S3 EP009: Study Case – Earning A Promotion: What It Takes Get Promoted, Beyond Performance

The Leadership Nest Podcast | S3 EP#009: Study Case – Earning A Promotion: What It Takes Get Promoted, Beyond Performance

[00:00:00] Introduction

Taty Fittipaldi: In this episode, we’ll learn about the three Rs for career advancement: results, relationships, and reputation. I’ll share a study case about Stan, a talented finance professional who believed exceptional performance alone would guarantee his promotion. Stan struggled to understand why, despite his accolades and stellar performance reviews, he was consistently overlooked for leadership opportunities. We will explore how Stan discovered there is more to career advancements than performance alone. You’ll hear about the steps he took to shift his approach, the key lessons he learned along the way, and how these changes helped him move closer to his career goals. Stan’s story is a statement to the power of intentional actions in building a path to success.

Hello and welcome to the Leadership Nest Podcast, the podcast that nests [00:01:00] stories, knowledge, and science to soar the leadership in you. This program is brought to you by Coaching Expatriates, and I am your host, Taty Fittipaldi. In this season, we are taking an exciting turn. Season three will focus on study cases, real life stories, and progress of global leaders as they hone a key leadership skill.

Each episode will highlight the challenges, breakthroughs, and lessons that shaped their leadership journey, giving you practical insights to elevate your own path. Whether you were a seasoned executive, a first time manager, or an aspiring global leader, these stories will inspire, inform, and guide you to achieve greater impact in your role.

[00:01:47] Today’s Story

Today’s Story: Today’s story.

Taty Fittipaldi: Let me tell you about Stan, a finance [00:02:00] professional who was feeling stuck. He had every reason to believe he deserved a promotion. He’d received three exceptional evaluations, earned awards, and receive accolades for his performance. Yet, nothing seemed to be happening. Stan was frustrated and confused. He assumed that exceeding expectations and being recognized in performance reviews would naturally lead to a promotion. He believed his hard work spoke for itself. But as you will see, that belief was holding him back.

The struggle.

Stan had a deep rooted belief that stellar performance alone should guarantee a promotion. It wasn’t arrogance. He was genuinely puzzled by why his hard work wasn’t translating into career advancement. His frustration made it harder for him to focus on solutions because he didn’t even know where to [00:03:00] start.

Realizing he needed support.

Stan came to me ready to work. But not in the way he expected. He thought our sessions would focus on forcing the promotion to happen, maybe crafting some sort of argument or a case to present to the leadership. What he didn’t realize was that the real work would involve changing how he thought about the promotions altogether.

He chose me as his coach because of my background in finance. He trusted that I’d understand his situation and provide practical guidance. But before we could dive into strategy, we needed to address his frustration and shift his focus from what wasn’t working to what he could start doing differently.

Uncovering the real issue.

Stan admitted he had no idea what to do beyond performing well. To help him understand what promotions entail, I gave him a short [00:04:00] video outlining 10 key factors that contribute to earning a promotion beyond good performance. The list included:

one, be results oriented.

Two, believe in yourself.

Three. Always stay positive.

Four, avoid complaining.

Five. Be self-driven.

Six. Engage with leadership.

Seven. Brand yourself.

Eight, request feedback.

Nine. Be a team player.

10. Be a thought leader.

The work begins.

Stan came back excited after watching the video. He believed he was already doing most of the things on the list, but admitted he hadn’t focused much on branding himself, engaging with leadership, or being a thought leader.

That’s when I introduced him to one of the most valuable tools in coaching. Constructive challenge through forensic analysis. [00:05:00] Since he accepted the challenge, I went through the 10 item list with him, item by item, asking for concrete evidence of how he was applying each one. For example, he believed he frequently asked for feedback, but when I asked him what is specific insights he received, he had very little to share.

I challenged him further with questions like, you mentioned that people said you had good communication skills, but did you take it a step further? Did you ask what exactly they found effective about your communication? Or if they could provide examples to support their feedback? That’s when he realized he’d been taking feedback at face value without digging deeper to understand or leverage it meaningfully.

It took us a couple of sessions to work through all 10 items and help him recognize there was much more to be [00:06:00] done in each area. Once we identified the gaps, we began mapping out a specific actions to improve each of these 10 aspects of his work environment.

By addressing them systematically, he started to see measurable progress in how he was perceived and how effectively he engaged with his colleagues and leadership.

The results.

Stan’s progress was undeniable. Suddenly, Stan became a go-to reference within the company. Colleagues began actively seeking his input for their projects, and as the demand for his expertise grew, so did his influence on key business decisions. This increased visibility and credibility not only elevated his reputation, but also earned him widespread praise.

Before long, his boss approached him with a promotion, naturally. And [00:07:00] without Stan ever needing to push, confront or antagonize anyone.

Stan’s reflections.

Stan told me the coaching process was a complete eye-opener. He’d realized he’d been checking boxes rather than using these activities as tools for growth and connection.

For example, he’d always thought of feedback as a formality, but now he sees it as a way to refine his skills, and strengthen relationships. He also noted how much these 10 factors improved his relationship within the company by focusing on branding, leadership engagement, and thought leadership.

Stan not only advanced his career, but also deepened his connections with colleagues and leaders. He shared that he was incredibly grateful for being challenged in a way that made him feel supported rather than confronted, [00:08:00] antagonized, or judged. Stan’s story is a reminder that good performance is just the baseline. To earn a promotion, you need to focus on confidence, visibility, connection, and leadership.

His transformation shows what’s possible when you shift your mindset, take intentional actions, and embrace growth.

