(Time to read this Blog is about 2.5 minutes)

Before we get to the main topic, here are a few things to get you thinking:

  1. My biz quote of the week:
    “It’s amazing how some managers are not smart enough to do the job…but are insecure enough to get rid of anyone who can.” 
    …Donald Cooper. 
  1. Many people are abandoning our cities. Several friends and family members have recently abandoned city life in search of a quieter, less expensive, more grounded life in the countryside, or small towns.  And technology allows these folks to be employed or self-employed from wherever they want to be. 
    So, the price of rural real estate is skyrocketing.  One friend just paid 44% over the asking price to secure a home in a small town.
    This movement to a more remote lifestyle is seen in some recently released stats from the USA.  In 2020, Idaho enjoyed the highest percentage of net migration, with 70% inbound and 30% outbound, a net of +40%.  South Carolina followed at +28%, then Oregon at +26%.   Meanwhile, Connecticut had a net migration of minus 26%, New York of minus 34% and New Jersey at minus 40%.
    This reminds me of a question that I love asking my Biz Coaching clients, “Does your business model serve your life model?”   And, sadly, so often the answer is, “Not even close!”


Now, to this week’s important topic:

6 approaches to promoting from within…which one sounds like your business? 

Most businesses talk about the importance of creating a career path for their best people and promoting from within.  But in my experience there are six approaches to promoting from within…and most of them are ineffective.  Which of these sounds most like your business?

  1. We identify those with the talent and desire to take on additional responsibility and start training, coaching and encouraging them immediately.  We help them develop management skills and experience, people skills and judgement. We expose them to new challenges and situations and we listen to their suggestions.  Then, we promote them when they’re ready and continue to coach, train, support and encourage them.
  2. We identify those with the talent and desire to take on additional responsibility.  We promote them, as needed, and then train, coach and encourage them ‘on the fly’.
  3. We identify those with the talent and desire to take on additional responsibility.  We promote them as needed and then let them figure it out on their own. They’ll either sink or swim…and that’s life.
  4. We take talented ‘doers’ and promote them when an opening occurs, whether or not they’re ‘wired’ or interested to be a manager.  We assure them that it will all be fine and leave them to figure it out. Then, we fire them when they fail.
  5. The person in the department with the highest seniority automatically gets promoted whether or not they have the ability and desire.  Their lack of ability to do the job is irrelevant. The business culture, union contract or desire to be politically correct mandates this approach. 
  6. When there’s a promotion available, a family member or the bosses ‘favourite’ will automatically get the job, regardless of ability.  

So, be honest, which one of these six approaches to ‘promoting from within’ sounds most like your business?   Which one makes the most sense as a strategy to grow your business, your team and your bottom line?   What action needs to be taken?  Who will take it…starting when?

That’s it for this week…

Stay safe…live brilliantly!       

Donald Cooper 


Donald Cooper speaks and coaches internationally on management, marketing, and profitability.  He can be reached by email at donald@donaldcooper.com in Toronto, Canada.

2 Responses to 6 approaches to promoting from within…which one sounds like your business?
  1. Comment * I loved your blog on Promoting From Within, and I’m sorry to admit that my company falls very short on the extended coaching it takes to groom someone.

  2. Thank you Donald for this.

    Having worked in a number of large multinationals with excess of 15,000 team members, they too have used a number of approaches you have identified (2, 3, 4, 5). It is such a great shame. It seems to be sheer laziness from the person moving on as they want to concentrate on their new role and not be bothered about the old role/person.


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