How To Get Promoted Part 2

How To Get Promoted Part 2

Career Development – Get that Promotion; Part 2

How To Get Promoted – are you doing well in your present role but feel ready Get Promotedfor the next step up? Even in this tough economic climate some people are still managing to get promotion. But how do you make yourself part of that élite group? This is the second in a two post series.  Here is a link to Part 1 – link

How To Get Promoted – Last week I suggested that you should;

  • Create a portfolio of work you have done, showing your value to the organization,
  • Volunteer for more responsibility,
  • Create your own opportunity,
  • Let your ambition show but with discretion,
  • Ask for a private meeting to discuss properly how you are doing.
  • Now here are a further six tips to help you on your way.

Take a deep breath and blow your own trumpet

It is OK to do so if you know the notes to play. You can afford to brag a little, but with care. It doesn’t hurt to remind your boss of your accomplishments. Bosses are human and they do forget things; it helps if you can prompt and do it with facts and figures. Saying you are the Greatest may raise some laughs but that kind of bragging won’t make the kind of impression you want. If you have reduced costs or made some other improvement – quote the numbers. Make sure you concentrate on what is good about your performance, putting down someone else’s performance to make you look good isn’t impressive.

Blackmail doesn’t usually work

Avoid threats and demands. Making your boss squirm is not going to make them want to go out of their way to help you. Threatening to leave will not make your boss think better of you. Using it as blackmail can rebound and lead to doubts about your loyalty. Stay calm and if you feel frustrated, try not to show it.

Have friends in high places

Mentors further up the line are always valuable. If you can get someone on your side before you ask for promotion, it offers great benefits. You will be better informed about what life is like higher up. And it will show your boss you are serious about getting on. It gives you informal influence (outside the organization chart) and it will give you a friendly ear if things get a little tough.

Shine in your present post

Your present role gives you the opportunity to show what you can do. Push it as far as you can – go the extra mile. Work out what excellence really means in the job you do and make that the standard! Beat the deadlines and make a reputation for solving problems. That way you become someone who everyone wants on their team and they can see what an asset you will be at a more senior level. But don’t be personally indispensable. Build a structure that means the your team can function well without you, but make sure people know that it is your team. That way your boss won’t be so scared of losing you that they block your promotion.

Model more senior behaviour

Note how senior people in your organization behave. How do they talk, behave and think? Pick someone you admire and respect. Now use them as a role model. Start to behave in the way that you would like to be perceived.

Keep learning

Take every opportunity to learn more about your field, your profession and the organization in which you work. It will better equip you for a more senior role and it will also impress your boss. It will show that you are serious. About promotion. You will find lots of self-study material on-line which makes it a little easier to combine study with full-time work. No, it isn’t easy to study when you are working but if it is a real investment in you.

Wendy Smith, Career, life and Business Coach
Wendy Smith, Principal Coach, WiseWolf Life and Career Coaching

Wendy Smith is a career consultant, life coach and business coach with depth of experience in organisational development, management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find all her books on Amazon at this link

         

How To Get Promoted

How To Get Promoted

Career Development – Get that Promotion; Part 1

How To Get Promoted – are you doing well in your present role but feel ready How To Get Promotedfor the next step up? Even in this tough economic climate some people are still managing to get promotion. But how do you make yourself part of that élite group? This is the first in a two post series – here is the link to the second post – link.

Create Your Portfolio

Lots of people simply work away at the job – just getting on with it. They deliver lots of good things but they keep a very low profile and no one notices. Make sure you can prove the results you have achieved and make sure the right people know about them. Put together a portfolio of the work you have done, showing your value to the organization.

Put in the numbers. Show how, and by how much, you have helped the organization. Prepare a presentation based on your portfolio and ask your boss for the opportunity to show it to them. This is particularly useful when you want your boss to sponsor you for a promotion – you need to give your boss the facts they need to support your case. If you want them to fight for you, you need to give them the ammunition.

