Mastering the Art of Promotion Requests: More Tips and Strategies (Self-advocacy series 5/7)

April 2, 2024 Regina Zafonte

In the previous article, we delved into three crucial factors for seeking a promotion: accomplishments, vision, and passion. This article will expand on these aspects and explore additional valuable tips.

1. Seek Endorsements from Allies. Harness the power of endorsements from colleagues who can vouch for your leadership potential. Approach them in advance to gauge their support and ask how they would describe your qualifications for a promotion. This not only strengthens your case but also provides insights for improvement.

2. Identify Decision Makers. Promotions often involve a committee, especially at the higher levels. Discover their criteria and seek opportunities to collaborate with key decisionmakers on projects to showcase your capabilities and gain their support.

3. Have a Plan B. If a promotion is not immediately available, consider alternative benefits. Request support for professional development, executive or leadership coaching, training opportunities, tuition reimbursement, or membership into professional organizations. Maybe they can connect you with a mentor so you can learn another part of the business, or you can ask to attend key executive meetings so you can gain greater visibility to the broader part of how the company operates, or push for a flexible schedule so you can enhance your skills and value.

If they say no to your promotion because of promotion freezes by the company and not because you are not ready, you can ask if you would have their support next time and get that verbal agreement in advance.

If they say no because they feel you are not ready, try not to leave the conversation unless you are clear on the 2-3 things to focus on to get promoted in the next cycle. You can ask what are two skills that people in that position demonstrate so you can start working on them. Or, is there something you should stop doing that would help you advance in your career?

4. Cultivate and Leverage Authentic Relationships. Before vying for a promotion, you should build a reputation as somebody who builds good relationships and is a team player. Be willing to jump in for others, offer support, build on their ideas, and celebrate them. When you realize that somebody is having trouble with a new program, volunteer to jump in and share so you can fast-track their learning; those gestures go a long way. Maybe you hear another leader having trouble finding certain information, and that’s your area of expertise; you can email the information even without being asked to do so.

Also, it is okay to leverage relationships which are at the heart of building many successful careers. Madeline Albright got to know Bill Clinton and wrote him a recommendation, and then he returned the favor and nominated her to a critical political position; of course, she was qualified, but many other people were as well. Men are good at exchanging favors, whereas women tend to give their time to help without expecting something in return. This is what a typical exchange can look like for many women, your coworker John says, “Can you fill in the meeting for me tomorrow?” You respond, “I don’t think so, I have a lot going on.” He pushes and says, “I have another meeting where a key decision needs to be made and if I don’t show, that project will be delayed by weeks. You relent and say, ok and he says thanks. That should not be the end of the exchange. It would help if you then signaled reciprocity. “Sure, I’ll fill in, but I need your help on Thurs. morning to get this part of the work done.” If you have no upcoming work that needs to get done, you can say, “You owe me one if I need coverage later on. Sound good?”

5. Speak confidentially. Don’t be tentative in describing your skills and experience. For example, “I’ve never held a position like this before so I’m not sure if my skills are an exact match.” It seems like more of an issue for women because less qualified men are much bolder. They may say, “I have exactly the skills you seek and easily meet the requirements because I’m excellent in x, y, and z.” Replace your tentative language: “I think I can contribute,” with stronger language: “Here is how I plan to contribute;” “My track record shows that I’ll be able to…”

6. Define Your Desired Role. You should know the role you are going for to make your case. If the organization has created a new role, it is an excellent opportunity to define it as you cocreate the details. If you suggest a new position, map out a job description while leaving space for them to add their thoughts, generating greater buy-in. You are trying to make it easy for the other person to say yes, and if they have yet to learn the specifics of the role, they are more likely to say no because there are too many factors to consider.

7. Increase Market Rate Awareness. Research market rates for similar roles at other companies to understand your value. Internally, research on compensation packages of peers in comparable positions with similar team sizes should be gathered to negotiate effectively.

8. Demonstrate Competencies. Showcase how you already possess the competencies required for the next level. If there are some that you are not doing, you can offer your plan to fill those gaps.

9. Address Concerns. Proactively address any concerns or reservations that decisionmakers may have. Offer practical solutions and share your vision for overcoming potential challenges. For example, they may be worried that you have never run a team more than 10 so 30 is too big of a stretch. You can walk through your vision of how you would manage that challenge. Or, if you now have to start a partnership with the engineering team but have little exposure, you can talk about your plan to build relationships and collaborate efficiently.

10. Be Tactful in Disclosing Weaknesses. Sharing your development gaps can be helpful, especially when you have an environment of trust and support. When somebody has power over your pay and promotion, you can also be cautious, especially if you are unsure about the trust and depths of your relationship. Instead of saying, “I have imposter syndrome running this team that are more experienced and older than me.” I would frame it in seeking advice. “You have always been so helpful; I would love to learn your approach to running teams that have more experience than you?”

