ASK DEE: I'm trying to get promoted into management but keep getting shot down. I have the skills and I'm ready, but others don't see it.

The actual question that came in was, "This is some BS! I’m trying to get promoted into management but I keep getting shot down. What can I do? I have the skills and I’m ready, but others don’t see it."

Well why don’t you tell me how you really feel! Oh, you did when you said, “This is some BS!” And yes, I’m sure it is. I know it feels like BS when you can’t seem to break through that ceiling. So let’s figure this out together.

This seems to be a HOT TOPIC! We’ve been asked the same question in the past and we talked about creating a winning brand, challenging the status quo and bringing solutions, building relationships, bragging about your accomplishments, and exploring stretch assignments. Let’s explore three tactical steps you can take next.

My first question to you is – What is your professional value proposition? What are your marketable skills and talents? Can you provide a clear statement of the tangible business results others get from what you offer – your talents? First you need to define what that is and show your personal value proposition should be – why a company should hire or promote you. What’s the unique benefits you will bring to an employer that others won’t. If you can’t readily think of your business value proposition, it’s time to define or develop it.

• Think about your most important roles. Not just your titles but what roles do you play that impact the success of the company
• While working in those roles, what are the quantifiable results you’ve achieved. Think about it, you showcase your skills much better if you say, “I lead a team that increased our company’s sales efforts by 75%, while reducing marketing expenditures 52%. My team achieved this thru . . .(state how)." That has more impact than saying, “The marketing team I managed increased sales and reduced expenditures.” So, KNOW YOUR NUMBERS!
• List the committees you’ve served on and the tangible results of the committees
• Think about any special assignments you’ve been given and the accomplishments you achieved - what makes you stand out from others
•  What types of rewards and recognition have you received and why?

To help your value proposition come into focus, it’s good practice to take an occasional inventory of your job roles, volunteer roles, skills (both practical and transferrable), and your job accomplishments. It’s important for you to be able to communicate your value, for others to see it in you. This leads to my second questions.

Who’s speaking up for you? Everyone needs an advocate. Do you have one? We all need someone to speak up for us, but first you have to be able to speak up for yourself, which is what an advocate does. You have to learn how to share your assets, skills and other strengths in a way that doesn’t sound braggy (I made that word up). Then you find others to help spread the word about how awesome you are. Here’s what you can do:

• Make a list of what you do well and a list of what you’re learning to do. This helps you know your strengths and your potential
• Make a list of who you want on your “board of directors”. These are people who are your advisors, people you can talk to about your personal and professional goals, and those who are willing to speak up on your behalf.
• Once you’re created your board, meet with each one and be open about what you need of them – their guidance, their honest feedback and for them to advocate on your behalf.
• Once they agree (turn on your charisma and be sincere), ask them to work with you as you build a PLAN to reach your next goal – a management level position. Share your list of what you do well and your list of what you’re learning to do.
• Identify opportunities for them to advocate on your behalf and opportunities for you to do the same.

“There is no such thing as a self-made man. You will reach your goals only with the help of others.” ~ George Shinn ~

Keep in mind that your advocate needs to have executive presence and be well respected. You wouldn’t want your advocate(s) to be someone that people take for granted or don’t value their opinion.  Your advocate is someone who will help you promote your career, so choose wisely. But did you also notice that you have a lot of ACTION items also. Don't sit back and hope it happens, make it happen.

Make sure your skills match the management role you’re aspiring to. In your email you said you haven’t had a management role before. How are you communicating that you have the skills to move into a management role with little disruption?

My last point is to prepare to interview – well! Let’s assume that you’ve applied for a job, sent in a killer resume and have been afforded an interview. Now you have to prepare so you can SHOW OFF your Assets, Skills and Talents. Most companies are moving to behavioral interviewing which is different from traditional interviewing because it ask about specific situations you have encountered in the past and wants to understand your actions or behavior. Traditional interviewing is based on what WOULD you do, so it’s more theoretical, as opposed to what DID you do, which is actual. The logic is that how you behaved in the past will predict how you will behave in the future i.e. past performance predicts future performance.

An example of the difference is:

• Traditional: How would you handle a situation where you had to deliver an unpopular message? Here you have a chance to give great theoretical information.
• Behavioral: Describe a situation where you had to deliver an unpopular message to your team and what were the results? Here you have to think about an actual situation and walk the interviewers through the scenario.

The best way to answer these questions is using the STAR method. Describe the situation, walk them through the task that needed to be done, describe the action you took, then the results, what happened.

To prepare, you want to review the job description that you’ve applied to, identify the competencies and skills they have emphasized, develop potential questions the interviewer might ask, and build your stories that illustrate how you behaved and your past performance.

Start here and TRUST ME (I hate when people I don’t know well say that, but sometime you must) people will begin to see your value, which is the first step.

______________________________________________________________________

More from Darrylyn Swift and her team:

Need more career development advice? Ask Dee about her coaching services or online training courses on job search skills.

If you’re a new manager, here’s a great New Manager Readiness Program (ask us about our holiday special) - Click here

Want to get noticed? Equip yourself with the best management and leadership concepts and tools! Show off that you know what your company needs to succeed. Click here to check out the POWER BOX.

Or email her at [email protected] - our job is to help make your life AWESOME!