Senior leaders identify those for promotion not based on the activities they do, but the attitude and tenacity with which they do their job. And by job, I am talking about not just the day to day to do list, but their approach to building networks, making connections, building relationships with key stakeholders – all of those aspects that senior leaders will look at for those who they feel are ready to make a jump up. I’ve never heard of someone being put forward for a promotion within their organisation and the manager basing their decision on their CV (HR will always require the manager to bring in a CV because it is part of the process – but realistically, the decision is made on the assessment from the manager and any other interviewers – the CV is just part of the paper trail). The paper / online CV is a stale representation of what you can achieve as soon as you get into the workplace which is why they get out of date so quickly, and why they are so painful to update as and when you need to.
So if we don’t promote or grow our employees based on a constant assessment of their CV aptitudes, why do we hire on the basis of them? I would argue it is because we still see the ‘machine’ of an organisation and because of that we can’t imagine what business could look like without it – we are looking for the faster horses.
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