The secret sauce to climbing the corporate ladder

12 lessons I have learned on how to get ahead

Ambition is defined as “a strong desire to do or achieve something, typically requiring determination and hard work”, or as I would call it – the delusion that hard work and determination are all that it takes to get ahead. I speak from experience.

Early in my career as a young, ambitious marketer in a rapidly growing company, I observed people around me being promoted left and right. Jealousy arose. After all, I was a hard worker and certainly determined. How come others got ahead and I did not?

The truth is, I was inexperienced, immature, and naïve, and I had no clue about the many variables and considerations that go into someone’s promotion. I wish I had known 20 years ago what I am about to share with you.

The secret sauce to climbing the corporate ladder:

1. Become aware of blind spots

It all starts with self-awareness. Know your strengths and your weaknesses, and how others perceive you. Check if your organization offers a 180- degree feedback report. It provides you with insights from superiors, your manager, direct reports and peers, and uncovers any blind spots you have and need to address.

2. Align with your manager

While your manager is not the only person deciding on your advancement in the organization, he or she is going to be your biggest ally. Both of you have to be on the same page regarding expectations, opportunities within and outside the department, and timing to get you there.

3. Promotions are not decided unilaterally

It is a common misnomer to think that your manager has 100% control over your destiny. Bigger organizations have an annual talent review where teams are mapped on a grid. During the talent review, your manager, his/her peers, their manager, and HR will discuss who is the most likely to move up, based on contributions, motivation, behavior, and potential.

4. Create a development plan

Figure out what skill gaps (hard and soft) you might have and come up with a plan to fill them. Utilize the 70/20/10 formula; meaning 70 % of your plan consists of on-the-job learning in your current role, 20% through coaching and mentoring, and 10% through formal learning such as courses, self-study, etc. Ask HR what development programs the company might have available and create your own plan. Focus on no more than 3 goals, one in each category.

5. It is a business case

Spoiler alert: Doing an outstanding job in your current role does not automatically get you promoted. You need to understand the metrics that determine success, because your manager will have to present a business case of why you should be promoted that demonstrates how you contribute added value. In the Sales world this is simple: Beating your quota. In other functions, it could be that the scope of your job is expanded or you are taking on direct reports. Ask your manager what business case he or she is required to present and how you can support it.

6. Build relationships

Consistent, positive feedback from internal and external customers is important. You want to be seen as a resource who adds value, finds solutions, and supports others at ALL LEVELS. Organizational savvy as well as political agility are going to be crucial. This will demonstrate your level of emotional intelligence and the ability to maneuver stormy waters.

7. Form follows function

You may desire the word “Senior” in your title, but titles are not created around the desires of individuals. Especially large organizations involve HR in the leveling of positions. This means that titles are derived after reviewing the job description and the requirements for the job, such as years of experience, education, and hard and soft skills. There has to be a need and/or precedence for a certain role or title to be created.

8. Promotions are typically cyclical in nature

Many organizations will allow promotions only once a year and usually tie-in to the annual performance review. It is unusual to be promoted outside of this cycle. Mid-year promotions require a lot more justification. There might be other circumstances, such as reorganization, resulting in opportunities for a promotion outside of the annual review cycle.

9. Don’t be the only one tooting your horn

Find a sponsor. A sponsor is someone who will talk positively about you on your behalf and highlight your contributions and your progressive development at higher levels in management. This could be a peer of your manager, who carries respect within the organization, but before you engage a sponsor inform your manager so that he or she is not blind sighted.

10. Do not compare yourself to others

There is a sting when someone you consider is less deserving, gets ahead before you do. The resentment of someone else’s success is only going to hold you back. My advice, regardless of whether YOU think they earned it or not, be gracious. Extend your well wishes and ask what you can do to support them. Remember, “There is no comparison between the sun and the moon. They shine when it is their time” (author unknown).

11. Changes in management cause disruption

I have heard many times that someone was promised to be promoted by his or her previous manager, who left the organization prior to any promotion. Guess what, if you have a new manager, you will likely have to start from scratch. Now, if you are as good as you think you are, your new manager will figure this out fairly quickly. Unfortunately, this dynamic also applies to changes within the senior leadership of the organization. It is really hard to gain traction and recognition when the organization has other priorities than focusing on team development and talent retention.

12. Check your ego at the door

Tantrums and stomping your feet out of frustration, shedding tears, or demanding to be promoted will not get you there. Trust me, I tried! It just shows that you are immature. I once walked out on a job because I could not get to the next level. But that was before I discovered the “secret sauce”.

So, to all of you ambitious go-getters out there, I hope that my insights help take the myth out of promotions. Working hard and hoping that you will magically be tapped on the shoulder is not a strategy, but taking control of the variables that you can control, is!

Coaching can accelerate your career trajectory. Contact me, if you would like to explore one-on-one career coaching with me.