Executive Promotion Pathways

I got fired twice because I had poor soft skills. Then, I became VP at Amazon, where my job was more than 80% based on soft skills. This was possible because I stopped being an outspoken, judgmental critic of other people and improved my soft skills. Here are 4 areas you can improve: Soft skills are one of the main things I discuss with my coaching clients, as they are often the barrier between being a competent manager and being ready to be a true executive. Technical skills are important, but soft skills are the deciding factor between executive candidates a lot more than technical skills are. Four “soft skill” areas in which we can constantly improve are: 1) Storytelling skills Jeff Bezos said, “You can have the best technology, you can have the best business model, but if the storytelling isn’t amazing, it won’t matter.” The same is true for you as a leader. You can have the best skills or best ideas, but if you can’t communicate through powerful storytelling, no one will pay attention. 2) Writing Writing is the foundation of clear communication and clear thinking. It is the main tool for demonstrating your thinking and influencing others. The way you write will impact your influence, and therefore will impact your opportunities to grow as a leader. 3) Executive Presence Executive presence is your ability to present as someone who should be taken seriously. This includes your ability to speak, to act under pressure, and to relate to your team informally, but it goes far beyond any individual skill. Improving executive presence requires consistently evaluating where we have space to grow in our image as leaders and then addressing it. 4) Public Speaking As a leader, public speaking is inevitable. In order the get the support you need to become an executive, you must inspire confidence in your abilities and ideas through the way you speak to large, important groups of people. No one wants to give more responsibility to someone who looks uncomfortable with the amount they already have. I am writing about these 4 areas because today’s newsletter is centered around how exactly to improve these soft skills. The newsletter comes from member questions in our Level Up Newsletter community, and I answer each of them at length. I'm joined in the newsletter by my good friend, Richard Hua, a world class expert in emotional intelligence (EQ). Rich created a program at Amazon that has taught EQ to more than 500,000 people! The 4 specific questions I answer are: 1. “How do I improve my storytelling skills?” 2. “What resources or tools would you recommend to get better in writing?” 3. “What are the top 3 ways to improve my executive presence?” 4. “I am uncomfortable talking in front of large crowds and unknown people, but as I move up, I need to do this more. How do I get comfortable with this?” See the newsletter here: https://lnkd.in/gg6JXqF4 How have you improved your soft skills?

Before becoming an Executive, I was an INVISIBLE contributor for the first 10 years of my career. (you probably are too) I was: Dreaming of recognition but → keeping my head down and hoping someone would notice Dreaming of promotions but → waiting for my turn instead of advocating for myself Dreaming of leadership roles but → staying quiet in meetings to avoid rocking the boat Dreaming of making an impact but → underselling my achievements to appear humble Turning point? I got snubbed for promotions not once, not twice but THREE times. Staying quiet was getting me a first-class seat at my DESK. After the third snub, I realized: I can't stay quiet and expect someone to notice me. I will always care more about my career than anyone else. I can't expect someone to articulate our value for me. I worked on: Actively sharing my accomplishments: "Our team's productivity increased 30% last quarter due to the new process I implemented." Clearly communicating my career goals: "I expressed my interest in leading the upcoming project to my manager, highlighting my relevant skills." Volunteering for high-visibility projects: "I took charge of presenting our department's quarterly results to the executive team." Quantifying and presenting my contributions: "I created a dashboard showing how my initiatives saved the company $500K annually." I eventually became an executive once I put these into practice. You don't need to change jobs every time you hit a roadblock. Or throw money at the problem with another degree or certificate. Learning to articulate your value can make all the difference. To master value articulation: Keep a detailed record of your achievements Align your work with company objectives and highlight this connection Practice describing your impact in concise, compelling ways Seek opportunities to present your work to leadership Regularly update your manager on your progress and aspirations Remember: "Your work speaks for itself, but only if you give it a voice." #aLITTLEadvice

