Jason, a general manager at a Fortune 100 company, worked hard. His businesses were thriving, and his team liked working for him. Given his successes over the past year, Jason was hopeful that he’d soon be promoted to vice president. But when promotion time came around, Jason wasn’t picked; another general manager was.
Contrast Jason’s situation with that of Bohdan. Bohdan was considered a high-potential leader, the kind of employee CEOs get excited about. Bohdan is exactly the kind of candidate companies like to invest in, so he and 30 other high-potential leaders were invited to a three-day retreat with the CEO and other members of the executive suite. During the retreat, Bohdan asked the CEO, “Do you have any feedback for me on how to prepare to be a vice president one day?”
After the participants left the retreat, the executives sat down to discuss the participants. The CEO smiled and said, “It was funny. Bohdan asked me if I had feedback for him on becoming a vice president. He’s barely a general manager and he’s thinking about becoming a vice president!”
A couple of the other executives had similar responses. Their comments indicated that they liked Bohdan. A lot. But they also thought it was way too early for Bohdan to be asking for feedback on becoming a vice president.
Yet after two years, Bohdan was promoted to vice president. He had done something key that day at the retreat. He had asked: What will it take? Both Bohdan and Jason had worked hard to prove their capabilities and had delivered exceptional business results. The difference was that Jason had never asked his bosses what it would take for him to get promoted.
Top executives don’t know where you stand if you don’t tell them. As they work on succession planning, they’re eager to help you succeed. Ideally, they’d like to have a phalanx of executives-in-waiting so the organization thrives over the long term. Knowing you are someone who produces stellar results and has the ambition to move forward is the powerful combination they’re looking for, and it will make them more willing to invest in you.
So where do you start if you want to make it known that your ambitions include a promotion? First, express your overall career objectives with your manager at least once a year. When you ask for feedback, make sure it includes your suitability for the level just above yours or for your desired next career step. Also, communicate the breadth of experience you’re looking to build so decision makers can consider you for a wider range of jobs.
The executive team wants people who want to lead. Moving up isn’t just a perk; it’s a responsibility. Indicate that you’re willing to take on all the challenges that come with the promotion, and your company’s leaders are more likely to welcome you into their ranks.
