Why Everyone Else is Promoted at Work but Me?!

In today’s note, I’m going to cover 2 important topics that I trust will increase your chances of getting your next job promotion:

1. An easy 6-step framework to implement daily in your role. This will help you stand out and gain the momentum needed for your promotion.

2. 10 key lessons from my career that you should master and include in your personal brand at work if you want to secure your next job promotion

If you haven’t read my previous blog post, I recommend starting with ​that article​ for a basic understanding of how promotions work in medium and large companies.

It lays the foundation for today’s topic, where we’ll explore key factors, under our full control, that are crucial when aiming for a job promotion.

Now that you have a solid understanding of the promotion cycle, I want you to be open and prepared to take on a few crucial things.

But before we go further, I want to clarify 2 things:

1. this article is not for people confortable in their seats, rather those ready and clear with themselves that climbing the ladder is what they want

2. my experience doesn’t include director level positions or higher (in the context of large corporations). While I believe these core ideas still apply, I might not be the best person to guide you if you’re at that career stage. However, if you’re more experienced and reading this, I count on you to share your insights and perspectives so we all contribute to learn and grow together.

Now let’s dive in.

A 6-Step Framework Of High Performers

If I am to narrow down to 6 key steps you need to implement daily in your role to increase your chances to stand out for the next promotion, those would be:

1. Understand expectations of your next role’s level and the objectives and goals of your team, immediate organization, business unit, and the company overall.

2. Solve current active issues in a way that aligns with these goals (your reactive contribution).

3. Pay attention to your attitude; your branding.

4. Solve issues on a larger scale and proactively this time (your strategic contribution).

5. Collect and Measure your contributions - #2 and especially #5, in a $$ value impact; Pivot (if necessary) to maximise the impact; fail fast and big impact should be your goal.

6. Repeat all of the above

Notice the difference between steps #2 and #4 - reactive vs proactive strategic contribution.

I trust this won’t surprise you but all jobs have less glamorous tasks too.

And often times, others avoid to take them on.

But even more frequently, they are business critical and need a fast, efficient contribution - those are your active issues from #2.

However, your main energy should be spent on things that move the needle the most, in a proactive and scalable fashion - aka the $$ value you produce (or save) is as high as possible. Those are your issues at #4.

Balance is key between #2 and #4.

Step #3 is all about your personal branding at work.

This involves aspects like self-awareness, emotional intelligence, how easy it is to work with you, as well as other elements such as visibility at work and ownership. We’ll touch a bit more on this in the next few lines.

Also, in my opinion, step #5 is often overlooked and undervalued. I’ll touch on it in a bit too.

Now that we’ve outlined the framework, I’ll share the 10 key elements I believe are essential for your job and personal brand at work.

These will help you successfully navigate through this 6-step framework and climb the ladder, based on my personal experience.

10 Key Elements For A Strong Personal Brand at Work

1. Share Your Aspirations

Any good manager should have regular chats (preferably face to face 1-to-1s) with you to understand your needs, what motivates you, and your career goals.

However, remember, no one can read your mind.

So, don’t hesitate to start the conversation and share your aspirations.

Let them know you’re aiming for that next promotion.

Tell them about your aspirations.

Don’t hide or suppress your ambitions.

Your manager is human too, with their own aspirations and dreams.

There's nothing wrong about being open and asking to build a plan for your career journey.

In fact, if you don't make your own plan, you'll be given one.

You could initiate this discussion with your manager or supervisor by saying something like:

“I’ve been thinking a lot about my career progression and I’m really interested in moving up to the next level in the coming promotion cycles. I value your broader understanding of our team and company, and I’d really like your advice on what areas I should focus on to align with the expectations of the higher role. It would be great to get your thoughts on resources, skills, or specific projects that could help me prepare for this step. Any suggestions you have, from books to workshops or particular tasks I can take on, would be really helpful.”

Now be ready and open for some work 😊

Most companies conduct regular performance reviews, and you can bring up these topics then but also during any 1:1 meeting you have with your manager.

💡 A Pro Tip: Don’t just focus on your current duties, but on where you want to be.

Think about what you need to do today to prepare for your future goals.

If you’re not clear on the responsibilities and expectations at the next level, ask your manager for clarity.

In a healthy work environment, you should have the context and be able to perform right at the beginning of the level you aspire to, before having the title or promotion.

Demonstrating the skills of the next level before you’re officially promoted is ideal in my opinion.

It creates a safe context with limited risk for you ahead of the real game. A good manager will also notice and appreciate this proactive approach.

When you do get promoted, you should be ready to shine, not figure things out then.

2. Develop Your Plan & Timeline for the Next Role

After aligning on the areas for improvement and understanding what’s expected at the next level, take time to research and create a plan with a timeline.

