At some stage in your career you get to wondering what you have to do to get a promotion.
Is it turning up to work before (and leaving after) your boss? Maybe it’s the results from that psychometric tool some very engaging and clever sales guy foisted onto the HR Director? Perhaps it’s a decision based purely on your outstanding last 2 performance reviews?
Last year Penn Schoen Berland published the results of interviews they conducted with 303 senior business executives in U.S. companies with at least 1,000 employees on this very topic.
The good news is that excellence in your current position, leadership potential, interpersonal and job related skills as well as strong performance reviews were the top 5 factors in most recent promotion decisions. However the same study showed that favoritism was seen to play a key role with 84% of executives reporting that such favoritism took place within their own organisations!
Is this favoritism simply perception or reality and what does this mean for Career Coaches advising their clients on structuring their internal career plans?
While there a lot of very competent career coaches out there who can work with you to create an impressive resume, give you some killer interview tips and gee you up on building your network… an excellent career coach should also work with you to build a personal brand, help you develop a positive and resilient mindset and assist you navigate the shoals of corporate politics with integrity.