4 Promotion Red Flags

 

1. You’re the Go-To Person, But Not the Leader Being known as the “go-to” person feels great—until it doesn’t. If you’re always the one people rely on to execute, but never the one leading the charge, it’s a sign you’re stuck in a support role rather than a leadership one.   Leaders aren’t promoted for getting things done; they’re promoted for driving strategy and inspiring action.   What to do instead: Shift your focus from doing to leading. Delegate more, take ownership of strategic initiatives, and position yourself as someone who can guide and influence others—not just execute tasks.   2. Your Role Hasn’t Changed in a Year If you’re doing the same work you were doing last year, it’s a clear sign you’re not growing. Promotions come to those who consistently expand their impact, not those who stay in their comfort zone.   How to fix it: Proactively seek out new challenges. Volunteer for high-visibility projects, propose initiatives that solve key business problems, and push yourself into opportunities that stretch your skills.   3. You’re Out of the Loop on Important Decisions If leadership changes or major strategic shifts catch you by surprise, it’s a sign that you’re not seen as someone with influence. When leaders value your perspective, they’ll include you in critical conversations early on.   Your next move: Start managing up by aligning your work with leadership goals, offering insights that demonstrate strategic thinking, and strengthening relationships beyond your immediate team.   4. Your Feedback Is Always “You’re Doing Great!” Hearing nothing but positive feedback might seem like a good thing, but if your manager isn’t giving you areas to grow, it likely means they see you as valuable right where you are—not as someone ready for more.   How to shift the conversation: Take the initiative by asking direct questions about what it takes to get to the next level. Ask for specific areas of development and make it clear that you’re eager to grow.

Your Next Steps If you’re spotting these signs in your career, it’s time to rethink your approach.   Promotions don’t happen just because you’re doing your job well—they happen when you actively position yourself as the best candidate for the next level.   Starting today, focus on high-impact work, make sure the right people know your value, and take control of your growth.

How to get a word in when you’re not the loudest in the room

 

Before the Meeting 1. Send a Pre-Meeting Note One of the best ways to ensure your point gets heard is to introduce it before the meeting even begins. Email the agenda owner (or your boss) in advance with a key point or insight you’d like to contribute.   Example: “I’d love to share a quick update on [topic]—would it make sense to add it to the agenda?”   2. Leverage One-on-One Time If you have a 1:1 meeting with your boss beforehand, use it as an opportunity to mention what you want to contribute. By planting the seed early, they may be more likely to give you space to speak.   Example: “In the meeting, I plan to bring up [idea]. I think it will help clarify [issue].”   3. Get Allies to Back You Up A trusted colleague can be a powerful advocate. Ask them to help create an opening for you.   Example: “Hey, if I get cut off, can you say, ‘I think [Your Name] had an important point to finish’?”     During the Meeting 4. Use the Power of the First Word The longer you wait, the harder it is to jump in. Speaking early helps establish your presence in the discussion.   Example: “Before we dive in, I’d like to quickly share a perspective on [topic].”   5. Leverage Pauses and Transitions Meetings naturally have moments of pause—use them to your advantage. When someone finishes speaking or the conversation shifts, take that moment to step in.   Example: “To build on that point…” or “I’d like to offer another angle on this…”   6. Interrupt Strategically (Without Sounding Rude) Sometimes, waiting for an opening isn’t an option. If your boss dominates the conversation, assert yourself with a well-timed interjection.   Example: “I’d like to add something here before we move on.”   7. Use Non-Verbal Signals Your body language can cue others that you have something to say. Raising your hand slightly, leaning forward, or nodding can signal that you’re ready to contribute.   8. Claim Your Turn Directly If you get interrupted, don’t let it shut you down. Reclaim your space politely but firmly.   Example: “I’d love to finish my thought quickly before we move on.”   After the Meeting 9. Follow Up with an Email or Slack Message If you didn’t get a chance to speak, don’t let your idea go unheard. A quick follow-up message can ensure your input is still considered.   Example: “I wanted to mention [idea] in the meeting, but we ran out of time. Here’s a quick summary…”   10. Ask for a Speaking Slot If you consistently struggle to get airtime, request a designated time to speak in meetings.   Example: “Can I have 2 minutes in each meeting to share insights on [your area]?”

