294: Common Mistakes to Avoid When Seeking a Promotion
Common Mistakes to Avoid When Seeking a Promotion
Today, I’m diving into 14 reasons why people fail to prepare themselves for a successful attempt at a promotion. For the purposes of this episode, I’m talking specifically about internal promotions — although many, if not all, of these strategies will apply if you are seeking a higher position with a new company.
Signing on with a company that can’t offer you a promotion.
This is an upfront mistake I saw frequently during my time in higher education — people would ask in the interview about the opportunity for promotion, and there just wasn’t any.
This is not to say that you don’t want to work there — perhaps it is the right opportunity for you now, and you know you will need to look outside your organization to seek a higher-level job. Just be sure you like your reasons for joining an organization that can’t offer you a promotion.
Also — does the company have a practice of promoting from within? Or is this going to be a series of frustrations, where outside people (or those from other departments) are put in more senior roles ahead of you?
Not communicating your desire for a promotion.
You may assume your boss knows you want a promotion, but you know what they say about “assume.” Your boss may think you are content with your current role — you want to let her know of your ambition.
Be careful here — you don’t want your boss to think you want her job unless she has upward mobility, as well.
Not understanding the new role.
We all know of people who wanted a promotion for the additional money in their paycheck — not because they were passionate about, or really understood, the new role. Make sure you thoroughly understand the responsibilities, skills, and qualifications required for the position — and give real thought to whether this is a role you actually want to take on.
Lack of skill development.
My favorite strategy for this is to ASK. Find out what skills and experience will be needed, then ask your boss or the hiring manager (if the job is in another department) how you currently measure up.
The goal here is to find out exactly what you need to learn and develop so your candidacy is a no-brainer.
Not building a strong track record.
One of the very best strategies for getting a promotion is consistently delivering exceptional results in your current role. Never think of your current job as just a steppingstone to bigger and better things.
Not self-promoting.
There’s a huge difference between being the braggart who takes credit for others’ work and being an effective self-promoter. It’s important to communicate your achievements and contributions effectively — including relevant ones outside of work.
Ignoring company culture.
Everything from your dress, grooming, punctuality, spoken and written communication, and professionalism will be taken into consideration. Make sure you align with the company’s values, mission, and culture.
Not seeking feedback.
Not only does constructive criticism help you make improvements that will increase your chances for promotion, but you are also showing evidence of your ability to hear those things – and make changes based on feedback.
Seeking a promotion at the wrong time.
Increasingly, I am seeing companies indicate a timeframe for internal candidates to apply for promotions, so take that information as gospel. In general, be mindful of the broader context, such as the company’s financial stability or changes in leadership that would directly impact the new role.
Not networking.
Building relationships with colleagues, superiors, and mentors can provide valuable support and recommendations, which can significantly improve your chances of promotion.
Neglecting soft skills.
Qualities like leadership, communication, teamwork, and adaptability can be deciding factors in promotions — and can often be as important as your technical skills, if not even more so.
Overlooking the competition.
You may have competition within your organization for the same promotion. It is important to assess your peers and their qualifications so you can develop a strategy to set yourself apart.
Demanding rather than earning.
For most of us, we begin doing the work before we get the new title or salary increase. Promotions should be earned, so demonstrate your value to the company rather than expecting a promotion just because of time in the company, educational credentials, or other qualifications.
Inadequate preparation for interviews.
Don’t assume the interview doesn’t matter, either because it’s been hinted that you have it “in the bag” or because you assume you know what they will ask. Absolutely, the interview is viewed differently with internal candidates, but your goal is to blow them away in the interview so they can’t say no to you.
DIY vs. DFY
DIY:
The DIY I want to recommend here is getting a mentor. Preferably, someone in your organization who knows you and the other players — and who will be honest with you about what he sees as your areas for development.
From there — consume! Read books, watch Ted Talks, listen to podcasts…whatever you can consume to help with your areas for development.
Finally — practice! Try your new learning on at work and ask for feedback from people who will be honest with you — and who aren’t also trying to get the same promotion.
DFY:
The most obvious assistance you could get to prepare yourself for a promotion is a career coach.
If you choose to go this route, it is so important to pinpoint what kind of help you need. There are coaches who specialize in improving your communication skills, your leadership skills, your professional appearance…you name it.
One you’ve identified the help you need, reach out to 2 or 3 possible coaches for a consult, sometimes called a discovery call. This will give you a sense of your connection with the coach, their methods and processes, and their package options.