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Are you really
promotion material?

Fill in this short survey to find out:

  • 1. Have you requested a promotion in the last year?
  • 2. Have you ever been rejected for a promotion?
  • 3. Have you ever been offered a promotion?
  • 4. Has a co-worker at the same level ever been promoted instead of you?
  • 5. Has there ever been a position you applied for and didn’t get?
  • 6. Are you hesitant about asking for a promotion for fear of your boss’s response?
  • 7. Have you ever left an organization because you were passed up for promotion there?
  • 8. Do you know if your work environment values you and your work?
  • 9. Do you think that you deserve a promotion?
  • 10. Do you promote your work and yourself at work?
Get your results directly to your email:
** Please answer all questions **

Do you really know what your co-workers think about you?

To make success happen, you must actively manage how others perceive you - your talents, accomplishments, and your chances of succeeding in your next job. These are key factors affecting career development.

 

Sounds confusing, I’ll admit...

 

You’ve been told all your life that you just need to “believe in yourself” and now I’m telling you that this is only part of the story. ( and  see how you can tempting your career advancement. ) 

 

The more important part is that you need to begin recognizing the gap between how you see yourself and how others see you.

 

And there is definitely a gap, so don’t try to sweep it under the carpet. Unfortunately, I’ve come across plenty of managers who refused to recognize the gap, resulting in career crisis - and spoiling chances of tempting career advancement.

 

So here’s my message to you:

 

Identify the differences between your self-perception and how others perceive you. Then, actively influence how you are perceived.

 

Take action today by following these steps: and tempting career advancement 

 

1. Understand the big picture. What values does your organization focus on? What qualities do managers who’ve been promoted have? Do your research.

   

    Organizational values (e.g., employee commitment, community service)

 

    a.    _________________

 

    b.   _________________

 

    c.   _________________

 

 

2. Get pleasantly surprised. Many managers, when seeking feedback from others, focus on negative aspects.       Instead, ask what you see as your strengths. You’ll probably be surprised to hear things that you’d perceived as nothing special - but others see as exceptional.

                      

Strengths that I think that I have and how others perceive these

 

My strenths 

(as I see them)

Function I have consulted Function’s perception of my strength Is this perception new to me?
       
       
       
       
       

 

3. The follow-up. Understand what others have not identified as something you think you’re especially good at. Ask about these, as they either could be perceived as negative or not as noticeable as you’d thought. 

 

Based on my investigation, here are the skills that I need to develop to be valued in my organization.

 

    a. _________________

 

    b. _________________

 

    c. _________________

 

4. Get caught in the act. You now know what’s valued at your organization and what skills you need to develop.   

 

Not hard, is it?

 

But what’s so surprising is that most managers aiming for promotion don’t follow these simple steps, leading to a failure rate of a staggering 70%!

 

And what’s even worse is that their education, experience, and talents are often on par or even better than those who beat them out on promotion. 

 

My advice to you:

Understand that while believing in yourself is important, it isn’t the whole picture.

 

If you treat it that way, you’ll move away from your goal because you’ll lose touch with the way you’re perceived by others. So work on actively influencing this perception .

 

And always remember that when it comes to tempting career advancement

 

Great managers are made. Not born.

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