Common Career Stagnation Traps to Avoid

So many leaders I talk to are asking, "If I'm so good at my job, why aren't I getting promoted?" It can feel like you're doing all of the right things, but what served you early in your career may actually be holding you back from the next level.   Let's unpack this. When you take your first steps into leadership, it's often assumed that a magic transformation happens overnight - that you'll stop jumping into fix things, feel comfortable coaching your former peers and make tough decisions with ease. But it doesn't work that way.   We spend most of our careers proving ourselves and earning accolades as the fixer, the achiever and the responsible one. So, when we advance into leadership, it can be hard to shed this identity and the rewards that come with it.    Hardworking, humble and heads-down, we juggle managing our team while remaining a sought-after expert and go-to performer. We believe our results should speak for themselves. Then, we look up and realize something frustrating: people with less experience and dedication are moving past us. We aren't accomplishing our strategic goals. Why? Because our willingness to do the work—and our hesitation to advocate for ourselves—has landed us an advancement trap.    After coaching across industries and job levels, I've noticed four advancement traps that come up again and again. What's sneaky is that these traps don't feel bad at first—they're rooted in things we pride ourselves on: 1. Being an expert 2. Being loyal and dependable 3. Avoiding risk 4. Supporting others In excess, these strengths become traps. And they tend to hit just when leaders are ready to move from working manager roles into more strategic or c-level positions. It's almost as if being too good in their role has hindered their leadership potential.   Here are four traps I see often—and what to do if you're caught in one. Do these traps resonate with you? Have you seen people in your organization caught in them as they are trying to level up? I want to hear about it!

As an Amazon VP, I saw many people get promoted and many more fall behind. I realized there are two main reasons people get stuck. Here they are: 1. You aren’t considered. 2. You are considered but not selected. These are different. Here’s why they each happen and what you can do: 1. Not Considered. If you are not being considered, it could be because: → You are working hard and hoping to be noticed. You can't wait for someone to notice you. The higher the level, the more competition there is. Others may be doing a better job showcasing their impact. → You don’t have the necessary relationships. People promote those they trust, so even if your work is good, you may not have the relationships to support it. Go build them. You need to build good relationships and make sure you are recognized for your work in order to move up. 2. Considered but not selected. This could happen because: → You do "current role" work, not "next-level" work. Some people wait to be compensated for the next role before doing the next role’s work. This may be more “fair,” but it isn’t the way it works. Do the work and get recognized, then you will move up. → You have blindspots. Conduct an honest 360 feedback review from your manager, manager peers, skip, peers, and people who do not like you. Get (and face) the truth. This could be a blindspot in your work or in your personality. Your work may be fine, but if you are abrasive, judgmental, volatile, or too quiet, you will struggle to move up. Other reasons for career stagnation could be: → There are no available roles/needs at the next level. If this is the case, position yourself to be the person to inherit teams when there is downsizing. Create value by proposing new ideas and projects. Take on new challenges. → Your company expects broader skills at the next level. For example, you are a great product leader but at the VP level they want finance skills or some other qualification. Fill your gaps. → Unconscious bias. This does happen but it is also easy to blame even if it isn’t the real cause. First, look deeply at the reasons above that you can control. If you aren’t moving up, there is also always the option of leaving and going somewhere else. However, I don’t recommend this until you know the real root of the issue. You must identify and address the root cause of your stagnation, otherwise you will hit the same roadblocks in other jobs. If you honestly determine that you are being blocked by something outside of your control, then leaving is the best option. But, an honest self-assessment is key here. Want to know what it takes to get promoted to the executive level? My signature course, Stuck at Senior Manager: Breaking Through To Executive is part of a special sale for the top 100 courses on the Maven Platform. 20% off through tomorrow: https://lnkd.in/gJ-HgWdk Readers - Know someone struggling to get promoted? Send them this post.

Ever feel like you’re working hard but not making progress in your career? Here are 7 common mistakes (and how to move past them). These common missteps stall even the most talented professionals. Me included: ✔️ I used to settle out of fear—until I learned to negotiate (#1). ✔️ Getting too comfortable (#3) once cost me a major growth opportunity. ✔️ I said yes to everything (#6) until I finally set some boundaries. The good news is this... You can reclaim momentum and boost your impact with a few strategic shifts. 1️⃣ The Undervaluation Effect What it looks like: ❌ Settling for less out of comfort or fear ❌ Avoiding negotiation & accepting less ❌ Underestimating your impact & value Try this: ✔️ Know your worth: Research the market ✔️ Quantify impact: Track achievements ✔️ Negotiate often: Advocate for value 2️⃣ The Missed Opportunity What it looks like: ❌ Hesitating to take initiative ❌ Letting overthinking stall progress ❌ Waiting & staying passive Try this: ✔️Step up early: Act before perfection ✔️Trust abilities: Progress with confidence ✔️Take action: Seek the right opportunities 3️⃣ The Comfort Zone Trap What it looks like: ❌ Clinging to familiarity & missing growth ❌ Overstaying due to fear of change ❌ Stalling progress & preventing change Try this: ✔️ Embrace challenges: Seek growth ✔️ Take calculated risks: Navigate change ✔️ Drive progress: Be open to new ideas 4️⃣ The Clarity Deficit What it looks like: ❌ Not verbalizing expectations & issues ❌ Avoiding difficult conversations ❌ Expecting others to guess & misaligning Try this: ✔️ Be clear & direct: Communicate early ✔️ Don’t wait: Address issues upfront ✔️ Clarify needs: Avoid disconnect & confusion 5️⃣ The Time Sink What it looks like: ❌ Building value without visibility ❌ Spending energy on low-impact tasks ❌ Fixing problems that aren’t yours Try this: ✔️ Create visibility: Share wins with others ✔️ Prioritize impact: Focus on what matters ✔️ Support solutions: Empower without enabling 6️⃣ The Yes Dilemma What it looks like: ❌ Overcommitting & losing focus ❌ Sacrificing priorities to help others ❌ Spreading too thin & missing key goals Try this: ✔️ Set boundaries: Prioritize what matters ✔️ Say no when necessary: Protect time ✔️ Be selective: Align commitments with goals 7️⃣ The Opportunity Gap What it looks like: ❌ Missing openings & opportunities ❌ Building connections when necessary ❌ Neglecting industry trends Try this: ✔️ Stay informed: Research job markets ✔️ Network proactively: Connect often ✔️ Track shifts: Stay updated on industry changes Remember, you’re in control—steer clear of these pitfalls and watch your growth accelerate. What's worked for you? Share in the comments below! 👇 *** ♻️ Re-post or share so others can lead more effectively 🔔 Turn on notifications for my latest posts 🤓 Follow me at Scott J. Allen, Ph.D. for daily content on leadership 📌 Design by Bela Jevtovic

