Get a promotion 

The 8 key steps to effectively asking -- and getting -- a promotion include:

#1: Understand and articulate clearly and precisely what you want and why

First, in any conversation where there’s an ask, you need to be very clear about what it is you want and also what you feel you won’t accept — both the ceiling and the floor. That starts with having valid, outside information about the salary you deserve, based on competitive research and understanding the levers that make you valuable at your own unique workplace.

Spend time on some reputable salary information websites and get a sense of what a competitive salary would be for your level of education, certification and training, years of experience, responsibilities and achievements. Come with a salary range in mind, not just one number, that reflects the highest level that makes sense for your contribution, and also the lowest. But also get the advice of a mentor and sponsor about the range you’re going for so you don’t lowball it and undervalue yourself.

#2: Build a strong case with metrics, scope and compelling supporting information

Having competitive salary information is important but it’s not enough. You also have to build a strong case with what I call the “20 facts of you”— the top 20 achievements and accomplishments that you’ve spearheaded and/or achieved that have moved important needles for your organization, and made a true difference. These should be facts — not opinion — with documentation, metrics and data (such as revenue gained, savings achieved, new clients signed and what they’re worth, new projects initiated and their financial impact, processes you’ve streamlined, leadership impact you’ve had, etc.) that have helped the company achieve its top goals.

#3: Recognize how your promotion will impact the “ecosystem, ” the org chart and key processes and projects underway in the organization, and the best timing for the promotion

I recently worked with a client, let’s call her Pamela, who was a senior director at an international sales organization. The leadership team wanted to promote her to Vice President and replace (and then fire) Bill, the individual currently in the role. It was a very messy situation, with potentially a great deal of fallout affecting not just Pamela and Bill, but the entire team under Bill and other colleagues who’d been with Bill for years who were loyal to him and were not in favor of Pamela taking over.

In addition, the timing of the announced promotion was important as there were key deadlines the existing team was working towards that were essential for the success of the company. Pamela's promotion needed to be timed in a way to generate the least amount of disruption.

A staff promotion doesn’t just affect you—it impacts the entire ecosystem. 

It will be important that you understand and share your insights on how this promotion will affect the organization as a whole, and also demonstrate a clear grasp of the alliances you’ll need to form (or smooth over) in order to be successful in your new role.

#4: Have on hand recommendations, endorsements and votes of approval from influential sponsors, mentors and colleagues who are your fans

Bring with you to the promotion discussion a file that contains as many letters or notes/emails of recommendation and support as you can. Collect and save emails from influential colleagues and other team members that demonstrate the support you have and the positive impact you’ve made. These will go a long way to demonstrate that you’re the right person for this promotion, given your history.

And wherever you can, build your network on LinkedIn (connect with employees of your organization and well beyond) and ask for recommendations there, as they’re highly visible and easily accessible and demonstrate the power of your personal brand.

#5: Share your take on how the organization will benefit when your “ask” is granted

In speaking with your boss about a potential promotion, you’ll want to share in detail what you believe will be the positive effects and outcomes for the organization of your expanded role.

I remember back in my corporate marketing career when I served as one of a number of Vice Presidents, my manager and I were at lunch and he discussed that he wanted my role to be potentially be expanded to oversee an additional set of products and services worth millions in revenue. We discussed it at length, and one question he asked was about how I thought I could take the successes I’d achieved in my initial role and apply them to the new business I’d be heading.

I was prepared with answers to that and did get that promotion, and a commensurate raise in salary.

#6: Practice with a mentor/sponsor who can role-play the promotion discussion

As a speaker and leadership trainer, I speak frequently in public and on video, and I’ve experienced firsthand how important it is to prepare in advance for any key talk, by saying the actual words out loud to someone you trust and receiving helpful critique.

It’s not enough that you say the words in your head. You have to formulate your thoughts into words and articulate them out loud. Then, work on your "energy" when delivering those messages.

Practice your promotion pitch with a mentor or adviser who can role-play it with you, and who will serve as the devil’s advocate, bringing up hard challenges and questions that you need to be prepared to answer in a confident, calm way.

#7: Explain how your vision at work ties into your personal mission

Above and beyond statistics, metrics and compensation data, it’s also important to step back and look at how this promotion—with its expanded role and contribution—will be fueled and supported by your passion, purpose and commitment to the organization’s success. Talk about how this role aligns with what you care about most, and how it will help you achieve not only the top business goals but your personal goals as well, for making a positive difference and leading in the way you dream to.

#8: Finally, get a grip on your emotions

Asking for promotion and negotiating powerfully and confidently for the ideal responsibilities and compensation shouldn’t be about your emotional needs.  

Getting a promotion should not be couched as an emotional "want" but more about what you deserve and have earned. Leave emotions out of it. It’s business here — and it’s about what you have contributed, how you positively impact the organization, how you make things happen in ways others don’t and why your company and manager will benefit directly when you have increased responsibility and commensurate compensation with that expanded sphere of influence.

If the answer is “no” or “not yet,” you’ll want to ask for a clear reason why, and also ask for the chance to work out a development plan with your manager that will outline the necessary steps to get the promotion you want in the near future. If they simply won't work with you on a development plan, or give you clear feedback on your promotion ask, it may be a strong sign that it's time to explore opportunities elsewhere, where advancement, growth and essential feedback from your managers (that you deserve and have earned) are possible for you.

In the end, it's essential to learn how to "find brave" and ask for what you want. But make sure to do that in a planful, calm, and effective way that will help you generate the outcome you hope for.