Volunteer for more responsibility

Tell your boss you are ready, willing and able to take on more responsibility. Show how you would set about dealing with a more diverse workload. Make clear that it isn’t the status you will relish, but the work itself. Give your boss the opportunity to give you new and different tasks. Then, when you have built your tasks up to well exceed your job specification, prove it and show your boss what you are achieving. Now, ask for recognition in terms of your boss supporting your bid for promotion.

Create your own opportunity

Can you see an opportunity in your organization;  a potential role that no one else has thought about.  Can you show how it could help the organization and pay for itself. Is it a role that you can fill? Put the case together and have the confidence to ask to present it. Even if they don’t follow-up your ideas, you will win points for ingenuity and creativity, plus you will have demonstrated loyalty to the organization.

Let your ambition show, but with discretion

Don’t be afraid to let them know you are ambitious but do it with care. Here is an example. Do your team meet up with the boss outside the workplace? This can give you an opportunity to let your boss know about your ambitions. But you need to do it with sensitivity. People are more receptive over a drink or a meal, particularly if they are very task focussed in the office. Use this time with discretion. If you press too hard, you could make your boss and yourself feel uncomfortable. And don’t make your boss themselves feel threatened. Make it light and back off if you sense what you are saying isn’t going down well.

Ask for a private meeting

If you and your boss are really busy then trying to talk about promotion while you are working isn’t going to have the effect you want. And you need time to set out your case. Ask to set a block of time to one side to talk but don’t say specifically that you want to talk about promotion. Don’t make it too mysterious though – it is reasonable to ask for some time to talk properly about how you are doing. If you can, do your best to make sure all goes well at work in the hours before your meeting.

You can find Part 2 of Get That Promotion at this link

Wendy Smith, Career, life and Business Coach
Wendy Smith, Principal Coach, WiseWolf Life and Career Coaching

Wendy Smith is a career consultant, life coach and business coach with depth of experience in organisational development, management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find all her books on Amazon at this link

         

Performance Reviews: Painful or Helpful?

Performance Reviews: Painful or Helpful?

Performance Reviews: Painful or Helpful? Today our guest blogger, Lindsey Harper Mac, presents the third and last in her new series of posts on career development.   Lindsey is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree. You can find the first post in this series at this link – Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious and the second at this link –  Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Career Development Part 3: Performance Reviews: Painful or Helpful?

For many employees, receiving a performance review isn’t a welcome occurrence. It can seem that bosses are being tedious and trying to catch their workers messing up on the job when these reviews are compiled and delivered. In truth, however, an employee review is intended to be a useful tool in promoting employee growth. When done properly, performance reviews should highlight areas of strength and weakness and provide a roadmap for future growth. To better understand the employee review process, consider all the factors that go into a comprehensive employee review.

Work Monitoring

The most notable-–and commonly most nerve tweaking-–part of any employee review is the work-monitoring segment. During this part of the review process, the employer evaluates the worker while he’s on the job and makes note of strengths and weaknesses. In some cases, the worker knows he’s being monitored; in others, the worker is unaware, ensuring that the employer has an accurate picture of the worker’s performance on a day-to-day basis.

Performance History Review

Employers also often review the employee’s history of performance, checking accuracy percentages, sales figures or other numbers indicative of the employee’s level of on-the-job success. By consulting this information, the employer can ensure that, if the work monitoring didn’t yield stellar results, his negative opinion isn’t simply the result of one not-so-hot day on the job.

Collaboration

Employers often collaborate with different individuals within the managerial or HR departments when completing these employee reviews. In doing so, they share their findings and ask the individuals with whom they’re collaborating to reflect upon the data as well. This can go a long way toward ensuring that the overall opinion of the worker’s effectiveness isn’t solely determined by one individual.

Goal Setting

After gathering all the information required to make informed decisions, managers commonly set some goals for what they’d like to see the employee achieve in the next several months or over the course of the next year. They may decide they want to see improved accuracy from an employee whose percentages were found wanting. For an employee they’d like to see advance within the company, they may encourage her to make efforts toward reaching educational goals or obtaining further professional credentials.

