How do you know you are being groomed for promotion?

Secretly hoping for a promotion but not sure if your boss has the same idea?

You might be feeling you're on the cusp of something big in your career, like maybe, just maybe, a promotion is on the horizon.

The question is: How can you tell if you're actually on the radar for a promotion?

It’s a tough one, not always obvious, but there are some tell-tale signs you can look out for.

Let's decode those subtle hints that suggest you might be getting groomed for that next step up!

No sugar-coating here - if you're someone who struggles to meet basic expectations, your performance reviews indicate you have a bit of work to do, and your manager’s telling you there’s room for improvement - they’re probably not considering you for a promotion just yet.

Now, assuming you're meeting or exceeding expectations, this is when the conversation gets interesting. But being a high performer doesn’t automatically mean you're high potential. And there's a huge difference between them.

• High Performers: These are the people who get the job done and are essential for the day-to-day operations of the business. They consistently deliver and keep things running smoothly. They may or may not be high potential.

• High Potential: These folks may or may not be top performers in their current role, but they show these innate characteristics, like being people-centric, having high emotional intelligence, leadership traits, focusing on group dynamics, team delivery, and the bigger picture. They're influential, people trust them, they build credibility, and they have what's called "soft power" - power that exists even without a fancy job title.

You can have someone who is a high performer but not high potential, someone who is high potential but not a high performer, or someone who is both. Most managers gravitate towards people who are both high-performing and high-potential.

If you’re a high performer but not high potential, your focus may be on doing your job extremely well, but you might not be demonstrating those soft skills that make a great leader.

On the flip side, someone could be seen as high potential without being a top performer in their current role because they exhibit those leadership traits that managers look for when grooming future leaders.

This is the ability to motivate and inspire, to communicate effectively, and to get people working together towards a common goal. If you're naturally taking on these roles, even unofficially, it’s a strong sign you’re on your way to being groomed for something bigger.

Hard power is authority – you're the boss, and your title says General Manager. Soft power is when you could be a technician, for example, but everyone knows that when they need help with something, they come to you.

Soft power is built through genuine credibility and reputation. Being able to bring people together and be the "go-to" person, even without the title or pay, is soft power. It's also high potential because it shows you have the building blocks to be a great leader.

You might not have all the skills and experience, but you have the right foundation. Some high-potential people get bored and don't perform at their best because they're trying to do too many things instead of focusing on one thing like high performers do.

And then there are people who are both high-performing and high-potential, and they might burn out if they do too much.

Generally speaking, if you don't fit one of those three categories, no one is going to be grooming you for a leadership role, except in the case of nepotism.

It could be anything from colleagues in other departments reaching out for your expertise on a special project, to being tapped for a leadership role in a new initiative, or even finding yourself chatting more frequently with senior leaders.

You might notice influential people suddenly know your name or seem interested in your work. Perhaps the CEO stops by your desk for a quick chat, or department heads start asking for your input. Maybe you're being invited to more high-level meetings or asked to lead teams on important projects.

These are all subtle cues that you're becoming a go-to person, an authority in your field. While the higher-ups might not explicitly say they're grooming you for advancement, these are clear signals that the organisation sees your potential and wants to test your capabilities in new ways.

If you're doing all this without any official change to your title or salary, it’s a big clue. Companies often like to test their high-potential employees by giving them unofficial leadership roles before offering a formal promotion.

In fact, your first leadership role will likely be unpaid. That’s right - you’ll take on extra responsibilities and prove you’re ready for the next step without the pay bump. It’s basically a trial period where you show your capability, build trust with the decision-makers, and eliminate any risk on their part.

It's a timeless principle: the more you invest, the more you receive. This applies to more than just money. Invest time in building relationships, and those relationships will give back to you.

At some point, you’ll want to have a sit-down chat with your manager. Always go and ask your manager about your future

This isn’t a formal “Are you grooming me for promotion?” talk; it’s more subtle than that. you're not explicitly asking if they're trying to get you ready for management.

You could say something like: “I really enjoy working here, and I’ve got some ideas about my future. I’d love to hear your thoughts about where you see me growing within the organisation.”

This opens the door for an honest conversation about your potential and future opportunities. It's always better to have a direct dialogue with your manager or people involved rather than making assumptions.

If they respond positively and talk about future opportunities, that’s a great sign that you're on their radar for promotion.

If not, it's a perfect chance to ask for specific feedback on what you can improve to be in a stronger position for a promotion next year. You've essentially just gathered valuable data to help you grow and develop within the company.

What skills or experiences are you missing? What do they want to see from you over the next year to reconsider you for a leadership role?

Asking for feedback not only shows that you’re serious about your development, but it also gives you clear, actionable steps to improve.

You can come back stronger next time, with more knowledge, skills, and the right attitude to show that you’re ready for the next level.

Whether or not a promotion is on the horizon, you can actively shape your career journey and ensure it's a fulfilling one.

It all comes down to your inner drive, the effort you invest in building relationships, and your commitment to continuous growth. Build trust and credibility with those around you, demonstrating that you're ready for greater responsibility.

Talk to your manager about your aspirations - don’t sit around fantasising about that promotion... get some real feedback and make a plan.

The journey to that dream role might have some twists and turns, but by saying "yes" to new opportunities, nurturing those connections, and consistently going above and beyond, you'll be well on your way.

Keep shining brightly, keep exceeding expectations, and trust me, you'll find yourself stepping into that leadership role before you know it.

So, what do you think? Are you noticing these signs in your own career? 👀 If so, it might just be your time to shine.