Advancing Without a Promotion

Talking to your manager about career growth can feel… tricky. Maybe your company isn’t promoting much right now, or you’re in an industry where leadership roles don’t open up often. In a tight job market, it can feel even riskier to ask, like you’re walking a fine line between ambition and job security.

But here’s the truth: you don’t have to wait for an open position to grow your career. You can develop your skills, expand your influence, and set yourself up for the next big opportunity—even if promotions aren’t happening right now.

That’s exactly what Jenn, a Director of Communications for an entertainment company, was struggling with. She’s been in her role for a few years, loves her work, and wants to keep advancing. But with limited leadership openings, she felt stuck. “I don’t want to seem ungrateful, but I also don’t want to just sit still,” she told me.

Through coaching, Jenn learned that career development isn’t just about chasing the next title—it’s about positioning yourself for long-term success. Together, we built a plan for how she could approach her manager and ask for growth opportunities in a way that felt natural, strategic, and beneficial for both her and the company.

Here’s how you can do the same:

1. Ask for Career Stretches That Align with Your Growth

Jenn’s Challenge: Jenn knew she needed to gain more leadership experience but wasn’t sure how to ask for it without sounding like she was asking for a promotion.

Why This Strategy Works: Managers want to support high-potential employees, but they need to see that your development benefits the team and company. Instead of asking for a new role, ask for new responsibilities that stretch your skills.

How You Can Apply It:

• Identify 1–2 areas where you want to grow (e.g., strategy, leadership, cross-functional collaboration).
• Approach your manager with: “I’d love to take on a stretch project that helps me develop my [specific skill]. Is there an opportunity to lead an initiative or take on a challenge in this area?”
• Be clear that you want to support the team’s goals while growing your capabilities.

Example: Jenn wanted to move into a VP role in the future, so she asked for more exposure to higher-level strategic discussions. Her manager invited her to co-lead a quarterly planning session, giving her firsthand experience in the decision-making process.

2. Expand Your Impact by Taking the Lead

Jenn’s Challenge: Jenn wanted to build a stronger leadership presence but didn’t directly manage a team. She worried this would hold her back from advancing.

Why This Strategy Works: Leadership isn’t just about managing people—it’s about influence, ownership, and visibility. If you don’t have a leadership title, create leadership moments.

How You Can Apply It:

• Offer to mentor a junior colleague to build people management skills.
• Take the lead on a cross-functional project where you manage multiple moving pieces.
• Join or start an internal committee to shape company culture or processes.

Example: Jenn volunteered to mentor new hires in her department and later co-led a communications training for the leadership team. These actions positioned her as a key voice in developing talent—something hiring managers notice when filling leadership roles.

3. Gain Visibility with Senior Leaders

Jenn’s Challenge: She knew she needed to be seen by senior executives, but most of her work happened behind the scenes.

Why This Strategy Works: In many companies, promotions aren’t just about performance—they’re about visibility. Leaders need to know who you are and see how you think.

How You Can Apply It:

• Ask to observe high-level meetings to understand the priorities of senior leadership.
• Offer to present a project update to stakeholders.
• Request a cross-functional opportunity that gets you in the room with decision-makers.

Example: Jenn asked her manager if she could sit in on quarterly strategy meetings to better understand leadership priorities. Over time, she built relationships with executives who later became advocates for her advancement.

Your Next Move: Make the Ask!

Your career growth isn’t just about the next job—it’s about positioning yourself now for future opportunities. Even in a company with slow promotions, you can:

1. Take on stretch projects that align with your goals
2. Step into leadership roles without a title
3. Gain visibility with key decision-makers

Jenn walked into her career development conversation feeling nervous but left with clear action steps, support from her manager, and a renewed sense of momentum.

Now it’s your turn. What’s one career stretch you could ask for today?

About Phyllis Reagin I’m Phyllis Reagin, a doctoral-trained behaviorist, Executive & Leadership Coach and leading expert in Imposter Syndrome. I have coached hundreds of leaders (from Netflix, Warner Bros., Amazon Studios, Paramount, CNN, and more) to lead with greater confidence.

Ready to focus on positioning your career development? Join my Excel Leadership Coaching program today! Focus on making those important career development strategies during 12 hourly virtual sessions. Learn more here.

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