Am I Promotable?

If you’re an emerging leader, you’ve probably asked yourself some version of this question: “What do I actually need to do to get promoted?”

You work hard. You deliver results. You take initiative.

And yet… the certainty of a promotion can still feel unclear.

Over my years of coaching emerging leaders, to help them demonstrate readiness for their next step up and get promoted, I have seen a number of effective strategies executed.

But before you even get into the strategies to build your profile or to get exposure on high visibility projects…

There’s an important question you should ask yourself first.

Because while you might be thinking your boss is consumed with all the reasons they should promote you – I’d like to suggest that the opposite is likely to be true:

Perhaps your boss is actually looking for all the reasons right now why he or she should not promote you.

 

Why Should My Boss Promote Me?

Cleo, one of my private coaching clients, (not her real name) was discussing her career – and potential path forwards – with her boss recently.

His advice to her was this:

“I’m actually looking for all the reasons not to promote you – it’s up to you to prove me wrong.”

Abrupt is sometimes best. 🙂

Her boss wasn’t saying he was looking for reasons not to promote her because he didn’t like her, or wasn’t rooting for her.

Ultimately what he was saying is promoting someone – anyone – is a potential risk to him.

A potential perceptual risk if his decision were proven wrong.

Arguably, your promotion is also a potential risk to the business.

Because a promotion likely means a bigger salary. More responsibility. And more visibility.

So if anything does go wrong, it’s impact could be amplified. And that decision will reflect on your boss.

 

What Is My Boss Thinking About My Promotion?

So your boss might be doing a mental checklist, a critical assessment if you like, about the risk your promotion might pose to him.

Let’s go back to Cleo to bring this to life.

Here’s how Cleo’s boss might be running that critical analysis in his mind.

Cleo’s boss might be thinking:

• “Where is Cleo struggling?”

• “What haven’t I seen from Cleo yet?”

• “How does Cleo respond under pressure?”

All valid questions that Cleo’s boss needs answered if he’s to feel secure in putting her forward for promotion.

 

Your job, then, is not just to be good at your job. It’s also to systematically remove doubt about your candidacy.

 

So let’s look at these questions (doubts) to help you apply this to your own career.

Question #1: “Where is Cleo struggling?”

• What are you working on that’s been challenging you?

• Which stakeholders are aware of that?

• Are you thinking outside the box to find solutions to those challenges, or not?

• How are you proactively showing up?

Question #2: “What haven’t I seen from Cleo yet?”

• What does your boss need to see that s/he hasn’t already?

• Remember it’s not good enough to be doing. Your impact has to be visible.

Question #3: “How does Cleo respond under pressure?”

• Are you demonstrating resilience?

• Are you able to make clear decisions under pressure?

• If you want a promotion, you need to be able to demonstrate the ability to lead through uncertainty (because it’s everywhere….)

 

These are just three potential doubts that might be swirling around your boss’ head…

Preventing them from making that decision to promote you.

What other doubts might they have that are blocking that promotion?

I’m here to help:

If you are looking to move up to the next level in your career, whether today or over the next 12 months, it’s time to get strategic about how to approach it.

Book a free 15 minute Career Strategy Call with me right now to help unlock this problem and help you show up as ready now for that next stretching leadership opportunity.