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6 secrets of women who get promoted

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Are you capable of more than the job you are doing today? Here are 6 things you need to know about how to get a promotion. www.womensleadershipcoaching.com



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  • I am an one of the three weman in the department I currently work for, and the only one holding a MBA. Despite my company message of diversity efforts in the workplace, I still find much more difficult for me to get a promotion than others, even whit my credentials, experience, good results and positive attitude. I have asked for a promotion to my manager and even discussed with her superior. Can you give me some advise on what else to do? what am I doing wrong or not doing at all? thanks in advance for your answer
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6 secrets of women who get promoted

  1. 1 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. 6 Secrets of Women Who Get Promoted
  2. 2 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. By Jo Miller, CEO, Women’s Leadership Coaching, Inc. Sign up for Jo‘s newsletter at www.womensleadershipcoaching.com
  3. 3 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Are you capable of more than the job you are doing today? Here are 6 things you need to know about getting a promotion.
  4. 4 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Who gets promoted?1
  5. 5 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Asked Didn't Ask } “Reinvent Opportunity: Looking Through a New Lens,” Accenture, 2011. Of those that asked, 65% said it helped. 37% had asked for a raise, promotion or job change. Accenture surveyed 3,400 executives in 2011.
  6. 6 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. When people asked for a promotion… 10% of the time, nothing happened. 5% of those who asked for a promotion got new responsibilities instead. 10% got a new role, but not the one they asked for, and not a promotion. 42% got the role they asked for. 17% got a new role that was better than they hoped for. 59% of people who asked for a promotion got one! - CBS News MoneyWatch, March 9, 2011
  7. 7 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Only 25% had asked for a promotion. Asked Didn’t ask } “Today’s Professional Woman,” LinkedIn, 2013. 75% of those who asked got one. LinkedIn surveyed 954 professional women in 2013.
  8. 8 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. What’s the simplest way to get a promotion? Ask for one.
  9. 9 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Don’t underestimate your readiness So, you’d like a promotion. On a scale of 1 to 10, how capable are you of performing that job today? 2
  10. 10 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Women will apply to a job when they believe they meet of the job requirements. Men will apply if they think they meet just of the requirements. An internal study at HP found: 100% 60%
  11. 11 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. If you are 60% ready for the next job — go for it.
  12. 12 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Timing is everything3
  13. 13 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. —Donnell Green Global Head of Talent Management and Development, BlackRock. The right conversation can be held at the wrong time (for example, when your boss is in bad mood or the person you're talking to is the wrong person.) It doesn't matter how good your request is if you do it at the wrong time. Timing is everything.
  14. 14 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Timing is everything Consider the corporate culture where you work. 1) When is the wrong time to ask for a promotion? 2) When is the right time to ask?
  15. 15 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Make your request4 Soon after she was promoted to senior manager, a woman approached her HR business partner, thanked her for the promotion, and said:
  16. 16 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. “I am interested in becoming a Principal. What are the requirements?”
  17. 17 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. The HR person replied “It takes two years”. The woman said thank-you and returned to her desk. But later that day she thought “Hey, wait a minute!” and returned to speak to the HR partner again.
  18. 18 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. “What would you need me to achieve in two years?” She met the requirements in one year and got her promotion.
  19. 19 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Once you know the requirements and have met them by 60% or more, it’s time for the next step…
  20. 20 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Make your request • I understand the role requires a, b, c. • I believe I am the ideal candidate for this role because x, y, z. • (check for their agreement) • What are the next steps to move forward? • (If you sense their hesitation) Is there any additional information you need, in order to consider me as the ideal person for the position?
  21. 21 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Be judged by your potential not your experience “Several diversity officers and experts told us that despite their best efforts, women are often evaluated for promotions primarily on performance, while men are often promoted on potential.” Unlocking the full potential of women in the US economy, McKinsey, 2011 5
  22. 22 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. There are, however, some ways to overcome this bias. Make your accomplishments visible to your management. Enlist the help of influential sponsors. Help build a corporate culture where women’s accomplishments are recognized.
  23. 23 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Be prepared to manage former peers6 In my conversations with women who have been promoted, managing former peers is frequently cited as the toughest challenge. In conversations with leaders and review of literature on the topic, I found three top suggestions:
  24. 24 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Have a conversation to discuss expectations (and do it as early as possible) Demonstrate authority (via your knowledge and competence) Re-negotiate friendships with former peers (these will almost always need to change)
  25. 25 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. —Senior Vice President, Retail Industry. “Think about this before you are promoted, because what you do today will impact your career in the future. Establish your character and integrity at the beginning of your career and remain consistent, and people will be able to picture you in that next role.”
  26. 26 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Make the request Be judged by potential not experience Be prepared to manage former peers Who gets promoted? Don’t under- estimate your readiness Timing is everything 6 Secrets of Women Who Get Promoted
  27. 27 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Jo Miller, CEO Women’s Leadership Coaching, Inc. • Follow @womensleadershp on Twitter • Subscribe to Jo’s newsletter at www.womensleadershipcoaching.com
  28. 28 © COPYRIGHT 2013 WOMEN’S LEADERSHIP COACHING, INC. Jo Miller, CEO Women’s Leadership Coaching, Inc. • Specializes in helping women break into leadership in industries that have been traditionally considered 'a man's world', such as technology, finance and energy. • Delivers over 60 speaking presentations annually to audiences of up to 1,200 women for women’s conferences and corporate women’s initiatives.

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