You’re thinking of asking for a promotion. What are the most important things to consider?

if you are in a company where you have to 'ask' for a promotion (unless that is the way they work - some companies do this) then I'd respectfully suggest that you consider your employment choice. It might be that your company has a problem recognising and nurturing talent.

As per me, the smartest person may not be the one who gets promoted, but someone who is smart and likeable. Likeability goes a long way in one's career success. I have seen very brilliant people who are smart and hard working not reach the promotion table. This is because these people did not invest their time to building relations with important decision makers. They are not seen as someone who could collaborate, take people along, be approachable, or be helpful. So apart from delivering beyond expectations, remember to build relations with important decision makers.

TIP - Balance self-confidence with self-worth. While assessing your functional achievements and market value is crucial, investing in your self-worth is equally important. Self-confidence might stem from past successes and external comparisons, but self-worth is about recognizing your intrinsic value and trusting in your capabilities, beyond just achievements. Cultivate self-worth by reflecting on your personal growth, resilience, and the unique perspective you bring to your role. This deep self-awareness and trust in yourself can empower your promotion request, making it not just about what you've done, but who you are.

As an executive and leadership coach with 2 decades in tech, Job and career growth is one of the topmost asks and outcomes my coachees ask guidance and coaching for. I ensure that they have a solid track record of performance and accomplishments that they can justify the promotion. We talk about concrete examples of their contributions, achievements, and the impact they've had on the organization and the USPs they bring to Org. I also talk about align your job with the company's goals and needs and help them understand how their desired position contributes to the organization's objectives and how they can fill a gap or provide value in the new role.

Make an assessment of yourself. Start with an objective evaluation of yourself and also try to benchmark with the market. This will help have multiple viewpoints.

Beyond personal values, personal goals are critical too! We are living in a time of mental health crisis and burnout. Many people gained opportunity in the pandemic to try new ways of working. If you can find a promotion path that supports your personal goals you will likely benefit in more ways than one. It may also give you insight into why a promotion is not the right answer first you and your team. Timing matters!

TIP - Distinguish between success and fulfilment. While mapping out your aspirations for a promotion, consider not only the markers of success like increased responsibility or compensation but also what truly fulfills you. Success may be quantified by external achievements, but fulfillment comes from aligning your career moves with your deepest values and passions. Ask yourself, "For the sake of what do I seek this promotion?" Is it for external validation, or does it genuinely resonate with your sense of purpose and joy? Reflecting on this fundamental question can guide you towards choices that not only elevate your career but also enrich your life with meaning and satisfaction.

When contemplating asking for a promotion, crucial factors include: Reflect on Your Goals: Do you aspire to a specific job role, or are you interested in creating a new position? Build a Strong Case: Prepare a compelling case for your promotion. Create a memo that outlines your strengths, accomplishments & the impact you’ve made. Highlight your contribution to the organization’s success. Initiate Conversations: Talk to your boss, express your intentions, asking for a promotion is not a one-time discussion; it’s an ongoing process. Be Patient and Persistent: Don’t be discouraged if you don’t receive an immediate positive response. Continue doing excellent work, seek ways to elevate your performance. Persistence pays off in the long run.

If you've reached the point of needing to ask for a promotion, you already have a clear vision of your goal - shoot for the stars, you only have one life! So always ask for the best!

Start by distinguishing between short-term and long-term aspirations. Reflect on what success looks like to you and what you're passionate about. Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals to provide clear direction and facilitate progress tracking. Prioritize your goals based on their importance and urgency. Regularly review and adjust them as needed to reflect changes in your circumstances or insights gained through experience. Clear goals are the foundation for focused efforts and meaningful achievements, guiding your decisions and actions towards fulfilling your aspirations.

Choosing the right timing for key actions, like asking for a promotion or initiating a project, significantly influences the outcome. Consider the organization's current climate, including its financial health and any recent changes. Align your timing with business cycles; for instance, opt for moments of positive performance reviews or after successful project completions. Be mindful of external factors, such as market conditions and industry trends, that could affect decision-making. Timing should also reflect your readiness and preparation to take on new challenges. Well-chosen timing can maximize receptiveness and demonstrate strategic thinking, enhancing the likelihood of a favorable response.

I always talk about how business need, impact, budget and timing needs to be in sync for promo to happen. Timing can be everything. We need to understand whether it's the right time to ask for a promotion, considering factors like the company's current financial health, recent or upcoming organizational changes, and the timing of their last promotion or salary increase and then prepare for the conversation with their manager by practicing their pitch, anticipating questions, and being ready to discuss their accomplishments, the value they bring to the new role, and their career aspirations.

There will never be a perfect time; you must take the risk of initiating direct conversation to achieve what you want. If you hesitate, you're still risking the regret of wasting your life working where you don't belong! So seize the moment - go for it today!

I like the saying that there is no such thing as luck. There is preparation and opportunity. Always make sure you are prepared, so when the opportunity shows up - you are ready. This requires self-discipline more than motivation. Because it is difficult to feel motivated when you don't see results or an opportunity. But imagine, all the daily steps and actions you take for the past x years. One day, your dream opportunity arises. Your ready, because you have done the work. You will feel less doubtful, are unlikely to procrastinate and be confident in your ability to take up the challenge.

