S6 Ep5: Positioning Yourself for Promotion – Strategies to Stand Out and Secure Your Next Role

Welcome back to Your Path to Career Success! I’m Kathryn, and today we’re discussing how to position yourself for promotion.

Many people find career advancement elusive, even when they work hard and deliver results.

Promotions are about more than just doing your job well—they’re about showcasing your readiness for the next level.

In this episode, I’ll share five practical strategies to help you stand out, gain visibility, and position yourself as the ideal candidate for your next role.

First, promotions are not simply rewards for hard work. While excelling in your current role is important, it’s only part of the equation. You need to demonstrate that you’re already thinking and acting like someone in the position you aspire to. Start aligning your work with responsibilities at the next level, such as mentoring, strategic planning, or cross-functional collaboration.

Second, build strategic relationships. Promotions often depend on advocacy from decision-makers who recognise your value. Focus on connecting with your manager, senior leaders, and influential colleagues. Show how your work aligns with organisational goals and how you contribute beyond your immediate role.

Third, communicate your ambitions. Don’t assume your manager knows you’re interested in advancement—express your goals clearly. Schedule a career development conversation to seek advice, share your aspirations, and demonstrate the steps you’re already taking to prepare for the next level.

Lastly, focus on building skills that make you indispensable. Identify key competencies required for your desired role, and actively develop them. Whether it’s technical expertise, leadership, or innovation, becoming a go-to resource strengthens your case for promotion.

By implementing these strategies, you can move closer to securing the recognition and opportunities you deserve.

If you need tailored support, stick around until the end of the episode to learn how I can help you take your career to the next level.

Recommended Resources
Books
1."The Making of a Manager" by Julie Zhuo
2."So Good They Can’t Ignore You" by Cal Newport
3."Lean In" by Sheryl Sandberg
4."Dare to Lead" by Brené Brown

Articles
1.Harvard Business Review – How to Get Promoted
2.Forbes – 10 Steps to Get Promoted at Work

Online Courses
1.LinkedIn Learning – Developing Executive Presence
2.Coursera – Strategic Leadership and Management Specialization
3.Udemy – Career Hacking™: A Complete Guide to Getting Promoted

What next?
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Transcript

Welcome back to Your Path to Career Success, the podcast where we unlock the secrets to building your dream career. 

I’m Kathryn, and today we’re diving into something I know many of you are striving for – positioning yourself for promotion.

Promotions are something almost everyone aspires to, representing not just career progression but also recognition of your skills, efforts, and value to an organisation. However, the path to earning a promotion can often feel like an enigma. You may have been in your role for some time, consistently working hard and delivering results, yet the recognition you deserve still seems out of reach. This can be frustrating and leave you wondering what more you need to do to get noticed. Alternatively, you might feel ready to take on new challenges and responsibilities, but you’re uncertain about how to articulate your ambitions, showcase your readiness, and make a compelling case for why you deserve to move up. Without a clear roadmap, it can be difficult to navigate the unwritten rules of career advancement and position yourself for the opportunities you’ve been striving for.

Well, today’s episode is for you.
But before we jump in, I invite you to grab your favourite beverage, find a comfy spot, grab a notebook or just sit back and relax and keep listening for those lightbulb moments!

Did you know that 73% of managers say they actively look for leadership potential long before a role is even advertised? This means that your next promotion doesn’t begin with the job application process—it starts well in advance, often when you least expect it. Every interaction, project, and decision you make can contribute to how others perceive your potential and readiness for the next step in your career.

In this episode, I’ll guide you through five practical, proven strategies to help you stand out from the crowd, get noticed by decision-makers, and position yourself as the ideal candidate for your next role. These aren’t vague concepts or clichés—they’re actionable tips you can start implementing immediately, regardless of where you are in your career journey. And if you feel you need extra support to tailor these strategies to your unique situation, stick around until the end of the episode, where I’ll share how I can help you take your career to the next level.

Part 1: Why Promotions Are About More Than Just Doing Your Job Well
Being exceptional at your current role is a critical foundation, but it’s not the whole story when it comes to earning a promotion. To be seen as someone ready for the next level, you have to go beyond just excelling in your current responsibilities.
Let’s start by debunking a common myth: the belief that promotions are purely a reward for hard work and competence. While it’s true that you need to deliver results and perform well in your role, this alone won’t make you stand out. Competence is the baseline—it gets your foot in the door, but it’s not enough to open the next one.

Promotions are about demonstrating your readiness and potential for the responsibilities of the next role. This means stepping outside the narrow boundaries of your current job description and showing that you’re capable of handling challenges at a higher level. It’s not just about what you’ve achieved so far but also about how well you position yourself for the future.

