder to an active design of a career that truly fits.


 1. Audit Your Ambition

 Before chasing the next title, take a breath as it is crucial to define what success actually looks like. Take 30 minutes and write down the answers to these questions: What does my ideal workday look like? When do I feel most energised and fulfilled? What is more important to me right now: title, flexibility, autonomy, or impact? This personal audit provides the blueprint for a genuinely motivating career path, rather than one that simply follows a pre-defined path. If you need help with this, reach out to a friend or WOOT.


2. Frame Your "Squiggle" as a Strategy

A non-linear career move is not a step back; it is a strategic acquisition of new skills and experiences. When discussing a sideways move, a pivot into a new industry, or a decision to go freelance, frame it with confidence. For example: "I'm taking on this project management role to build the operational skills I need to become a more effective leader in the future." Or for a client: "My experience across three different industries is my unique strength; it allows me to bring a fresh perspective to your challenge that a traditional specialist cannot."

 

3. Find Your Sponsor (or Be Your Own)

 Given the sponsorship gap, this is non-negotiable. Actively seek out senior people who can advocate for you. But for many, especially the self-employed, the most important sponsor is oneself. This means building a personal brand, sharing expertise publicly on platforms like LinkedIn, and proactively networking. It is about ensuring that when opportunities arise, your name is already in the conversation because you put it there.

 

4. Communicate Your Path Clearly

 It is vital to be able to articulate your ambition, even if it does not fit the traditional mould. In a performance review, this might sound like: "My ambition for the next two years is to deepen my expertise in [area] and lead a high-impact project, rather than focusing on people management." For a client, it might be: "My business is structured to allow me to work with a small number of clients on a deep, strategic level. That is where I deliver the most value." This clarity prevents others from imposing their own assumptions on your career


Here’s how you can take the first step: 


Join the Womeniverse for £30/year → https://www.womenofourtime.uk/women-of-our-time-community

 

 

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You Don’t Have to Face This Alone 

If this post has you thinking, “Maybe the ladder isn’t for me”, you’re exactly who Womeniverse™ is for.


Womeniverse™ is the Women of Our Time community where women support women at work and in life. It’s a practical, judgement-free space to figure out what you want next, whether that’s a promotion, a pivot, a portfolio career, or simply more autonomy and energy.


Inside you’ll find:

  • peer support from women on every kind of squiggly career path

  • expert-led sessions on career design, confidence, visibility and personal brand

  • tools and templates you can use immediately

  • conversations that help you feel less alone at work, and more like yourself again


Join Womeniverse™ here: www.womenofourtime.uk


Your Only Agenda is You.


With support,

The Women of Our Time Team


P.S. If you know a woman quietly questioning what success is supposed to look like, share this post with her. We don’t have to navigate work alone.


Click or Scan the QR Code Below to join the Womeniverse™

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The Ambition Gap – Frequently Asked Questions 

Q. What is the ambition gap?

A. It is the finding that fewer women (80%) than men (86%) now want a promotion. The data shows this is not a loss of ambition, but a response to a lack of sponsorship and support in traditional corporate structures.

Q. Are women really less ambitious than men?

A. No. Research shows 86% of senior women feel more ambitious than five years ago, but they are redefining success to prioritise autonomy, flexibility, and impact over just a job title.

Q. What is a "squiggly career path"?

A. It is a non-linear career that embraces pivots, sideways moves, and freelance work as strategic choices. It is about intentionally designing a career that fits your values, rather than just climbing the corporate ladder.

Q. How do I progress if I don't want the next promotion?

A. Redefine "progress" for yourself. It could be deepening your expertise, leading a high-impact project, or gaining a new skill. Communicate this new vision of progress to your manager so they can support you.

Q. Where can I find support for a non-traditional career path?

A. The WOOT Membership is built for this. It is a community where you can connect with founders, freelancers, and corporate leaders who are all redefining success and building their own squiggly careers.


 
 
 

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