What to do. If you've been passed over for a promotion
In this video, I want to share with you some very unique advice from my years
of being an executive coach career coach
as well on how you can turn this around and so that you can better understand.
What was the essence of underlying why you were passed over for a promotion.
How can you be proactive about it
and some really different ways of thinking that you may have never heard before?
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very pragmatic as well here to serve you to your highest levels of your career.
So let's go, let's first explore.
What is the common advice that's out there advice that's in so many ways.
So many Avenues online, social media Animals and even on YouTube as well.
The most common advice that I hear out there around
what to do after you've been passed over for a promotion,
is to seek feedback. What did I do?
Where will my shortcomings? How can I improve like that type of feedback?
Right. So I want to hear from you and raise your hand as well.
Not as well. If you've received that advice
or if you've read that somewhere or heard that somewhere,
now, I can appreciate why this advice is so common because it seems intuitively.
It seems like well, isn't that the right thing? NG to do.
But the problem with this free advice, this very common advice,
is that sometimes feedback just isn't given for whatever reason.
They just don't give feedback even if you ask for it.
And the other reason is because oftentimes the feed that we do get is not exactly helpful.
It's not entirely helpful.
And the reason why it's not always helpful is
because sometimes you're a manager who passed you over
for a promotion as a result of Higher reps discussion with their Harvest herbs as well.
Sometimes they don't exactly have the vernacular to articulate to you exactly why the
promotion was not weird that you were not the best candidate
for that promotion.
These just don't have the the vernacular to articulate.
Exactly why. And the other reason why feedback isn't always helpful is
because sometimes they don't want to share it with you.
The exact reasons for some sort of policies,
or maybe there's some sort of agenda that the Our circle is privy to
but you're not and so sometimes feedback is not exactly convenient or given freely.
And so that's why when you ask for feedback,
sometimes we still don't know what to do from there.
And of course there could be some managers that are on point,
especially the higher up. You are going there quite on point,
in being as specific as possible,
but haven't you noticed that sometimes even after you implement that,
that it could still come back and say, Well,
not now or next time. So I want to hear.
I want to be giving you. I want to give you in this video,
different advice. Very unique advice.
The second common advice that's out. There is the advice that if you've been passed
over for a promotion,
then this is the time for you to really think about
whether or not this is the right fit for you to really think about.
Well, is this organization are there opportunities for growth?
Is this suitable for my goals or what? I want to achieve?
And the whole purpose of it is to decide
whether or not you want to leave and to essentially Ali to quit.
The problem with this common advice is that sometimes when we are going this direction,
then the quitting decision, the decision on whether or not to quit,
could be based on the wrong metric and oftentimes we could be making decisions that later on.
We live to realize in hindsight that it wasn't a decision.
That was our most inspired one or it wasn't Enlightenment with what we value.
Most. So that's the problem with that advice the other problem with that advice.
Is that even if you did end up? Putting the essence,
the underlying problems that you did have,
that could have led to your lack of promotion.
You take that underlying problem with you in the next position anyway,
and you just keep taking it with you
because if you because problems undealt with that are underlying that haven't really been addressed
or balanced,
they come with you, no matter where you got where you go.
You're just going to be changing the environment from quitting and going to another one.
But you take those with you
and therefore that pattern that was from Your previous position
could be repeating again in the subsequent one,
right? So that's the second common advice that I hear online
and the problem with that advice and the third most common advice is to just try again next time.
If at first, you don't succeed, try,
try again, how many of you heard that advice?
Right? Comment below. I want to hear from you
or so. I see this advice being given very frequently out there.
Try again. Next time don't give up. Just try again next time.
And the problem with this advice. Is that it?
Is in alignment with Einstein, where he shared with you that the definition of a fool.
Trying the same thing or doing the same thing over and over again expecting different results,
right? So when you try to, when you keep trying in the way that you've been trying,
the more that you try in the realm of what you already know,
the more you would just produce more of what you already have.
So you want something different, a promotion is something different
from what you've had any time in life.
It doesn't matter. What area of Life anytime in life.
You want to achieve something you've never had before it
requires something you've never done before.
So try again and just simply try
and again is going to get you more of
what you already have because it's going to be on the foundation
of what you already know or the limitations of your knowledge or more importantly,
the limitations of what you don't know that you don't know,
right? So that's the those are the three most common advice that I hear out there
when it comes to advising people on what to do,
if what to do if you've been passed over. For a promotion.
I feel that it is my moral obligation to share with you why this feedback,
the common advice out there, the problems with it so that you can really begin to see.
All right, what do I need to do? How do I need to show up differently
and that's what I want to share with you in this video.
Some very uncommon unique advice on,
what can you do? If you have been passed over for a promotion,
whether or not that happened or whether or not,
you're just wanting to be proactive so that you come prepared.
The first part of my unique advice comes from reflecting on your presence.
How did you show up in your workplace? Were you consistently and persistently articulating,
your desire to move to the next level of promotion?
Where you clear on? Exactly what that look like to you,
what it meant to you and the description of exactly
what you will be doing and what you will be will be involved in.
And the reason why this is important
because very often what I see as executive coach is that individuals are working for a company?
They've been working for that company
for a long for a number of years and they've been putting their effort in it as an implementer,
and doing their best in their tasks and just by doing their best at their job there.
They expect that their managers will make the connection and they're expecting the promotion.
But chances are, if you don't express it,
if you don't articulate with your managers and your higher-ups,
exactly where you see yourself going,
exactly. What is that Vision that you want to create for your career,
the future of your career? And then they can't possibly know.