For example, if one area for improvement for you is to enhance your leadership skills, think about how you can engage in activities to develop these skills.

You could:

• Participate in the hiring process as part of the interview panel

• Train and mentor new joiners

• Take the lead on a long-standing task

• Run weekly team meetings

These are just basic examples and should be adjusted based on your level of seniority. But you got the point.

Once you have your own ideas on how to contribute, put them together in a plan (with a timeline) and discuss them with your manager for feedback and additional suggestions.

Ask for their thoughts, insights, and support in finding additional ways to demonstrate and improve your skills.

💡 Pro Tip: Ask your manager to help you find a mentor, someone at the next level or higher, so you have someone to guide you through this promotion journey. Get a buddy ready to support you.

If you don’t have a template or never done this before, ​here’s a simple example​ of a promotion development plan I created for you to adjust and use. You can also download the template here - it's free don't worry, but hosted on Gumroad for easy download and maintenance from my side, ignore the cart details.

Goal	Action Steps	Timeline	Measurable Outcome
Improve Leadership Skills	- Attend leadership workshops. - Lead a small project team.  - Seek feedback from team members and manager.	6 months	- Complete at least 2 leadership workshops. - Lead a project with measurable success indicators.  - Receive at least 80% positive feedback from team surveys.
Increase Technical Expertise	- Enroll in a relevant online course. - Apply new skills in current projects. - Share learnings with the team.	4 months	- Course completion certificate. - Demonstrate improved project efficiency by 15% - Conduct 3 team knowledge-sharing sessions.
Enhance Communication Skills	- Participate in communication workshops. - Present and engage in team meetings regularly. - Request feedback on communication style.	3 months	- Complete 1 communication workshop. - Lead 2 team meeting presentations.  - Achieve an average feedback score of 4/5 on communication.
Build Professional Network	- Attend industry networking events. - Participate in company cross-functional teams.	Ongoing	- Attend a minimum of 3 networking events per year. - Participate in at least 2 cross-functional team projects this year.
Add more

3. Full Ownership and Responsibility

In my view, this is absolutely essential and not up for debate.

True ownership isn’t just for a single task or for a moment; it’s constant.

It’s a skill you either develop and have, or you don’t.

If you’re aiming for that promotion, I urge you to focus intensely on cultivating a strong sense of responsibility and ownership.

Embrace ownership fully, end-to-end.

Here’s something I’ve noticed: many people take charge only of their specific task or the parts they’re comfortable with, but they don’t embrace a holistic sense of responsibility for the entire task.

Even in a team setting, even if you’re collaborating with others who may get sidetracked and slow things down, it’s crucial to maintain this mindset.

When a task is assigned to you…

Take charge of the action, the impact, and all the responsibilities.

Embrace everything you’re involved in.

Own it.

Be resourceful, communicate effectively, and ask for help when needed, but don’t drop the ball.

Don’t just give up because someone else lost focus.

Don’t ignore problems and hope they’ll disappear just because looking at them requires more effort.

I’m not suggesting you do everything yourself, either.

But, if you’re looking for advancement and a job promotion, you need to take charge of the entire process of whatever project or task you’re handling.

Lead.

And more importantly, take charge proactively and on a larger scale. Remember step #4 of our framework?

Be resourceful before problems become critical.

Delegate where you need to.

Be proactive, step back to see the bigger picture, and find solutions to keep things moving.

If you’ve completed your part but the project is still at risk and you haven’t acted to address it, that’s not truly taking responsibility.

4. Don’t Aspire to Get Ahead by Stepping over Others

Absolutely not.

We are genuine.

We don’t engage in toxic tactics.

There’s enough space for everyone to grow and succeed.

Your colleagues, manager, and team will see right through it.

It’s so obvious when it happens that it’s almost heartbreaking.

Instead, concentrate on your own journey, your own mission.

Focus on your tasks and do them well.

Even if you’re a high performer, full of potential and value to your employer, resorting to negative tactics can poison the work environment.

You’ll lose respect.

We aim to succeed through genuine efforts, not toxic strategies.

Please.

5. Maximise Your Role

In my experience, the best way to stand out is to fully embrace your role.

Treat it as if it’s your own.

Listen, most companies, especially in these times of layoffs, have a lot of work that needs to be done.

And NOT all tasks are exciting or enjoyable.

Some might even be boring and unsexy.

But there’s always a growing list of tasks that need attention.

While we all want to work on exciting, new, and creative projects, we must remember that balance is key.

Just like life – where you travel and experience joy, but also return to do chores like laundry – work has its highs and lows.

So, identify the less glamorous tasks (that often others avoid) and take them on.