Most execs master presence too late. 15 seconds decide your fate. I've sat in hundreds of boardrooms. I've seen hundreds of executives pitch themselves. I've made million-dollar promotion decisions. Here's what most don't understand: Two executives may enter the same boardroom. Both have an impressive track record with stellar results. Yet only one walks away with the offer. The difference? It's not about skills or experience. It’s executive presence. Here are 7 power moves that instantly transform your presence: 1/Master The First Impression →Begin the conversation like you’re the decision-maker. →Command attention through strategic body language.  →“Our Q3 cost optimization results exceeded expectations by 30%. 2/Activate Strategic Silence →Speak less, but make every word count. →Wait for precise moments of influence.  →“I understand your position. Here’s what truly moves the needle.” 3/Speak The Executive Language →Lead with metrics that matter most to the business.  →Speak directly to shareholder interests with quantitative results.  →"This initiative drives 3x ROI by Q3." 4/ Build Power Alliances →Map hidden influence relationships strategically and connect often.  →Solve problems across multiple business units.  →"I noticed an opportunity in your division..." 5/Create Strategic Visibility →Volunteer for high-level projects.  →Champion the most challenging initiatives now.  →"I'd like to spearhead this transformation." 6/Master Crisis Moments →Maintain composure when everyone else panics.  →Transform problems into key opportunities.  →"Here's our 30-day turnaround plan…" 7/Craft Your Narrative →Create a ”wins“ portfolio and document every significant win.  →Publish your behind-the-scenes strategic impact.  →"Our team’s latest breakthrough led to a 30% ROI." Results alone can't guarantee career success. Executive presence determines your future path. What powerful has worked for you? Share your winning strategy below. ⇣ 🔔 Follow me (Loren Rosario - Maldonado, PCC) for more C-suite insights.  ♻️ Share with an aspiring executive

Here’s how to secure your VP role in medical sales in the next 6 months. I call it the Triple S System. (built after reviewing 16,000+ resumes) Refined by coaching hundreds of medical sales pros into leadership roles. Here’s how to leverage it on your path to VP: STORY > What it means: Your story is your leadership narrative. It’s how you connect the dots of your career in a way that resonates emotionally and strategically. > Why it matters: VP roles are about vision and influence. Your story shows how you've led through change, grown through challenge, and delivered consistent value. > First step to take: Write out your 3 biggest career pivots or wins. >> Ask: “What did I learn, who did I impact, and why does this matter now?” < STYLE > What it means Style is your executive presence -- how you show up on paper, online, in interviews, and in conversations. It’s your personal brand BUT it's equally about relevance to your target. Who do you want to attract? (I know you've been wondering how to build one -- this is part of it) > Why it matters: Before you ever get an interview, they’re Googling YOU. They're already looking. Your vibe on your resume, in person, and on your linkedin profile is a 24/7 executive recruiter magnet (or repellent). > First step to take: Audit your target. What are they working on, who do they tend to hire, where do they engage, and what do they care about. Then, update your own STYLE to suit that VP role. This includes your resume, LinkedIn headline, banner, and About section. Do they reflect your VP ambitions, or just your past roles? Update your About section to sound like someone leading, not seeking. Not sure what you need to put in there? Start engaging 3x/week with content in your industry and see what they're all talking about. This will help jog your memory for how you do it (personal branding) and what they care about (relevance. STATISTICS > What it means: Statistics are the measurable proof behind your story. These are the metrics that showcase your results and make you impossible to ignore. > Why it matters Feelings open doors, but data closes them. Bc VPs aren’t just hired, they’re justified. And data helps other people "put on" your impact and imagine their own outcome should they have results like you quantified. > First step to take: Create a “brag file.” Dump in wins by category: sales growth, team performance, market expansion, product launches, thank you notes, testimonials, etc. Aim for 5-7 metrics that show how you deliver bottom-line impact. __________________ When you align your Story, Style, and Statistics you go from qualified to *unforgettable*. And that’s when you become the category of one. > 1 <

