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Weintraub also recommends thinking about who your successor might be at this stage and figuring out how to champion that colleague. “You’re trying to prove that you’re already working at the level you’re asking to be promoted to,” she says. It might also include data from other divisions or consumer or employee surveys that point to your success. The memo’s bullet points ought to “provide concrete metrics of the impact you’ve had, descriptions of solutions you’ve delivered, and financial outcomes for which you’ve been responsible. She recommends preparing a one- or two-page memo that clearly outlines your proven track record. Be prepared for a “what-have-you done-for-me-lately mentality,” says Nawaz. Once you’ve clarified exactly what you’re looking for, build a compelling case for why you deserve to move up, especially if you’re asking to advance ahead of your organization’s promotion cycle. You have to be someone that people are willing to follow.” Build your case.
Remember: When it comes to granting your request, Nawaz says, “it’s not just the business results. Also ask your colleagues how they perceive your promotion readiness. This might help you uncover effective strategies. Find out how others successfully pressed their cases for promotion. “Your manager’s peers have input as well.” She recommends, soliciting feedback from a personal board of directors on your strengths and weaknesses, and speaking to peers to try to gauge your institutional reputation. “The more senior you get, the more likely it is that your promotion is not the sole decision of your manager,” she notes. It’s smart to gather outside intelligence, too, says Nawaz. This will help you position your promotion request in a way that connects to broader strategic goals.
“Do you want more power? More money? More managerial responsibility?” Is there already a position you covet, or do you wish to create a new role? Do you want to move up - or would a lateral move interest you? It’s also important to “think about your skill set and how it aligns with the objectives of the organization,” he says. The first step in the process is to think through what you want, Weintraub says. Promotions Aren’t Just About Your Skills – They’re About Your Relationships Reflect. “There is a degree of self-promotion that’s needed.” Put simply: “If don’t you ask, you don’t get.” Here are some pointers on how to make the request. “You can’t assume that the organization will take care of you just because you do a good job,” he says. “You’re not in control you’re putting yourself in the hands of your manager to be judged - and you might be judged not worthy.” You may fret that you’ll be “bugging your boss” or come across as greedy and “self-serving.” But, to advance in your career, you’ll need to learn to advocate for yourself, says Joseph Weintraub, the founder and faculty director of the Babson Coaching for Leadership and Teamwork Program. “Asking for a promotion makes you feel vulnerable,” says Sabina Nawaz, the global CEO coach, leadership keynote speaker, and writer. How do you prepare for that conversation with your boss? What information should you have at the ready? And how exactly do you make your case? What the Experts Say But when you think you’re ready for the next step, it’s important to say so. Asking for a promotion can be nerve-wracking.
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