Visibility Matters
We’ve all seen it happen. A high-performing team member—dedicated, reliable, and consistent—quietly hopes their work will speak for itself. They assume recognition and promotion are the natural next steps. But when that long-awaited opportunity doesn’t materialize, frustration sets in. And too often, they walk away, feeling undervalued and unseen.
This isn’t just a loss for the individual—it’s a missed opportunity for the organization. But here’s the truth: growth, like most meaningful things in life, doesn’t come just by waiting. It comes when you ask.
The Silent Belief: “If I’m Good Enough, They’ll Notice”
Many professionals hold on to the belief that being good at their job should be enough. And to some extent, it’s understandable. We’re taught from an early age that hard work pays off. But in the world of work—especially in dynamic, fast-moving organizations—visibility, intention, and communication are just as important as performance.
Leaders and managers are juggling multiple priorities. While they may recognize your contribution, they may not automatically know what you want next—unless you tell them.
Why Asking Matters
Asking for growth isn’t about arrogance or entitlement. It’s about clarity. It shows your ambition, your willingness to take ownership of your career, and your commitment to the organization’s future.
When you express your aspirations, you give your manager something to work with. You invite them into the conversation. And you create the opportunity to align your goals with the company’s needs.
So how can you do this well? Here are a few tips.
1. Be Curious, Not Demanding
Start by showing curiosity, not entitlement. Ask your manager:
- “I’d love to grow into a leadership role here. What would success look like in that direction?”
- “What kind of skills or contributions are needed at the next level?”
This opens up a constructive dialogue. It positions you as someone eager to learn and evolve—not just someone chasing a title.
2. Share Your Aspirations Early and Often
Don’t wait for the annual review. Career conversations should be ongoing. You might say:
- “One of my goals this year is to step into more strategic work. I’d love to talk about how I can contribute at a higher level.”
Even if a promotion isn’t available right now, your manager can start thinking about how to support your development. It also ensures you’re top of mind when opportunities do arise.
3. Ask for Feedback—Then Act on It
Feedback is your roadmap. Instead of guessing what’s expected, ask directly:
- “What do I need to demonstrate to be considered for the next level?”
- “Where do you see gaps in my readiness?”
Then take those insights seriously. Follow up with your progress. Show that you’re committed not just to the role, but to growth.
4. Align Your Goals with Business Needs
Promotions aren’t just about personal growth—they’re about business value. When you talk about your aspirations, link them to the organization’s goals:
- “I see an opportunity to lead X project and build capabilities in Y. I believe that could really support our next phase of growth.”
This makes your case stronger. It shows you’re thinking like a leader already.
5. Create a Development Plan Together
Once you’ve opened the door, keep it open. Ask your manager to co-create a plan with you:
- Milestones to hit
- Skills to develop
- Stretch assignments to take on
This gives both of you a clear path forward and shared accountability.
The Bottom Line: Closed Mouths Don’t Get Fed
In today’s world, silence can be misinterpreted as satisfaction. If you want to grow, speak up. Asking isn’t a weakness—it’s a strength. It signals that you care about your future and are willing to take ownership of it.
As a leader, encourage your team to do the same. Create a culture where asking for growth is normal, welcomed, and respected.
Because when people ask—and leaders listen—that’s when real growth happens.