Key Strategies for Internal Promotions – Navigating the Path to Success
Have you heard the saying, ‘Haters gonna hate’?
It doesn’t always have to be that way.
I was promoted from within, even though many had been there for a shorter time than I was. But that didn’t matter. I have always been a person who takes charge of situations. However, this trait has sometimes worked against me.
When I started this position, I knew my skills in organizing, systemizing, and predicting possible outcomes would be valuable. I also learned that being orderly and organized would help me succeed.
However, I soon realized that not everyone would support me. Some people don’t like to be held accountable and don’t want to be led by someone they see as superior.
Three things that are key to your success, or at least a good start, when you are promoted from within:
- Support from your owner and doctor.
- An open line of communication between you and those who may not support you.
- The will to do what is right, fair, and just.
Support from Your Owner Doctor
It is crucial that your supervisor formally announces your position to each team member; this should be done openly with everyone or individually, depending on the circumstances.
Sometimes, individual announcements may be necessary, especially if team members have been with the company longer than you and are in a similar business position.
What this does is show their support for you. It demonstrates that they believe in you and that they believe you will do what is fair, and this can automatically give you a leg up and a head start.
Having the support of your owner or doctor is the most essential thing in this position. Not having that support can cause hate, resentment, and a lot of unclear lines.
You must start with a firm foundation: You cannot build a house on sand. When you don’t have the support of an owner doctor, the foundation is already starting on shaky ground.
Your superiors’ formal endorsement and support validate your skills and capabilities and make you feel valued and appreciated in your new role.
Open Lines of Communication
Once you have accepted the position and understood its responsibilities for yourself and the team, it is essential to maintain an open line of communication with your colleagues, especially those with whom you have previously worked as equals; this demonstrates leadership and humility, which are crucial for this role.
If you have already accepted the position, you should start having honest and open conversations with your colleagues, informing them of your stance and seeking their input for upcoming decisions. Let them know how you intend to handle everything with others.
Here is a way that I have explained it to my team:
“Before accepting my current position, I had worked in the same office for 17 years, with only one senior person above me. It was a long haul, and I learned that patience is crucial. Unfortunately, I don’t possess much of it. However, I learned to be patient and put myself in the shoes of others, which helped me along the way. Not everyone will agree, even if they know you’re right. Communication is key, and it cannot be emphasized enough.”
Doing What is Right
It’s crucial to show team members that you are not willing to take sides and have an unbiased relationship with any matter, even if it can be difficult.
These may be the same colleagues with whom you used to share your lunch break and vent frustrations, but it’s essential to maintain a professional relationship with them. Losing respect is quickly possible if you don’t establish yourself as a fair and impartial authority figure.
Therefore, it’s essential to demonstrate to your team members that you are there to support them, provide coaching, and relieve stress, with a focus on implementing systems, clear protocols, achievable goals, and a positive work environment. You uphold the organization’s values and establish yourself as a responsible and accountable leader by doing what is right and fair.
Navigating Your Internal Promotion with Grace
The journey of being promoted from within can be both rewarding and challenging.
While it’s natural to encounter resistance, it’s important to remember that the presence of detractors does not solely determine success. One can navigate the complexities of internal promotion with grace and effectiveness by prioritizing key elements such as support from the owner doctor, maintaining open lines of communication, and upholding principles of fairness and impartiality.
Receiving formal endorsement and support from superiors sets the tone for leadership and creates trust among colleagues. Honest communication builds solid relationships and gains collective support. Demonstrating fairness, justice, and integrity reinforces credibility and earns respect.
However, success in an internal promotion is not guaranteed. It depends on navigating complexities with resilience, humility, and a commitment to excellence.
Embracing these principles leads to growth and achievement, making a meaningful impact on the organization.
About the Author
Stephanie Adkins, FAADOM
Stephanie Adkins embarked on her dental career in 1994. Over the years, she has worn many hats—from dental assistant to hygienist and now Director of Operations at O’Shea Dentistry.
Along the way, she has honed her office management skills, earning a Fellowship at the AADOM, which has been an incredible opportunity for growth.
