What do you do if you want to get noticed for promotion within your organization?

If you want to stand out, show value—big value. It’s what I do, always. Go beyond, be incredible, the best. It’s about results. When you deliver, they notice. Bigly. It’s smart, it’s how you win. Show them you’re a leader, a real winner. That’s how you get promotions. Believe me, it works!

ADD value. I strongly believe the majority of employees exhibit value but what sets you apart is where you ADD value. How have you made the business better? Which processes are improved due to your recommendarion and expertise? Where did a “no” finally become a yes with measureable results? Identify the answers to any of those questions, make sure your direct manager and skip level leader are aware of your work, and ASK for what you want. Remember promotions look different for everyone in every season. (i.e title change vs salary bump, people leader vs technical leader)

In my view, it comes down to 3 main things. Be a team player, take the initiative and seek feedback from the team and your supervisor. Be a team player, get along and help others. If you cannot "play" well with others, fix this before seeking a promotion. If the team thinks highly of you and have street cred with them, it will go a long way. I am a boss and I favor people with initiative that are proactive. Think ahead and be a mission oriented person. If it needs to be done and you see it, get ahead of the requirement. You need feedback from your peers and supervisor. Your supervisor has to back you for promotion so get feedback, listen and act on his/her suggestions. Do so on a regular basis. Your promotion-- does it serve ALL?

To get noticed for a promotion within your organization, showcase your achievements and take on challenging projects that demonstrate your capabilities. Build strong relationships with key stakeholders and seek feedback for continuous improvement. Network within the company, highlighting your contributions in team meetings and aligning your goals with the organization's objectives. Stay updated with industry trends and develop new skills through training and self-improvement initiatives. Additionally, communicate your career aspirations to your manager and seek opportunities for growth and advancement. Remember, consistency, perseverance, and a proactive approach can significantly enhance your chances of getting noticed for a promotion.

Joeseph nailed it when he said start with "playing well with others". A responsible leader is not likely to promote individuals that are disruptive in the workplace. I would add, demonstrate your willingness to seek out and embrace advice/feedback. I want to promote those that recognize they don't know everything but are willing to engage the appropriate resources to get to the correct answer.

Regular one-on-one conversations with your immediate manager are a must. If you're not having these, start scheduling them (might also be time to consider a new manager too). Arrange quarterly meetings with your manager's manager to discuss your aspirations and get guidance on what you need to improve. Consider meeting with other key stakeholders who can impact promotion decisions to gain insights on your contributions and possible improvements. Peers are also a valuable sources as they understand your role well. Take all feedback with openness, good or bad. Instead of reacting on the spot to criticism, especially if it's unexpected, reflect on it privately later. This allows you to consider it constructively and respond thoughtfully.

As a Mentor, I'd be curious to find out what your Personal brand is from your perspective and others. Gather some feedback from trusted sources on what you do great and what needs some development. This will give you an idea of where you can focus and importantly., do you have any blind spots. Feedback is key to building a great personal brand that drives your ability to get a promotion.

From the feedback, were there any experiences you need to gain, knowledge required and skills you needed to have to get promoted? If yes, then build out a simple plan (you can do this with your boss) as to how you can start taking action. Were there behavioural or attitudinal areas you needed to changes? Sometimes not getting promoted is not about a skill but how people see you and think of you.

Do you have an internal Mentor? Someone who can help you with career guidance and support. What about an internal career sponsor? Someone senior who can influence and support you. Who are your internal career cheerleaders? Those people who have worked with you and say positive things about you when you are not around (your internal distribution network), and really love working with you. Does everyone know what you want to do? This is key, be open about where you want your career to go, so people think of you when opportunities come up. Your internal and external network are invaluable!

Sit with your manager and go through a career plan, discussing openly on what it will take for you to be successful. How can they help? It could be from support, to introducing you to key people, to offering opportunities for you to learn and get key experiences. You own your career, however, there is a world of people out there willing to help you and help comes in all forms.

One of the leadership examples not mentioned here is that of "thought leadership". This is a great way for you to highlight your skills and knowledge as well as how to communicate and influence others. The one thing I would say is "how do you impact others" - understand your impact and how you can make that better. This will serve you well.

Notice unaddressed problems and solve them. While every company has minor structural and cultural gaps or procedural bottlenecks that they acknowledge and everyone can live with, they also have blind spots, often in the form of unchallenged assumptions. Some of them have a significant impact on the company's own stated values and goals. Over time these blind spots can cost them opportunities, customers, profit, and personnel. Tactfully shine a light on them and propose solutions to the appropriate stakeholders. You might create an entirely new role and end up managing a team.