In a recent LinkedIn post, noted author Dr. Travis Bradberry (“Emotional Intelligence 2.0”) makes the case that bosses often fall victim to unconscious biases that are all too common. Bradberry offers up some practical – and creative – suggestions for tackling such biases to make a stronger case for an employee’s promotability:
- Stretch yourself: take on additional responsibilities, offer innovative suggestions and show that you can take risksvand are ready for a bigger job.
- Don’t be irreplaceable in the job you want to leave: Excel at what you do but show you’re ready to be promoted by grooming someone to take your place. Teaching/training others in important aspects of your position shows you’re leadership material. Hoarding knowledge can only hold you back.
- Show your Emotional Intelligence (EQ): Show that you possess emotional strength, self-awareness and maturity. Nobody wants to be the boss that promoted a hot-head.
- Speak the company lingo: Showing you know and use the language used in the company’s C-suite demonstrates that you understand the business’s goals and how you can help meet them. Upper management will appreciate your knowledge of profit margins, market share, EBITA and other key concepts.
- You have to ask for it: Most office promotions are not forthcoming. Have an idea in mind of what you want your next role to be, what skills you may have (or how you can acquire them) that qualify you for it, and how you it fits into your overall career goals.
- Remember: You’ll get promoted not for what you’ve already done, but when your manager thinks you’re ready to add value in a more substantial role.