How to Get Promoted at an Insurance Company

The Promotion Secret Most Professionals Discover Too Late   In over two decades of executive recruitment, I've observed a pattern among professionals who consistently advance in their careers versus those who stagnate despite equal talent and effort.   The difference? Strategic documentation of achievements, what I call a professional "brag book."   This isn't about boasting. It's about recognizing the reality of corporate decision-making: in quarterly review cycles and fast-paced environments, even exceptional work becomes invisible without proper documentation.   Your comprehensive brag book should include:   1️⃣ Achievement Portfolio: Concrete evidence of promotions, awards, successful projects, and initiatives that demonstrate your ability to deliver results   2️⃣ Quantifiable Impact: Specific metrics that translate your efforts into business value; revenue generated, costs reduced, efficiency improved, or risks mitigated   3️⃣ External Validation: Preserved testimonials from clients, acknowledgments from leadership, and formal recognition that provides third-party credibility   4️⃣ Leadership Moments: Documented instances where you identified problems independently and implemented solutions beyond your job description   The professionals I place in competitive positions understand a fundamental truth about organizational dynamics: visibility strategically created through documented evidence consistently outweighs undocumented effort, regardless of quality.   Update your brag book quarterly and bring it with you to performance discussions. Make it impossible for decision-makers to overlook your value when advancement opportunities arise.   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #careeradvancement #workplacesurvival #selfadvocacy #careerstrategist

Are You Stalling Your Own Career Growth? You’re ready for the next big step—whether it’s a promotion or a new opportunity elsewhere—but something is holding you back. It’s not a lack of ambition, qualifications, or capability. It’s the concern that there’s no one to backfill your role. This is especially challenging if you want to move up within the same company. You’ve become indispensable, and that can feel more like an obstacle than an advantage. Leadership sees your value right where you are. If you’re feeling stuck because your current role depends too much on you, consider these three strategies: 1. Develop Your Successor Now Proactively mentor and upskill a team member who could take on key aspects of your role. This not only helps you, but it also demonstrates strategic foresight and leadership—qualities that make you an even stronger candidate for advancement. 2. Redefine ‘Value’ in Your Organization Being indispensable in your current position can limit mobility. Shift the perception of your value from doing the work to elevating the organization. Communicate how you can drive impact at a higher level and how a well-planned transition benefits the company long-term. 3. Make the Case for a Structured Transition Rather than waiting for leadership to solve the backfill issue, present a clear transition plan. Show how your move can be managed effectively—whether through interim solutions, process documentation, or a phased transition. Executives want solutions, not roadblocks. One of my clients expressed wanting to stay at her current organization, but she felt trapped—she was ready for the next level, but leadership hesitated to move her because there was no clear successor. We worked together to identify a high-potential team member she could mentor while documenting key processes to ensure a smooth transition. Concurrently we worked on a way she could pitch herself into a newly created role around her skillset that would serve a need for the organization. (In my Career Velocity program we call that "Write & Pitch Your Job Description." It worked!) By proactively presenting a succession plan, she shifted leadership’s perception of her from indispensable in her role to indispensable to the company’s future. Within months, she secured the promotion, confident her team was set up for success. Staying stuck isn’t an option for high performers. The best leaders don’t just fill roles—they build pathways for future success. If you want to move up, start paving the way today. #CareerVelocity #QualifiedIsntEnough #jobs

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

If you want a promotion within the next six months—waiting around won’t get you there. It took me many years to learn this lesson. ➡️  80% of promotions go to those who are proactive, not just the hardest workers.  ⬅️ There are two types of HR professionals: those who wait for recognition and those who create opportunities. If you’re in the first group, you might be working tirelessly but still find yourself overlooked when promotions come around. 𝗪𝗵𝘆? Because promotions are not just about doing your job well—they’re about being seen doing it. Here’s what you can do to move into the second group and secure that promotion within the next six months: 1️⃣  𝗦𝗲𝗲𝗸 𝗼𝘂𝘁 𝗵𝗶𝗴𝗵-𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀: Volunteer for projects that get you in front of leaders. This shows you’re ready to take on more responsibility. 2️⃣  𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹𝗹𝘆: Build relationships across departments. The more people know about your work, the better your chances of being considered for advancement. 3️⃣  𝗞𝗲𝗲𝗽 𝗮 𝗿𝗲𝗰𝗼𝗿𝗱 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗮𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀: Document your successes and share them in meetings. If you don’t highlight your contributions, who will? 4️⃣   𝗨𝗽𝘀𝗸𝗶𝗹𝗹 𝗰𝗼𝗻𝘀𝘁𝗮𝗻𝘁𝗹𝘆: Take advantage of any learning opportunities. Whether it’s mastering a new tool or attending a workshop, continuous improvement makes you more valuable. 5️⃣  𝗔𝘀𝗸 𝗳𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Don’t wait for annual reviews. Ask your manager for feedback often, then act on it. It shows you’re committed to growth. 6️⃣   𝗠𝗲𝗻𝘁𝗼𝗿 𝗼𝘁𝗵𝗲𝗿𝘀: Helping others succeed enhances your leadership skills and shows you’re a team player. 7️⃣   𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗴𝗼𝗮𝗹𝘀: Let your manager know you’re interested in moving up. Don’t assume they’ll notice—make it clear. Remember, staying silent or waiting patiently won’t get you where you want to be. Take action, and you’ll see the results. ♻️ Share this post if you believe in creating your own opportunities. #Adamshr #Hrprofessionals #humanresources #HR Stephanie Adams, SPHR