As a career coach who spent 20+ years in various leadership roles in the corporate world, I’ve had the privilege of guiding numerous individuals through their promotion journeys. I’ve chaired many promotion decision meetings and sat on various promotion panels. I’ve drawn on these experiences to create the 6Ps framework to support those I work with through this important career step. What follows is an overview of the framework with some starter questions within each section.
1. Process
Understanding the promotion process is fundamental. Consider the following questions:
- Are you genuinely ready for promotion, understanding of next level expectations, and does it align well with your broader career and life vision and aspirations?
- What’s the timeline and process for the promotion cycle?
- Who are the key decision-makers and how are promotion decisions made in your organisation?
Top tip: If possible, discover the specific criteria used for promotion decisions. This information can be really helpful for tailoring your approach.
2. People
Once you understand the process, identify the people who can support your journey:
- How can your manager assist you? Do you also need a mentor or coach to guide you?
- Can you connect with any recently promoted colleagues for advice?
- What’s your relationship like with the decision-makers and who else may be important? (If building new relationships or strengthening others, explore natural ways to do this, e.g. via projects, or value-add opportunities).
Top tip: Don’t assume people know you’re seeking promotion. Be proactive in communicating your career aspirations to key stakeholders.
3. Proof
With a clear understanding of the process and your support network in place, focus on how you might align with the criteria. If you need to quantify and evidence your achievements to demonstrate your readiness for the next level:
- Use specific examples, such as: “I led … that increased … by X%, significantly outperforming the previous rate of Y%…”
- Highlight positive client, stakeholder or peer feedback with direct quotes or testimonials.
- Remember to include a range of relevant accomplishments, e.g. are you demonstrating good people skills, role-specific skills, value-add beyond your core role?
Top tip: Maintain an ongoing record of your key achievements and contributions. This practice ensures you don’t overlook important accomplishments when it’s time to present your case.
4. Potential
Many promotion processes consider not only past achievements but also future potential – so if this is the case for you look at:
- What unique value you bring to the team at the next level. For example, this might include your ability to bridge technical expertise with strategic business goals, or your external reputation.
- How you serve as a role model for others if that’s relevant to your situation.
- How you might play a part in developing upcoming talent in the organisation.
Top tip: Demonstrate understanding of your company’s or industry’s future direction and how your skills and vision align with these goals.
5. Preparation
Thorough preparation is crucial, especially if you need to produce materials or present to a panel:
- Have trusted friends, colleagues, mentors or coaches review your promotion materials for clarity and accuracy – errors or lack of clarity can distract an audience or a reviewer.
- Ensure you’ve followed any instructions given regarding what should be included in your application or presentation.
If presenting or attending an interview / meeting:
- Practice enough to feel comfortable but maintain a natural delivery.
- Consider and prepare what to wear so that you feel professional and confident.
- If it’s virtual, test your tech in advance and have a back-up plan, e.g. using your phone if Wi-Fi fails.
Top tip: Remember your audience. If possible, research the backgrounds and interests of interviewers or panel members, and consider how to make your presentation resonate with them.
6. Pragmatism
Try and approach the promotion process with a balanced perspective:
- Recognise which elements you can control (your performance, presentation) and which you can’t (economic climate, competition).
- Manage your expectations and prepare yourself for both possible outcomes.
If successful:
- Be deliberate in your approach to your new role.
- Consider seeking coaching or mentoring to ensure a strong start, especially if you’re moving into a more senior leadership position.
If unsuccessful:
- Actively seek detailed feedback, identify specific areas for improvement and create an aligned action plan.
- Consider requesting additional training, coaching, or mentoring to strengthen your position for the next opportunity.
Top tip: Regardless of the outcome, view the process as a valuable learning experience that contributes to your professional growth.
Conclusion
Navigating a promotion can be very challenging, especially as you become more senior, and when the economic climate is uncertain. By focusing on these 6P’s – Process, People, Proof, Potential, Preparation, and Pragmatism – hopefully you can approach this career milestone thoughtfully and position yourself well.
Remember, career advancement is a journey, not a destination. Each step, whether it results in immediate promotion or not, is both an opportunity for growth and for learning more about your strengths and aspirations. This is particularly relevant today, given the pace of change we’re all seeing.
If you find yourself wanting more personalised guidance through your promotion journey or if you’re looking to figure out your next career steps in STEM, consider reaching out for professional coaching. Sometimes, an external perspective and dedicating intentional time to your career journey can really help you move forward.
Wishing you all the best for your next career steps!
© Antonia Watson. All Rights Reserved.