8Sep2016

Planning your next promotion? Here’s how to handle your boss.

You’re a superstar. You’ve met or exceeded your department’s goals. You’ve won over the trust and support of your team. You’ve even come up with innovative ways of getting things done. All systems go for promotion towards tempting career advancement, right? Well, not quite. There’s still one important thing to deal with: your boss.

Your boss, no matter how supportive he or she has been, could actually be presenting the most difficult barrier for your to cross on your way to the corner office. Bosses are funny. On one hand, they are there to manage and develop you. On the other hand, they have their own agenda. And your promotion could be a problem for them, unless managed effectively.

In this update, I’ll let you in on the four main reasons why your boss might actually prevent your promotion.  Then I’ll focus on one of the them, with advice on how to overcome it. In future updates, I’ll address the other three. it is important tempting career advancement,

So there are four main reasons why your boss might not want you to be promoted:

The first one is competition. Your boss has passed on their hard-earned know-how to you and now you actually might present a threat to them. Industries are full of cases in which middle managers have taken over departments formerly run by their boss.

The second reason is that your boss simply doesn’t want to let you go. You’ve been trained to deal with every nut and bolt in your department and now you’re going to leave your boss high and dry…while you pursue your corporate development career path.

Third, your boss might honestly think you’re not qualified enough. Though this might just be their opinion, it’s an important one…and one that might very well hold water with key decision makers in your organization.

Finally, you might have caught your boss by surprise. Your request for promotion was completely unexpected. It had just never seemed in the cards. Let’s look at this reason a little more deeply.

You don’t want to surprise your boss, so let it be known from day one that you intend to be promoted. This doesn’t mean that you should come into your first day at work, declaring that you’d like to be the CEO some day. But it doesn’t mean that a fear of rocking the boat should prevent you from being honest and straightforward about your career aspirations. It’s all a matter of balance and timing.

For example, if someone in your organization gets promoted, take the time to congratulate them and to let your boss know that one day you’d like to apply for a more senior position. Hopefully, this would allow you to test the waters with your boss regarding his or her take on the issue. You might hear responses such as, “you have to work hard” or “you have to deserve it”. Don’t take what your boss says too hard or try to prove to them that you are indeed working hard and deserving. At this very early stage, you’ve accomplished enough by just letting your boss know that you’d like to work towards getting a promotion. While it doesn’t seem like much, this kind of declaration is important, as it is the first hint in a series of hints that will prevent your boss from being surprised by your desire to be promoted. And by the way, don’t skip this stage because you’d already mentioned career advancement in your interview. That’s been long forgotten by now. Besides, everyone says this.

Once you’ve proven yourself to the company for about two years, then it’s time to have an open discussion with your boss. If you can, try to plan a possible promotion about six months in advance, so as to allow time for your boss to digest your desire and provide you with feedback. Mention a specific position to your boss and ask for advice on how to apply for it. Listen carefully to your boss’s reaction, as you’ll need to plan your next steps according to it.

If your boss is for your promotion, you’ll get a great deal of advice on how to go about applying for the position…and you’ll be happily on your way. On the other hand, your boss might answer with a non-committal response, such as “we’ll see” or “we’ve got plenty of time.”  While this might leave you disappointed, it’s still very valuable to you in your journey towards promotion.

Naturally, this kind of response means that your boss isn’t really for promoting you. However, it’s good that you received a non-committal answer, rather than all kinds silly excuses or empty promises about “next time”. At least you know what their stance is. And you also know that you’ll need to curry support from other decision makers in your company.

A while later, another possible promotion opportunity will most likely arise. Notwithstanding your boss’s last lukewarm response, schedule a meeting in order to express your interest in the opportunity and to seek your boss’s support in applying for the promotion. Be sure to mention that time that has passed and how much you’ve learned from your boss’s mentoring, which has led to your improvement. Emphasize that your boss’s opinion is very valuable to you and that any advice that can be provided would be highly appreciated. One word of caution: show confidence in your decision to apply for the promotion. Do not waver or ask your boss if it’s a good idea. This will result in unfruitful dialogue, possibly derailing your intentions for promotion. (By the way, if you’re not sure yourself, why not download my ebook, Time for Promotion for FREE (an $8.99 value).

After you’ve made this request, sit back and listen very carefully to your boss’s response. You’ll find out your boss’s stance as well as what they’re willing to do, through both formal and informal corporate channels.

Of course, the best thing would be for your boss to express complete support and to help you apply for the promotion. But that’s not always going to happen. That doesn’t mean give up; it just means that you’ll be continuing without your boss’s backing.

This is the time to tap into the support you’ve been building up with other company decision makers. Sometimes, their vote will be enough for you to get promoted. Other times, they might pressure your boss (directly or indirectly) into having a change of heart.

