Community Content

Closed Mouths: They Don't Get Promoted!

Published: Thursday, August 23, 2018
Updated: Thursday, August 23, 2018

You’ve shown up, put in the work, and delivered the results. WHAT NOW? All too many times we’ve heard the five words that leave us just as undirected  leaving out of a 1:1 as we were  going in; KEEP DOING WHAT YOU’RE DOING. If we keep doing what we’re doing, we’ll keep getting what we’re getting, and if you’re not getting what you want, disregard those five words and make the necessary adjustments.

Clearly communicating and strategically reinforcing your desire for promotion is essential to your career advancement. I vividly remember a time when I neglected to voice my interest in a particular position because I didn’t believe I was qualified, only to later find out the hiring manager would have strongly considered me for the role, had he known I was interested.

Avoid the vital mistake I made by clearly communicating your goals for advancement to the following:

    1. Your Manager
    2. Your Team of Advisors (Mentors)
    3. Your Senior Leadership Team

Communicating with Your Manager

It’s a good business practice to keep an open line of communication with your manager. Optimally, you’ll want to have reoccurring 1:1s that focus on your personal and professional development (I recommend every 3-4 weeks). This intentional communication will allow you the opportunity to make your manager aware of any support you may need and allow them the opportunity to provide detailed feedback on your performance.

Communicating with Your Team of Advisors

Building a team of advisors is an invaluable asset when it comes to career advancement. Choosing the right advisors is an essential step, and when done correctly, can deliver a competitive advantage. When meeting with your advisors (I recommend monthly or bimonthly) they will be able to provide guidance, helping you to avoid mistakes and to accelerate your development. Additionally, they will often advocate for you in your absence.

Communicating with Your Senior Leadership Team

The SLT has a lot of influence and a vested interest in the success of the organization. Often, these managers strongly support the growth and retention of top talent so they should be aware of your desire to advance. Having someone from this team on your team of advisors (I recommend meeting bimonthly or quarterly for anyone from this leadership group) is value added; they will be able to provide you with higher-level perspectives concerning business strategy and organizational performance.

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And Then What?

It’s needless to say communicating your career advancement goals won’t guarantee you the next promotion. What it will do, is make sure your name is in the conversation by providing clear alignment, expectations, and accountability with your leadership team. Your leaders will expect you to deliver on your performance measurables and you should expect your leaders to provide you with the feedback, resources, and support necessary to be successful and achieve your goals.

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