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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 **

Brand yourself for promotion

We’re all brands.


No, I don’t mean that we all wear certain brands of clothing.

Each of us is made of up characteristics whose combined effect is a brand. And like with others brands, we can create a need - a desire - for you in your organization.

So let’s get to work branding you using the classic 4 Ps - Product, Price, Place, and Promotion.



Who are you? What do you have to offer your organization? Certainly not “more of the same” - otherwise people won’t be able to differentiate you from the others. Take a lesson from marketing and hammer out your USP - unique selling proposition.


Make yourself priceless. How? By making sure that you are the “go-to person” when it comes to an area of specialized knowledge. Pick an area of interest to your organization and make sure you are the most up-to-date - and watch the others come flocking for your input.



Be available. With the plethora of social networking tools out there, availability is a no-brainer. And in our 24/7 world, sitting at your desk in your office isn’t enough. Ensure that key contacts know the best channels for reaching out to you.



It’s not a dirty word. Yes, many of us were raised on the idea that “modesty is the best policy.” It certainly is, if you don’t want to get recognized by others.

Of course, I’m not talking about running the halls of your organization, shouting out your latest achievements at the top of your lungs. Or spamming your colleagues with each triumph. There is a happy medium between keeping things under wraps and being obnoxious.

Just keep in mind that to be successful, brands must be promoted - and identify how you can promote yourself.


My advice

Over the years, I’ve met with managers who’ve resisted self-branding. They view the whole idea as possibly artificial and sometimes even pretentious. And they’re right. There’s a little of both in self-branding, but they’re still essential for earning the recognition of others.

Perhaps begin with one of the Ps and see how it goes. Once you feel comfortable, move on to another P until you’ve completed the whole marketing mix.


And always remember:


Great managers are made. Not born.


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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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Thank you!

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Get your promotion with these career advancement solutions

Tired of chasing your tail?


Follow these 7 Steps to Career Management and pave the road to your corner office.


But before you begin, a word of caution: do not just “think through” these steps. For maximum effectiveness, write out your answers. Here’s a handy planning sheet you can download. this is my career advancement solutions


Step 1

Decide on your “dream job”. Be as specific as possible: job title, name or type of organization, your salary, etc. The more detailed you are, the more commitment you’ll develop. 


Step 2

Figure what you are ready to sacrifice for your dream: weekend sports? Occasional family dinners? After work drinks with co-workers? Remember that achieving your dream requires some sacrifice. 


Step 3

Figure what you are ready to sacrifice for your dream: weekend sports? Occasional family dinners? After work drinks with co-workers? Remember that achieving your dream requires some sacrifice. a specific date for achieving your dream job - don’t allow for any slacking off.


Step 4

Identify all of the jobs you’ll need to have before reaching your dream job. Determine the specific dates that you’ll be holding these jobs.


Step 5

Determine the date when you should begin your next job.


Step 6

This is the fun part. Imagine yourself in your dream job. What are you doing? How do you feel? How does it affect you? Write it all down.


Step 7

Read out loud what you’ve written in Step 6 twice a day: once in the morning and once in the evening. Visualize yourself in your dream job.


Working through each step ensures that you take an active part in achieving your dream job. Don’t stay behind with the pack by just wishing that you would be promoted. Make it happen. 


One more very important thing: studies show that the effort expended on achieving a goal is equal to that of dealing with disappointment. For more on this, see my post . What to do when your boss doesn’t think you’re ready for promotion The choice is up to you.


And always remember:


Great managers are made. Not born. and look for career advancement solutions

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Professional Career Goals for Managers: Sticking to Your New Year’s Resolutions


The New Year’s festivities have come and gone and many of us have returned to work with renewed excitement and optimism for 2016 - great for getting started on those New Year’s Resolutions.


But it’ll take more than just good vibes to keep you going throughout the year. One way of knowing how to measure success at work and towards your next promotion is through one magic word: STEP


Of course by STEP, I mean step-by-step. Consider which of these scenarios will work out for the long term:


1.    You decide to go running every morning, so you wake up the next morning and begin your new daily routine.


2.    You decide to go running every morning, so as a first step, you begin with twice a week, eventually increasing to three times a week and so on.


I don’t know which scenario you chose, but here are some really interesting numbers about a past experiment in which respondents were asked this question before they attempted to meet their long term goals.


On the whole, 60% of respondents chose scenario 1, while the other 40% chose scenario 2. This isn’t really surprising, as most of us approach new challenges imbued with optimism.


But here’s the really interesting part:


Of the respondents who chose scenario 1, less than 10% were able to meet their own goals, while of those who chose scenario 2, this number was over 90%. Talk about the power of outlook on achieving goals!


So let’s place our bets on the goal achievers (and not just the optimists) and meet your goals for 2016 with STEP.


State your Goals.