The Strategic Guide to Breaking Your Career Plateau

 

View in Web Browser   Book a call with me    Get my Book  Hey, it’s Maya. Welcome to my weekly newsletter, where we talk about leveling up in your career, and becoming successful on your terms. If you’re looking to break into executive roles, check out my group coaching program, Success Builders. It will provide you with the strategy, mindset, and tools required to become executive-ready and get the promotion! I typically work with ambitious tech leaders who want to level up into Director, Sr. Director, and VP roles who want to increase their impact and influence.  Apply here.   I remember the day I decided to leave Microsoft.   On paper, everything looked great. Good salary, prestigious company, interesting work. But something was missing.   I wanted to be a VP, and despite my track record, it was clear this wasn't going to happen where I was. The path upward was blocked. Not because I wasn't ready, but because there simply wasn't an opportunity.   Many people told me I was crazy. "Just be patient," they said. "Something will open up eventually."   But here's what I knew: waiting for "eventually" meant settling for "good enough" instead of chasing "great."   Six months later, I was leading marketing as a VP at a fast-growing startup.   The Growth Ceiling is Real Let's be honest - sometimes there's simply no room to grow where you are.   Maybe you haven't seen a promotion in three years.   Maybe your manager has made it clear there's no budget for senior roles.   Or maybe the organizational structure means you're stuck unless someone above you leaves.   Whatever the reason, hitting a growth ceiling doesn't mean you're trapped. It just means it's time to grow in a different direction.   Why We Settle for Good Enough I get it. Change is scary.   What if the new role doesn't work out? What if you're making a mistake? Isn't it safer to stay where things are... fine?   But here's the truth: at the senior level, playing it safe is actually risky.   While you're settling for "good enough," your skills are stagnating. Your market value is decreasing. And those leadership opportunities you dream about? They're going to people who dared to move.   There’s one more problem no one talks about.   The longer you stay where you can’t grow, the more you believe it’s your only option. That it’s the best you can do. And that mindset block is the biggest problem because it makes you complacent. And in the long term it lowers your confidence.   That’s how you get stuck for 10 years.    The Strategic Exit Now, I'm not suggesting you quit on a whim. Every career move I've made - including leaving Microsoft - was carefully planned.   I’m suggesting that you make a strategic move. Make a plan that delivers the growth you are craving instead of hoping staying put will eventually pay out.   Being strategic means two things: First, you move for value. That could be a better title, higher salary, or greater fulfillment. Often, it's all three.   Second, you plan your exit. This isn't about storming out after a bad meeting. It's about deliberately designing your next career chapter.   Your 6-Month Runway The key to a successful transition is preparation. I always tell my clients to start building their runway six months before they need to take off.   Why six months?   Because you need time to: Evaluate internal opportunities (just to be sure you're not missing something) Research the market and your worth Update your selling proposition Start having strategic conversations Line up potential opportunities   This isn't about job hunting (yet). It's about positioning yourself for success.   Think Like an Entrepreneur This strategy is the reason I was promoted with almost every move I made in my career.   It wasn’t luck or even timing. It was 30% strategy + 70% mindset.   Here's the mindset shift that changed everything for me: I stopped thinking like an employee and started thinking like an entrepreneur.   Employees wait for opportunities. Entrepreneurs create them. Employees worry about job security. Entrepreneurs focus on market value. Employees settle for what's available. Entrepreneurs pursue what they want.   You might get a paycheck from a company, but your career? That's your business. And sometimes, growing your business means entering new markets. Your Next Steps First, you need to make a clear-eyed assessment: Are there real growth opportunities where you are?   Don't base this on hopes or maybes. Look at the facts: When was your last promotion? What's the actual path to the next level? Is there a concrete timeline or just vague promises?   Then, set a deadline.   If you see a clear growth path, great! Put a timeline in place and hold your organization accountable.   If not, mark a date six months from now on your calendar.   That's your runway. Start preparing for takeoff.   Remember: You're not a tree. You're not meant to stay rooted in one spot, especially if that spot isn't giving you what you need to grow.   Your career is your business.