Summer’s nearly over - it’s time to have that promotion conversation
Yep I said it. Summer’s nearly over.
You can give me that face all you want—but you know it’s true.
And while you're sipping that final Daiquiri with your toes in the sand, I know your mind is already drifting back to work... and that career move you’ve been putting off.
No more ‘not this year’ or ‘you’re not quite ready.’
This time, you’re going in prepared to fight for what’s yours. You’re ready to have the promotion conversation.
But—are you really?
Why women don’t always get promoted (even when they’re ready)
If you’ve ever thought:
‘Surely, if they thought I was ready, they’d just promote me?’
Here’s the uncomfortable truth: Competence isn’t enough.
The women who are getting promoted are those who are capable AND confident in initiating the right conversations—at the right time.
Based on my experience coaching over a hundred brilliant, ambitious women, here are four things you absolutely need to get right to make your promotion happen.
1. Understand how promotions actually work in your organisation
There’s the formal promotion process and then there’s the stuff that’s not written down.
What are the unspoken rules? (e.g. ‘You can’t get promoted within two years of being promoted’ or ‘You need to have X in the pipeline’.)
Who’s been promoted recently, and how did they do it?
What influence does your line manager or sponsor have?
Who are the other key decision makers?
What’s your company’s appetite for promotions right now? How squeezed are they? What areas of the org are growing?
👉 Action: Speak to colleagues who’ve been through the process. What do they wish they’d know before they started the process? What did they learn?
2. Do the prep work (to reduce the cringe factor)
Preparation = Confidence.
Identify the competencies for the next level.
Gather evidence of when and how you’ve demonstrated them.
Use the STAR method (Situation, Task, Action, Result) to tell clear, concise stories.
Get feedback from mentors or trusted colleagues.
💡 Top tip: Be bold about the impact of your work—not just the tasks you completed. What was the impact on you, your team, your area, the organisation/client.
✅ Some organisations expect you to already be doing the next role before promoting you. Others want you excelling in your current role. Either way, show you’re already 90% of the way there.
Also, prepare for the question about development areas—but don’t lead with them. Have them ready to show self-awareness, but focus first on your strengths.
3. Know your boss (and take the lead)
Your line manager may be:
A talker who dominates 1:1s
Someone who constantly reschedules meetings
Too busy to focus on your development
No matter their style, you own this conversation.
📅 Schedule time in advance and clearly frame it as a development discussion. Make it non-negotiable.
🎯 Your goal is to make it easy for them to say:
‘Yes—I’m in. Let’s make this happen.’
4. Have a promotion conversation that commands respect
Don’t open with:
“Do you think I’m ready for promotion?”
Why? Because you're handing over control. You’re making it easy for them to say ‘Not yet.’
Instead, lead with clarity and collaboration:
‘I’ve reviewed the competencies for [next role] and gathered examples of how I’ve delivered against them. Based on this, I believe I’m ready for promotion. How can we work together to make it happen?’
Then pause. Let the silence do the work. Silence isn’t an invitation for you to say more. You’ve said what you need to say. Give them the space to think.
If you get pushback like ‘you’re not quite ready,’ say:
‘I’d like to walk you through my examples so you can see why I believe I am ready.’
If they rush to list all the reasons you’re not ready, say:
‘Can we first look at the areas where I am already operating at that level? Then we can talk about development opportunities.’
You are driving this. Not apologising for it.
Align on the path forward
If the first conversation doesn’t result in an immediate ‘yes’, that’s OK. Your goal is alignment and a clear path.
✔ Confirm the areas you do meet
✔ Identify development areas with specific actions
✔ Agree what success looks like
✔ Set a timeline with regular review meetings
You’re building a joint action plan—and holding your manager accountable for their role in it.
When feedback is vague or biased, challenge it
Let’s be honest. Sometimes the feedback we get as women is... frustratingly vague.
‘You just need more presence/confidence/visibility.’
Not helpful.
Push for specifics:
‘What would I have achieved if I were ready?’
‘Can you give me a specific example of what more confidence looks like?’
‘When did I not show visibility—what would you have liked to see instead?’
👉 If the feedback isn’t actionable, it’s not you—it’s them.
Keep the momentum going
Once you've had the conversation:
Follow up in writing
Summarise actions and timelines
Schedule the next check-in
This isn’t a one-and-done. Promotions take persistence, and the follow-up is where many people drop the ball.
Not you. You’re in this for the long game.
Final word: You are ready for that promotion
Your promotion isn’t just about performance—it’s about positioning, visibility, and self-advocacy.
And if you’re still feeling overwhelmed or wondering what’s the point?’ Book yourself into the Career Clinic