I spent years in “Big Corporate,” working hard, getting in front of the right people, learning how to be visible, and once I figured out the “Secret Sauce,” I was able to grow my career substantially.  But it wasn’t until I was sitting in the meetings where who was promoted and who was passed over was decided, that all the pieces fell into place.  Once I was there, it all became very clear; I had worked very hard on very unimportant things and, as it turned out, I had been very lucky in the things that were quite important.  In working with my colleagues, other executives and leaders in corporations across the world, I came to find  a common set of qualities, characteristics and skills that make the High Potentials bubble to the top of the pile.

I’d like to pull that curtain back a bit to show you what things you should be working on, so that your climb up the ladder will be a bit easier.

The first thing you must understand is that Managers don’t just bestow promotions.  Managers are held accountable to justify why a candidate is ready to move up.  Over the course of the year, they’re actively observing their employees and looking for specific signs of being ready for a promotion. They weigh multiple factors and don’t make those recommendations lightly. Some companies have very strict timelines for managers to submit the names of employees they feel are ready for promotion, often coinciding with the annual review cycle.  Other companies have a more flexible schedule, having multiple opportunities throughout the year.  All agree that they are looking for the WAY above and beyond candidate, not just the norm.

There are eight common traits that most corporations look for in their promotees.  This is part one of a two part series.  We will cover the first four here.  Watch for Part two in a few days.

Here are four things you can begin working on today:

Feedback Seekers and Feedback Implementers

Managers don’t make decisions on their own, and often refer to performance reviews and other supervisors to get a better idea of how employees are doing their job.  Do you know what other supervisors and leaders might say about you?  Do you know what your manager thinks about your abilities or ambitions? Simple solution – Ask them.  Asking for feedback can take many forms – asking during one on ones or coaching sessions, requesting a meeting to ask for feedback on your delivery of a project or program.  Keep in mind that managers monitor what employees do with the feedback they’ve been given. They watch for employees who make improvements and implement changes based on the information and perspectives they’ve received. Managers also take note of employees that actively seek out and ask for feedback.

Intentions for growth

Managers evaluate high potentials and their readiness for the next step by listening to both what the employee says, as well as the type of questions they’re asking. Managers listen for specific types of questions, such as an employee asking about the promotion process, expectations for higher level role, opportunities to broaden their experience and exposure, or how they can work up to the next level.

I do not recommend going up to your boss and saying ‘I want a promotion!’ Instead, subtlety is best, and actions are more valuable than words.  Don’t just mention your interest in moving up,  volunteer for a project, ask about leading an initiative. Allude to the fact that you’re looking to advance and put in the work to show them that you’re ready.

Skills to Build On

Being identified as a High Potential candidate means that Managers have seen evidence of leadership skills in their work and interactions.  HiPos have developed strong communications skills, conflict resolution, mediation, or conflict avoidance skills, and absolutely strong team building skills.  HiPos usually promote the good works of the team, or other individuals, and help to teach important skills to others.  Managers look for employees that are stepping up and leading projects, delegating when necessary, or acting as a mediator in a conflict.

Lifelong Learners

Managers want to see an employee who understands that they don’t know everything. They look for the employees that know there’s always room for growth and improvement.  In addition to taking training classes, ask about broadening your skill set by working on cross functional or interdepartmental projects, or opportunities to work with others, outside your team.

While Managers are always looking for the employees they’re going to promote next, not everyone gets on their radar right away. Never assume that your manager knows you want a promotion. Put in the work, show off your abilities in the best ways possible, and use this knowledge of what they’re looking for to stand out.  Watch for Part two with four more traits you need to begin to embody.

Want more ideas on getting on that High Potential path to Promotion?  Check out this free e-book “5 mistakes Professional Women Make That Kill Their Chances for Promotion”