When considering the timing to request a promotion, several factors come into play. Firstly, assess the company's context, including its financial stability, recent successes, and internal changes like promotions or restructuring. Next, evaluate your own performance by considering recent feedback, project completions, and skill development. Additionally, take into account your manager's availability, workload, and receptiveness to career discussions. Finally, consider external factors such as industry trends and the economic climate to optimize the timing of your request for a promotion.

According to me, planning the pitch is crucial and should comprise of facts, data and evidence to support your claim for a promotion. Data will do a much better in convincing your manager. Identifying key achievements and talking about them puts you across as someone who performs and achieves. Another key aspect to consider in your pitch would be to align it to the future growth that you have envisaged. Talking about skills/ competencies that maps to the higher roles in the organisation would make you a key prospect for those higher roles.

When an Executive asks for a promotion and if it isn't a previously discussed promotion that now needs to be reaped, it needs to go hand in hand with both past achievements and future achievements. Moreover, these achievements need to be quantified. OKRs system is one way that help in quantifying achievements. Here is a hint, don't wait until it is evaluation time if you need support or input. Periodic catch ups pertaining to promotion are highly encouraged.

Be straightforward: outline your top three achievements and the three significant losses the company would face without you. Don't settle! Demonstrate your seriousness and the fact that you have other offers, and you just give them a chance to keep you! Even if they let you go after that, they will call you back after few weeks!

Just as I always recommend to have a stakeholder engagement action plan for business performance challenges, write one for your career path. Because promotions are more than just being prepared and putting in the work. It is about networking, relationships and sponsors. People who see the potential in you and who help you open new doors. There will also be people who will try to shut doors because of many different factors. You need to be aware of the internal landscape in order to navigate this with grace, confidence and character.

Getting a promotion can be an exciting but challenging process. Here are some important things to consider before asking for a promotion: Performance: Before requesting a promotion, assess your performance and see if you have met or exceeded expectations. Review your job description and identify the benchmarks you need to achieve. Timing: Timing is critical when asking for a promotion. Consider the company's goals, budget, and resources when requesting a promotion. Avoid making a request during a busy or uncertain time for the company. Communication: Effective communication is key when requesting a promotion. Clearly articulate your goals and objectives and highlight your achievements and contributions to the company.

It is always a good idea to have feedback from outside the work environment of course from someone who is trusted enough for Feedback. It can be an Industry veteran, a mentor or an Executive coach who helps you gain clarity on where you career is headed and consequently your achievements that will entitle you for the promotion.

This is perhaps one of the most important steps, because often we are applying a tunnel vision when it comes to our leadership potential. Some may feel as if they are not ready or good enough, when in reality they are more than qualified. Others may feel overconfident in their leadership skills, fall in the trap of entitlement versus understanding social intelligence skills and connecting with other people. At the end of the day, leadership is all about inspiring, empowering, guiding and motivating others towards a certain outcome. That requires technical skills, business acumen and emotional intelligence.

You're not asking for a promotion. You're offering them an opportunity to retain you. You don't need to say it, because when you know it's true, it's impossible for them to miss it.

Say it like you mean it. Believe that you deserve the promotion before you ask for it. This is where the work of an Executive coach could be instrumental. You will both revisit your main achievements and embody them. Owning what you did and what you are capable of doing next is what will get you the promotion.

Confidence comes in knowing how you have delivered against your KPIs and how you can quantify the impact you have made to the business as the first step. Be sure to have clear tangible examples as well as numbers to back up how you have overdelivered against your KPIs. Confidence also comes in knowing whether the people you work with see the value you have delivered. Invest time with key stakeholders to keep them in the loop of the outcomes you have driven before promotion season. And check in with them just ahead of promotion season to get a sense check on how you are doing against your promotion goals.

Root your confidence in your strengths and the value you bring - it will feel authentic to you and that will be conveyed to others when you communicate your ask. It's also important to acknowledge that this type of conversation can induce some nerves! Don't worry about this - it doesn't mean you're not ready for the promotion, it simply means you're doing something that matters to you. There are some simple techniques you can use to cultivate calm - like simple breathwork before the conversation.

Be it promotion, proposing someone to a date, pitching a service to a client - Being confident is half battle one = 50% done with the deal. Something many don't realize is that the Attitude of a person is what gets you the deal most of the time even if you are not fitting the requirement.

Always have a PLAN B. It's also important to prepare for the possibility that the promotion may not be granted. I learnt it the hard way on how my mentees will respond to a rejection, whether it involves seeking feedback and a timeline for future consideration, considering lateral moves to gain different experiences, or even exploring opportunities outside the company. Many years back when I didnt recieve a promo when I was looking for it, I remember I took the pendulum too far to become silent and it didnt help. Now, I encourage my mentees to identify any gaps in their skills or experience that the new role may require and to take proactive steps to address these gaps through professional development opportunities.

1 ) Have you earned it? 2 ) Have you already performed at the level to which you wish to be promoted? 3 ) Have you considered what is in it for your boss(es)? 4 ) Have you mentally, intellectually and emotionally prepared yourself for not being granted the promotion? 5 ) What is the best case and worst case option you will consider in case your promotion is denied?

If a promotion isn't immediately available, discuss alternative avenues for growth and development, such as taking on new projects or seeking professional development opportunities.