Your network isn’t really the reason why you feel stuck at manager-level, and you’re yet to rise into senior leadership… If it were true that you needed to network more, then the leaders in your existing network would see you as a leader, and all that would be needed is to have a few more advocates supporting your promotion. But they don’t…. And that’s why they aren’t advocating for your promotion… While others are telling you that you need to network with a bunch of executives to get promoted, I’m teaching my clients how to develop deep meaningful relationships with 2 influential leaders in their existing network. And it’s creating results 🙌🏽 A client messaged me the other day celebrating her promotion while she was looking for another job. She definitely wasn’t networking but what made the difference? The deep relationships she nurtured with 2 leaders who’ve supported her career advancement… The difference between what everyone is telling you to do to get promoted & what the clients in my world are doing? We are focused on elevating our identity & layering it with ONE thing we want to be known for… This is the Elevate Leader’s formula Elevating your identity and layering on a powerful leadership brand with just 2 influential leaders seeing the shift in you, will get you promoted way faster than trying to network your way to the top. If you’re ready to rise & claim your promotion, go first as a black woman in leadership, my work is for you. This is the work we’re doing for the next 6 months with my clients in the Elevate Collective. DM me the word COLLECTIVE for details 🖤

I recently shared my story about a title change I got at work, with no pay raise or promotion tied to it... I was so disappointed and felt blind-sided. But when I looked back at the situation objectively, I realized that I was what I call "friendzoned" The decision-makers at work didn't yet have the confidence that I could truly lead at the next level. And I was to blame for that... Talk about radical responsibility (which is a necessary ingredient if you're serious about advancing your career) Back to the story: So, my bosses friendzoned me, and started throwing small rewards here and there, hoping I would stay on in the organization because I was very good at being a manager, not quite ready to become a Director. Fast forward to late 2020, I got serious about my career advancement, took radical responsibility, hired a coach to mentor me along the way, and created a solid promotion strategy. These are the main pillars of the strategy - my tip for today is to start working on it now... The next performance review might seem like a long way out, but senior promotions are all about creating a slight advantage and this is how you do it. 1️⃣ Knowing what you want 2️⃣ Knowing who you are and what USP you’re selling (you’re always selling btw) 3️⃣ Knowing who else is supporting your promotion besides your boss 4️⃣ Knowing what your vision is for your leadership role and how it fits into the future of your organisation’s strategy 5️⃣ Having a strong team leadership plan (this doesn't happen by chance) What are you going to focus on this month in your promotion strategy? Comment below 👇🏽 _____________ 🖤 P.S If you're tired of getting meaningless title changes and you're ready for a REAL promotion into senior management... 𝗗𝗠 𝗺𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝗱𝘀 𝗖𝗢𝗟𝗟𝗘𝗖𝗧𝗜𝗩𝗘 over here in the community to join the Elevate Collective & create a leadership brand & identity that gets you the Director/VP title. 🗓 We start on Jan 29th & we are almost half full! 📣 Applications are open through to Jan 26th

How to turn your next performance review into a ticket to the leadership promotion shortlist 📣 You can have the perfect year when it comes to your KPIs, and still have a horrible performance review Especially if you’re overly focused on overdelivering and hoping that your efforts will not go unseen 😳 WHY? 👇🏽 Most of the time the decision-makers are too busy focusing on their own KPIs to be tracking down what you’ve been doing all year. 📌 So first {SAVE} & implement these tips ahead of your next performance review 1️⃣ Get Clear on what it is that you want, and don’t shy away from making your ambitions know 2️⃣ Know what your USP is. Why should you be the one to get promoted? Why should you be entrusted with leadership? Why should anyone follow you? 3️⃣ Practice articulating & selling your achievements in 3 powerful statements (yes I said SELL). You are selling a service, and one of the mistakes we make as WOC is to stop selling ourselves once we get the job. Don’t stop. Selling is how you create perception of VALUE. Delivering is how your give VALUE. 4️⃣ Identify your advocates & start nurturing those relationships (WAY ahead of performance review season). Make sure your advocates know what you want, what you’re capable of and what you’ve achieved. They will speak for you in the promotion review roundtables when you’re not in the room. Don’t rely on your boss alone to do this for you. 5️⃣ Prepare for your performance review like you’re preparing for an interview. This is the one chance you have to PITCH & SELL your leadership brand, so you might as well prepare for it! Which tip will you be implementing in your next performance review?

We are often encouraged to be ourselves, and then when we get to the workplace, we are told the exact opposite. Speak like this… Act like this… Network like this… Lead like this… Today, I am offering a new way of stepping into your full leadership potential ✨ → Listen to the voice note over here and let me know how are you taking back your personal power today?