In most industries, including Insurance, we often see a traditional career path that looks like this: start at the bottom, work your way up, and eventually, you get to manage a team. Does it sound familiar? There’s a catch… not everyone wants to be a leader ( insert shocked emoji ). This reminds us of the PETER PRINCIPLE (1) (coined by Dr. Laurence J. Peter) and is the idea that employees get promoted until they reach a level where they’re no longer great at their jobs. Or, in Dr. Peter’s words, they get “promoted to their level of incompetence.” This sounds a bit harsh, but it happens more often than it needs to. Just because someone is a ROCKSTAR at their CURRENT JOB doesn’t mean they’ll be a great manager.

If you are reading this and thinking, ‘are they talking directly to me?’ it’s ok! Leadership career paths are so visible, it’s common to feel like you should take that next step into management, when other lesser known paths actually exist and would be better suited to you. If you love what you do but aren’t sure leadership is the right path, consider another path—one that keeps you engaged, motivated, and right where you shine.

 

Why Individual Contributor (IC) Roles Matter

A study by Visier (a leader in people analytics) surveyed 1,000 U.S.-based employees in Individual Contributor roles about their interest in becoming managers. The result was only 38% of ICs wanted to become people managers, while a whopping 62% preferred to stay in IC roles (2). That means, you aren’t super excited about a leadership role, you aren’t alone. The majority of employees don’t even want the promotion ladder.

There is good news… Many of the larger and more complex companies in the Insurance Industry already offer an ALTERNATIVE CAREER PATH—you just may not have heard about it. Whether it’s due to poor communication, outdated assumptions, or a lack of visibility, IC roles often exist but aren’t positioned as a TRUE EQUIVALENT to leadership.

 

How to Find and Thrive in an IC Career Path

If you are unsure whether leadership is right for you, or you feel stuck in a role with nowhere to grow unless you manage a team, we want to challenge you to rethink your career progression.

1. Identify Any EXISTING IC Career Paths at Your Company

Before assuming leadership is the only way up, dig into your company’s structure. Ask questions that help you understand if there are already Senior, Principal, or Specialist roles at your company, are there other colleagues who are in advanced roles without managing people, and is there an IC career path already established?

If these roles exist but aren’t well communicated, these questions will help you get to the bottom of it. You and your manager can then discuss the potential paths forward.

 

2. Make the Case for Your OWN GROWTH

If you love your work but don’t want to manage, let leadership know. Propose a path where you take on greater responsibility, work on high-impact projects, or mentor junior employees WITHOUT moving into MANAGEMENT. If you feel like this might be a ‘tough sell’, emphasize your expertise and experience as an asset to the company and how you can DRIVE VALUE in ways other than managing people (ex: mentorship, technical excellence, or client relationships).

 

3. Understand Compensation for IC Roles

One major reason employees feel pressured into management is MONEY. If the only way to get a raise is to take on a leadership role, this could be a red flag that a career as an Individual Contributor at your company may not be possible. However, many companies do offer PARALLEL PAY structures where top-performing ICs can earn just as much as managers, and just don’t talk about it.

When in doubt, start with your Leader, it never hurts you to ask questions! Ask about pay bands for senior IC roles, bonus structures based on impact rather than team performance, and if there are any opportunities to negotiate to align your expertise with your salary.

 

4. Seek VISIBILITY and RECOGNITION

IC roles can sometimes feel OVERLOOKED compared to management positions. If you want to grow in your career, it’s important to take ownership of ensuring your contributions are seen and valued. Try speaking at industry events, conferences, or company meetings about your expertise, niche, or key experiences or take on high-impact projects that showcase your expertise

If your company doesn’t currently have a formal IC track, it is a great opportunity for you to lead the charge. Advocate for internal recognition of IC excellence (awards, shoutouts, or leadership access), and help lay the groundwork for an official company sponsored career path.

 

A Quick Note for Company Leaders

If you’re a leader reading this, ask yourself: Are your IC career paths clear and well-communicated? If top talent is leaving because they don’t want to manage, they may not even know another option exists. Consider:

  • Making senior IC roles more visible and prestigious
  • Compensating ICs at levels equivalent to managers
  • Actively encouraging employees to explore both career tracks

 

When employees feel like leadership is the only way to advance, they might take the promotion—but they won’t always thrive. And when companies fail to clearly communicate IC paths, they risk losing top talent who would have stayed if they’d known about another way up.

If you’re feeling the pressure to move into leadership but aren’t sure it’s right for you, take a step back. A lucrative, fulfilling career path might already exist—you just have to find it. And if it doesn’t, perhaps it is time to consider a new path that aligns better with your strengths, experiences, and success.

 

 

 

Citations:

(1)Peter, L. J., & Hull, R. (1969). The Peter Principle: Why Things Always Go Wrong. William Morrow and Company.

 

(2) https://www.visier.com/blog/new-research-individual-contributors-shun-management/