Think about that colleague who recently got promoted. Was it just because they consistently met their targets, or was it also because they showcased qualities like leadership, initiative, and the ability to solve bigger, more complex problems? Chances are, they didn’t wait to be asked to step up—they were already taking on tasks and exhibiting behaviours associated with the next role well before they officially earned it.

Tip 1: Start aligning your work with the next level up
If you want to be considered for the next role, you need to start behaving like you already belong there. Begin by asking yourself: What does someone at the next level focus on? Is it strategic planning, cross-functional collaboration, mentoring others, or driving innovation? Identify those key areas and start incorporating them into your current role.

Practical application:
Let’s say you’re an individual contributor looking to move into a managerial role. Start taking steps to mentor junior team members, volunteer to lead small projects, or propose process improvements that benefit the broader team. If you’re already in management and aspiring to a senior leadership position, focus on developing a strategic mindset—look for opportunities to collaborate across departments, take ownership of high-impact initiatives, or present data-driven solutions to upper management.

The goal is to bridge the gap between where you are now and where you want to be, making it clear to decision-makers that you’re not only capable of handling the next role but that you’re already thinking, acting, and delivering at that level. By doing this, you’ll make it nearly impossible for them to overlook your potential when the time for promotions comes around.

Part 2: Build Strategic Relationships
In the workplace, who knows your potential is just as important as what you do. Building relationships with the right people—those who can advocate for you—is a critical part of positioning yourself for a promotion.

Simply doing great work and hoping someone notices isn’t a reliable strategy. Visibility is essential. When decisions about promotions are being made, it often comes down to advocacy. Who is speaking up for you in the room when you’re not there? This is why cultivating strategic relationships is a non-negotiable step in your career progression.

Consider this: If your director’s current focus is on improving efficiency within the department, and you can present an idea, solution, or initiative that supports their goals, you’re not just doing good work—you’re showing that you understand and align with the bigger picture. This demonstrates both your value and your ability to think beyond your immediate role, which gets you noticed by the people who matter most.

Tip 2: Build relationships with decision-makers
To position yourself for growth, you need to connect with the people who have influence over career decisions—your manager, senior leaders, or other key stakeholders in the organisation. These relationships don’t just happen; they require intentional effort.

Practical application:
Start by identifying the decision-makers in your workplace. This might include your direct manager, department heads, or even influential colleagues whose opinions are respected. Look for opportunities to interact with them, whether by contributing meaningfully in meetings, volunteering for cross-functional projects, or sharing insights that align with their priorities.
When engaging with decision-makers, focus on adding value rather than appearing self-serving. For example, if you know a senior leader is looking for ways to reduce project timelines, share ideas based on your expertise or experiences that could help achieve that goal. Show them that you’re not only aware of their priorities but that you’re also invested in contributing to the organisation’s success.

Pro tip:
While building relationships with senior leaders is vital, don’t overlook the importance of peer relationships. Your colleagues can be powerful advocates for you, too. When you’re seen as someone who uplifts and supports the team—whether by mentoring, sharing resources, or stepping in to help during crunch times—they’re more likely to speak positively about you to others. Peer endorsements carry weight, especially when they reflect your ability to collaborate and lead informally.

Ultimately, building strategic relationships is about creating mutual value. By aligning your contributions with organisational goals and developing genuine connections, you position yourself as someone not just ready for the next role but indispensable to the team’s success.

Part 3: Communicate Your Ambitions
One of the biggest mistakes professionals make is assuming that their hard work and results speak for themselves. While your achievements might be evident, you can’t expect others—especially your manager—to automatically know that you’re ready and eager for a promotion. If you don’t communicate your ambitions, you risk being overlooked for opportunities, even when you’re more than qualified.

The truth is, managers aren’t mind-readers. They might see you excelling in your role and think you’re content where you are. If you’ve never articulated your desire for growth, they may not even realise you’re looking for a bigger challenge. This is why taking the time to have a clear and intentional career development conversation is so important—it ensures that your goals are not only heard but also actively considered when new opportunities arise.

Let me share a real-life example: I worked with a client who felt stuck in their role. Despite delivering outstanding results, they weren’t being offered any opportunities for advancement. When we discussed the issue, it became clear that they had never actually told their manager about their career aspirations. They simply assumed their hard work would naturally lead to a promotion. Once they scheduled a meeting to express their ambitions and asked for guidance on how to prepare for the next level, the response was overwhelmingly positive. Not only did the conversation clarify the path forward, but it also brought previously unknown opportunities to the table—opportunities that wouldn’t have been discussed if they hadn’t spoken up.

