building-a-promotion-case

What the source does

• FilesystemNone observedNo reads or writes in the source
• NetworkNone observedNo outbound calls in the source
• ShellNone observedNo commands run in the source
• DependenciesPinnedNothing floats
• SecretsNone foundNo keys in source

Five audit layers

Gates applied: no behavioural pass.

Audit 0.4.1 · source sha b7c977844314 · 26 Oct 2026Report an issue or request a re-scan

• Publisherrefoundai GitHub organizationOwner of the repository this skill is read from
• Source folderrefoundai/lenny-skills/skills/building-a-promotion-caseThe exact folder we audited
• LicenceMITAs the repository states it
• Commit pinned for this verdictb7c977844314A new audit runs when the source changes
• Repository statusNot archivedLast push 101 days ago
• Sandboxed runNot runSkills are read, not executed; layer L4 is skipped

Its description: Help users systematically document their impact, identify skill gaps, and collaborate with their managers to secure a promotion by proving they are already operating at the next level.

---
name: building-a-promotion-case
description: Help users systematically document their impact, identify skill gaps, and collaborate with their managers to secure a promotion by proving they are already operating at the next level.
---

# Building a Promotion Case

Turn your professional impact into a compelling, data-backed argument for your next career move.

Help the user with building a promotion case using insights from 6 guests and posts across Lenny's Podcast and Newsletter.

## How to Help

1. **Inventory Impact** - Help users list their major wins and map them to specific business growth metrics or organizational goals.
2. **Gap Analysis** - Compare current performance against both formal career ladders and unwritten behaviors rewarded at the company.
3. **Strategic Alignment** - Guide the user in drafting a script for a 1:1 conversation to explicitly state their ambitions and align on a timeline.
4. **Package the Proof** - Assist in organizing screenshots, metrics, and testimonials into a structured document that champions can use in calibration.

## Core Principles

### Perform the Role Before You Have It
From "How to get promoted": "People don’t get promoted for doing their jobs really well. They get promoted by demonstrating their potential to do more. At many companies, you get promoted only after you’ve demonstrated you can handle the next level."

The most effective way to prove readiness is to proactively take on the scope and responsibilities of the target role before the official title change.

### State Your Ambitions Explicitly
From "How to get promoted": "When was the last time you told your manager you’d love to get promoted? It may seem obvious to you, but they may not know how important this is to you. Bring it up at your next 1:1 and see what happens."

Managers are not mind readers: you must clearly communicate your desire for promotion so it can be factored into organizational planning.

### Capture Proof in Real-Time
From "How to be prepared for layoffs": "Go open up a new doc and start dumping a list of times you’ve made an impact at your current job. Include metrics, screenshots, timelines, stories—anything that’ll help you tell the story of your successes."

Maintain a running document of specific metrics, timelines, and screenshots while the data is fresh and accessible to avoid scrambling during review season.

### Decode Rewarded Behaviors
From "How to get promoted": "Explicitly or implicitly, every company prioritizes different skills and behaviors. If you pay attention to who gets promoted, you can start to see what actually matters at your company."

Analyze the skills and impact of colleagues who were recently promoted to understand the unwritten criteria that the company actually values.

### Address Specific Behavioral Gaps
From "How to get promoted": "No matter your role or level, there’s a skill or behavior that is keeping you from the next level. To get promoted, you’ll need to demonstrate that you’ve addressed that gap, in the eyes of both your manager and other influential leaders involved in the promotion process."

Work with your manager to identify the exact 2 to 3 behaviors holding you back and create a measurable action plan to close them.

## Templates & Frameworks

- **Brag Document / Accomplishments Log** (How to be prepared for layoffs) - A framework for systematically documenting your work accomplishments to use in future interviews and resume building
- **Career Gap Action Plan Spreadsheet** (How to get promoted) - A shared spreadsheet template for tracking skill gaps and concrete actions between you and your manager, with color-coded status tracking
- **5-Step Process to Address Skill Gaps** (How to get promoted) - A structured 5-step process for identifying and closing the gaps keeping you from promotion
- **Give Your Champion Ammo** (How to get promoted) - Five ways to help your manager and champions advocate for you in the promotion calibration process
- **Wins Folder/Document** (How to get promoted) - A running document or folder where you track your wins and impact over time, to be used when building your promotion case
- **Career Growth Conversation Script** (Jackie Bavaro) - A non-threatening script to ask your manager for promotion requirements and targeted feedback.
- **7 Strategies for Getting Promoted** (How to get promoted) - A comprehensive framework of seven strategies to increase your chances of getting promoted, applicable to any role
- **Promotion Readiness Checklist for PMs** (Shweta Shriva) - A set of principles for PMs seeking career advancement, focusing on impact-driven behavior rather than promotion-seeking optimization.

See `references/artifacts.md` for the full list with details.

## Questions to Help Users

- "What are the three biggest business outcomes you have delivered in the last six months?"
- "How does your current scope of work overlap with the responsibilities of the level you are aiming for?"
- "What specific skills or behaviors has your manager identified as 'gaps' for the next level?"
- "Who are the key stakeholders who would advocate for your promotion during a calibration meeting?"
- "If you were to leave today, what unique value or 'wins' would be most difficult for the team to replace?"

## Common Mistakes to Flag

- **The 'Silent Worker' Trap** - Assuming that high performance alone is enough without explicitly communicating your career goals and advocating for yourself.
- **Waiting for Review Cycles** - Starting the promotion conversation during the review is often too late: calibration typically happens weeks or months in advance.
- **Focusing Only on Tasks** - Emphasizing your to-do list instead of the business outcomes and strategic impact those tasks created.
- **Treating Promotion as a Demand** - Approaching the conversation as a series of requirements rather than a collaborative problem-solving exercise with your manager.

## Deep Dive

For all 11 sourced insights from 6 guests,

Excerpt, first 6,000 characters of SKILL.md, verbatim from the audited commit. It is text from someone else’s repository, quoted so you can judge it before your agent reads it.

git clone https://github.com/refoundai/lenny-skills
git -C lenny-skills checkout b7c977844314

Works in

1. 2026-10-26
   ✓SAFE B 89 / 100

   first audit · source b7c977844314

Questions about building-a-promotion-case

• github.com/refoundai/lenny-skills/tree/main/skills/building-a-pr — the audited source at commit b7c977844314 and every finding aboveObserved · 26 Oct 2026

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