Sometimes, you recognize untapped potential in a colleague. Perhaps they consistently excel in their current role, demonstrate skills suited for a different position, or naturally lead others without formal authority. You’re confident they would thrive in a more advanced role, and you want to support their promotion. But how do you do that effectively?
1. Advocate for them in the right conversations
When you have the opportunity to speak with someone who could influence their career, such as a future manager, highlight your colleague’s accomplishments. Don’t assume others see what you see. Share specific examples of their contributions and explain why they’re a great fit for the new role.
2. Assign easy-win tasks
Set them up for success by assigning manageable tasks or projects that showcase their strengths. These “easy wins” provide an opportunity to demonstrate their potential while building confidence and credibility.
3. Offer coaching and feedback
Provide guidance and mentorship. This doesn’t need to be formal. Often, well-timed feedback and discussions can make a big difference. Offer to review their work or brainstorm solutions together. Sharing your insights will help them grow and prepare for new challenges.
4. Share valuable information
Keep them informed about relevant updates, opportunities, or even office rumors. Staying in the loop can give them a competitive edge and help them navigate the organization more effectively.
5. Facilitate connections
Help them build relationships with key stakeholders, especially their potential future manager. If you have a strong relationship with that manager, consider arranging a casual introduction or finding ways for them to collaborate informally. These connections can pave the way for their promotion.
6. Advocate directly
Sometimes, the most effective approach is the simplest. If you believe in their abilities, tell their manager directly. Come prepared with solid arguments and specific examples to support your recommendation.
Why should you help someone else get promoted?
The most important reason is that you genuinely believe they are the right person for the role. Helping someone who isn’t the best fit does no favors to them or the organization. Beyond that, supporting your colleagues is simply good practice. Collaboration and mutual support foster a positive workplace culture, and you’d likely appreciate the same advocacy if you were seeking a promotion yourself.
By taking these steps, you can play a crucial role in unlocking someone’s potential and advancing their career while contributing to a stronger, more supportive team.
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What I Read
As usual, I will list some of the best articles I read on the Internet. I will keep a list of the best articles (currently >800) at https://www.digital-product-management.com. These are today’s picks:
CTO’s Hidden Notebook: Capture and structure your thoughts.
Networking For People Who Don't Network: Good results by following a few easy habits.
Impression Management: How Effective People Balance Perception and Reality.