What do you do if senior stakeholders are blocking your promotion?

1 Identify the root cause

The first step is to understand why some senior stakeholders are blocking your promotion. Is it because they are not aware of your achievements, skills, and potential? Is it because they have a different vision, strategy, or priority for your role or department? Is it because they have a personal or professional conflict with you or your manager? Or is it because they are insecure, threatened, or jealous of your success? By identifying the root cause, you can tailor your approach and communication to address their concerns and interests.

2 Build trust and rapport

The second step is to build trust and rapport with the senior stakeholders who are blocking your promotion. Trust is the foundation of any effective relationship, and it can help you overcome resistance and gain support. Rapport is the ability to connect and communicate with others in a positive and respectful way. To build trust and rapport, you need to show genuine interest, empathy, and appreciation for the senior stakeholders. You also need to demonstrate your credibility, reliability, and integrity. You can do this by sharing your achievements, feedback, and goals, by delivering on your promises and expectations, and by acknowledging and resolving any issues or mistakes.

3 Seek feedback and advice

The third step is to seek feedback and advice from the senior stakeholders who are blocking your promotion. Feedback and advice are valuable sources of information and insight that can help you improve your performance, skills, and reputation. They can also help you understand the senior stakeholders' perspectives, expectations, and criteria for promotion. By seeking feedback and advice, you are showing your willingness to learn, grow, and adapt. You are also showing your respect and appreciation for the senior stakeholders' expertise and experience. You can seek feedback and advice by asking open-ended questions, listening actively, and applying the suggestions.

4 Align your goals and values

The fourth step is to align your goals and values with the senior stakeholders who are blocking your promotion. Alignment is the state of harmony and agreement between different parties on a common vision, direction, and purpose. Alignment can help you create a win-win situation, where both you and the senior stakeholders benefit from your promotion. To align your goals and values, you need to understand the senior stakeholders' goals and values, and how they relate to yours. You also need to communicate how your promotion can help them achieve their goals and values, and how you can contribute to their success and satisfaction.

5 Leverage your network and influence

The fifth step is to leverage your network and influence to overcome the senior stakeholders' blocking your promotion. Network and influence are the resources and relationships that you can use to persuade, inspire, and motivate others to support your cause. Network and influence can help you create a positive impression, reputation, and image among the senior stakeholders and other decision-makers. They can also help you gain allies, advocates, and sponsors who can vouch for your promotion. To leverage your network and influence, you need to identify and engage with the key people who can influence the senior stakeholders' opinions and decisions. You also need to showcase your value, impact, and potential to the organization and its stakeholders.

6 Negotiate and compromise

The sixth step is to negotiate and compromise with the senior stakeholders who are blocking your promotion. Negotiation and compromise are the skills and strategies that you can use to reach a mutually acceptable and beneficial outcome. Negotiation and compromise can help you overcome the impasse, conflict, or deadlock that may arise from the senior stakeholders' blocking your promotion. They can also help you maintain a positive and constructive relationship with the senior stakeholders, and avoid resentment, frustration, or hostility. To negotiate and compromise, you need to prepare your case, goals, and alternatives, and present them clearly and confidently. You also need to listen, understand, and respect the senior stakeholders' case, goals, and alternatives, and find common ground and solutions.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?