The FiveYears In-FiveYears Out Plan (FYI-FYO)

How Women Can Go from Entry-level to C-Suite in Five Years

In 2001, I embarked on a journey in the healthcare industry, armed with ambition, determination, and a plan. Transitioning from another industry, I willingly accepted an entry-level position within a sprawling healthcare conglomerate. Little did I know that this decision would set in motion a series of events that would propel me to the highest echelons of leadership within just five years. My secret weapon? A mentor who happened to be the chairman of the board and an equation I coined my “Five Years In- Five Years Out Plan.”

Despite my novice status within the company, I was driven to make a meaningful impact. I saw an opportunity where others might have seen challenges. The company was at a crucial inflection point, facing an impending audit by state and federal regulators. Seizing this moment, I decided to take a bold and audacious step.

Without seeking permission or waiting for someone to hand me a roadmap, I initiated contact with the auditors. In a heartfelt conversation, I explained my newness to the company and my earnest desire to learn from the audit process. One of the auditors, perhaps recognizing my innocence and determination, extended a hand of empathy and assistance.

With the auditor's guidance, I worked tirelessly to address the organization’s deficiencies and mitigate the government’s recovery demands. This audacious move impressed my superiors and catapulted me onto the fast track to the coveted C-suite. In 2006, I achieved the remarkable feat of being promoted to Chief Operating Officer.

While my journey is a compelling one, it is by no means unique. Countless women have made similarly bold moves to ascend the corporate ladder at an astonishing pace. However, their stories often remain untold, hidden in the shadows of conventional career narratives. Today, I’m here to change that. In this blog post, I will spotlight the remarkable women who embraced the “Five Years In-Five Years Out” planned path to leadership — a path marked by ambition, strategic thinking, and an unwavering commitment to breaking through the glass ceiling.

FYI-FYO Strategy

The “Five Years In — Five Years Out” Strategy, coined in 2001 (by yours truly), offers a unique and effective approach for women looking to advance their careers within the corporate world. This innovative strategy is built on the premise that when embarking on a new career role at a company, you should commit to spending the initial five years (Five Years In) focusing on honing your skills, expanding your knowledge, and demonstrating your value to the organization. During this time, your goal is not only to excel but to become an indispensable asset to your employer.

However, the key differentiator of this strategy lies in its second phase: the next five years (Five Years Out). This phase emphasizes transitioning out of your current company and into a leadership position elsewhere. By making this transition, you increase your career options, enhance your visibility in the industry, and significantly boost your compensation potential.

What makes the “Five Years In — Five Years Out” Strategy particularly appealing is its adaptability to women at all organizational levels. Whether starting as an entry-level employee or holding a mid-level position, this strategy provides a roadmap for long-term career success. It empowers women to strategically plan their career trajectories, seize growth opportunities, and make impactful transitions, ultimately ensuring they achieve the recognition and rewards they deserve in today’s competitive corporate landscape.

Align your strategy with skills.

The FYI-FYO strategy only works when coupled with a unique group of skills. According to Hannoversearch.com, here are the top skills you need to develop within your five years:

  • Strategic planning leadership with the ability to inspire others; you’ll want to be bold here, ladies.

  • Vision and goal-setting

  • A high competency level in your area; if you don’t know something, learn something.

  • A firm grasp of business principles

  • Efficient decision-making skills. In a nutshell, members rising to the C-suite must appreciate that sometimes the ‘wrong decision is better than no decision.’

  • Excellent communication, with the ability to translate your thoughts both in writing and verbally

  • Visionary creativity

  • Time-management skills for an effective work-life harmony

You’ll also need a few resources along the way. Here are my top resources for an effective FYI-FYO plan:

  1. A mentor. Look for someone with excellent visibility and standing, and ask them to mentor and sponsor you.

  2. Resolve. You’ll want to strengthen your resolve to succeed. There’s no room for the weak in this strategy.

  3. A firm vision. Where do you want to land: CMO, COO, VP?

  4. Your crescendo. What is the subject or idea of which you're going to be the loudest and make your mark?

What She Did

Several notable women leaders have effectively applied the “Five Years In — Five Years Out” strategy to advance their careers and significantly impact their respective fields. One such example is Sheryl Sandberg, who spent five years as the Chief Operating Officer at Facebook, where she played a pivotal role in the company’s growth. Following this, she transitioned out to become a prominent advocate for women in leadership and authored the influential book “Lean In.”

Another remarkable leader who exemplifies this strategy is Mary Barra, who spent five years as the CEO of General Motors, making substantial strides in innovation and sustainability within the automotive industry. After her tenure, she continued to lead GM while expanding her influence in the automotive world.

Furthermore, Indra Nooyi, the former CEO of PepsiCo, demonstrated the efficacy of this strategy by focusing on transforming the company during her five-year tenure. Post-PepsiCo, she channeled her leadership skills into serving on various boards and advocating for women’s empowerment.

These women leaders showcase how the “Five Years In — Five Years Out” strategy can be a powerful tool for career advancement, enabling them to excel in their roles, gain valuable experience, and leverage their expertise to effect change in broader contexts.

While it is rare for individuals to rise from an entry-level position to a top leadership role within a large organization in just five years, there are still examples of women who have made rapid career progress. Ursula Burns is one such remarkable example. She began her career as an intern at Xerox Corporation and steadily climbed the corporate ladder. In about 20 years, she went from an entry-level position to becoming the CEO of Xerox in 2009, making her the first African-American woman to lead a Fortune 500 company. While it took her longer than five years to reach the pinnacle of her career, her story is a testament to dedication, hard work, and continuous learning.

Although the “Five Years In — Five Years Out” strategy may not always lead to top leadership roles within a short timeframe, it can still be valuable for rapid career growth by helping individuals strategically plan their advancement and seize opportunities for progression within their organizations. It’s essential to recognize that career trajectories can vary widely, and the timeline for achieving leadership roles may differ from one person to another. What I hope you take from this article is this — make your mark, and don’t linger in places that were meant to be pit stops. Allowing complacency to persist in your career can slowly extinguish your passion and motivation.

So, let me know what you think of the FYI-FYO strategy. Leave a comment, a clap, and be sure to share this with someone who could use a career pep talk.