Fast Company 1.4.22|Work Life|”These 2 surprising mistakes may cost you a promotion in 2022” By Stephanie Vozza
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Summary by 2244
Is 2022 your time to move “up the ladder?”
If so, avoid these two mistakes that could be holding you back.
According to Martin G. Moore, “author of No Bullshit Leadership”, with remote work, getting leadership exposure is harder than ever but what companies are looking for in terms of promotability hasn't really changed. So realize that every time you open your mouth, “in an organizational context, it’s actually a job interview.” Videoconferencing may not be a good medium for that needed exposure. Given this it is a good idea “to actually plan and structure the interactions you have in your organization to make sure you’re in the line of sight.”
Once in the eye of leadership, be aware they are looking for “common traits….like learning from your mistakes, and being willing to take on tougher and tougher challenges.” Moore comments “‘Nothing speaks louder than results’” combined with work ethic, “a certain way of doing things,” resilience and “a certain level of maturity.” These are really givens of all potential candidates for promotion but pay attention as well to not be “irreplaceable” as you need to show that you can “build capability in others.”
It’s “counterintuitive…[that one should] demonstrate that you’re redundant.” Management can’t promote you elsewhere, or deal with your unintended absence, if you haven’t built a team that can operate well without you. Secondly, be sure your team members are carrying their share of the load rather than sitting back and letting you be the workhorse. When a need arises, rather than always “rolling up your sleeves”, instead “coach and mentor…so “they develop and fill that vacuum.” “Strive to be a trusted advisor.” Your staff will, as a result, be “functioning at a much higher level…”
Being promotable, as well, “means looking at the world from your boss’s level so you can contribute to their success.” By being attuned and developing others you are “building the organizational talent pipeline.”
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