You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.

You’re overperforming. You’ve picked up slack, led initiatives, worked late, and still no promotion.

• You’re told you’re doing great, but it’s not the right time.

• Or worse, you receive silence in return.

The missing ingredient isn’t your results, it’s a skill gap that impacts many high-performing women.

• Performance does not equal promotion.

• Many assume that delivering results alone will get them promoted, but this assumption holds them back.

In today’s episode:

• Why being the best at your job isn’t enough.

• What does get you seen as strategic and promotable.

• Introduction of the Promotion Readiness Scorecard.

Sandra was a marketing team leader at a global SaaS company.

• She met every deadline, exceeded KPIs, and had her team’s trust.

Despite all this, she wasn’t getting promoted.

• Her boss told her: “You’re excellent, but we need something more strategic.”

• Sandra thought she was already being strategic by solving problems, managing up, and driving outcomes.

The truth was, her leadership potential wasn’t being perceived.

• She lacked VP or SVP level presence.

• Many women fall into this trap: doing more than peers but getting passed over.

Promotions aren’t based on effort alone.

• They’re based on perceived readiness to influence and lead at the next level.

• When you’re always in execution mode, people stop seeing you as strategic.

Perception matters.

• Your performance must be framed, interpreted, and communicated strategically.

Results matter, but not as much as you think.

• Promotions are based more on perception than output.

• Especially for women in tech, hustle can work against you.

Hustling shows you’re at the end of your bandwidth.

• Executives want to see strategic potential and composure, not busyness.

Promotion requires leadership voice and the ability to influence beyond your role.

• If you’re not intentionally showing these traits, you won’t be seen as ready.

Most people won’t give you actionable feedback.

• You’ll hear vague responses like “you’re not quite ready.”

This disproportionately impacts:

• Women, especially women of color.

• Women in technical roles.

Speak like a leader, not just a reliable executor.

• Avoid listing completed tasks.

• Frame updates around business outcomes.

Instead of status updates:

• Show early indicators of success (e.g. reduced churn).

• Identify trends that impact deliverables and propose solutions.

• Link backlogs or issues to shifts in customer needs.

Strategic communication is:

• Forward-looking.

• Insight-driven.

• Focused on why things matter to the business.

Small language shift: Instead of “I completed X,” say “The impact of X is…”

• Then suggest what to do next.

Presence is about trust, not volume.

• You don’t need to be loud; you need to project calm, clarity, and confidence.

In high-stakes meetings:

• Speak clearly and concisely.

• Don’t fill silence with nervous talking.

• Pause, reflect, and respond with intention.

When disagreeing:

• Do so calmly, without defensiveness.

• Maintain the same demeanor with peers and the CEO.

Presence makes others feel grounded and led.

• It signals you’re ready for complexity and uncertainty.

Influence matters more than authority at higher levels.

• Your ability to build trust and move decisions forward is essential.

As a woman in tech:

• You navigate a tightrope between assertiveness and approachability.

• Many default to silence or become combative when ideas are challenged.

Influence means:

• Asking bold questions, not making blunt statements.

• Framing feedback as partnership.

• Challenging with curiosity, not control.

Example language:

• Instead of “This won’t work,” try “I’m going to offer a different angle…”

• Instead of “I don’t agree,” say “What outcome are we optimizing for?”

Influence is about shaping direction through calm conviction.

Shift from task execution to strategic thinking.

• Look ahead, around corners, and across functions.

Ask: If your company doubled, what would break first?

• This helps you think like a strategist.

Connect your work to business growth.

• Advocate for future opportunities and preempt risks.

Strategic thinking is learnable.

• You must carve out time for thinking, not just doing.

• Promote ideas beyond your department.

Emotional steadiness is critical for executive roles.

• You must be calm in conflict, stress, and when receiving feedback.

If you react emotionally:

• Others won’t trust you to lead change or handle crisis.

Self-regulation looks like:

• Breathing and pausing before responding.

• Staying grounded when tension rises.

Practice: Pause for three seconds before replying in a heated moment.

• This simple action helps you regain composure.

When you regulate yourself well:

• You become the leader people look to in hard moments.

If you’re not getting promoted, ask:

• Are you demonstrating strategic communication?

• Do you project executive presence?

• Are you influencing effectively without aggression?

• Do you show a big picture mindset?

• Can you self-regulate in pressure situations?

Signs you’re missing these signals:

• Praised, but not invited to strategic conversations.

• Seen as reliable but not as a visionary.

• Speak up, but ideas don’t gain traction.

• Told to be more strategic, but unsure how.

These don’t mean you’re failing.

• They mean you’re playing the wrong game.

• You need to shift from manager mentality to executive presence.

Don’t guess why you’re not getting promoted.

• Diagnose it with the free scorecard at tonycollis.com/scorecard

• Tailored, personalized feedback created by Toni.

Begin closing the gap today:

• Speak in outcomes, not tasks.

• Lead with insight.

• Frame conversations strategically.

Build visibility and influence beyond your boss.

• Engage with cross-functional teams and skip levels.

• Be seen as a decision maker, not just a reliable executor.

You’re likely already over-delivering.

• But promotion isn’t about doing more.

• It’s about being seen differently.

Reflect:

• Which of the five executive skills are you under-leveraging?

• Where are you assuming your work speaks for itself?

• What would change if you were seen as strategic?

Don’t wait to be tapped.

• Start showing up as if you’re already on the executive team.

• You’ve got this. You can shift how you’re seen.

Lead with purpose, presence, and power.

• Your next promotion is about perception, not just performance.