So as we’ve seen, it’s important to let your boss know of your intentions to be promoted from the moment you begin your new job. In most cases, if you’re both on the same page, then you’ll be supported in your quest for promotion. In more difficult circumstances, your intention to be promoted will drive you early on to build up a network of decision makers who will support you on your way to success.

And always remember:

Great managers are made. Not born. and tempting career advancement,

8Sep2016

5 mistakes you can’t afford to make when interviewing for an executive job at another company

This could’ve been your big break – one of the factors affecting the career development of any manager looking to advance.

You were called in for an interview at another company for a fabulous position – a job that would’ve been considered a major promotion at your current organization.

All excited (and a little nervous), you prepared yourself for the interview, making sure to find out key data about the company and brushing up on presenting your experience and qualifications.

At the interview, things seemed to go well as you explained about yourself and demonstrated your eagerness for the job. As the interview came to a close, you all shook hands. You were optimistic as you left the interview room.

But unfortunately, a few days later, you received an email stating that though the hiring committee was impressed with your background, they were still hesitant about your lack of experience in executive management. On a positive note, they’d be happy to hire you at your current managerial level.

A bummer. You were not only disappointed with the rejection, but also you were insulted at the thought of being offered to move to another company to do the same job you’re doing now. Following the initial shock, you began to wonder what caused the hiring committee to reject you. After all, they’d called you in for an interview. They must’ve thought that you had at least some chance of being hired. Was the interview conducted in good faith?

The good news is yes, you were interviewed in good faith. Companies don’t have time to conduct bogus interviews. But the unfortunate news is that  during your interview, doubts began to arise regarding your ability to be an effective executive manager – one of the major factors affecting career development. As the interview began, you were basically a gamble for the hiring committee – and therefore a heavy risk to the company. And as the interview progressed, the committee never got the feeling that it would be worth their placing their bets on you.

So what caused this opportunity of a lifetime to crash and burn? Read on to find out the 5 most common mistakes external candidates make when vying for a job at a higher level.

1.    You never saw the gap.

Never mind minding the gap. You didn’t even look for it. As an executive wanna be applying from outside the company, you’re just not going to have everything the company thinks it needs. Your job is to first and foremost acknowledge this gap, ensuring, as much as possible, that you know what’s expected versus what you can realistically bring to the table.

2.    You never bridged the gap.

Maybe at some point you realized that what you could offer might not completely fit the bill. But as a strategy, you thought it would be a good idea to ignore such “minor details” and just concentrate on what you could offer. Bad move. As you rambled on and on about your experience, the parts you strategically ignored were forming a huge elephant in the room. And the fact that you never tried to compensate for your shortcomings doubled the size of the elephant – and knocked you off the shortlist.

3.    You widened the gap.

While you were recounting your qualifications and experience, you failed to realize that your canned speech had little relevance to the issues the company was actually facing. The polite smiles you received were not because you were impressing the socks off the committee. They were just polite smiles…waiting for you to end your monologue.

4.    You fell into the gap.

This job opportunity was pretty much a long shot. Between us, we know you’d applied for a similar position at your current organization and were rejected. So when you actually landed the interview for this job, you had to ask yourself if they’d possibly made a mistake. But you were still excited about the opportunity, even though the chances of success were slim. Well, it’s exactly this approach to the interview that caused you to get swallowed into the gap. If you’d prepared diligently for the interview, as if you’d been hungry…no…STARVING for the job, then you wouldn’t have fallen into the gap. Instead, you spent energy convincing yourself that it wouldn’t be the end of the world if you didn’t get the job. And by doing so, you convinced the hiring committee of the same thing.

5.    You missed the gap.

You never really told the hiring committee one thing: why you. Just like when you market a product or service, you have to know how to position yourself for your particular target market. But you failed to do your market research and therefore see how you were going to satisfy the company’s needs better than anyone else.

Hopefully, you’ll have another crack at a dream job…and you’ll do it right. The most important lesson to learn is that all of these mistakes result from one thing: lack of productive preparation. So before pursuing your next dream job, make sure you do the following:

1.    Find out why the company is interviewing external candidates instead of or in addition to internal ones. What qualities might there be lacking in the internal candidates? Knowing this will help you position yourself as something attractive the company will want to pursue.

2.    Research what the company is succeeding at and what challenges it is facing. This will help you know which parts of you to emphasize. As a result, the hiring committee will know it can count on you to both maintain its success and tackle its challenges.

3.    Prepare your pitch – and not a generic one either. Make sure it addresses all of the 5 mistakes mentioned above. At the end of your pitch, the hiring committee should feel that you know the company and its needs inside and out – and that you’re the right person to satisfy them.

Pursuing a higher level job outside your current organization can be a great challenge – as it takes both you and the hiring committee out of your comfort zones. But with the right research and preparation, it can create a win-win for everyone.

Good luck.

And always remember:

Great managers are made. Not born.

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