Promotions and career leaps rarely happen just because we “worked hard.” They happen when your value is visible, aligned to business needs, and easy to advocate for. If you’ve been feeling stuck, try a simple 90-day plan that turns vague ambition into measurable momentum.

Step 1: Pick a “Promotion-Proof” Direction (Week 1)

Before you add new tasks to your plate, clarify what you’re aiming at.

• Target role/level: What’s the next role you want (or the scope you want within your current role)?
• Success signals: What does “ready for the next level” look like on your team? (Think: ownership, influence, outcomes.)
• Business alignment: Which priorities matter most right now—revenue, retention, cost reduction, delivery speed, quality, customer satisfaction?

Tip: If you’re unsure, ask your manager: “What are the top 2–3 outcomes that would make the biggest difference this quarter?”

Step 2: Choose 1 High-Impact Project + 1 Skill Upgrade (Weeks 2–4)

Growth accelerates when you combine results with capability building.

A) The High-Impact Project

Pick a project that is:

• Measurable (time saved, defects reduced, pipeline increased, cycle time improved)
• Visible (stakeholders beyond your immediate team)
• Strategic (clearly tied to team/company goals)

Examples:

• Automate a recurring report to save 3 hours/week
• Improve onboarding so ramp time drops by 20%
• Lead a small cross-functional fix to reduce customer complaints

B) The Skill Upgrade

Choose a skill that supports the next level (not just what’s interesting).

• Communication & executive summaries
• Stakeholder management
• Data storytelling
• Project leadership

Tip: Commit to one structured resource (course, book, internal training) and practice it weekly in real work.

Step 3: Make Your Work Easy to Advocate For (Weeks 5–12)

A common career blocker: you’re doing great work, but others can’t describe it.

Use a simple weekly “wins” log:

• Context: What problem were we solving?
• Action: What did I do?
• Result: What changed (metric, feedback, risk reduced)?
• Next: What’s the next step or ask?

Then send a brief update every 2–3 weeks to your manager (or mention it in 1:1s). Keep it outcome-focused, not activity-focused.

Step 4: Ask for a Growth Conversation (End of Day 90)

Bring evidence + a clear ask:

• “Here are the outcomes I delivered.”
• “Here’s how I’m operating at the next level.”
• “What would you need to see from me in the next 60–90 days to support a promotion/expanded scope?”

Bonus: Practice that conversation with a mock interview tool or a friend—your clarity and confidence matter.

If you built a 90-day growth plan starting today, what would your one high-impact project be—and what’s the skill you’d pair it with?