Research identifies lack of role models as one of the main causes of the lack of female senior managers. However, recent articles point to negative outcomes of female role modeling and even outright rejection by women of female senior managers as relevant role models. The authors seek to provide insight to this phenomenon by mobilizing concepts of career success and gender. They conclude that the definition of a successful career should not be reduced to objective indicators such as hierarchical progress but should include aspects of subjective career success, particularly work–life balance. An analysis of gendered dynamics within organizations leads to general questioning of the definitions of worker and managerial efficiency and the development of a model of role model dynamics that in turn suggests some research directions and key implications for human resource practitioners.