QUESTION: First, let me get promoted, and then I will learn the new skills required for the position.
REALITY: To be considered for promotion, you need to demonstrate the necessary skills beforehand.
Promotion is a much-desired proposition, and many employees spend a lot of time thinking about it. They feel that merely having been in a position for a good number of years makers them eligible for time-bound promotion or when the next opportunity comes along. Many of them do not realize that they need to demonstrate, in the existing position itself, the skills required for the next level. It is not a given that a person doing very well in his current role will remain a high performer after promotion. One has seen many examples: an excellent COO, but an average CEO; an excellent manager, but an average VP; and so on. As per the Peter Principle, in a hierarchy, every employee tends to rise to his level of incompetence’. This implies that, beyond a certain level, any promotion might be counterproductive if one has reached one’s highest level of competence.
Moreover, as you grow in your role, it is not only subject-related skills that are required, but also soft skills that play a significant role. Skills should be acquired through a variety of means- training; seeking help from others; self-study; and taking up additional responsibilities.
WHAT CAN YOU DO AS THE EMPLOYEE? It is always better to keep refining and acquiring subject-matter knowledge as well as soft skills at regular intervals and demonstrating them in your job functions. This will create confidence in the manager that you will succeed after promotion.
WHAT CAN YOU DO AS THE MANAGER? Your job is to help fulfill the employee’s career aspirations by providing projects, training and coaching advice. Help the employee identify the skills and competencies required at his current job level and at one level above. You could also sponsor courses he could attend. But don’t forget’ the onus of skill improvement is totally on the employee, and not on you.
