The Glass Cliff: Empowerment or a Hidden Risk?

One of my clients recently moved from working under a micromanager to a new company. Her new boss, based in the U.S., was impressed by her work and when redundancies hit, told her:

“Go ahead and restructure, I trust you.”

She was over the moon. For the first time in her career, her judgment was fully valued. She felt empowered.

But here’s the real question:

Is this empowerment or the glass cliff?

The Glass Cliff is a pattern where women and especially underrepresented leaders, are promoted or handed responsibility during moments of crisis. These assignments often come with:

• High risk

• Low support

• Vague expectations

• Political complexity

• A disproportionate chance of failure

On the surface, it looks like trust. In reality, it can be a subtle setup.

It’s not always intentional, but the impact is the same: You carry the risk while the system stays unchanged.

Three Questions I Asked Her

When she told me about this opportunity, she felt proud and excited and she should. But excitement needs to be paired with awareness.

Here are the questions I asked her to reflect on:

1. Are you being trusted or tested?

Is this an invitation to lead, or are you being placed into a situation no one else wants to manage?

2. Do you have the support required to succeed?

Responsibility without resources is not empowerment, it’s exposure.

3. What safeguards do you need to put in place?

A crisis role without boundaries can quickly become a reputation risk rather than an opportunity.

How Coaching Helps Leaders Avoid the Glass Cliff

These moments are pivotal. A coach helps leaders:

• Identify red flags

• Ask for the right conditions before accepting a role

• Navigate political dynamics

• Clarify expectations with stakeholders

• Build authority and visibility

• Protect themselves while stepping into high-exposure assignments

The glass cliff is not a reason to step back. It is a reason to step in strategically.

With the right clarity and support, these roles can accelerate your career, not derail it.

If you’ve been handed a “big opportunity” during organisational chaos, pause and ask:

Am I being handed trust, or risk? And what do I need in place to succeed?

Empowerment should lift you. Not push you off a cliff.