Tip 3: Have a career development conversation
To make progress, you need to take the initiative and have an open, professional discussion with your manager about your career goals. This doesn’t mean demanding a promotion outright; instead, it’s about framing the conversation around your growth and development.

Practical application:
Here’s a simple approach: Schedule a one-on-one meeting with your manager, and come prepared with a clear agenda. Start the conversation by saying something like:
“I’ve been reflecting on my career growth and where I see myself in the future. I’d really value your advice on what skills, experiences, or areas of focus I should prioritise to prepare for a larger role.”
This approach is powerful for several reasons. First, it demonstrates your initiative and commitment to professional growth. Second, it invites constructive feedback, which can help you identify any gaps you need to address. Finally, it positions you as someone who is forward-thinking and proactive about their development—exactly the kind of qualities decision-makers look for when considering candidates for promotions.

Pro tip:
Be prepared to share examples of how you’ve already started taking steps toward readiness for the next level. For instance, you might mention how you’ve taken on additional responsibilities, led a project, or developed a skill that’s relevant to the role you’re aiming for. This not only reinforces your ambition but also provides concrete evidence of your potential.

By clearly communicating your aspirations, you’re not just letting your manager know you’re interested in advancement—you’re inviting them to be a partner in your journey. This transparency can pave the way for more opportunities, mentorship, and support, helping you move closer to achieving your career goals.

Part 4: Develop Skills That Make You Indispensable
In any workplace, there’s one surefire way to stand out: make yourself indispensable. Promotions often go to those who are not only good at their jobs but also solve critical problems and contribute to the team or organisation in ways that others can’t. By mastering unique or highly valuable skills, you position yourself as a go-to expert—someone the organisation relies on and can’t afford to lose.

The key is to identify gaps within your team, department, or organisation and find ways to fill them. For example, is there a technical skill that no one else has mastered? Is your team struggling to adapt to a new system or process? Perhaps no one else is comfortable with presenting data or leading cross-functional projects. By stepping into these gaps and building expertise, you demonstrate your value and your ability to take on more significant challenges.

Consider this: if your company is rolling out a new software tool, and you take the initiative to learn it inside and out, you become the natural person for others to turn to for support. Not only does this showcase your technical skills, but it also highlights your willingness to go above and beyond to support the team. Or imagine that your team lacks someone who can break down complex data into actionable insights—if you develop that skill, you’re not just solving an immediate problem; you’re positioning yourself as someone who can contribute at a higher strategic level.

Tip 4: Invest in learning
To make yourself indispensable, you need to focus on continuous growth. Upskilling is no longer optional in today’s fast-changing work environment—it’s essential. By proactively learning new skills and staying ahead of industry trends, you send a clear message that you’re not just keeping up; you’re leading the way.

Practical application:
Start by identifying the skills that are in demand for the next level in your career. If you’re aiming for a leadership role, focus on soft skills like strategic thinking, delegation, and conflict resolution. If you’re looking to stand out in a technical field, seek out certifications, attend workshops, or dive into online courses that enhance your expertise.
For example:
• If your team is transitioning to a new project management tool, volunteer to learn it first and train others.
• If you notice that meetings in your department often lack structure, take the lead in creating clear agendas and action plans.
• If you’re in a role where data is underutilised, teach yourself the basics of data analysis or visualisation using tools like Excel, Tableau, or Python.

The key is to choose skills that align with your organisation’s needs and your long-term career goals. This alignment ensures that the effort you invest not only benefits your team but also builds your personal brand as someone who is forward-thinking and solutions-oriented.

Pro tip:
Don’t wait for someone to tell you what skills to learn. Be proactive in identifying trends and anticipating what will be valuable in the future. If your industry is moving toward automation or AI, for instance, understanding those technologies now could make you a critical asset down the line.
By becoming the expert in areas that matter most, you’re not just adding value to your current role—you’re proving that you have the foresight, initiative, and ability to contribute at the next level. That’s exactly the kind of potential that decision-makers look for when considering candidates for promotion.

Part 5: Promote Yourself Without Being ‘That Person’
Promoting yourself can feel uncomfortable, especially if you worry about coming across as arrogant or self-centred. But the reality is, if you don’t advocate for yourself, you risk being overlooked. The good news is that there’s a way to showcase your contributions without feeling awkward or “braggy.” The secret? Focus on the impact of your work rather than the actions you took.

