Passed Over to Promotable
Are you as promotable as your last review says?
I am Nikhil. I spent twenty-two years inside a global company, and for a good part of it I was rated well and passed over anyway. Your rating measures your performance. It does not measure the three things that decide who actually gets the role.
About five minutes. No cost, and no call booked.
Start the assessmentSo here is the pattern I see most often. You deliver, and your reviews say so. And each time the role opens, it goes to someone whose results you could match in your sleep.
The instinct then is to work harder and deliver more. I understand that instinct, because it is the thing you are already good at.
But changing behaviours is in your control, and changing perceptions is in theirs. More performance versus a different conversation — only one of those moves the second one.
I call that work Passed Over to Promotable. It runs on three things, and they run in order.
What the assessment measures
Get Clear
Knowing what the people who decide actually weigh, rather than what the competency framework says they weigh.
The criteria say “strategic influence”. Your director means “I want your view before the meeting, not in it.”
Get Candid
Hearing what they really think, from them, unfiltered. Not through a rating scale months after the fact.
You ask the person who blocked you last round what you could do better. They tell you. It takes four minutes and you never forget it.
Get Credited
Being seen for the change versus only making it. Most people do the work and never get the credit for having done it.
Six months of doing it differently, and the person who decides still describes you the way they did last year — because nobody told them.
They run in order, and the assessment tells you which one is holding the other two up.
18 months
from “at level” to “ready now”, using the method I now teach, on myself
They score it
the people you work with rate whether you changed, at the start and at the end — not me, and not you
22 years
inside a global company, much of it rated well and passed over anyway
MGSCC
trained in Marshall Goldsmith Stakeholder Centered Coaching, the method behind all of it
Find out which of the three is actually holding you back.
About five minutes. A score on each of the three, and the one to begin with. No cost, and no call booked at the end of it.
Start the assessmentAlready know what you want to talk about? You can skip all of this and book a strategy session instead.