When I think about the executives I interviewed to learn more about the promotion and talent processes from their vantage point, one quote sticks out for me.

“Do not assume you’re doing a good job—find out whoever makes the decision about promotion and what they’re looking for – if it’s a panel decision – make sure you know who they are - make it easy for them—can’t be oblivious to how decisions are made and how to influence decision – must ask for it”

So he’s really suggesting three actions, and they all include playing a more active role than you might have thought – understand how talent decisions are made in your organization and who is involved in making them, find out how you’re perceived with regard to those criteria, and showcase to the decision makers great examples of how you are aligned to make it easy for them to weigh in in your favor. Another exec said something similar.

“Solicit...

I’m walking home from the bus.  I realize I’m about to do something radical. I’m going to leave my cushy change consultant job and start a non-profit. I want to do something that makes a real difference for women. I need to, and now. “I have no idea what I’m doing” I tell my husband, “but don’t worry, I’ll figure it out.”

You know how you always read these walk-away stories where people leave their corporate 9 to 5 and stumble into humongous success and change the world? This is not one of those stories. I did start the non-profit though, and based on what the women who went through our programs have told me, we did have an impact. And it was an amazing, life-changing adventure.

What I got out of it was that I love working with women and helping them to step boldly into their future. And I have something valuable to offer them. All these years later, this possibility still lights me up.

How my work experience informs...