Let's start with an example.
Lao Zhang, who has worked in a unit for nearly 20 years, usually works seriously and undertakes a lot of business, and the results are quite good, and the relationship with the leadership is okay, and he also walks around during the New Year, but every time the unit has the opportunity to be promoted, it is not Lao Zhang's turn.Did you see the shadow of yourself or some people in Lao Zhang?
These people may not be poor in ability, inexperience, and life, but they can't be promoted?
What is the reason why they can't bring it up?
In the past, we always thought about the reasons from our own perspective, but today we think from a different perspective and from the perspective of leadership.
Why the leader doesn't promote you, generally speaking, there are 6 reasons, you can compare.
1.The competencies you are talking about are not what leaders need
When it comes to promotion, our first feeling is from the perspective of personal ability.
But the reality is that the one who is promoted, you will only feel that his ability is not better than yours, or even worse than you.
In fact, we made an extremely subjective mistake.
Because when we measure ability, we only talk about ability from our own point of view.
However, when the leader evaluates the candidate, he thinks about the dimension of ability, which is more measured from his point of view, whose ability is more in line with his needs.
Therefore, you say that you have strong ability, do not deny it, but it is not what the leader needs, since it is not needed, the leader will not pay a higher premium (promotion) to pay.
2.You are not the one who leads
What is the connotation of promotion?
For the leader, it is to hand over a part of the work to you.
The essence is empowerment, an extension of the will to power.
Power is extremely scarce and important.
In the process of promoting people, leaders may not think about who is capable, but they will definitely think about whether this person is their own person.
Because only by promoting and empowering one's own people can we ensure that power remains manageable.
Otherwise, if you promote and empower someone who is not your own, you will wait for this business to get out of control.
Therefore, if you say that you have a good relationship with the leader, you will not deny it, but if you are not your own person, you will never be able to enter the core of power.
3.There is no incremental value to the leader after promotion
Leaders are also human beings, as long as they are human beings, they have selfish intentions, and their actions are bound to be self-interested.
So the same is true for leaders to promote people, is it good for him to promote you?
Of course, this benefit is not necessarily monetary, but the underlying logic is the same.
Can you help him create a bigger business increment?
Is it that you can extend his power to influence?
Can you give him scarce resources?
If not, why promote you?
Therefore, instead of thinking about why you don't promote, it is better to ask the leader a reason to promote you is true.
4.Who will do the work when you leave
Promoting this matter, a radish and a pit, you go up and naturally someone will fill the hole.
But the question is, what should I do if the new radish that comes is not used?
Some people who are engaged in technology and business are too strong in this aspect, so strong that they can't do without him, how can the leaders be willing to promote him?
Because once promoted, the new person who takes over this matter can't do it, and there will be a big problem, so you can only be wronged and don't leave and continue to work.
This is commonly known as you are too easy to use, so easy to use that the leader is reluctant to let you go, then the natural leader is selfish, for the sake of his performance, he forcibly keeps you and does not let you be promoted.
Therefore, strong ability is a must, and you can't form a business binding because your ability is too strong, so you can't move, then it's not cost-effective.
5.Structural waste of talent
This is a problem that few people will realize because it is too high-end.
At the end of the Eastern Han Dynasty, Xun Yu and Guo Jia actually did not go to Cao Cao at the beginning, but Yuan Shao first.
But in the end, he gave up Yuan Shao, and then found Cao Cao.
It's not that Yuan Shao can't do it, but Yuan Shao's strategist team has formed a balance of the Jizhou faction, the Yingchuan faction, and the Nanyang faction.
Guo Jia and Xun Yu are from Yingchuan, and if they go in, the balance will be broken, so even if the two stay with Yuan Shao, they can only get middle-level positions and can't enter the high-level, but if they go to Cao Cao, they can directly participate in core decision-making and take the original shares.
This problem is also true in modern enterprises and units.
Behind the promotion is personnel, and personnel must be subordinated to the strategy and power planning of the whole unit and the company, such as structural balance, echelon configuration, faction balance, and so on.
Therefore, it is doomed that some people cannot be promoted even if they are talented.
And the company will not destroy the company's overall planning because of who is talented, who will be promoted.
This is the structural waste of talent in the organization, and the larger the company, the more obvious this phenomenon is.
Therefore, a person's achievements are not only personal struggle, but also historical process.
6.No one speaks for you
If you want to be promoted, it is more the result of many joint efforts in the process.
The direct leader recommends you, the superior leader agrees, the other leaders discuss together, and the big leader finally makes the decision.
It's not that one leader nods is useful, but many leaders should nod their heads, at least not against them.
After all, if a leader says you can't do it, then even if the leader really wants to promote you, he will never risk offending his colleagues to support you.
Those who are immersed in work do not deny that they have achieved excellence, but those leaders in the promotion decision-making process do not know that you are a person, how do they nod? Or give you a boost?
Remember, people tend to gravitate towards people and things they are familiar with.
Therefore, bury your head in work, look up at people more, and be more familiar with your face, so that people know that there is a person like you.
Generally speaking, the higher you participate in the job competition, there is not much difference in ability, and the main factor in deciding whether to promote and who to promote is usually the result of a comprehensive game of ability, power and interests, and ability is only necessary, but not a sufficient condition.
And when it comes to power and interests, you must figure out people's hearts and human nature, after all, the people who promote you are selfish people.
In "Towards the Republic", someone ** Li Hongzhang is cronyistic and cultivates private strength, and Li Hongzhang scolded: "He is not nepotistic, and he wants me to be negligent, so if I have to make my subordinates disobedient and oppose me everywhere, it is not called cultivating private forces." ”Naturally, we can't talk about cultivating private strength in our class, but if you want to get promoted, you must look at you from the perspective of leadership, so that you can know what you want to do and what you want to change.
Therefore, it is very informative to savor Li Hongzhang's sentence.