Many women are already fulfilling a majority of the responsibilities for the role above them. The barrier to promotion is often not a lack of capability, but a lack of awareness and a strategy to articulate this value to leadership.
Many women believe that excelling at their job will automatically lead to advancement. However, promotion often goes to those who strategically position themselves and articulate their work's business impact, a skill separate from heads-down execution. The work doesn't always speak for itself.
Effective communication requires meeting in the middle. Often, leaders and their reports operate like two cars going 60 mph in opposite directions while trying to talk through open windows. Without a shared understanding of communication styles, no meaningful exchange can occur.
An outcome-focused leader may favor a direct communicator over a detail-oriented one, misinterpreting style for substance. The leader's job is to understand these different approaches and coach their team to frame their detailed work in terms of concise business outcomes.
Confidence isn't a feeling to be mustered; it's the outcome of being certain about something. To gain confidence for a promotion, first gain clarity on your capabilities, what the next role entails, and the specific steps needed to bridge any gaps.
Apply the same rigor you use for hitting sales targets to your own career advancement. Instead of passively waiting, treat your career like a business by setting quarterly goals, tracking progress, and pivoting your strategy based on performance, ensuring intentional growth.