- To get promoted, you need to find a way to solve your manager’s problems, set goals and stay relevant.
- That’s the advice of Ann Hiatt, who worked for Jeff Bezos and former Google CEO Eric Schmidt.
- As a starting point, ask ‘what do I want to learn next in my career?'” Hiatt told Insider.
To be considered for a promotion, you need to “find a way to solve your manager’s problems,” Ann Hiatt, an executive coach and former assistant to Jeff Bezos told Insider — it’s part of her advice in three steps to climbing the career ladder.
Hiatt was hired in 2002 by Jeff Bezos’ executive assistant. She later spent 12 years at Google, first working with Marissa Mayer before being promoted to chief of staff under then-CEO Eric Schmidt. She has been an executive coach since 2018. In her memoir “Bet on Yourself,” she distills some of her lessons from working with billionaire CEOs.
Why do you want to do a PhD?
When asked for advice on getting a promotion, Hiatt says she refers to the “Win, Win, Win” method, something she picked up by working with other CEOs.
The first step is to look at your goals and what you want to achieve.
“Always start with ‘what do I want to learn next in my career?’,” Hiatt told Insider. “‘What expertise do I want to be known for?’ Which teams do I want to lead?’ ‘Which stages do I want to be on?’ — whatever that looks like,” she said.
Then look for opportunities to solve your manager’s problems in a way that helps you achieve some of your own goals, Hiatt said.
Maybe your manager has taken on too many appointments and needs to delegate, or he’s too busy to fill a talk he’s been invited to. Introduce yourself to help, Hiatt said.
“That often involves volunteering for things that are outside of your traditional job description and/or team,” she added.
Another important consideration at this point, Hiatt says, is to ask yourself what kind of leader do you want to be? Not every manager is worth imitating, she said.
How do you stay relevant?
The final stage of the process is about “future-proofing” your career, Hiatt said.
Be sure to help your manager solve a core business need. Otherwise, you may accidentally end up in a skill or area that is at risk of being cut.
“If you’re not consistently pushing the boundaries of your expertise, you’re set for disruption — you’re the one who will be fired or fired in the next crisis,” Hiatt said.
The best way to do this is by constantly learning new and relevant skills, Hiatt said. If you work for a small business or live in a small town where opportunities are limited, participating in community projects, for example, can be a great way to learn new skills.
Promotion is never guaranteed
Designing a promotion is not an easy process. It’s also not always fair.
Women and people from ethnic minorities have historically experienced – and still face – a “glass ceiling” due to unconscious biases, social factors and sometimes downright stigmatism, which held them back compared to their whites. , male peers.
In the past, some companies have also focused on the wrong skills in promoting people, such as how much a salesperson has sold, rather than their people skills.
Gallup, the leadership consultancy, estimates that in 82% of appointments, organizations promote a candidate without adequate management skills.
However, career experts say it’s important to be intentional and plan to give yourself the best chance of getting one. Part of that is knowing what not to do.
Behaving like a know-it-all, staying quiet or getting too defensive are among the habits to avoid, experts say.