Employee Input

After these steps, the employer presents the painstakingly gathered information to the employee. Often, the employee is asked to provide input at this point as well. This could be an explanation of an area that appeared to be weak but is actually stronger than the numbers would suggest. During this portion of the review, the employee is commonly presented with the goals set for her and asked to edit them or agree to them if she feels they’re reasonable.

When employers review their employees’ work, they hope to find these workers are doing everything perfectly. When this isn’t the case, managers can use the information they glean from this careful monitoring of performance to help their employees grow and become better workers within their selected industries. This facilitation of growth is mutually beneficial, as it allows employers to craft stronger workforces and it allows employees to become the best workers they can be.

About the author: Lindsey Harper Mac is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree.

Also by Lindsey Harper Mac

Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Entrepreneurs Growing Forward

Why “be the best” when you could be the one making the rules? | WiseWolf Talking – the WiseWolf Coaching Blog.

The Makings of a Great Leader | WiseWolf Talking – the WiseWolf Coaching Blog.

 

Want a Promotion?

Want a Promotion?

Want a Promotion?  Today our guest blogger Lindsey Harper Mac presents the second in her new series of posts on career development.  The third, and last, post will appear here next week .  Lindsey is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree. You can find the first post in this series at this link – Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Career Development Part 2: Want a Promotion? Focus on Factors Within your Control

Want a Promotion? Whether or not you get that long-dreamed-about promotion isn’t dependent on one or two easily manipulated factors. Instead, it relies upon a mishmash of influences, both business and employee-related. The business-related elements are ones that are specific to your business environment and ones over which you have less control. The employee-related factors are ones that you can manipulate and, in doing so, potentially increase your chances of obtaining the promotion you seek.

Want a Promotion? Business Factors

  • Your Boss – The degree to which you get along with your boss can play a major part in determining whether or not you find yourself in line for a promotion. If you and your boss get along famously, he’ll be more likely to recommend you for advancement should the opportunity present itself. If, on the other hand, you clash constantly, your name will likely not be at the top of the list when it’s time for him to recommend someone for a promotion.
  • Business Success – Management will be more likely to promote more workers if your specific company is going through a period of profitability. As businesses succeed, they also commonly expand, meaning more underlings are needed to do the work–and, of course, more leaders are needed to guide the company’s inner workings.
  • Industry Growth – Getting a promotion is often easier in a rapidly growing industry. If you happen to work in a field that’s going through a period of growth, you may find that more upper-level positions are being created to meet the increased demands. This growth is something you can capitalize on.
  • Retirements – If you happen to step into the world of work when others are preparing to step out, you may be able to obtain a promotion more quickly. As others retire and vacate their positions, you may find yourself serendipitously able to climb the ladder without having to shove off others already occupying the higher rungs.

Want a Promotion? Employee Factors

  • Education – The more you know and the more credentials you hold, the more obvious a choice you seem for a promotion. If you don’t have education in your specific industry, you may be able to better position yourself for advancement by completing an online education program or attending seminars in a topic that relates to your field.
  • Experience – The experience you bring to the table will make a major difference in determining whether or not you get a promotion. If you come to the position already holding years of experience, you’ll be a logical candidate for promotion. If you aren’t lucky enough to bring this experience with you, enhance your credibility by volunteering to take part in advanced projects or complete duties that may technically be above your current level.
  • Enthusiasm – If you attend work every day, do the minimum and go home, your boss probably won’t reward you with a promotion. The degree of enthusiasm you show is something management will note. If you can be more enthusiastic and eager, you can make yourself seem more dedicated to your business and deserving of a promotion.

Moving up in the corporate world isn’t always within your control. You can, however, take the helm and control the elements of promotability that you can change to ensure these controllable factors don’t stand in the way of that job you wish to hold.

About the author: Lindsey Harper Mac is a professional writer living in the Indianapolis area. She specializes in writing guest posts on social media and education. Currently, Lindsey is completing work on her master’s degree.

