Lots of people ask me about this…sometimes it seems like there’s a rule book that everyone knows about but you. I’ve talked about the 3 Ps: Performance, Platform, and Perception as being key for promotion, but here’s some lessons learned about how to navigate this tricky space.

Performance

So, performance goes without saying.  Here’s the trick: it’s not performance in your current role that indicates your readiness to be promoted, it’s your performance at the next level that they’re looking for. Now, they’re not expecting you to do everything perfectly, but they need enough assurances to know that if you do get promoted, you won’t crash and burn.  Which leads to….

Platform

Here’s the litmus test: if you were to win the lottery tomorrow, what level would they fill your job at to get the same performance they are getting now?  If your answer is not a level higher than what you’re at, your platform is too narrow. Ways to change platform?

• Adding to your current role: signing up to be the lead on special projects, committees, etc. It’s not enough to join, you have to be able to exhibit leadership and competencies. Remember, they are looking for proof at the next level.
• Changing roles: moving into a role that’s a higher level than what you’re at. But don’t do it till you try adapting your current role. Why? You start all over again with a new group.

Perception

Do the people in the room discussing promotions know who you are?  Would they be able to formulate an opinion on you, bring up examples of how you would be ready for promotion?  It’s not enough for them to be neutral-they have to be advocates. As you get more senior in your career, the promotion decisions need the endorsement of the leadership teams because it matters more. At the more junior levels, your manager probably has the majority of the say. Actions that can help:

• Ask your manager for suggestions on people for you to “have a cup of coffee with” from a mentoring point of view.  A one on one with someone will leave an impression. Have a light touch about promotion. Saying “I’m here because that’s what I need to get promoted” isn’t advisable (yes, people have done that with me).
• Ask your manager to keep an eye out for roles that can increase your profile. She/he might hear of special projects that need a leader….and you might be perfect.
• Unpromotable behavior has to end: some people lose their tempers, get snippy or curt, and assume they are forgiven because there are so good at what they do. Nope, that’s the reason why they’re still here. If you exhibit behavior that’s questionable, it’s got to stop and be replaced by the right behavior. People have long memories.

A word of advice. Once you have the “I’d like to be considered for promotion” discussion, focus on the things you need to do to get there. Don’t keep talking about promotion: it’s annoying. Talk to me about how you’re working on: the areas of development we discussed, ask me if I think you’re improving. Be excited about the work you’re doing, and focus on how it adds to your personal narrative. Remember, promotions are outcomes, not goals.