On CBC’s Dragons’ Den, Michele Romanow fields pitches from some of Canada’s most hopeful entrepreneurs. As a serial entrepreneur herself, it’s a job she truly embodies: recognizing opportunity, and knowing how to create something magical. By the age of 33, she already has four businesses under her belt, and sees success not as the byproduct of impressive profits, or high-profile acquisitions (although she’s experienced both.) Instead, she lives her life by one compass: opportunity. And while it has taken her career in some unpredictable directions — from a fishery to a regular seat on CBC’s Dragons’ Den — it hasn’t led her astray yet.
You’re right about the reputation our generation has, but I think that’s something you should embrace. To have someone who is over eager in your office is a good thing — we have to stop apologizing for that. The opposite of that is not caring.
Ok, my view is going to be really, really simple and it’s this: you only get what you ask for. As much as you think people are noticing what you’re doing all the time, how much is on your plate, it’s your job to really promote those facts. Some organizations have structures in place for those conversations to happen naturally, but sometimes you have to make them yourself.
Ask for time to speak with your boss and go in with a list. You need to say “these have been my contributions, this is where I made a difference,” and then let that naturally lead into a conversation about promotion. Having the guts to say those words will lead to a conversation about promotion.
Besides bringing that list, you need to constantly be asking your boss: “What is most important to you, what’s your focus now?”
People who are constantly focused on the priorities of the company get promoted.
What’s a long time to wait for a promotion? Depends on the environment. If you’re in a mature company with many layers of process and hierarchy, a year might not be a long time. But I have promoted people who haven’t been here that long. Especially in an entrepreneurial environment, there’s no need to make people wait. They should be promoted — and quickly.
If your worst piece of feedback in a performance review is that you were too eager to contribute, and too eager to be promoted as a result of those contributions, that’s not a bad thing.