Self-promotion isn’t about constantly broadcasting how great you are; it’s about ensuring the right people understand the value you bring to the organisation. Think of it as storytelling. You’re not just saying, “I’m good at my job.” You’re painting a picture of how your efforts have benefited the team, the company, or even the customers.

For instance, instead of saying, “I did a great job managing that project,” you could say, “The project I led resulted in a 15% cost savings, and the client feedback was overwhelmingly positive.” Notice how the focus shifts from you to the outcomes. This makes your contributions undeniable and positions you as someone who delivers measurable results.

Tip 5: Use data to back up your contributions.
Quantifying your achievements is one of the most effective ways to showcase your value. Numbers, percentages, and tangible outcomes are hard to ignore. They provide concrete evidence of your impact and make it easier for others to advocate for your promotion.

Practical application:
1. Track your wins: Throughout the year, keep a running list of your accomplishments. Don’t wait until your annual review to scramble for examples—document them as they happen. For each achievement, note the context, your actions, and the results. Include metrics whenever possible, such as:
o Revenue generated: “Closed a deal worth £50,000, exceeding my quarterly target by 20%.”
o Time saved: “Streamlined the onboarding process, reducing the average completion time by 10 hours per new hire.”
o Process improvements: “Developed a new workflow that reduced errors by 30%.”
2. Share strategically: Find natural opportunities to share your accomplishments. Performance reviews and one-on-one meetings with your manager are ideal settings. You can also weave your achievements into team updates or presentations by framing them as learnings or contributions to a broader goal. For example:
o “One thing we learned from the campaign I managed is that targeting this specific audience increased engagement by 25%. We could use this approach in future campaigns.”
o “I’ve been focusing on improving our team’s productivity, and last month, the system I implemented saved us 10 hours in admin work.”
3. Highlight team impact: If talking about yourself feels awkward, highlight how your contributions have benefited the team. For instance:
o “Our team was able to meet the deadline early because I implemented a new task prioritisation method.”
o “By training two colleagues on [specific skill], we’ve increased our capacity to take on more projects.”
4. Prepare for performance reviews: Go into your review with a clear list of your accomplishments, supported by data. Present them confidently, and tie them back to the company’s goals. For example:
o “One of my key achievements this year was automating the reporting process, which saved the team 50 hours and aligned with the company’s focus on operational efficiency.”

Pro tip:
If sharing your achievements feels unnatural, start small. Mention them in informal settings, like a casual conversation with your manager or during team stand-ups. The more you practice, the easier it becomes.

Remember, promoting yourself isn’t about boasting—it’s about making sure your contributions are visible and recognised. When done with humility and a focus on impact, self-promotion becomes a powerful tool for advancing your career. After all, no one is going to be a better advocate for your career than you are.

Conclusion and Call to Action
Let’s take a moment to recap the five strategies we’ve covered to help you secure your next promotion:
1. Align your work with the next level up: Start demonstrating the skills and mindset of the role you aspire to, not just the one you’re currently in.
2. Build strategic relationships: Network with decision-makers and colleagues who can advocate for you when opportunities arise.
3. Communicate your ambitions: Let your manager and other key stakeholders know you’re ready for more and ask for their guidance on what it takes to get there.
4. Develop skills that make you indispensable: Identify gaps in your team or organisation and position yourself as the go-to expert in those areas.
5. Promote yourself without being awkward: Share your achievements in a way that focuses on the impact you’ve made, backed by data and results.

These tips are powerful starting points, but landing a promotion often requires a tailored approach. Each career journey is unique, and it’s normal to feel unsure about the best steps to take. That’s where I come in.

If you’re ready to take your career to the next level, you don’t have to navigate this journey alone. I’ve worked with professionals across all industries and career stages, helping them stand out, get noticed, and secure their dream roles. Together, we’ll map out a plan that plays to your strengths, addresses any gaps, and positions you as the clear choice for the next big opportunity.
Here’s how you can take the first step:
Reach out to me today at Kathryn@thecareerowl.co.uk. Whether you’re looking for personalised guidance, practical strategies, or a confidence boost, I’m here to help you achieve your career goals.
Remember, your promotion isn’t just about ticking boxes—it’s about showing the right people that you’re ready for the next level. Let’s make it happen.
I can’t wait to hear from you and help you take the next exciting step in your career!

And, as always, thank you for tuning in to Your Path to Career Success. If this episode lit a fire within you, hit that subscribe button, share the love with a review, and spread the wisdom with your friends and coworkers. Alternatively follow me on LinkedIn Kathryn Hall “The Career Owl”.

Your next role isn’t out of reach – it’s just waiting for you to position yourself for it. Until next time, keep pushing forward and building your path to career success.