3 insights from $500K in raises my clients landed: 1) Consistency beats overwork every time. Many professionals think promotions are about doing more. But constant overwork creates burnout—not growth. The real key is finding what drives impact in your role: → 1 leadership skill to master → 1 key project to own → 1 strategic outcome to deliver When you focus on these for 12 months, results compound. Because promotions don’t happen from doing everything. They happen when you make a clear, visible impact. Stop spreading yourself thin. Commit to the actions that move the needle. 2) Clarity beats comparison. Too many professionals derail their growth by comparing themselves to peers. It creates second-guessing: → “Am I as good as they are?” → “Do I need to be doing what they’re doing?” The truth: executives aren’t promoted for imitating others. They succeed by owning their unique strengths: → Showing how they solve high-level problems. → Aligning their results with company goals. → Communicating their value clearly and confidently. When you focus on your own lane, you stand out. Not because you do everything better—but because you do it your way. That’s what leaders notice. 3) Strategy beats hard work. Working harder without a plan doesn’t lead to promotions. Doing your job well is important—but it’s not enough. Executives create opportunities through: → Building strong relationships with sponsors and advocates. → Establishing executive presence through strategic communication. → Connecting their results to company success. Waiting in line for recognition rarely works. Leaders notice those who create impact AND ensure others see it. That’s how you position yourself for the next step. Because if you don’t design your own career plan, chances are you’ll fall into someone else’s plan. *** 50,000+ professionals read my weekly playbooks to accelerate their path to VP Get instant access: https://lnkd.in/gkW-XAer

He got put on a PIP… for asking for a promotion. Not because he wasn’t qualified. Not because he was underperforming. But because of how he asked. Let’s talk about the career cliff that too many high performers fall off, especially those from underrepresented backgrounds: - You do the work. - You exceed expectations. - You finally ask for the promotion you’ve more than earned… And suddenly, you’re labeled “difficult,” “entitled,” or “not aligned with leadership tone.” Here’s what most people aren’t told: Promotions in corporate aren’t given based on fairness. They’re given based on positioning. So if you're getting ready to ask, here’s what actually matters: 1. Build a business case, not just a feelings case. You can’t go in saying, “I’ve worked hard.” You need to show: → What you own now (Scope) → How far it reaches (Scale) → What outcomes you've driven (Impact) → How it supports org-wide goals 2. Show you're already operating at the next level. Promotions aren’t promises, they’re recognition of what’s already happening. If your manager has to imagine you in that role, you’ve already lost the case. 3. Know the season your org is in. Are they in growth? Layoffs? Reorg mode? Promotions aren’t just about merit, they’re about timing and optics. The stronger your internal awareness, the more surgical your ask. 4. Don’t confuse assertiveness with ultimatums. Confidence is necessary. But once your ask sounds like a threat (“I deserve this or I’m leaving”), you're no longer leading, you’re cornering. That’s rarely received well, especially in conservative or political environments. Is it exhausting to have to play the game this way? Absolutely. But learning the game is not the same as selling out. It’s how you protect your power and your paycheck. If you’re stuck between “I’ve earned it” and “They still don’t see me,” it’s time to rethink how you’re positioning your value, not your worth, but your visibility. Let’s stop losing good people to bad promotion conversations. _________________________ And if we haven't met...Hi, I’m Erica Rivera, CPCC, CPRW I help people take everything they’ve done, & say it in a way that lands offers. Let’s stop downplaying your value. Let’s start closing the gap between your impact and your paycheck. You deserve a role that reflects your experience, and pays you like it

