The unwritten rules

As I said, it can be difficult to see which elements play a role in companies' promotion methods. According to Beeson, however, there are three types of competencies that typically play a role in promotions:

Ultimate requirements

Factors that are absolutely indispensable if you want to be a candidate:

• Performs consistently and strongly.
• Demonstrates ethics, integrity and willpower.
• Passionate about leading and taking on more responsibility.

Opt-out factors

Character traits that prevent you from being considered as a candidate:

• Poor social skills.
• Is unpleasant or insensitive to others.
• Puts self-interest before the company's.
• Is narrow-minded in relation to the company and its business.

Core selection factors

Skills that strengthen others' belief that you can succeed at a higher level.

• Sets direction and thinks strategically.
  That is sees market trends and develops a winning strategy that makes the company stand out.
• Constantly creates and upgrades a strong team.
  Ie has a nose for talent and establishes an appropriate level of cohesion in the team.
• Implements without getting involved at too low a level.
  That is defines rules, processes and goals that ensure that things are solved in a reliable way.
• Creates capabilities and space for innovation and change.
  That is have insight into when new ways of doing business are needed. Can bear and have the courage to take risks and change management skills to bring new ideas to life.
• Able to accomplish things across internal boundaries.
  That is demonstrates organizational acumen, influences and influences colleagues, handles conflict well.
• Grows and develops as a leader.
  Gives and responds to feedback, adapts management style based on experience.

It can be difficult to know how you stand in relation to the above requirements, especially if your workplace is not explicit about promotion criteria. Beeson therefore suggests that you go straight to the source: Ask your boss this question: "What skills and competencies do I need to demonstrate in order to be given more responsibility at some point in the future?" In addition to asking your current boss, ask your former bosses the same question.

It can be a difficult question to answer, which is why you can expect to get some vague or generalizing answers. To get more details out of your boss, you can ask some follow-up questions. So like: "What do you mean when you say 'more experience', 'better teamwork' or 'better communication'?"