A blueprint for getting a promotion...

2012 is in the history books with all of its challenges, opportunities, accomplishments, personal growth, successes, and failures. Companies are in various stages of performance evaluation and promotion planning. One of the frequently asked questions this time of the year is: what do I need to do to get promoted to the next level?

First of all, asking this question now is like asking your accountant for tax saving strategies before the tax deadline (Monday 4/15/2013, if you’re wondering). Getting promoted is all about preparation. Having the right conversations with your manager to get on a ‘promotion track’. Practically speaking, if your candidacy for a promotion comes up for discussion, there should have been enough preparation along the way, such that the verdict is a clear and confident ‘YES’. You do not want a lot of debating and second guessing, nor do you want multiple submissions of your candidacy for getting promoted to the next level. These are guidelines more for your manager to properly and effectively handle the submission/advocacy process.

So where to start? One exercise that has tremendous benefit from the get go is an effective 360 feedback. Compile a list of 15-18 individuals, across the organization, from whom you want feedback. You want a balanced mix of managers, peers, team members, horizontal teams, and even folks from sister companies in the eBay Inc family. Deliver the list to your manager, who in turn would ping these individuals for feedback by a certain deadline (preferably 2 weeks), with regular reminders. You’re aiming for 60%-80% participation.

Ask 4 simple questions: 1) What are 2-3 strengths? 2) What are 2-3 areas of improvements in the next 6-8 months? 3) What should you start/stop/continue doing? 4) How would you rate overall performance?

Your manager consolidates the responses (anonymously of course), and highlights patterns or themes. Discuss this feedback in a open, honest, and direct spirit.

It’s what your peers are telling you, so *listen!* They took the time to share their perspective, so *listen!* There are enough actionables on average in a 360 for at least 6 months worth of work, so *listen!*

Based on the 360 feedback, Work on a *written* plan with your manager to actively manage the promotion track, calling out the checkpoints for various accomplishment. The plan should align with your performance objectives, and your manager will work to get you the opportunities needed to showcase your capabilities. Building the right relationships should be a line item in your plan; the audience may change depending on your area of specialization, but the fundamental premise of getting to know people , and adding value by leveraging those relationships, is the strongest contributor to your career management.

Work on your 30 second elevator pitch, what’s your story? What are you passionate about? It doesn't have to be work related; maybe you’re passionate about a charitable cause, or a sporting activity, or family, or hobbies…you get the idea…share these interests with your peers. You’ll be surprised how many folks might share one of more of your interests, which becomes a factor that strengthens the relationship. Professionally,  you should be operating at the next level already, and comfortably so. You should be demonstrating your resourcefulness and elasticity, with tangible results.

Having done all that, you feel pretty good that the promotion is coming next cycle…Not so fast! Generally speaking, the promotion timeline is governed by several factors that might be outside of your control or your manager’s control. Maybe others have followed a similar blueprint, and done a better job preparing themselves. But rest assured, if you follow this blueprint with an Open, Honest and Direct spirit, you’re promotion is not too far off. Good luck!