This isn’t about your vision or general direction. This is about clearly expressing what you want - as specifically as possible. A good example might be: I want to be promoted to regional sales manager between September and November 2016. Fleshing out your goal in this way increases your commitment. 


Talk your talk.

Once you’ve written out your goal, talk it out. Read it to yourself at least twice a day - treat it like your personal mantra. This will keep you waking up and going to bed with your goal, so that no matter what distracts you during the day, you’ll always come back to what’s most important. 


Estimate the time to complete milestones.

Rome wasn’t built in a day and neither will your goals be accomplished in a day. When you stated your goals, you gave yourself an overall timeframe for completion. Now, you have to break up your goal into smaller milestones, estimating the amount of time it’ll take to meet them. An example of a milestone might be: I’ll hold a meeting with my immediate supervisor by the end of February. Estimating the time for completion will help you meet the milestones on the way to your ultimate goal. It worked for Jane - and will work for you.


Peg your progress and look on career goals of a manager

Keep track of your progress, noting any gaps between what you’ve planned and what you’ve achieved - making any necessary adjustments along the way. By pegging your progress, you renew your commitment to your goal, ensuring its accomplishment.


So join the people who know how to achieve goals. Follow the STEP process in 2016 and make your career dreams come true. 


And always remember:


Great managers are made. Not born. and career goals of a manager are very important .

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3 steps for increasing your chances for tempting career advancement by 300%


A few statistics about promises to ourselves:


Only 28% of our promises will actually be kept.

12% of our promises will be changed (to make things easier).

A whopping 60% of promises won’t make it until this time next year.


What this means is that less than a third of our tempting career advancement promises will survive!


And the reason? Our habits. These are the number one factors affecting career development in mid-level managers.


So let’s see how we can take our habits by the horns and triple our chances of keeping true to our promises.


Every new week, month, year, etc. can fill us with heightened optimism, renewed energy, and certainty that we’ll finally get the promotion we deserve. We come up with ambitious plans to impress our bosses, and we resolve to bring in results unlike anytime before. But, as the numbers above tell us, something veers us off track along the way.


It’s our habits.


Promises to ourselves are always more difficult to keep than we think. And when the going gets tough, our habits kick in to shield us from these difficulties. For example, let’s say you promise yourself to go running every morning. But one morning, you wake up and it’s really cold outside. You can bet that your old habit of sleeping in will creep up and hijack that promise...and you’ll find yourself hitting the snooze button instead of getting out of bed. But it’s not unusual.  In fact, you might be surprised that on average, our habits control about 40% of what we do during the day. Yes, nearly half of what we do all day long is more or less done on autopilot!


So how can we keep this autopilot from interfering with our promises?


The antidote is determination. Developing and nurturing your determination to stick to your decisions is the one thing that will keep  you honest with your promises. To increase your chances threefold, here are 3 steps to follow:


Step 1: “Failure is not an option.” (my favorite quotation from NASA Flight Director Gene Kranz)


When you don’t allow for the possibility of failure (especially a Plan B), your goal has to succeed. Let’s say that your goal is to achieve a promotion. You’d want to beware of the following Plan Bs:


If I don’t get a promotion, I’ll find another well-paying job.

If they don’t promote me, I’ll change companies.

If the promotion doesn’t come through, I’ll take some professional development courses.


These Plan Bs, while admirable in general, are not and should not be considered part of achieving your goal. In fact, Plan Bs actually work to weaken your determination. Remember that developing and nurturing determination means keeping your eye on one ball only.


Step 2: There are no free lunches.


One thing that a truly determined person knows is that to achieve a goal, you’ll always have to give up something. So not only are there no free lunches, but also, unfortunately, you CAN’T have your cake and eat it, too. Whether it’s exchanging a longer lunch break for a shorter one or an early departure from work on Friday for a late one, developing and nurturing determination means making conscious choices in order to successfully achieve your goals.


Step 3: I visualize; therefore I can.


It might seem a little far-fetched to suggest that visualization is integral to determination. But consider this: if you were to talk to folks you considered as “determined,” you’d quickly discover how clearly they visualize themselves achieving their goals. So begin visualizing: your new office, how you’ll look the first day of your new job, your first staff meeting… The more you visualize, the stronger the imprint of success you’ll make on your brain - a key to developing and nurturing your determination.


So start increasing your chances of promotion by 300%  - today.


And always remember:


Great managers are made. Not born.


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What are the top 5 reasons why mid-level managers get stuck in their careers?


The symptoms are there.


You’ve had this job for about five years. Friends at other organizations are being promoted. You’ve been told to wait just a bit longer for your own corporate development career path.


You’re officially stuck in your career.


Should you be worried? Yes. Now find out why this is happening.


Here are the top 5 reasons why mid-level managers like you are stuck in your career:


The narrowing pyramid


It’s simple physics. As the pyramid narrows towards the top, less senior positions are available.


You were good enough to be promoted from a junior role to a mid-level one, but because the pyramid was still wide at that level, the competition was not quite as tough and there seemed to be more opportunities along your corporate development career path.