Some of the best lessons I’ve learned in my career came from tackling what others considered too boring or not “enough” for them.

I may not have the highest standards or be the smartest, but I’ve grown through these experiences.

These tasks often relate to step #2 in our framework - your reactive contribution to active business critical issues.

Identify a current problem, fix it, and then think about how to prevent it in the future (proactivity) and apply the solution widely (scalability). This is how you navigate between steps #2 and #4.

6. Do More than You Talk

This is somehow related to taking ownership, but it deserves its own mention.

Those who know me are aware I talk a lot, but they also know I’m a doer.

I’m all for creative and brilliant ideas.

But don’t just dream them up.

Take charge of them.

Execute them.

Pass them to the right team or person if it’s beyond your scope.

But maintain that accountability.

You have two options:

• Either do it yourself.

• Or delegate efficiently and responsibly.

Anything outside these options is a waste of energy and shows a lack of responsibility.

Be a doer.

We all have opinions.

7. Cultivate Your Network

If you read my previous blog posts, you know I’m a big believer in expanding your network.

Cultivate your network to include people from various backgrounds, experience levels, and across different functional teams.

People you mentor and those who mentor you.

But let me be clear - I’m not talking about flattery and sucking up to go ahead.

No, it’s about genuine relationships.

Maintain good relationships.

Don’t become a people pleaser, however.

Make people feel comfortable around you.

Challenge, but be easy to work with.

Show empathy and take a genuine interest in getting to know them and building relationships.

Remember, a company is essentially its people.

The services and products we create are the outcome of the the people and the relationships between them.

Without people, without the relationships, a company lacks substance. Especially in the long term.

So, ensure people are familiar with who you are, what you do, and what you represent.

Build your personal brand and make it known.

We also don’t backstab.

We don’t manipulate for advancement.

We can be assertive without being aggressive.

We can be noticeable without being arrogant.

We can be firm without being offensive or jerk.

This is not just crucial for when your promotion is under review – it’s also about expanding your knowledge, benefiting from others’ experiences, and opening up career opportunities.

Let’s run an example:

Imagine 2 candidates are being considered for one promotion slot.

Both have similar performance metrics, but one has invested effort in building their network and relationships.

The one who’s actively cultivated these connections is more likely to be chosen, as some committee members will already be familiar with them.

And if you think this is biased - I don’t think so; it’s about the fundamental role of relationships in our lives. Hear me out.

Companies are made up of people.

If you’re not known to others, if they haven’t worked with you or built a trust relationship, why would they choose YOU for the promotion and not the other person?

Historically, people have only let others into their communities when trust and respect have been established.

It’s the same with companies – being known and trusted is key to advancement.

And that’s why “visibility at work” is so essential and you hear about it everywhere.

8. Show Your Leadership Skills

There’s a common misconception in the workforce that being a leader is only about holding a leadership position, or that stepping into such a role automatically grants you authority and decision-making power.

From my experience, this is far from the truth.

I’ve seen many people recognized as leaders without any formal title.

Leadership is about developing and growing the abilities of those around you, making them even better than yourself.

A true leader often has a humble ego and their authority comes from the talented, innovative people they nurture.

Developing leadership skills is essential, regardless of your current position or level.

And even if you don’t aspire to take a management track.

Engage with others, understand them, support their growth and be part of their journey.

This is how you build leadership skills.

Many people mistakenly believe that holding a management title and having subordinates automatically makes them leaders.

This is not the case.

Leadership is earned.

Let me ask you something:

What’s the difference between you now, without a leadership title, and you tomorrow if I were to give you one? Do you think people will suddenly find inspiration in you in just 24 hours?

The days of authoritarian, dictatorial managers are over.

If you’re aspiring to that kind of leadership, you’re likely to be disappointed.

So, let go of this outdated mindset.

People need to be seen, validated, motivated, respected, inspired.

People need to be about them, not about you.

Be a giver.

Start engaging with people, help them shine and grow. Grow together.

You don’t need people to report to you for all that or to be a leader.

9. Measure & Track Your Impact

Hard work often ≠ great value.

Many people work hard and don’t produce much value; they might be under the impression they do, however.

Many people work hard and produce a lot of value; but they are not even aware of the scale of their impact.

Producing value is just half of the puzzle, however.

So I want you to take all this great and hard work and value you do and shift it to the next level.

This is game changer.

Here’s how:

1. Measure and keep track of the value you create, feedback you receive, skills you develop, areas for improvement, network you’re nurturing.