Also by Lindsey Harper Mac

Career Development Part 1 – Why Get An Advanced Degree? The Answer is Obvious

Entrepreneurs Growing Forward

Why “be the best” when you could be the one making the rules? | WiseWolf Talking – the WiseWolf Coaching Blog.

The Makings of a Great Leader | WiseWolf Talking – the WiseWolf Coaching Blog.

 

The Benefits Of Good Career Management

Today we have a guest post from Mary Hope who is, like me, a Careers Coach.  She has over 30 years of experience in business, teaching, HR, headhunting and coaching.  She believes passionately that people need to understand their own drivers and needs to find fulfilling careers.

The Benefits Of Good  Career Management

Careers advice is what you get at school or university  after someone has given you a questionnaire test, chatted to you and then they tell you what job you should do. Or something similar.

But career management? What is that? In this rapidly changing world with organisations and sectors making huge changes and adjustments.. how can you manage a career? And  why should you bother?

I work in the field of career management and coaching so obviously I do believe that people can manage their careers but sadly not enough people do that. They drift, they hop, they jump in what they perceive to be an upwards direction. Sometimes they are pulled by the attractiveness of a new opportunity, sometimes they are pushed by unhappiness in the role or organisation they are in. Few people plan strategically.

Career management is a process by which individuals develop, implement and monitor career goals and strategies. It may be art or it may be a science;  in my book it needs to be a bit of both. Whichever, it delivers huge benefits.  Research shows

  • Having career goals means people outperform those  who do not have goals or who only have a weak commitment to their goals.
  • Those with goals are more optimistic, they are more resilient,
  • Those with goals are more focused , they work harder at job search, are engaged and are more successful at finding new roles.
  • People who engage in career management generate more job interviews and more offers.
  • They obtain higher salary offers and are more realistic about their job expectations.
  • They are more effective in job interviews.

In other words their careers are more successful.

The cornerstone of good career management  is research: research about yourself and research about the world of work. That’s the science part. It is making the decision once you have got the information that leads into the world of art and metaphysics.

Career management is not a one-off activity; it is on going throughout life. It is an adaptive process. But it is particularly important to engage in active carer management when you are at a career crossroads, when facing the decision on whether to move from a technical to general management role, when your family circumstances change, if you are facing job loss, when you face a set back in your career, when you are offered a dramatic job move, when you feel the dissatisfaction of boredom or frustration with a difficult boss. These are critical times to make the right decision rather than jumping into something because of the expectations of others, the opportunity is there or because  you feel  you have no choice.

What does it take to be good at career management?

There a six key elements of this iterative, messy process:

  • Know thyself
  • Understand the environment
  • Develop realistic goals
  • Adopt strategies that can deliver your goals
  • Be prepared to adjust those strategies when new information comes to light
  • Learn the skills of finding opportunities and of succeeding in selection exercises

Are you doing all you need to in order to manage your career well?

For a reality check on your approach to career management visit (www.topcareerstrategies.info)

Mary Hope supports people to manage their careers more effectively and get paid more, promoted faster and feel more satisfied. She has over 30 years of experience in business, teaching, HR, headhunting and coaching. She believes passionately that people need to understand their own drivers and needs to find fulfilling careers.

MOVING UP IN A RECESSION

Right now most people are focused just on keeping their jobs.  They are not thinking about going for promotion.  But this is the time when more leadership and creativity is needed than ever before, just to keep businesses afloat.  If you are lucky this could be your moment!

Now is the time to be the one that volunteers.

Make clear that you are prepared to take on more responsibility.  Where you see a problem looming, be the one who comes up with a solution – are there new and ingenious ways to cut costs for example?  Are new skills required and do you have them?  This is the time to prove what you can do!

Make sure the boss knows you are thinking about the organisation not just yourself!  But when you do something new or extra make sure your boss does know about it.  If it’s not possible to give you a raise now, then can you negotiate something for when things improve and get it on the record!  Can you tie how much you receive to that improvement with your present pay as a fall-back?

Go for it!  You’ve got nothing to lose and at the very worst you will be someone they want to keep around – right now that is a bonus.  Good Luck!