Imagine this scenario: You put yourself in the market and find the perfect career opportunity, only to have your current executive promising a significant change in your current position in the company in the next year or so. This professional crossroads demands careful navigation, strategic thinking, and a nuanced understanding of organisational dynamics.
The temptation is real. A promised promotion from a trusted executive can feel like a golden ticket. But beneath this seemingly straightforward choice lies several factors to consider. What happens if the executive who made the promise leaves the organisation way sooner than that promise is fulfilled? How do you balance the certainty of a potential new opportunity against the uncertainty of a future promise?
This dilemma is more than just a simple yes or no decision. It’s a strategic assessment of your career trajectory, professional relationships, and long-term aspirations.
Key Considerations When Evaluating the Opportunity
Promises vs. Guarantees
The first and most critical consideration is understanding the difference between a promise and a concrete guarantee. Executives may genuinely intend to promote you, but intentions can be derailed by:
- Organisational restructuring
- Unexpected leadership changes
- Shifting business priorities
- Budget constraints
Leadership Volatility
Your concern about executives potentially leaving the organisation is valid and deserves serious scrutiny. Consider these potential scenarios:
- What happens if the executive who promised you the role departs?
- Will the promise transfer to the new leadership?
- Is the potential role documented or just a verbal commitment?
Documented Career Progression
When considering staying, seek concrete documentation of:
- Specific role details
- Approximate timeline for promotion
- Performance metrics required for advancement
- Written acknowledgement of the potential opportunity
Market Value and Opportunity Cost
Evaluate the new opportunity against:
- Your current role’s potential
- Salary and benefits of the new position
- Long-term career trajectory
- Skill development opportunities
- Company culture and growth potential
Risk Assessment
Conduct a thorough risk analysis:
- The probability of the promised role materialising
- Potential career impact of staying vs. leaving
- Your current company’s track record with internal promotions
- Alignment of the potential role with your career goals
Backup and Negotiation Strategy
Develop a proactive approach:
- Request a clear, written understanding of the potential role
- Set specific checkpoints to discuss the progression
- Maintain your professional network
- Keep exploring other opportunities
Personal and Professional Growth
Beyond the immediate opportunity, consider:
- Alignment with your long-term career objectives
- Potential for skill enhancement
- Professional development support
- Work-life balance implications
Practical Steps Forward
- Have an open, transparent conversation with your current executive
- Request written documentation of the potential opportunity
- Set clear expectations and milestones
- Maintain professional relationships inside and outside your current organisation
- Continue skill development and networking
- Think carefully about how you decline the offer outside your organisation if you decide to stay
Conclusion
While the promise of a future role can be tempting, making a decision based on tangible evidence, personal career goals, and a realistic assessment of organisational dynamics is crucial.
Remember, your career is a journey, and each decision should strategically position you for long-term success.
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