3 Silent Career Killers Most Never Overcome I've watched talented people plateau for years. The reason is rarely skill. It's usually these 3 subtle habits: Seeking Permission Instead of Asking Forgiveness ↳ Permission feels safe, but trains dependency ↳ High performers make decisions, then communicate clearly ↳ Start small: Make low-stakes choices, update in your next 1:1 Confusing Comfort with Competence ↳ Doing what you're good at feels productive ↳ But comfort is the enemy of growth ↳ Spend 20% of your time slightly uncomfortable Chasing Perfection Over Progress ↳ Perfect work can't be criticized (that's the trap) ↳ While you polish, competitors ship and learn ↳ Share at 80% and iterate on feedback Here's the truth: These habits are 100% avoidable. Yet 99% won't change them. Why? Because breaking these patterns requires: • Embracing calculated risks • Choosing discomfort deliberately • Accepting "good enough" as a starting point The path forward: → Make decisions independently → Seek challenge consistently → Ship work regularly Which habit do you need to break first? ♻️ Share this if it hit home 🔔 Follow for more career insights 💭 Comment below - I read every response

I told a Sr. PM that overdelivering is becoming her career ceiling. She was shocked when it turned out to be true. (She got passed over for a Director role —again 💔) Sarah would often be told, "You're invaluable." What they really meant was: "She's too good at her job to risk promoting." Overdelivering can backfire in ways we don’t always see: ↳ Every crisis solved = A ceiling on your growth ↳ Each impossible deadline met = A missed big-picture discussion ↳ More problems fixed = Less time to shape the future (You're the problem solver, not the strategic leader) ↳ Always being available = Becoming indispensable Over time, your career hits stagnation and you're wondering where you're going wrong. Trust me, I've been there. The path out? Stop being everyone's safety net. Instead: ✅ Turn down work (strategically) Say no to tactical tasks and redirect them to others, signaling you’re focused on bigger priorities ✅ Redirect praise When someone says, “You saved the day!” respond with, “Glad the team pulled it off. This shouldn't be a last-minute scramble next time.” ✅ Refuse to be the "fixer" in meetings When asked how to solve something, shift the focus: "What’s the root cause here?" or "How can we prevent this long-term?" It's time to make yourself valuable in ways that can't be ignored, not just indispensable in ways that keep you stuck. ——— 🔔 Follow me, Bosky Mukherjee, for more insights on breaking barriers for women in tech leadership. #productmanagement #productgrowth #womeninproduct #leadership

Good afternoon LinkedIn Family, Today marks 5 years of being a cyber security professional, and I wanted to quickly provide some insight for anyone who’s aspiring or curious. Despite the years flying by, I’ve definitely had some observations since 2019. Entitlement After getting the job, there have been folks who assumed they would move up by simply being at the company for X amount of time. Some peers were upset as other coworkers received bonuses while they didn’t. Of course, this is a decision based on how management assesses their employees, but the point is they expected it automatically despite not actively upskilling or “applying pressure.” Other folks didn’t get it as they needed better communication and networking skills or had an unlikable reputation. Keeping their head down and doing their work is usually a safe option, but it can sometimes be counterintuitive. Keeping to yourself removes you from the office culture and prevents possibilities. 75% of my offers came through connections I’ve established over the years through professional networking. Afraid to Speak to Management Personally, I immediately reach out to the leadership after I’m onboarded so I can introduce myself. The tactic is to establish a relationship with the executives. It also allows me to get additional insight into the company and the team’s needs, which helps me focus my skills on where I can best benefit my team and the company. While this is my behavior, I’ve noticed that peers typically avoid upper management due to intimidation. I believe this is a mistake, as it does a few things: It creates a barrier that prevents (better) collaboration. Taking that initiative can prove beneficial, as it displays excellent outgoing characteristics. It limits communication. If there is no rapport, there’s less interest in casual conversation. It puts a mental ceiling on the team members. If there’s intimidation from engaging with upper management, there will always be a level of anxiety for each interaction. Staying Stagnant  It’s incredibly easy to stay stagnant and only do your day’s work, especially if the professional gets in the habit of doing the same repetitive tasks. I also understand how unattractive it is to study outside of work. Who wants to work 40 hours minimum and then study similar info during their free time, right? However, learning doesn’t have to be restricted to studying off the clock. I’ve seen peers get pigeonholed in roles as it was comfortable. I’m all for getting experience and learning a new task until it’s “mastered.” But, always strive to learn a new skill, strategy, or resource routinely, even if it’s once a month or every other month. The best way to do this is to pick up a new assignment. Those are the top three things I’ve noticed over the years that I’d advise newcomers. I’m curious: What observations have you made on your journey? (Fun fact: This was my badge & LinkedIn photo in 2019)