The Green Flags of Career Growth
Red flags aren’t just for romantic partners. Career flags are the check engine light on your dashboard. The flickering light in your hallway is your potential promotion.
You’ve been promised a lot at work.
Picture this scene:
You walk into the conference room for your year end review, waiting for the titleand new role to be handed after all the work you’ve put into the team. The metrics are in your favor but the meetings ends without a mention of agreed upn terms of your promotion.
Shock balloons in your lungs.
Converations pitterpatter between your ears.
Your work is exceedingly impressive but your career Growth referee has thrown a red flag.
As you exit the meeting, the door swings open and the hallway lights flicker like the haunted mansion of your nightmares. Was that real? Did you get skipped over, ignored and will your boss refrain from speaking out about it?
The uncertainty is that lightbulb that needs to change; grab your ladder and an LED replacement and go for what you know is right for you.
To my clients, it’s a green flag to get going on what is next, as defined by them.
If you’re deserving of a promotion, understanding your own leadership blind spots can be transformative. It is a red flag to many, to me it’s a green flag indicating you are not where you need to be in your tone, attitude, style or leadership for the next level.
Marshall Goldsmith, in his powerful book What Got You Here Won’t Get You There, highlights 20 blind spots that often keep midcareer leaders, that have climbed high in salary and title, from reaching their full potential.
Goldsmith’s list of what’s holding you back but used to work:
winning too much
adding too much value
passing judgment
making destructive comments
starting with “No,” “But,” or “However”
telling the world how smart we are
speaking when angry
neglecting to express gratitude
punishing the messenger
making excuses
clinging to the past
playing favorites
refusing to express regret
failing to share information
failing to express gratitude
expecting others to recognize your achievements
Each of these habits may seem minor on its own, but over time, they can erode trust of teammates, peers and drop us out of the top slot. When managers cannot evoke a new way of leading, morale dives ultimately stiffling career progress. If you’re aiming for a new role or promotion, these tendencies could shape how others perceive your readiness to lead at the highest scale.
I coach these aligned tools for effective introspection to leave these tendencies behind and rock your career upwards.
1. Ask Around, with Guided Questions.
The people we work with are often our greatest mirrors. Feedback from trusted colleagues (old, current,new) can uncover habits. I work with clients to gather a peer to peer 360-degree review. Themes emerge to improve your ego (what you do well) and where you are off course.
2. Gather Date: How Each Rung of the Work Ladder Respond to You
Team members’ body language and tone can tell us a lot about how our style impacts them in person and on zoom. Do they hesitate to share ideas or seem tense around you? It may be that you’re unknowingly passing judgment, starting with “No,” “But,” or “However,” or even punishing the messenger for delivering hard news. By tuning in to these subtle cues, we can recognize where our style might be unintentionally limiting others’ voices.
3. Put Self Reflection Times in Your Calendar, Please.
After big meetings or critical conversations, pause to reflect: Did you work to create a win-win outcome, or did you feel the need to prove a point (winning too much)? Did you genuinely listen to others, or did you find yourself asserting your authority (telling the world how smart we are)? Self-reflection is strategy to uncovering patterns to keep doing or avoid entirely.
4. Your Reactions to Feedback is Everything
Defensive reactions to even the smallest feedback may signal a tendency toward making excuses, speaking when angry, or punishing the messenger. Seeing feedback as a tool for growth rather than a critique allows us to respond openly. Note: Do not sink to the level of the lowest common feedback, though.
5. Be Nice, like, for Real
At the pace which we work, leaders can sometimes overlook the importance of expressing gratitude and empathy. If you rarely thank your team or find it difficult to acknowledge their contributions, this could be a sign of neglecting to express gratitude or failing to share information. Expressing genuine appreciation builds rapport, fosters a supportive culture, and demonstrates your capacity to lead with empathy—a skill highly valued by today’s organizations. Check with your team on HOW they like to hear feedback.
6. Ghost of Career Past
Many of our blind spots, like clinging to the past or making destructive comments, begin with our inner dialogue. Often post merger, people referenced “back at the old company we…” Catching yourself in the act of replaying past processes can help you shift from old news to intentional prescense. Practice pausing to notice and redirect these thoughts; this helps build more thoughtful, positive interactions and shapes you into the kind of leader that others naturally respect. It shows your connection to the present.
7. Consider the Bigger Picture
Some habits, like playing favorites or expecting others to recognize your achievements without communicating them, can impact team dynamics and morale. As leaders, we’re responsible for setting the tone. Taking the time to check in with team members individually, share credit openly, and make inclusive decisions shows a level of maturity and vision that sets leaders apart—especially when stepping into a new role.
Recognizing these blind spots mid-career is not only essential for growth but can set you apart in your next role. By addressing them head-on, you showcase a level of self-awareness and adaptability that potential employers value deeply. In a world where strong, empathetic leadership is paramount, mastering these areas can truly make the difference in advancing your career.