You are listening to the Leadership Nest Podcast, the podcast that nests stories, knowledge, and science to soar the leadership in you, with your host, Taty Fittipaldi. If you are ready to take your leadership storytelling to the next level, check out my book, Mastering Business Storytelling, How Global Executives Can Craft and Tell Impactful Stories that Inspire, Influence, and Drive Success in Business. It’s packed with practical insights to help you make a lasting impact. Available now. Grab your copy today.

[00:08:59] Today’s Lesson

Today’s Lesson: [00:09:00] Today’s lesson.

Taty Fittipaldi: Stan’s story is a great reminder that performance alone isn’t enough to secure a promotion. Let’s dive into the key takeaways from his experience and what we as leaders can learn from his journey.

Key takeaways.

One of Stan’s biggest realizations was that his assumptions that good work would automatically lead to career growth was incomplete.

While exceptional performance is important, it’s just the foundation. Stan learned that factors like visibility, branding, and connection are equally critical for advancement. Another important takeaway was how he had been checking the box on certain activities, like asking for feedback, without truly leveraging them. By digging deeper, [00:10:00] asking for specific examples, and using feedback to better understand how he was perceived, Stan, transformed feedback from a formality into a powerful tool for growth and connection. Likewise, he transformed each of the other remaining nine items on our list into something he could leverage as a tool for growth and leadership.

Leadership learnings.

For global leaders, there are two main lessons to take from Stan’s experience.

First, promotions are about more than performance. They require a combination of results, relationships, and reputation, or what I like to call the three Rs for a promotion. You need to be seen as not just capable, but as someone who adds value, influences decisions, and aligns with your organization’s goals.

Second, intentionality matters. [00:11:00] Whether it’s asking for feedback, engaging with leadership, or building your brand, you need to approach these activities with purpose. Stan’s journey shows how intentional actions can significantly shift how others perceive you and open doors for new opportunities.

Now, let’s connect this to your leadership role. Have you been relying solely on your performance to speak for itself? Are you actively managing how others perceive your contributions or are you leaving things to chance?

Stan’s story reminds us that advancing your career requires deliberate effort, beyond the day-to-day tasks. Whether it’s building relationships, strengthening your personal brand, seeking actionable feedback, or simply reshaping your self story to show how much you believe in yourself. Every step you take adds to the [00:12:00] bigger picture of your growth.

Promotions don’t just happen. They’re earned. Through strategic actions that align your performance with your visibility and influence.

Take the time to reflect on where you might be missing opportunities to show your value and start acting on them today.

Sponsor: This episode is sponsored by Coaching Expatriates, a leading global executive development company that helps leaders around the world create happier and more profitable workplaces, using the four success pillars in global leadership, an innovative leadership learning methodology. Visit their website at www.coachingexpatriates.com.

[00:12:46] Today’s Tips To Apply What You Learned

Today’s Application: Today’s tips to apply what you learned.

Taty Fittipaldi: Let’s take a few moments to summarize the key takeaways [00:13:00] from Stan’s journey and explore some practical tips you can apply to your own leadership role. Stan learned that while strong performance is essential, it’s just the starting point for career advancement. Achieving a promotion requires a combination of results, relationships, and reputation, or what I like to call the three Rs for a promotion. You need to be seen as not just capable, but someone who adds value, influences decisions, and aligns with your organization’s goals. Actionable tips.

Number one, deliver results with purpose. Performance is the foundation, but it’s not enough on its own. Be results oriented. By consistently demonstrating how your work contributes to the company’s goals. For example, if you manage a project, clearly communicate its impact on efficiency, revenue, and other key [00:14:00] metrics.

Number two, cultivate strong relationships. Build meaningful connections with colleagues, stakeholders, and leadership. Engage regularly with your leadership team by providing insights, offering solutions, or even asking how you can support broader company objectives. For instance, participate in cross-functional initiatives to expand your network and influence.

Number three, enhance your reputation. Your personal brand is how others perceive your value. Take intentional steps to establish yourself as a thought leader. Share ideas in meetings, contribute to team discussions, or volunteer to present at company events.

For example, if you have expertise in a specific area, offer to lead a training session to showcase your knowledge and benefit your peers. Promotions aren’t just showing up. They’re about showing your value. By focusing on [00:15:00] results, building relationships, and strengthening your reputation, you position yourself as a leader who adds value, and influenced decisions.

These steps may seem small, but they create a lasting impact that opens doors for career advancement.

[00:15:18] Highlights

Highlights: if you have any questions you’d like us to answer in the future episode of the show, just go to speakpipe.com/TatyFittipaldi or click the link in the show notes below to leave us a brief audio message. Make sure to visit us on our website, www.leadershipnest.com, where you can subscribe to our show anywhere podcasts are streamed so you never miss a show. While there, if you find value in our show, you can also subscribe to our Global Leadership Weekly newsletter from Coaching Expatriates, [00:16:00] where we deliver bite-sized lessons on global leadership, decision-making, and cultural competence to help you learn how to think, relate, and strategize in a whole different way as a global leader. If you like the show, you might want to check our online global executive leadership program, a nine week leadership development and learning system that will help you lead internationally, while making financially conscious and impactful decisions. Taty Fittipaldi is also available for private coaching.

See the website for more details at www. Coaching expatriates.com/executive-coaching. Thanks for joining us this week on the Leadership Nest Podcast. Be sure to tune in next week for next episode. Until the next time, keep nesting. Wherever you are in the globe, this is Taty Fittipaldi wishing you a beautiful [00:17:00] day.