You absolutely can make a promotion happen for yourself this year.
Whether you’re aiming for an elevated position at a new job or want to move up in your current company, in order to do this thing right, you’ve got to think strategically.
What do I need to do to get a promotion?
What should I be asking for when asking for a promotion?
Why would I love to get a promotion?
As I like to say: ‘You gotta do the work to do the work.’ (Even if you’re not jockeying for a promotion - these actions will help you be a better employee, leader and coworker.)
There are a lot of factors when it comes to getting that sweet, sweet C-suite title, and this might be a shock… only 10% comes to actual job performance.
Seriously... insane yeah? The rest of the factors basically come down to how you’re perceived within an organization.
Meaning, your image. The perception others have of you. But even if you’ve got a rock solid image there are a few steps you need to follow:
Step 1: Decide on your goals.
This needs to be crystal clear. Not just “I want a promotion sometime soon.” but “I want to be made SVP of the Logistics Department.” The clearer the goal, the better you’re able to speak to it, voice it where it needs to be heard and work specifically towards it.
Step 2: Decide on a timeframe.
Again, not “I want to be made SVP of the Logistics Department sooner rather than later” but I want to be made SVP of the Logistics Department by September 3rd of this year.”
If you aim for a specific date you’ll be able to set clearly defined and quantifiable milestones along the way.
Step 3: Talk to your Mentor.
Talk to your mentor, your manager, coworkers, team, family dog - whoever you answer to in a professional capacity.
Ask them how you can proactively grow in the new role you’re working towards by the date you’ve set for yourself. Ask for active mentorship.
Unless you’re vocal, your manager may have NO IDEA that you want more. This means actually scheduling time with them and letting them know your goal. Set up a meeting, talk about your work, your desire to move up and ask for specific feedback on how to make it happen.
Step 4: Make a plan
When it comes time for reviews and promotions, if your boss knows you are working towards one, and you are invested in growing with the organization, you’re going to be first in line.
Be eager, professional, motivated and mindful about your own work and working with others. Be confident in your abilities and get the job done and to transition by the date you set - and make sure you are continually working with your boss to make sure you’re both on the same page about your desire to take on more and move on up.
In an ideal world this all goes off a-o-k without a hitch and totally in your prescribed timeframe (it actually does happen). But for some, the path may not be as fast, direct or linear as you like. Your company may not be in a position to give you the promotion you want or the compensation you feel you deserve at the time you want.
This is where it gets a little like buying a car… you gotta be ready to walk away.
You need to decide for yourself which becomes more important, the new title or the company you’re in. If your company can’t meet your goals, you will need to find one that does. And that’s ok! Your goal hasn’t changed - just the how you got there bit has.
If they can’t meet your goals, right now, but maybe in 6 months… then you need to decide if you are willing to wait.
The Psychology Behind Successful Promotion Strategies
What separates those who consistently advance in their careers from those who remain stagnant isn't just talent or hard work, it's strategic positioning and psychological insight. Understanding the human dynamics at play in promotion decisions gives you a powerful edge that most professionals never develop.
Decision-makers evaluate promotion candidates through three primary lenses: capability, visibility, and alignment. While capability (your actual skills and performance) matters, it's often overshadowed by how visible your contributions are and how well you align with organizational values and leadership styles.
The Visibility Factor: Becoming Promotion-Ready
Your exceptional work means little if the right people aren't aware of it. Strategic visibility isn't about self-promotion so much as it's about thoughtfully documenting and communicating your impact in ways that resonate with decision-makers.
You might want to consider these visibility-boosting approaches:
Maintain you "wins" document that quantifies your contributions (e.g., "Reduced departmental expenses by 17% while increasing output by 22%")
Volunteer for cross-functional projects that expose you to leadership outside your immediate team
Share relevant industry insights with team members, positioning yourself as an engaged, in-the-know type of thinker
Request opportunities to present at company meetings or lead important initiatives
Research shows that professionals who intentionally manage their visibility are promoted 2.6 times more frequently than equally capable peers who remain in the background.
Building Your Promotion Plan: Beyond the Basics
While the four-step framework provides an excellent foundation, here's how to elevate your promotion strategy with advanced tactics:
Step 1: Goal Specification Through Reverse Engineering
Don't just identify the position, research exactly what success looks like in that role. Interview people currently in your target position or one level above it. Ask questions like:
"What skills or experiences were most valuable in preparing you for this role?"
"What challenges did you face initially that I could prepare for now?"
"How does success in this position get measured by senior leadership?"
This helps you craft not just a goal, but a precisely calibrated target with clear parameters.
Step 2: Strategic Timeline Development
Your promotion timeline should account for organizational realities. Consider:
Annual budget cycles and when promotion decisions typically happen
Major company initiatives where you could demonstrate leadership
Potential restructuring, expansion, or market shifts that create opportunities
Development time for any skills or credentials you need to acquire
The most successful promotion seekers align their personal timelines with organizational rhythms for maximum impact.
Step 3: Creating Your Promotion Council
While mentors are invaluable, truly strategic professionals build a diverse promotion council including:
A sponsor (someone senior who advocates for you in closed-door meetings)
A skills coach (someone who helps you develop specific capabilities)
A reality checker (someone who provides honest feedback about blind spots)
A network connector (someone who introduces you to key relationships)
Step 4: Developing Your “Promotion Portfolio”
Beyond a plan, assemble evidence of your promotion-readiness:
Documentation of successfully completed projects with measurable outcomes
Examples of leadership moments (both formal and informal)
Testimonials from colleagues, clients and stakeholders
Evidence of continuing education or specialized training
Demonstration of company value alignment through concrete examples
This "promotion portfolio" becomes a powerful tool during formal review processes or when unexpected opportunities arise.
The Negotiation Phase: Maximizing Your Promotion Value
When the time comes to formalize your promotion, be prepared to negotiate not just title and compensation, but your entire professional package:
Expanded responsibilities that align with your long-term career goals
Professional development opportunities (conferences, courses, certifications)
Flexible work arrangements that maximize your productivity
Increased decision-making authority or budget control
Mentorship or leadership opportunities that prepare you for future advancement
Remember: a promotion represents not just recognition of past performance, but investment in your future potential. Frame your asks in terms of how they'll enable you to create even greater value for the organization.
The Alternative Advancement Path: Lateral Moves and Skill Expansion
Traditional “upward mobility” isn't the only path to career fulfillment. Strategic lateral moves can often provide greater long-term advancement potential by:
Broadening your skill set across multiple functional areas
Exposing you to different leadership styles and organizational approaches
Positioning you for higher-level roles that require cross-functional expertise
Building a wider professional network throughout the organization
Testing your adaptability and demonstrating your value in multiple contexts
The most sophisticated career strategists view their advancement as a chess game, sometimes moving sideways or even backwards to ultimately reach more powerful positions.
Your career advancement is too important to leave to chance or to outdated promotion playbooks.
By applying these strategic principles consistently, you'll not only secure your next promotion, you'll build a sustainable approach to career growth that serves you for decades to come.
Oh and yeah, you absolutely can do this!
Yours in movin’ on up career goodness-
EBS
P.S. You can absolutely, alternatively not do the typical ladder climbing. You’ve got options.
—-
EB Sanders
Career Coach for Creative Types
My Website | Free Stuff | Pinterest
Helping you figure out what you want to do and how to do it your way!
