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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, 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 read: a hallmark of objectives likely to fail is that an executive proudly present 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 want to be promoted want to learn and master how to use the other variables. Mastering the other variables dramatically increases the chances of success, and, of being able to add massive value, which of, course, in turn makes you promoteable. (Only clients of PsyPerform can access the superior objective-setting methods developed by PsyPerform.)


Ideas for improvements

Here is a question that might shake you: how many ideas for improvement does your team generate per week? Your currently answer speaks volumes about the value you can add, especially if you can’t answer the question, or, worse, don’t even have a measure in place.

With some powerful techniques at your disposal, your future 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.

PsyPerform 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, that is a great way to add massive value, on an ongoing basis.

What is the “not so smart” equivalent of idea generation? Lateral thinking. And if you don’t believe what you are about to read, try it for yourself with colleagues.

Ask most 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 don’t need to be there to 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. PsyPerform have developed 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 you persuade us to work with you, your competitors are locked out. To find out if you can qualify click here.


Who wants promotion?

Another meaning to the question hints at the intensity of desire: who has the drive to develop the skills that demonstrate they REALLY want promotion?

Most people say they want to be promoted. Most people set New Year’s resolutions that are broken by the end of the first week!

If you want to be promoted, you will have to demonstrate that you are serious about it. Why? We only serve people who are as serious about their future prospects as we are.  PsyPerform techniques work and can be mastered by anyone, but only those who REALLY want promotion will do what it takes to master the techniques and apply them.


Comfort zones, ego and denial

Most people are happy in their complacent 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.

Almost nobody wants to admit that what they are doing is just plain ineffective, and in many cases foolhardily wrong.

By contrast, we find that those who is so under control that they delight in being wrong, those who embrace the discomfort zone, those who need to improve, those who are alert to how much denial can thwart their potential, those are the people we get promotion after promotion.


Other threats to taking action

If you are new to PsyPerform, you may not know that we operate a guaranteed outcomes policy: payment only for results.

You may admire, or, be threatened by such a high ethical approach.

If you are threatened by it, you are NOT someone we want to work with. Yes, some people are threatened: “What if the CEO adopts such an approach here? OMG!”

If you admire the PsyPerform guaranteed outcomes approach, you should be aware of this: when a client is not showing the commitment or taking the agreed steps necessary to add massive, we will terminate the contract. Yes, that’s right, we will walk, if you are not as serous about adding value as we are, why wouldn’t we? There are so many people who want to achieve results, and we would rather spend our lives helping them.

Here is our anti-sales message. If you are a “going through the motions” type, if you are a “play the political game whatever the costs to your company” type, if you are a “feel OK about abandoning resolutions” type, if you are a “tick the box” type, please, please, please, select any of the big consultancy houses, they will gladly take your money regardless of outcomes.

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, contact PsyPeform.


Prof Nigel MacLennan

Copyright 2016 PsyPerform