And it is unreasonable for you to expect that.
They will know if you've never talked about it.
So often times I've coached clients who haven't been able to receive promotions
and they feel like they're long overdue.
I mean, if you thought that way before, long overdue for promotion and upon working with them,
one of the most important things that we uncovered together is that their manager just didn't know,
they wanted to be promoted or they just didn't know that they wanted it urgently.
Right? And they felt that hey weren't you happy with what you're doing,
aren't you happy with where you're at
and they felt that even if they didn't receive the promotion that they would be okay with it.
So it is the onus is on you to be expressive of it,
to find ways to articulate it clearly and concisely.
But in order for you to be able to articulate it yourself,
you must have a clear vision
of what you want to create in your career future and in your life's future as well,
right? So this is about how did you show up
because Cuz oftentimes when they see you working hard and join what you're doing right now,
they are not going to connect the dots
for you that you want to be promoted and they're definitely not going to connect the dots for you.
Exactly what promotion means to you.
What direction, what salary,
what team and Etc. They're definitely not going to make the connection for you.
And every part of you,
the way you show up communicates this are you consistent in your Communications.
Are you In your,
in those Communications. And this is part
and parcel of what to do so that you're not passed over for promotion.
And if you have been to really reflect on this passed,
on the past quarter between promotions because usually,
generally promotion, Airy periods are annual on an annual basis.
It could be more, could be more frequently. It could be less frequency,
but regardless and either way,
there's some time in between, there's some waiting time in between and so in that At wait time.
What have you been doing? How persistent have you been?
How consistent have you been with your messaging?
Right? So that's the first part of my unique advice and the second part is about positioning.
So let's talk about that instead of asking for feedback,
which is reactive lead a vulnerable discussion,
which is proactive. Remember what I shared with you earlier?
Common feedback is to ask for feedback.
Common advice is to ask for feedback, but there's problems with that and here's what I say.
Instead of Lea asking for it.
You lead the discussion. So this is where you're a developing.
It's very important to develop a habit on constantly reflecting on your,
your growth being assessment, but having a self assessment of your growth and being aware of,
what are all the areas that I have grown,
what are all the achievements that I have done? And why was I able to achieve those things?
Who did I, who did I become compared to my previous session?
My previous waiting period that allow Allow me to achieve those things
for the company and for my teams
and most importantly to have this vernacular to yourself within yourself on,
being able to critique yourself. And of course,
in those times of reflective awareness,
you're going to be more and more aware of your weaknesses
and your strengths of your securities and your insecurities of your skills.
And those things that which you have gaps in. But having this self-awareness,
the most important thing the foundation is to A complete and wholly,
peaceful with who you are in your weaknesses,
and your strengths, knowing that, you can develop them knowing that you have made progress
and then you lead a vulnerable discussion
when it comes to communicating your promotion in present
and consistent and persistency in communicating it like I shared with you earlier in those moments,
where now you are. Positioning yourself into that promotion.
What you say is you lie. Lead with the things that you found.
What did you discover to be your weaknesses? What is your game plan on how to close those things?
What is the, what have you been seeing what your progress has been?
And what is the essence of,
what allowed you to make that to have that grow that you're that
you're demonstrating in the organization.
So, when you are able to navigate that landscape,
this is about positioning yourself.
As somebody who has the level of depth of reflective awareness that you are.
Taking feedback from life. You see,
you don't need feedback from your managers.
And that's the mistake. Most people make. They want the feedback from managers.
Why was I passed over? What did I do? What can I do better?
But you receive better feedback from life around it.
If you will open your mind in terms of where are all the different places where helpful feedback,
informed feedback, powerful feedback can be given to you.
In fact is constantly giving to you. You this is where now you can
reflect your findings back in the conversation,
around your promotion. And that is how you position yourself with strength and Clarity.
So now I know that was a lot of information
and I'm just telling you what to do and you want to know how to do it.
So if that is you and you want to know how to do it,
I can guide you and I can help you. Like, I've helped many people.
So click the link below book will call with me.
And this is where we're going to discuss if it's the right
fit and I can guide you through the process.
On becoming that critical analysis.
The ability to have that self assessment.
I'm articulate your growth potential so that you can be promoted and be able to build a career path.
That is inspiring to you. And finally,
to really close this video.
And the last part of my unique advice is to set career goals that are aligned to your core values.
This is genuinely what's important to you,
not according to anybody else. Not the The conversation we have in outside of our heads,
when we say to ourselves I should do this.
This is what I should do. This is where I should be,
this is what I should be doing in my future. I should should should write should ought to got,
to have to write that language.
Whenever we say that to ourselves that language is indicative,
that that's not really what we value.
And so this is really a challenge a
calling for you to step up into knowledge and having Clarity on what you value when you are unable.
Influenced by other people when you are not listening to what other people tell you,
they should that you should do.
But genuinely at the end of the day that this is your true authentic self.
When you have that knowledge of who you are. This is you this will
Empower you to create a career path that
you're actually inspired by the you don't need external motivation,
but you are genuinely motivated because you love what you do.
And from that space, you will be better able to articulate on a daily basis.
The thing. Things that you desire to do exactly what what promotion means to you,
and you have that Clarity and it'll come across and more importantly.
When you set career goals that are in a line with those high as values.
This is where you will be intrinsically driven without a lack of energy on.
Finding all the different ways that you can make the progress,
consistently towards your most meaningful goals.
So I want to hear from you comment below. What did you learn from this?
What was your key takeaway? And subscribe,
and I'll hang out with you again in my next video.