6 secrets of women who get promoted

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© COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC.

6Secrets of

Women Who Get Promoted

Image courtesy of Sumethko / FreeDigitalPhotos.net

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By Jo Miller, CEO, Women’s Leadership Coaching, Inc.

Sign up for Jo‘s newsletter at www.womensleadershipcoaching.com

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Are you capable of more than the job you are doing today?

Here are 6 things you need to know about getting a promotion.

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Who gets promoted?1

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Asked

Didn't Ask

}“Reinvent Opportunity: Looking Through a New Lens,” Accenture, 2011.

Of those that asked, 65% said it helped.

37% had asked for a raise, promotion or job change.

Accenture surveyed 3,400 executives in 2011.

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When people asked for a promotion…

10% of the time, nothing happened.

5% of those who asked for a promotion got new responsibilities instead.

10% got a new role, but not the one they asked for, and not a promotion.

42% got the role they asked for.

17% got a new role that was better than they hoped for.

59% of people who asked for a promotion got one!- CBS News MoneyWatch, March 9, 2011

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Only 25% had asked for a promotion.

Asked

Didn’t ask

}“Today’s Professional Woman,” LinkedIn, 2013.

75% of those who asked got one.

LinkedIn surveyed 954 professional women in 2013.

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What’s the simplest way to get a promotion?

Ask for one.

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Don’t underestimate your readiness

So, you’d like a promotion. On a scale of 1 to 10, how capable are you of performing that job today?

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Women will apply to a job when they believe they meet

of the job requirements.

Men will apply if they think they meet just

of the requirements.

An internal study at HP found:

100%60%

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If you are 60% ready for the next job— go for it.

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Timing is everything3

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—Donnell GreenGlobal Head of Talent Management

and Development, BlackRock.

The right conversation can be held at the wrong time (for example, when your boss is in bad mood or the person you're talking to

is the wrong person.)

It doesn't matter how good your request is if you do it at the wrong time. Timing is

everything.

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Timing is everything

Consider the corporate culture where you work.

1) When is the wrong time to ask for a promotion?

2) When is the right time to ask?

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Make your request4

Soon after she was promoted to senior manager, a woman approached her HR business partner, thanked her for the promotion, and said:

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“I am interested in becoming a Principal.

What are the requirements?”

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The HR person replied “It takes two years”. The woman said thank-you and returned to her desk.

But later that day she thought “Hey, wait a minute!” and returned to speak to the HR partner again.

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“What would you need me to achieve in two years?”

She met the requirements in one year and got her promotion.

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Once you know the requirements and have met them by 60% or

more, it’s time for the next step…

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Make your request• I understand the role requires a, b, c.• I believe I am the ideal candidate for

this role because x, y, z.• (check for their agreement)• What are the next steps to move forward?• (If you sense their hesitation) Is there any

additional information you need, in order to consider me as the ideal person for the position?

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Be judged by your potential not your experience

“Several diversity officers and experts told us that despite their best efforts, women are often evaluated for promotions primarily on performance, while men are often promoted on potential.”

Unlocking the full potential of women in the US economy, McKinsey, 2011

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There are, however, some ways to overcome this bias.

Make your accomplishments

visible to your management.

Enlist the help of influential sponsors.

Help build a corporate culture where women’s

accomplishments are recognized.

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Be prepared to manage former peers6

In my conversations with women who have been promoted, managing former peers is frequently cited as the toughest challenge. In conversations with leaders and review of literature on the topic, I found three top suggestions:

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Have a conversation to discuss

expectations (and do it as early as

possible)

Demonstrate authority

(via your knowledge and competence)

Re-negotiate friendships with

former peers(these will almost

always need to change)

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© COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC.—Senior Vice President, Retail Industry.

“Think about this before you are promoted, because what you do today

will impact your career in the future. Establish your character and integrity at

the beginning of your career and remain consistent, and people will be able to picture you in that next role.”

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Make the request

Be judged by potential

not experience

Be prepared to manage

former peers

Who gets promoted?

Don’t under-estimate

your readiness

Timing is everything

6 Secrets of WomenWho Get Promoted

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Jo Miller, CEOWomen’s Leadership Coaching, Inc.

• Follow @womensleadershp on Twitter

• Subscribe to Jo’s newsletter at www.womensleadershipcoaching.com

http://www.twitter.com/jo_miller



http://www.womensleadershipcoaching.com/

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Jo Miller, CEOWomen’s Leadership Coaching, Inc.

• Specializes in helping women break into leadership in industries that have been traditionally considered 'a man's world', such as technology, finance and energy.

• Delivers over 60 speaking presentations annually to audiences of up to 1,200 women for women’s conferences and corporate women’s initiatives.

6 secrets of women who get promoted

Leadership & Management

Transcript of 6 secrets of women who get promoted