4 underrated elements of a career advancement plan

4 underrated elements of a career advancement plan4 underrated elements of a career advancement planA vice president of a financial company once told me, Make a plan- or someone else will make one for you. And this advice is never truer than when it comes to taking charge of your career.If youve worked hard, fulfilled your responsibilities, andreceived positive performance reviews, then youve successfully followed what most people would call a career development plan. Unfortunately, thats a far cry from what I call a career advancement plan. To make significant forward movement, youll need to go beyond being great at your current job- but, as I often tell clients inmy leadership coaching practice, if youre waiting on advice from your babo about how to do that, youd be wise not to hold your breath.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and morePace Productivity, Inc. found that while managers o verwhelmingly cite people management as their most important priority, a typical mid-level manager spends a measly 3.3 hours per week managing people. Of that time, only two hours areallocated to coaching, training, and mentoring. Meanwhile, administrative tasks suck up a whopping 24% of their time. So, sure- your boss wants to help you grow. Right after he or she files travel expenses, signs off on a purchase order, and declines a meeting request.So, to give you more reliable input for your career advancement plan, I talked to two of the smartest leaders I know Donnell Green, global head of talent management and development with Blackrock and Dr. Caroline Simard, associate director of diversity and leadership with the Stanford School of Medicine. They shared somekey strategies that all employees should know- but arent always told- about moving upward.Get good bossesThose who have successfully advanced in the workplace- and hope to continue on that path- know that working for the ri ght leader isthe first logical step to becoming a leader. Green, for example, knew that taking charge of her career meant building a support network of coaches, mentors, and sponsors.Dont go it alone, she advises, and give careful consideration to who is in your management chain. Work for people you respect,and get a good boss. I have built great relationships with my bosses and created value for them. Having the support of your manager can make or break a career.Why is a great boss so important? According to Marcus Buckingham and Curt Coffman, the best leaders provide career-boosting training, development, and coaching, and they help employees capitalize on their strengths. They also provide you with role models to emulate as you learn to lead. If you dont know ofany great talent developers in your direct management chain, ask around to discover who they are. If theres no possibility of working directly for them, enlist them as a mentor.Narrow paths can be precariousImagine if you tried to nurture a delicate seedling by gripping onto it so tightly that you almost squeeze the life out of it. Dont do that to your most important career goalsWhat I mean is this You may have avery specific idea of where you want to be and what you think you need to do to get there. And if you are fortunate enough to get your managers input, he or she will probably prescribe your companys pre-tischset career track a narrow, linear path with fewer opportunities the higher you climb.But according to Simard, you need to be open to adjusting that plan. If youre too attached to a very narrow definition of success or plan for your career, you will ignore amazing opportunities, she warns. Keep your eye on the goal, but dont stand in the way of the end result. Sometimes, that meansdoing a task that youre not particularly interested in. But if its really important to achieving your vision, its absolutely worth doing.Even in her own career plan, Simard doesnt have a set route I try to have a plan, but its a flexible plan.As a president in the automotive repair industry once told me, Choose the one thing that is most important to you in your next role- be it location, a certain function, a particular level in the organization, whether youd like direct reports, or whatever it is- and then be as flexible as you can about the rest. Youll be more likely to actually get that next role.Timing is everythingIn 2011, when Accenture surveyed 3,400 executives, they found that only 37% had asked for a raise, promotion, or job change. But, of those who asked, 65% said it helped. In fact,59% of people who asked for a promotion got one. So whats the simplest way to get a promotion? Statistically speaking, it is to ask for one.But no one- including your boss- is going to tell you when or how to make that request.And according to Green, strategically timing your request is incredibly important. The right conversation held at the wrong time can be harmful, she warns, as is failing to be mindful that your boss is in a badeanstalt mood or the person youre talking to is the wrong person. Pay attention to timing and use those instincts for these conversations.So, consider the corporate culture of your office. When is the right time to ask for a promotion? For example, some organizations want you toindicate your interest in moving up when you sit down for your annual performance review. But in others, you would have missed the boat entirely because succession planning already took place. Potential candidates have already been identified to fill their superiors roles. In that case, six months before your review would be the ideal time to ask HR if your performance merited you a place in the succession pipeline.To determine which approach is best, observe how others get promoted. Ask about when and how your organization handles talent development decisions like succession planning, performance evaluations, and identification of high-potential talent. Then you can choose t he optimal time to make your request.Dont be all business all the timeYou might assume that your boss wants you to give 110%, all the time- but ironically, doing so could cause you to miss out on a key strategy for high performance and getting ahead. In fact, theCorporate Executive Boardfound that employees who believe they have good work-life balance work 21% harder than those who do not.Simard, who leads an initiative at Stanford School of Medicine to increase work-life integration, concurs that maintaining a healthy balance is extremely important in career advancement. Dont ignore work-life fit, she advises. These two pieces need to go hand-in-hand in everything you do.Green agrees. Mind the seriousness and intensity she says. If youre someone who people enjoy being around, have a sense of humor, and dont take yourself seriously, youll have followership- and that followership will advance your career. By being a role model of balance and encouraging colleagues to do the same, you ll increase their desire to stay in their jobs, the performance of the team, and your own leadership potential.Your own boss may not tell what you need to advance your career, and you wont find the best strategies listed in the corporate employee handbook, either. So, take it from these two pros who have seen what it takes to lead. Find a great boss, set flexible career goals, consider the timing before you ask for a promotion, and get some balance.This article originally appeared on Be Leaderly.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people