Roberta Matuson* cautions individuals having success in their careers to take steps to ensure the promotion they are enjoying now is not their last.
One of my all-time favourite books is Marshall Goldsmith’s What Got You Here Won’t Get You There.
As an executive coach to Fortune 500 companies and individuals seeking their next promotion, I find this to be very true.
Organisations hire me to prepare their valued senior leaders to step into higher positions.
Whether it’s a senior leader transitioning to a new role, or a talented leader’s promotion into the C-Suite, they all have the same realisation.
This is that the skills, how they’re perceived, and the abilities that got them that far will not provide the extra momentum necessary to achieve the same level of success in their new role.
To get to the next level (and stay there), you need a personalised development plan.
I learned this first-hand. At the age of 24 I was tossed into the executive suite. My boss gave me the promotion because he saw potential in me.
However, I knew that potential wasn’t going to be enough to keep me in this role.
Fortunately for me, my boss saw that as well and engaged an executive coach to help me acquire the necessary skills to be a successful executive.
I quickly learned that leadership is about perception.
You could be the best leader in the world. However, if other people don’t see you this way, none of it matters.
In fact, your job could be at risk.
The only way to know how you’re being perceived is to ask the people who matter to you the most how they view you.
When I work with my coaching clients, I have them select stakeholders for me to interview.
The list may include people who work directly for them, their boss, and their peers.
I then get on the phone and speak to every one of these people. In coaching terms, this is often referred to as a 360.
Some coaches do their 360s by sending out a survey. I don’t. I find that people tend to tick off the boxes, and are concerned that their answers are traceable.
Therefore, they tend to be less honest.
I roll up the information gathered and then share this with the executive I’m coaching.
The biggest surprise my clients have when reading their 360 is how well thought of they are by their stakeholders.
The next surprise is how those around them consistently view them.
They can clearly see that a few areas may be holding them back from becoming the best they can be. It’s those areas where we concentrate our focus.
We then work on making positive changes.
It doesn’t take long for my clients and their stakeholders to see a noticeable change, including promotions.
That’s because my clients focus on moving one thing forward a mile rather than 10 things forward an inch and keep the stakeholders involved throughout the coaching engagement.
Here are some questions to consider as you ponder moving your career upwards.
How do I improve those blind spots that keep hindering my promotions?
Who do I need to convince that I’m ready for a promotion, and what specific evidence can I show them?
How will my experience working with an executive coach enhance my ability to develop team members under my leadership?
Imagine what your life could look like three months from now if you began working on yourself today.
If you’re willing to do the work, anything is possible. Here’s to your success!
*Roberta Matuson is president of Matuson Consulting. She can be contacted at [email protected].
This article first appeared at matusonconsulting.com.
