25 Oct Are you ready to be promoted ?
Are you prepared for a promotion?
This question can be quite profound and challenging.
Often, the demands of the business move ahead of personal development needs. During a busy work environment, you may find yourself faced with the prospect of taking on a new role, whether it’s a vertical or horizontal move. This can present a significant dilemma, and both a “Yes” and a “No” can be equally challenging decisions.
To navigate this decision, consider the following steps:
- Gather Information:
- Ask for a clear understanding of the expectations associated with the new role.
- Inquire about your reporting structure, whether it involves direct or dotted lines.
- Identify key stakeholders.
- Explore the composition of your potential team, including its size and roles.
- Understand the onboarding process, including the time frame and content.
- Discuss available development resources, such as online courses, face-to-face training, mentoring, and coaching.
- Evaluate Pros and Cons:
- Based on the information collected, create a list of the advantages and disadvantages of both the new role and your current one.
- Reflect and Decide:
- Take the time to reflect on your options. It’s okay to revisit your decision more than once.
- Ultimately, the decision is yours to make, and there is no definitive right or wrong choice. Each path carries its own set of risks, but the key is to minimize those risks and feel comfortable with your decision.
- Embrace the Future:
- Once you’ve made your decision, focus on moving forward. There’s no changing the past, but you can extract valuable lessons from your experiences.
In my own career, I often reminded myself that it takes a few months (usually 3 to 6, depending on various factors) to become truly productive in a new role. Succession planning is a process designed to support individuals in transitioning to new roles, ensuring they are well-prepared, confident, and capable of delivering results promptly.
One critical condition for the success of the succession planning process is that it must be actively implemented, not just left as a theoretical concept. A process sponsor and a responsible manager should oversee the progress and regularly report on it to the sponsor.