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Who Wants Promotion?

Who wants promotion?

Who wants promotion has multiple meanings. It can mean: are you one of those who wishes promotion? It can mean: which group of people wish promotion?

Before we start, let me put some cards on the table. I coach people to promotion, and many through repeated promotions. Typically 71% of the people I coach are promoted within 18 months of starting work with me. Of the remaining 29%, most are already CEOs and seek to improve their results, and some go on to lead bigger organisations (and aren’t really promoted). A very small number want to keep the same level with much more time for family and leisure, and seek to produce the same performance in less time. Some go on to found their own companies. And in 32 years of coaching one has agreed to revert to their previous leadership role (from director to senior manager).

Why share that?  To illustrate that in practical terms, too, the phrase, who wants promotion has many meanings, many outcomes.

For the purposes of this article let’s assume the answer to the question, who wants promotion is, YOU want promotion, and that you are reading to find out how. Here’s how, in just three words: add massive value.

Really! That’s it. If you can lead yourself and or others to add massive value your employers would be stir-crazy not to promote you.

Why? If you can do it there, you can do it for your competitors. And if they don’t promote you, your competitors, several of them, would like to.

There you have it. Just add massive value and all is well.



“And just how do I do that?”

Wise question. And one I have spent decades learning how to answer more and more completely.

Here are just some of the ways.


Master objective setting

Almost every time I serve complex organisations I can add massive value almost immediately by helping the client to set effective goals.

Here is the chain of reasoning.

“What goals have been set for each function? “

The answer that comes back tells, immediately, whether the goals are effective, how likely they are to be achieved, and if so, to what extent.


The Perfect Change Book CoverIf they are using SMART to set goals, then the chances of success are very, very limited.

Indeed, I am going to go further. You should sit down while reading this, because you may not like what you read:

a hallmark of objectives likely to fail is that an executive proudly presents the objectives in SMART format. Yes, you read correctly. Why so likely to fail? “Not so smart” covers only 5 objective setting variables. Many more than that are required for success.

People who are  promoted as a result of them adding huge value, triggered by my coaching, want to learn and master how to use the other objective setting variables. Mastering the other variables dramatically increases their chances of success, and, of being able to add massive value, which of, course, in turn makes them promoteable.


Ideas for improvements

Here is a question that might shake you: how many ideas for improvement does your team generate per week? Your current answer speaks volumes about the value you can add. The higher the number, the more value you can add.

With some powerful techniques at your disposal, your future, large number answer, speaks volumes about your ability to add value and the near certainty that you will be promoted.

If you want promotion, being one of the people who can take one of two, or both of two approaches to improvement is essential.

1. You can get other people to generate improvement ideas in real time, any time you wish, for as long as is practical, and in huge quantities.

2. You can generate ideas for improvement, in real time, any time you wish, in sufficiently large quantity to ensure you have a pipeline of great ideas.

Many people react to the above by saying something like: “I am not a creative person.”

They are typically, absolutely right… with the techniques they are currently using.

I have developed tools that enable any mentally normal adult to generate vast numbers of commercially relevant ideas, in real time, any time they wish, systematically and reliably.

If you want to be promoted, generate ideas to add massive value, on an ongoing basis.

What is the “not so smart” equivalent of idea generation?

Lateral thinking.

Would you like to test that assertion? Here’s how:

Ask some people: “How can you be creative?”

A typical answer: “By thinking laterally.”

Probe further: “What is lateral thinking?”

Most likely you will get an answer like this: “Thinking outside the box; being creative.”

Ask this: “Who can do it?”

The likely answer?  “Anyone.”

Then ask: “Can you show me? Give me a demonstration, now.” 

You probably know the response you will get: “Ehm… of course, it takes time… I can’t do it right here… preparation is required.”

Therein lies the problem: ‘lateral thinking’ is not systematic or reliable, and certainly cannot be delivered on demand, in real time. Fortunately, I can provide solutions to that problem.

If you want to be promoted you must be able to generate ideas to add massive value anytime you wish.


Exclusive access

Those are just two of the vast numbers of ways that you can add massive value, ways that your competitors don’t have access to. Why? Because we only work with one company per sector in any 12month period. If we work with you, your competitors are locked out.


Comfort zones

Most people are happy in their comfort zone. Few people are prepared to accept that the techniques they are currently using give them security of an unexpected kind: a secure trap at their current level. There is no growth in the comfort zone. There is no comfort in the growth zone. Developing new skills, mastering new techniques is not easy. Once developed, the payback keeps on coming. Moving in to the growth zone means moving out of the comfort zone. Over the years of coaching, I have noticed that the highest achievers are constantly in the growth zone. Odd as this sounds, they are not comfortable in the comfort zone.


Taking action

If you want to develop your skills, to add massive value, to get promoted you might like this: Dr Nigel MacLennan operates a guaranteed outcomes policy: payment only for results.

If you appreciate the guaranteed outcomes approach, you should be aware of this. Since I work a guaranteed outcomes basis, if your are showing the commitment and taking the agreed steps necessary to add massive, I will do everything possible to enable you to add massive value.

If you want to achieve great results, to add massive value, it will be a joy to serve you, it will be a pleasure to equip you with tools and techniques to achieve your goals.

If you answer, who wants promotion, with an enthusiastic, “I do, and am I committed to adding massive value,” we can work together. If so, you can make contact here.


Prof Nigel MacLennan

Copyright 2016 Dr Nigel MacLennan