2. Use data to make sure your efforts align with the goals and objectives of your team, organization, or company.

3. Quantify the impact of your work in $$ terms; focus on the impact rather than just on what you’ve done;

4. Now that you have the value, along with the feedback and skills you've acquired, be prepared to tell the story of the value that you created. Yep storytelling is crucial. You need to present that value and all your achievements in an appealing way that will resonate and click with your audience 🙂.

5. Do this consistently.

And this is step #5 in our 6-steps framework above – measure, adjust, track and tell the story in the context of your organisation’s goals.

If you can’t quantify your achievements ($$ terms), they might get overlooked.

If you can't tell the story, people might not get the value you’ve added.

You need to be your own ambassador, but be an elegant, subtle one.

The best tactic I’ve seen to stay consistent and always ready is to keep a journal or some record.

In fact, the first time I saw data presented in this way, it completely amazed me.

It wasn’t just the quantifiable results and facts, on top of which was the storytelling part, but also the maturity with which the person managed it.

Yes, it takes some effort – and to be completely honest, I’m not great at it myself, often leaving it until the last minute (I know, bad me!), but trust me, it’s like a magic formula.

And as a manager, I can say I 150% appreciate it.

So open a file, create these 3 columns and 5 rows and name it ‘Master Career Tracker’:

Columns: Category, Description and Examples

Rows:

1. $$ Value Impact/Cost Savings: Record the financial impact or cost savings you've contributed to.

2. Positive Feedback and Endorsements: Keep track of any positive feedback or endorsements you receive.

3. Areas for Development: Document areas for personal growth based on feedback.

4. Skills, Training, Competencies: List new skills, training, or competencies you've acquired.

5. Collaborations & Intangible Value: Note down collaborations and contributions that are hard to quantify.

Category	Description	Examples
$$ Value Impact/Cost Savings	Record the financial impact or cost savings you've contributed to.	- Secured 3 new clients, resulting in $100,000 new revenue. - Implemented an automated order process, saving $50,000.
Positive Feedback and Endorsements	Keep track of any positive feedback or endorsements you receive.	- Emails or messages praising your work. - Screenshots of praise or "Good Job!" messages.
Areas for Development	Document areas for personal growth based on feedback.	- Constructive criticism received. - Personal observations on areas needing improvement.
Skills, Training, Competencies	List new skills, training, or competencies you've acquired.	- Handling difficult situations. - Learning new software or tools.
Collaborations & Intangible Value	Note down collaborations and contributions that are hard to quantify.	- Participation in event speaking. - Mentorship roles. - Planning team events or cross-department project

With these 5 categories in your tracker, you’ll be able to tell your value story!!

I've put together this template for you under ​this link​ that you can download too and use it as starting point to fill in your achievements. Same as before, it is hosted under Gumroad for easy use and download, ignore the cart details.

This file should serve as an annex to the Career Development Plan you've built with your manager. It should include everything you've achieved, not just the areas in which you need to excel to reach the next level (as defined in your career development plan).

And if you happen to have standardised quarterly or yearly performance review, that will become a lift and shift exercise.

💡 A Pro Tip: For a company, your worth isn’t defined by the tasks you do (the WHAT), but by the $$$ value you bring at the table.

The WHAT can be done by anyone (which is why everyone is replaceable).

But the same WHAT can add more or less value.

Your goal shouldn’t be to be someone who does tasks A, B, or C.

But the person who adds the most $$ value when doing A, B, or C.

10. Don’t wait, initiate

I let this tip as the last one on purpose because taking action is the most crucial step.

All the tips I’ve mentioned won’t matter if you don’t take the initiative.

Remember, no one owes us anything.

It’s up to us to create and seize opportunities.

Don’t just wait for your supervisor, manager, or team leader to guide your next steps.

Don't wait on them to build your career path; or development plan.

The key difference between those who progress and those who stagnate is initiative.

Successful people don’t wait for opportunities.

They create them.

Managers and leaders should provide opportunities for you to develop and demonstrate your skills, but they’ll usually just set the stage for you.

From there, it’s up to you to take the lead and shape your path.

Be observant.

Look for areas to improve and opportunities to solve problems on a larger scale.

Create your own chances to show that you’re responsible, that you can do more than just talk, that you can build your network, that you have leadership qualities.

That you stand out in an authentic and valuable way.

If you’re aiming for a promotion, don’t assume someone will guide you through every step.

You’re expected to show that you can stand on your own.

Of course, the less experienced you are, the more support you’ll receive.

But taking the initiative, pursuing your goals, and trying to fly should be entirely in your hands.

And there you have it, the 6-step framework of high performers and 10 key elements to fuel your journey towards your next promotion.

I hope this helps and gives you some clarity on what people are looking at when supporting or endorsing someone for a promotion.

Stay motivated, take action and keep pushing forward.

That's it for this note, see you next Monday.

-Luciana