Want to grow into management or director-level roles in defense or ops? Here’s how I’d approach it — based on what’s actually happening right now across the DoD and adjacent industries. As AI and automation reshape the way we manage readiness, logistics, and workforce strategy, the leaders being hired now look different than they did 5 years ago. Not only that, most companies have no pipeline of people to fill these leadership roles and have no real plan to address this challenge. They’re not just experienced — they’re adaptable, cross-functional, and data-aware. If I were aiming to level up, here’s what I’d start doing immediately: ✅ 1. Learn how AI is being used in your industry — even if you’re not technical. Can you explain how real-time data drives decisions in execution, operations, or staffing? At KBR, I used to teach bi-weekly sessions on using AI to simplify and streamline daily work. ✅ 2. Start thinking like a systems integrator, not just a team lead. When I joined KBR, I saw early signs of future staffing shortages. I knew I’d be wearing multiple hats, so I spent 80% of my time building systems to keep things running lean and smart using AI. Managers today are expected to see across silos — to understand how tech, people, and process connect. Ask yourself: Could I walk into a cross-functional meeting and translate between maintenance, data analytics, and operations? If not, get learning. ✅ 3. Build visibility around outcomes, not just duties. The fastest path to promotion is showing how your work moved the needle — not just what your title was. Know your financials. I can’t stress that enough. Start documenting wins with metrics. ✅ 4. Identify a gap no one’s solving — and offer to solve it. In volatile orgs like DoD, leaders are the ones who step into the grey areas. The catch? You might do extra work without immediate payoff. But when you spot a broken process or training gap — and act on it — that’s how you get noticed. ✅ 5. Speak the language of both mission and modernization. You need to understand how your work supports the mission, but you also need to speak the language of change — things like capability development, readiness metrics, digital transformation, and human-machine teaming. Those who can operate at the intersection of mission, people, and data will own the next wave of leadership roles in the next 3-5 years. I'm Randall, a Navy Veteran using AI-Enhanced Career Coaching to help job seekers get noticed by getting results that took me 18 months in less than 15 days. ★ LinkedIn Top Voice for Career Coaching ★ AI-Enhanced Career Coaching Your Career, Advance It. +Follow me +Tap the 🔔 on my profile P.S. The right job search strategy works for you—even when you're not online. DM me to find out how I can help you get this. #careerstrategy #defensejobs #operationsleadership #managementdevelopment #futureofwork #AI

𝗜𝗳 𝗬𝗼𝘂’𝗿𝗲 𝗔𝗹𝘄𝗮𝘆𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗦𝗺𝗼𝗸𝗲, 𝗡𝗼 𝗢𝗻𝗲 𝗦𝗲𝗲𝘀 𝗬𝗼𝘂 𝗟𝗲𝗮𝗱.   Many leaders believe that performance alone will secure a senior executive promotion. Long hours, heroic saves, and deep technical chops must lead to career growth… right? Not quite. According to Harvey Coleman’s P.I.E. Theory of Success: • 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 = 10% of your career success • 𝗜𝗺𝗮𝗴𝗲 = 30% • 𝗘𝘅𝗽𝗼𝘀𝘂𝗿𝗲 = 60% If you’re relying on performance alone, you’re leaving 90% of your success opportunity on the table. 𝗔 𝗥𝗲𝗮𝗹-𝗪𝗼𝗿𝗹𝗱 𝗘𝘅𝗮𝗺𝗽𝗹𝗲 One Director of Application Development I worked with was exceptional at fixing outages and solving urgent system failures. Every time chaos hit, he stepped in. But because he was always in the weeds: • He never built influence beyond his tactics • He missed strategic planning meetings • He wasn’t visible to execs    Meanwhile, a less experienced manager began attending VP-level conversations. She built relationships, contributed insights, and made herself known. At the next promotion cycle, she got the nod. He stayed behind. Not because he wasn’t good enough, but because he wasn’t 𝘴𝘦𝘦𝘯 as strategic enough. 𝗧𝗵𝗲 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 Great leaders don’t just 𝘥𝘰 the work, they build 𝘵𝘦𝘢𝘮𝘴 that can do the work without them. Here’s how to start: ✅ Delegate what you’ve mastered ✅ Coach your team to take the lead ✅ Get into strategic rooms and speak up ✅ Make offers to help your boss win 𝘵𝘩𝘦𝘪𝘳 game You’re not being paid to be the hero. You’re being paid to build the system that doesn’t 𝘯𝘦𝘦𝘥 one. 📣 Repost this to help someone stop being “too valuable to promote.” 👥 Follow me for more tools to grow into your next leadership role. #ExecutivePresence  #LeadershipDevelopment  #PromotionTips  #CareerGrowth

