Getting promoted (or landing a stretch role) rarely happens because you “work hard” in general—it happens because the right people can see your impact, and that impact maps clearly to the next level. If you’ve been feeling stuck, try a 30-day promotion sprint to create momentum and clarity.

Step 1: Define the next level (in plain language)

Before you ask for anything, get specific about what the next role actually requires.

• Review your company’s level rubric or job descriptions for the next title.
• Identify 3 core behaviors (e.g., “drives cross-functional alignment,” “owns outcomes,” “mentors others”).
• Translate them into observable proof: What would someone see you doing each week?

Action: Write a one-paragraph “next-level definition” and share it with your manager: “Here’s how I’m interpreting the next level—am I missing anything?”

Step 2: Choose one high-leverage problem to own

Promotions are often earned by solving a problem that matters.

Look for opportunities that are:

• Visible: leaders care and will hear about it
• Measurable: you can show progress in metrics or milestones
• Cross-functional: involves partners beyond your immediate team

Examples:

• Reduce cycle time for a key workflow
• Improve onboarding documentation and ramp time
• Fix a recurring customer complaint pattern

Step 3: Make your impact easy to track

If your work isn’t trackable, it’s forgettable.

Create a simple “impact log” with:

• Problem → action → result
• Before/after numbers (even estimates)
• Stakeholders involved
• What you’d do next

Pro tip: Keep it to bullet points; you’ll reuse it for 1:1s and review cycles.

Step 4: Build allies (not just output)

Career growth accelerates when you become known as someone who:

• Communicates early (no surprise launches)
• Clarifies tradeoffs (time, scope, quality)
• Helps others succeed (quick coaching, templates, context)

Aim for two intentional relationship moves this month:

• Ask a senior peer for a 15-minute “what would great look like?” chat
• Offer support to a partner team in a small but meaningful way

Step 5: Have the promotion conversation the right way

Instead of “Do you think I can get promoted?” try:

• “What would you need to see from me to be confident I’m operating at the next level?”
• “Which 1–2 outcomes this quarter would most strengthen a promotion case?”
• “Can we align on a timeline and checkpoints?”

Your turn

If you ran a 30-day promotion sprint starting today, what’s the one high-leverage problem you’d choose to own—and what would measurable success look like?