My advice: Figure out how to make sure that you pass the next round.


2.    The competition is on.


What about all of the others who are getting promoted? Well, they realized long ago that to realize the career goals of a manager, they need to compete harder.


You need to get into the game, too. Unlike your last promotion, it’s not enough to do a good job - or even an excellent job.


You have to figure out how to compete with other mid-level managers - by showing that you’re better.


My advice: find and develop your relative advantage and make sure you stand out in the crowd.


3.    No slack

When you were promoted in the past, those above you cut you some slack. They recognized you for your talents and achievements - but also saw your flaws. They figured that you’d be able to work on these as a mid-level manager.


But now, don’t expect any slack. Candidates for senior positions are scrutinized from head to toe. Those in charge of promotion are, for the most part, unwilling to compromise.


My advice: make sure that you have developed what it takes to be a senior manager.


4.    They’ve changed the rules on you.


Nobody told you when you started, but what defines you as “professional” has changed.


Over the years, you might have developed as the best sales manager or the most innovative programmer. This has gotten you to where you are today.


But to move up the ladder, you’ll need to add sophisticated managerial skills to your portfolio. What helped you in the past has become less relevant. demonstrating that you’re a well-rounded manager is the most important thing you can do now.


My advice: refine your management skills and show that you’re worthy of being a senior manager.


5.    Resting on your laurels = career coma


It’s nice that others have noticed you so far in your career. They’ve taken note of your talents and achievements and have promoted your accordingly.


No more. You can’t rest on your laurels and wait for a promotion. Managers who do not take a proactive part in shaping their career fall into career coma, never to wake up again to new opportunities.


My advice: don’t wait for someone to shake you out of your comfort zone - find ways to actively shape your career. It’s all up to you.


And always remember:


Great managers are made. Not born.


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My 4 holiday wishes to help make your career dreams come true

At this time of year, as we gather with our loved ones to celebrate the holidays, we find ourselves reflecting on our lives - family, friends, and career. Often, we ask ourselves where we are in achieving our dreams. Are we completely satisfied? Are we possibly a little disappointed? This is probably why one of the most popular greetings during this time of year is “may all your dreams come true.”


So what about your career dreams? Have you met your own expectations? To help you along, allow me to wish you 4 things this holiday season.


Holiday Wish #1: Unleash your dreams.

At this magical time of year, dare to dream what you’ve never dreamed before. Dreams allow us to think “out of the box” - to transcend the normal borders of our imagination. Use your innate ability to dream about your dream career - especially if it seems to be “the impossible dream.” You see, such “impossibility” is actually the stuff dreams are made of...and facing impossibility in your dreams is the only way to overcome it in life. Here are four useful reminders that will hopefully get you dreaming:


Just as in fairy tales, in real life, dreams are meant to come true.
Every great thing we’ve ever known - ideas, inventions, cures - started with a dream.
If you don’t have a dream, you can’t make it come true.



Holiday Wish #2: Visualize your success.

This holiday season, do overtime. No, not at work - visualizing. Clearly visualizing the results of your dreams is a crucial bridge towards making the impossible a reality. This is because of the simple fact that anything you can visualize, you can accomplish.


So start by visualizing yourself in your corner office. What does it look like? Where is your desk? What’s the view outside your window? Then visualize yourself in different situations in your new job. What’s it like to run a staff meeting? Give an important presentation? Determine a budget? Don’t worry if your visualizations are a little dull or blurred at the beginning. The more you visualize, the sharper and more detailed the images will become. And make sure that your other senses (hearing, smelling, feeling, maybe even tasting) get in on the act as well. The more senses you involve, the more you’ll actually really know what it’s like to have your dream job. So close your eyes and get to work.


Holiday Wish #3: Put your visualization into words.

After you’ve visualized your dream job in as much detail as possible, seize the opportunity to express it in words. When we put our dream job into words, we make it concrete so that we can set the goals needed to turn it into reality. When putting your visualization into words, here are some general questions you should answer:


1.      What is your dream job?

2.      When do you want to begin it?

3.      What are some of the major milestones you’ll need to accomplish along the way?


So start putting things into words - whether you write them down or record them, now is the time.


Holiday Wish #4: Plan it out.

If you’ve gotten this far (with or without the egg nog), consider how you’ll start realizing your dream as you begin the new year. Of course, this isn’t the time to make a very detailed plan, but while you’ve got things going, it would be a good idea to think about the following:


1.      Break down your overall dream job goal into smaller, more manageable “mini-goals.”

2.      Assign a rough due date for each of these mini-goals.

3.      Keep your eyes on the ball. No backup plans.

4.      And of course, believe in your dreams!


And finally, I’d like to wish you a very joyous holiday season, filled with love, happiness, and peace for all.


Best wishes




P.S. And don’t forget. Great managers are made. Not born.

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