How can you get the right training for a promotion?

You need to understand following before moving to next level - Roles and Responsibilities delivered at next level - Are you doing 30 to 50 % of that already if not - find out the gap - Do 1-1 with your direct leader check with him are you ready for next level if not he/she will help you to understand the gaps. Take advice and feedback from your direct leader -Do coffee chat with other leader or stake holder you might need their support Once you have this Create a table for your preparation with gaps like leadership or technical or soft skills

Some tips to assess the needs - 1. The most important is to become aware of time taken to finish your work from the current role. 2. Are you doing it with creativity? 3. What additional responsibilities you have taken by yourself & has it been noticed by the higher management level? 4. Did you get appreciation for that? 5. What are the different areas of interest included in the promotion? 6. Do your best to refine the new skill sets required for the new area of interest? 7. Do everything with commitment, dedication and outcome you want.

At the end of every project ask this: What would I have done better. Then, devise an action plan to improve in those areas, and present it to those who provided you with feedback.

It's important to look ahead and think about key competencies that will make you effective in the role that you're seeking. If you're lucky, those competencies may already be laid out so that you have an idea of what attributes you need to develop. To become a department supervisor, for example, maybe the key competencies needed to succeed are persuasion, presenting, motivating, and being adaptive. How do you develop these skills? A persuasion and negotiation course is a good place to start. Having plenty of opportunities to present data and refine your communication skills. Learning key theories on motivation and maybe a bit of psychology too would help. Learning to evaluate different perspectives can make you more adaptable, too.

Here's a mind blowing AI hack to assess your needs: 1. Look up job descriptions for the roles above you. E.g. If you're an Ops Manager, look up Sr. Ops Manager roles. 2. Get 5 or more job descriptions. 3. Copy and paste them into an AI app (GPT, Bing). 4. Tell it to analyze the descriptions for the skills and experiences that all of them have in common. 5. Tell it to sort the list by the most important and rare skills. 6. There's you roadmap of skills and experiences to gain for your next role. 7. Take on more projects that give you those skills. Delegate projects thtmat don't. 8. Train your replacement. Don't give your company an excuse not to promote you. "We can't afford to replace you" is a common excuse. Go get em!

Sabendo onde quer chegar olhe atentamente as opções de desenvolvimento que o mercado oferece. Não faça algo apenas porque todos fazem. Identifique os seus gaps e onde e como você pretende se diferenciar dos demais profissionais e busque formações especificas. Hard skills não irão te diferenciar, seja excelente tecnicamente e procure desenvolver suas soft skills.

Reach out to colleagues who currently hold the position you are seeking, or others in that department. Learn as much as you can about the day to day tasks of the position you aspire to, then perform a gap assessment to determine what additional skills you could learn that would be helpful in the role. Share your goals with leaders and ask for their guidance and support. Seek out a mentor. Inquire if there is an opportunity to be involved in a project.

There are various avenues for professional development, from formal courses to on-the-job training. In my case, I explored online platforms, attended workshops, and sought mentorship within the company. Each option offered unique benefits, allowing me to tailor my learning experience to match both my learning style and the demands of the prospective promotion.

It’s a great idea to get a mentor and/or a sponsor within an organization. Sometimes this is through a formal company mentorship program and other times it is through your own networking. Other people have great perspectives and insights you may not have thought of and tapping into the collective resources around you will give you new data you can work with to further your career.

In my experience, a valuable strategy for career advancement is actively seeking feedback. I make it a point to ask for insights from peers, leaders, stakeholders, and mentors to identify areas for improvement. Embracing the willingness to seek help is crucial; after all, nobody is born with all knowledge. “What else I am missing to achieve my goal?”

Assim que adquirir uma nova competência coloque-a em prática imediatamente, caso contrário, seu investimento financeiro e de tempo serão perdidos. Mesmo que na sua atual função não tenha possibilidade de praticar tente desenvolver projetos paralelos. A melhor ferramenta que temos para desenvolvermos nossas competências é a prática constante. Como diz o ditado: a prática leva a perfeição.

Remember in my experience, being aware of your surroundings and your shortcomings helps you to learn more. And plan ahead for the learnings and success for the next promo.

The best ‘training’ for a promotion is likely going to be ‘on-the-job’ - most promotions happen when you’ve demonstrated to leaders that you’re ready for next level roles and responsibilities, by showcasing those abilities in your current role. Yes, most companies will offer development training or special leadership courses (those don’t hurt) - but they’ll never be substitutes for proven success in the field.

Typically, promotions don't come from training or certification. Promotions come from tangible contributions to the department and company. They come from building positive relationships with your manager, teammates, and influential people in the company. Promotions come from delivering value and making your value known far and wide. I've seen poor career development advice all my life. The title of this is a prime example, and the section headings aren't helpful either. If you want a promotion, don't ask your boss "How do I get a promotion?" or "What training do I need to get promoted?" Ask your boss, "What are our objectives, and how can I help?"

Promotion should not be your primary objective. Training for this purpose (say, an MBA degree) does not carry you very far. Appropriate training is about enhancing your skills and capabilities, about your value-creation capacity. Therefore expert training in some "parallel reality" is not the key, but the best training is 1. experimental and hands-on, 2. systemic taking into account several stakeholders, and 3. co-creative, not a solo effort.

Promocionar en la organización requiere un enfoque deliberado y planificado. En primer lugar debes identificar esos roles o proyectos de interés para tu desarrollo, identificar las habilidades necesarias y comunicarlo a los responsables. Busca oportunidades para trabajar en proyectos que te expongan a las responsabilidades del nuevo rol. Esto demostrará tu interés y capacidad. Explora programas internos y externos para adquirir esas habilidades necesarias, considerando mentorías y participar en proyectos relevantes. Busca retroalimentación continua para ajustar tu enfoque y demuestra tu compromiso con el aprendizaje continuo y con el desarrollo para contribuir a la mejora del desempeño y de los resultados de la organización.

Get leadership training early in your career. Search, apply, and attend at least one (2-3 are better). Having a cert on this will provide a proof and solidify your leadership skills, which will be one of the supporting factors that your bosses consider to promote you. Imagine if they had to compare between you who have these certs showcasing your commitments and your colleague who hadn’t attended any training. You already scored a brownie point there.