11. Correcting Misconceptions. If you encounter misinterpretations or inaccuracies in feedback, address them promptly. I was working with a leader once who was asking questions about a new vision that was rolled out. The HRBP, who was in the meeting, labeled him as not quick to get on board. There were no other data points to support that statement, yet feedback followed him for a long time. When that happens, be sure to correct the record. Schedule time with the person who gave the feedback to try to understand it better. See if there are examples they can provide. Share what you have been doing to bring people along. Provide context for your approach. e.g., “At the beginning of a new initiative, I tend to ask many questions to gain greater understanding. It is so I am better prepared to answer questions that I will get from my team. The number of questions is more related to deeply understanding it than questioning your vision.”

12. Interview Elsewhere. This is helpful because you learn about other opportunities, better understand your worth, and refine your self-presentation. If you get an offer, you can take it to your boss as a powerful negotiating tool. Sometimes, companies are reluctant to promote from within too quickly, but when faced with losing you, they magically find money because letting you go is more expensive than paying the extra money you want. In fact, it can cost companies up to 100k or more to bring somebody in and onboard them.

13. Avoid Bluffing. Honestly is essential. Never claim to have another offer unless you genuinely intend to accept it. Bluffing can damage your credibility and future promotion prospects.

By incorporating these additional strategies into your promotion request process, you can effectively enhance your chances of success and navigate the complexities of career advancement.

Quote of the day: "If you don't ask, you don't get." - Mahatma Gandhi

Question. Who do you know that is great at asking for a promotion? What was their approach and why were they effective? Comment and share below; we’d love to hear from you!

The next blog in this series 6/7 will focus on ways to showcase your growth to shift perspectives.

As a leadership development and executive coach, I work with leaders to communicate effectively including strategically self-promoting, contact me to explore this topic further.

How do you gain allies before you ask for a promotion?

The Subtle Art Of Masterful Delegation (Delegation Series 2/4)

October 10, 2019 Regina Zafonte

So, you have just made the all-important decision to remove something from your plate and assign it to your team. Reviewing these steps can make a difference between a successful and rewarding endeavor versus a disastrous outcome.

Here are some necessary actions to consider in the delegation process:

1. Plan. It is essential to think through what has to be done. Many problems in management deal with taking action without thinking and preparing. The old saying, “A stitch in time saves nine” is echoed by Brian Tracy as he maintains that every minute spent in planning saves 10-12 minutes in execution. A good start is to write out the goals, objectives, results, standards, deadlines, and a general checklist.

A second step can be to do some of the initial planning work yourself because you will have a much better idea of what the job entails before you pass it off to the next person. If it is the situation where you have been given this task from your boss but only been given partial information yourself, do the best with what you have and be clear with your direct report about the limited information you are working with so you can combine forces and fill in the gaps. The key is to spend some time on the WHAT it is that needs to be done and the vision of success, while offering flexibility in the HOW or the approach to the work. Invite your direct report to create a first draft plan of their approach to ensure you are on the same page in how you are thinking about the work before dedicating massive execution hours.

2. Choose the right person. Ask yourself, does this person have the ability, readiness/attitude, and time to get the job done. Have they demonstrated competence in previous projects? Do they have the motivation to learn? Believe it or not, busy people can sometimes be the best choice. Tracy Dumas, Associate Professor of Management and Human Resources ran a study that showed that people were more productive and focused when they had a lot on their plates. We tend to respect the limited time we have and make careful choices in how we spend our precious moments. It is good to tell your team member why you chose him/her specifically, and how you hope to help him/her grow in this opportunity to take on more responsibilities. Will they benefit by doing these budget reports because they will have a greater understanding of how other departments work and can practice presenting dry data in an interesting way? Do not force a wrong fit, if the job is simply well beyond their scope and they do not have the right attitude and skill to approach it, the outcome will likely be disastrous. You can ask them how eager they are to take it on so you can also gauge fit. People may be highly capable, but if they abhor the task, they may drag their feet in meeting deliverables.

3. Be crystal clear in goals, objectives, results, and standards as you co-create success.

A. Share your goals and objectives. Describe the job to be done (goals), the objectives to measure progress, and the date you need the work completed. When people know exactly what is expected of them, their productivity increases and their self-esteem grows. In contrast, with ineffective, fuzzy, or vague delegation, it can cause confusion that can lead to poor performance and irritability where they are spending more time doing other activities and less time producing the work that needs to be done. While it may be the case that the job to be done is brand new territory that both of you are exploring, you can still be on the same page on the general direction you are headed, and then make adjustments as your destination nears. It is like embarking on a road trip out of NY and heading towards California, sure you may not know if you will end up in San Diego or LA or even detour to Austin, but having that general spot in mind will still provide a lot of early momentum and greater clarity as you cruise. When you take action and gain more insights, you can steer in a more precise direction.

B. Determine your key results and set standards. The hallmark of a successful manager is an intense results-oriented approach. While people can be spending a lot of time doing work, it should not be confused with getting results. As the Pareto Principle goes, 80% of the value people produce will come from 20% of the activity they do. “The very worse use of time is to do very well what need not be done at all,” says Management Consultant Ben Trigo. Sure, it is possible that employees can learn much about increasing the customer experience, but if their efforts do not manifest into the goal of achieving a 5% increase in satisfaction, it is considered unsuccessful. Additionally, having a shared understanding of standards of excellence is essential because you could have two different ideas on how an outcome may look. To avoid confusion, you can paint your picture of success with as much vivid imagery as you can so you both know what needs to be done.

