The Advocacy Gap: 6 WarnIng Signs Your Manager Isn't SupportIng Your Growth
"I can't tell if my manager actually supports my career growth or not."
In our recent coaching session, Julia opened up about her relationship with her manager. On the surface, things seemed positive, but underneath, she was struggling to figure out where she really stood.
"Most of the time I think we have a good relationship. We have what I think are productive one-on-ones and I don't think they're saying anything bad about me, but I can't help but feel like something's off. I can't tell if I'm actually being supported, and I feel like that shouldn't be a mystery."
Julia was right.
The fact that she couldn't tell whether her manager clearly had her best interests in mind was concerning.
While having indifferent experiences with peers may be something you can work through or even ignore depending on how limited your interaction is, there's no room for gray area when it comes to the one person whose job it is to be your advocate.
The Subtle Art of Bad Advocacy
Here's what makes this situation particularly challenging: identifying a bad career advocate isn't always straightforward.
Their actions often aren't obviously harmful, and they may not even recognize that they're not being supportive. The damage often occurs in subtle ways that can be easy to dismiss or second-guess.
What makes this even more complex is that these managers might actually believe they're being supportive. They attend your one-on-ones regularly, they're pleasant in interactions, and they might even give positive feedback.
But true advocacy requires more than just being a nice person - it requires active championship of your growth and development.
Let's break down the key warning signs that your manager might not be the advocate you need:
1. Private Praise, Public Silence
They only validate your work in private.
While positive feedback in one-on-ones is important, true advocacy means ensuring your contributions are recognized in rooms that matter, especially when the accomplishments warrant meaningful recognition.
This becomes particularly evident during events like performance review cycles or when promotion discussions are happening.
A manager who's truly advocating for you will proactively highlight your achievements to other leaders, ensuring your contributions are visible well before these critical moments arrive.
2. Credit Hoarding
They hoard visibility.
Yes, team accomplishments often get attributed to leaders, but that doesn't mean individual contributors should remain anonymous. If your manager consistently positions themselves as the sole driver of successes you've contributed to, they're likely not advocating for your growth.
Good managers know how to balance team recognition with individual acknowledgment, finding natural ways to highlight key contributors while maintaining team cohesion. They understand that elevating their team members actually enhances rather than diminishes their own leadership effectiveness.
3. Missing in Defense
They don't correct misperceptions.
A true advocate speaks up when your abilities are unfairly questioned. If your manager stays silent during these moments, it signals that either you don't have their full support, or that preserving their image matters more than defending yours.
These moments often arise in cross-functional meetings or when projects face challenges. Strong advocates don't just stay silent - they actively reframe discussions to highlight your capabilities and provide important context that others might be missing.
They understand that their role includes being a buffer and translator between you and the broader organization.
4. Conditional Support
They only advocate when it benefits them.
While it's easy to support ideas that align with their agenda, real advocates invest in your long-term growth, not just short-term gains that serve their interests.
5. The Endless "Not Yet"
They excuse your lack of advancement with vague obstacles.
Instead of fighting for your growth when you express interest in advancement, they use phrases like "Timing isn't right" or "Leadership isn't sure."
They might regularly overlook you for projects or leadership opportunities, even when you're qualified.
6. The Feedback Void
They give vague feedback.
One of a manager's core responsibilities is developing their team through constructive input. Surface-level, noncommittal feedback often indicates a lack of genuine investment in your growth.
Breaking Free from Career Limbo
Dealing with a bad advocate can derail your career if you let it, but you don't have to stay stuck. Here's your action plan for repositioning yourself:
1) Push for Clarity
One of the most powerful ways to combat unclear support is to consistently challenge ambiguous feedback. Always push for specificity:
2) Build External Advocacy
While your manager should be your primary advocate, relying solely on one person for career advancement is risky. The most successful professionals I've worked with have mastered the art of building a diverse support network. Here’s a few things you can do to create your own support network:
3) Know When to Move On
Sometimes you have to make calculated transitions that align you with better advocates when nothing else is working. But when you do this, it’s important to act from a position of strength rather than desperation. If you believe you need to make a bold move to get back on track:
The Path Forward
Remember, uncertainty about your manager's support isn't something you should have to navigate. A good career advocate makes their support clear through actions, not just words. They fight for your advancement, celebrate your wins publicly, and provide specific, actionable feedback for your growth.
If you're feeling uncertain like Julia, know that you have options. Start by implementing these strategies to take control of your career trajectory. The key is to be proactive rather than passive in managing your professional growth.
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