You can do everything right to land an Executive Promotion but still be blocked by PERCEPTIONS. While they DO matter, it's important to know which ones deserve your attention and which ones need to be returned to SENDER. Last year, a client mentioned that her professional peers perceived her as "too professional." What they really meant: • "You make me feel less prepared" • "Your standards make me uncomfortable" • "Your excellence highlights my mediocrity" • "Your boundaries threaten my control" • "Your confidence challenges my authority" Important note: She never demanded these standards from others. Her consistent excellence simply became the benchmark that her senior leadership team began to expect from everyone. This wasn't a professional presence problem. This was a them problem. She wasn't intimidating; they were simply intimidated and projecting their feelings onto her. The perceptions that actually matter: • Results delivered → Consistent output, measurable impact • Problems solved → Solutions before complaints • Leadership shown → Stepping up when others step back • Initiative taken → Creating opportunities, not waiting for them • Value created → Revenue grown, costs saved, teams built We continued to focus on the things that mattered with PEOPLE WHO MATTERED. Result? She landed a VP promotion. Remember: You can be the juiciest peach in the world, and someone will still prefer apples. Those who matter care about your impact. Those who don't matter focus on unrealistic standards created for you. Know the difference. #Leadership #ExecutivePresence #CareerGrowth #PersonalBranding #WorkCulture #EmotionalIntelligence #AuthenticLeadership #PerceptionMatters #SelfAwareness #ProjectionIsNotReality #MindsetShift #ConfidenceAtWork #PsychologyOfSuccess #BlackExcellence #QuietPower #ThePowerOfPerception #ReclaimYourNarrative #PsychologyInBusiness

During my corporate career, I got 4 promotions in 4 years, and the best part is I didn’t have to wait for my manager to see my potential and offer me one. If you too want to move up the ladder faster, you need to stop relying on others, for your turn, or vague feedback like “you’re doing great. Keep doing what you are doing.” Instead, follow these strategies like I did: 1. I documented the value added in my profile directly or directly I didn’t assume people knew the impact I was making. I tracked it. With every project, I kept a record of: → Hours saved → Revenue influenced → Stakeholder feedback → Customer wins So when review time came, I was presenting a business case. Your manager can’t advocate for what they can’t quantify. Make it easy for them. 2. I applied for internal roles. Yes, even when I wasn’t “invited.” Too many people wait to be tapped on the shoulder. I didn’t. I looked at job boards internally, and even if I knew someone more senior might be in line, I applied. Competing against external candidates motivated me to level up how I presented myself and helped me stand out internally as well. 3. I contributed beyond my typical 9 to 5 duties I took on projects that weren’t part of my core role. I facilitated events, joined leadership programs, and signed up to lead Employee Resource Group initiatives. Because I knew visibility and trust come before the promotion, not after. So I invested my time and effort where it mattered. If you want to be seen as someone who can operate at the next level, show them, don’t tell them. 4. I built a circle of advocates who had influence. Having someone who says your name in leadership meetings is a real deal-maker. I invested in relationships across teams and levels because your next opportunity can also come from someone in the room who believes in your work. This is being intentional about who knows what you’re capable of. Lastly, I want you to know that no one is coming to fast-track your career for you. You have to own it. Stop hoping and waiting and start advocating for yourself instead. Position yourself for the opportunities before they open up. P.S. Follow me if you are an immigrant or international student in the U.S. I share practical advice, resources, and insights to help you land your next role.