Question: I've worked in several departments over the nine years I've been at my company, but in the last four years have not had a promotion. Other peers, and even people I supervised, have moved above me. I should have been promoted and I can't get anyone to tell me why I wasn't. How can I deal with this? - Ron P., Logistics Mgr.

Bob's Answer: There are few things more frustrating than knowing your work is not seen as acceptable, but not knowing what the problem is so you can fix it. Personality conflicts, character flaws, poor communication or work habits and under-performance are all issues that might derail a promotion. But performance or work product issues are usually out in the open and you are aware in advance that a promotion will be based on improving your performance.

Character issues are subtler and we are often unaware of them. But they are just as likely to get in the way of getting ahead. I can't speak to your particular situation, Ron, but I can tell you the most common "hidden" issues faced by executives and managers we work with. Self-righteousness is a common one. As someone with leadership qualities moves into positions of greater responsibility the pressure to make correct decisions, and anxiety about making wrong ones, grows.

An overly self-righteous leader will try to simplify complex situations by seeing them in black and white. They focus on their own need to "do the right thing," but ignore the needs of others. They easily identify problems in other team members, but fail to see their own areas for personal growth. They see themselves as the conscience of the group, and forcefully present solutions; but fail to see the big picture or the nuances of a multifaceted situation.

Overly aggressive in presenting the "right" answers, the self-righteous leader who doesn't adjust for other views meets with silent resistance and eventually is ignored, and doesn't understand why.  He or she may be doing what they think is best for the company, but need to take another look at the difference between integrity (doing what is right) and self-righteousness.

Lyn's Answer: So just don't make waves, right? Wrong! Avoiding conflict can also put a leader at risk for being passed over for a promotion. This type of leader tends to leave a situation as it is rather than change it, and may tolerate unacceptable performance or unethical behavior by not speaking up. 

Someone who is highly conscientious and is rated by co-workers as very principled may think they are being a team player by staying quiet, helping to keep the company running smoothly. In reality their passive tolerance allows problems to build to a point that damages the organization. You may have produced stellar results on your own, but as a leader you must help others to be successful, and that sometimes means delivering bad news.

Leaders with character will balance cooperation with the courage to speak up when there are issues to be resolved. There is never a guarantee that being assertive won't somehow backfire - your company may decide to "shoot the messenger." But there are losses that are just as significant to you personally and to your company when you don't find the courage to correct unproductive behavior or initiate change. 

Bob: Mike, an affable guy with a big laugh I once coached, had a third character challenge, one he did not recognize until he did not get the promotion he was hoping for, and in fact was demoted! Mike's response was Blame. He felt angry, humiliated, and decided to resign, blaming his boss and others for this job change. "Quitting is certainly an option," I told him "but you might consider using what you have learned in our coaching sessions and view this as a challenge."

He reframed his thinking, decided to approach his new position with enthusiasm and the determination to help make his new direct reports as successful as they could be. His new sales division went from worst in the company to first in revenue and profit.  Shortly thereafter, he was double promoted because of his success in this job.  If he had indulged in blaming others and just quit, none of this would have happened! 

Lyn: The question of "what's in the way of my success?" haunts many leaders and potential leaders.  They have talent and drive, and simply don't see what is getting in the way of being recognized.  This question deserves a great deal more focus, so we've decided to talk more in depth about each of these and other "hidden" obstacles to great leadership in future columns. Visit this site again for more clues on what might stand in your way.  Please comment on what you see getting in the way of colleagues or your own experience working through an obstacle to promotion.  We welcome your thoughts. 

© November 2009, Turknett Leadership Group

Turknett Leadership Group is a management consulting firm based in Atlanta that specializes in succession planning, CEO consulting, executive coaching, talent management and organization effectiveness. Turknett has assessed and developed high level leaders and their organizations throughout the U.S. for more than 20 years. The Turknett professional staff combines psychological expertise in the behavioral sciences and practical business and executive management experience and serve small, mid-sized and large organizations such as American Cancer Society, AT&T, Georgia-Pacific Corp., and Hewlett-Packard. For more information go to www.turknett.com. If you have a question about the best way to lead your organization or develop your own skills as a leader, send a confidential email to: Answers@turknett.com.