C. Co-create success. As you are discussing the above criteria, it should be a two-way street. The direct reports should be weighing in on the process and timelines. Managers should invite them to ask questions, share concerns, and make suggestions. Towards the end of the meeting, have the person repeat back the assignment because there is a chance that they may have either missed part of the discussion or simply misunderstood. Now is the time to catch the error. See yourself as a teacher, be patient, and field questions. It is during this process where you might be able to uncover where the employee is uncomfortable and what resources can be used for support.

4. Utilize these helpful management techniques:

A. Set check-ins. During this time, you can provide guidance on the project and regularly evaluate and compare the results agreed upon. If they did not complete a task, you could drop them an email to ask how it is going, instead of taking an accusatory approach, e.g., “you were supposed to have that report already.”

What is the frequency of the check-in? It is better to have more early on to make sure the project starts successfully and then once you are completely aligned, fewer check-ins are necessary. Will the check-ins be in person or through email? Does the direct report know they should initiate the email? Are there key questions you want to be answered, such as what progress have you made since the last check-in, what roadblocks have you encountered, and how can I support you? When you discuss the check-in process upfront, it does not seem like you are overbearing and that you are checking up on the person, but that you are putting in a loose structure that will allow you to connect intentionally and keep the project on track.

As a leader, it can be helpful to adjust your cadence for check-in based on a couple of factors. The first variable relates to your team members’ level of experience and track record of success. If you have a seasoned member that has successfully done this kind of work before, you may opt for less frequent check-ins. On the other hand, if you have a team member who has never done something like this before, you might want to explain your rationale for more frequent check-ins, such as “I know this is new for you so I may check in more regularly than I normally would so I can offer the necessary supports and help you be set up for success, how does that work for you?” Another factor relates to the visibility of the project. If it is just an internal assignment with limited risk, you may dial down your check-ins. However, if the project suddenly has the eyes of senior leadership and is deemed highly important, you may want to dial up the check-ins. Be sure to explain your thinking to your team member, something like, “this has grabbed the attention of the senior leaders, I may increase my check-ins to help make this a success. You can also adjust as you go, if great progress is being made, you can let them know that you will decrease the check-in because they are fully driving the project and you have faith in their decisions.

B. Establish a Disaster Plan. Nobody likes to think about a project failing, but we can better guard against it when we do. What’s your plan if something goes wrong? Say a client changes the requirements at the last minute, or a timeline gets dramatically moved, or your key players helping you with the project are out sick for some time; how will you handle the work then? You do not have to have all the answers at this point, but it is helpful to start that dialogue. Your tendency as a leader may be to jump in and rescue, but you want to think about how you will help that team member develop the capacity to handle the complexity themselves and enlist your support if needed.

C. Provide feedback and encouragement. It is important to give regular feedback. Be sure to notice the good work they have been doing and share your appreciation. Practice positive, authentic expectations – “I know you will do a great job,” “I have complete confidence in you.” “I really like the way you handled that potential problem by consulting Dan, you show great initiative.” You can also offer public praise in your meetings by mentioning the successful milestones the person is completing.

D. Empower autonomy and problem-solving. Give people the freedom to accomplish the job as they will be judged on their results and not a fixed way of getting them. If they run into a problem, encourage them to try and solve it so they can learn, make mistakes, and figure out how to correct them. It is helpful to get them thinking about what resources they have at their disposal to explore before coming to you? If they are evaluating three options, have them prepare a “recommendation report” where they lay out the pros and cons of each option, their recommendation, and their rationale for their choice. This approach will help them with problem-solving skills in gaining clarity, being resourceful, and presenting their options concisely.

E. Reflect. Afterward, take time to individually review and assess the outcome so you too can learn from your mistakes. Ask yourself how you can tweak your approach for next time. Can you delegate more involved tasks? Should you give them more freedom? Do you need to monitor progress more closely? You can ask the direct report for feedback as well, such as “what part of the delegation process was most helpful? What would be something I do differently to better support you?”

If the job went well, give ample public recognition and praise because when it is broadcasted in front of their peers, it has twice the motivational power. Remember to be patient with yourself while you practice the skill of delegation. You are going from the mindset of doing everything yourself to letting other people learn and while it may be bumpy at first, the payoff can be massive.

If you are feeling overworked and also know that there is more your team can be doing, it is the perfect time to delegate more! By taking the proper steps of planning, choosing the right people, and co-creating objectives and results, you will experience greater collective success and not only ready yourself for more responsibilities but fulfill your most important role as a manager which is to grow the abilities of others.

Quote of the day: “When you delegate tasks, you create followers. When you delegate authority, you create leaders.”– Craig Groeschel, founder of Life Church

Q: What works best for you when you decide to delegate? Comment and share with us, we would love to hear from you!

The next blog in this series 3/4 will focus on 5 common delegation misconceptions.

As a leadership development and executive coach, I work with leaders to help them delegate more effectively, contact me to explore this topic further.