The “Seat at the Table”
In the journey of our careers and social lives, the pursuit of a "seat at the table" has become a familiar phrase, symbolizing recognition, validation, and influence. However, like so many age-old metaphors, rarely do we take the time to look beyond their assumed surface-level meaning. Many still work tirelessly in hopes of earning a place here, without fully understanding exactly what it is they’re after, or what it may require to get there.
So what do achievement and impact look like in this modern society largely driven by influence and power? The “seat at the table” concept represents both an isolated, individual challenge and one that is large and systemic. Personal rationale for success abounds, yet waiting for an entire system to evolve before implementing change is a losing battle. So, we have to look inward at the factors within our control to better understand our motivation, and determine whether or not this seat is required in order to make positive change in an evolving capitalistic society that often leaves valuable players behind.
When thinking about achievement, the context of a long-term view is vital. Yes, today’s seat at the table requires you to bring something of value that holds relevance within our current system. But more importantly, the responsibility, impact, and influence of a true seat at the table is merely setting the stage for a desired future state. Define where you wish to be in the long run and why in order to clearly see the path to get there.
This metaphorical table represents something unique to each individual: perhaps recognition for themselves or representation for underrepresented minority groups. Maybe it’s validation for those who have fought their way up the ladder without the acceleration of a privileged background or education. Or, a desire for power and influence. There’s an opportunity here to pause and think about what you really want to experience or achieve, before diving headfirst into an exhausting, political grind that might not provide the outcome you’re looking for.
Desiring – and obtaining – a “seat at the table” is an emotional experience, one that may lack the balance of logical reasoning, and the pursuit often fails to satisfy the deep desires we each have within us. In its simplest form, chasing a “seat at the table” is merely a desire for recognition we feel we deserve for our contribution or effort but aren’t receiving. But what happens when that chair alone does not suffice? Presence at the table and having influence at the table are two very different things.
The rapid decline of the Chief DEI Officer role is a strong indication that this seat might not carry the reward so many envision. Fighting for and finally earning a seat doesn’t promise or sustain recognition, influence, or positive change. The initial demand for a CDO seemed to be a win for the table – an effort that would promote inclusivity in an organization. But these individuals were not set up for success – and no one leaned into the dire conversation surrounding appropriate and valuable DEI work for the business. So, just as quickly as these individuals earned their seats, they were pulled out from under them.
The view from the top may offer a semblance of power and influence, but it often disconnects us from the realities of those on the frontlines. Bridging this gap requires open communication and feedback channels between different levels of the organization. On the other hand, lower level employees are on the frontlines of many organizational day-to-day challenges, and therefore need access to those at the top in order to provide perspective and feedback that can elicit positive change.
The organization has an obligation to support and develop its people so they stand a chance at having an impact – and that doesn’t exclusively apply to leadership and executive positions. The truth is, you can have influence at any and all levels of an organization and beyond. If not in the workplace, where else are you spending energy or seeking fulfillment? Is there a seat at a table outside of the traditional work environment?
The elusive pursuit of a seat at the table has motivated individuals for years, but facing the reality that a metaphor holds no guarantees, it’s astounding that we haven’t attempted to invalidate what often turns into a quest for clout. We must hold ourselves and each other accountable to ways in which we can make an impact – not only bridging communication gaps within an organization, but ensuring that we’re ready to do the work that positive change requires when the opportunity presents itself – even if that work doesn’t promise a fancy title and floor to ceiling windows on the top floor.
