The Secrets of the C-Suite Promotion Parade
Dee@MissFitCoaching.com is an executive career coach in Chicago. She gets you where you're going, faster.
You’ve put in the work stepping up in the M&A team, leading cross-functional digital transformation projects, nailing stretch assignments, and proving time and time again that you’ve got what it takes. Your performance reviews are stellar, your peers look to you for leadership, and on paper, you're the obvious choice.
But when the C-suite position opens, it doesn’t always go to the you who’s “earned” it. In fact, more often than not, it doesn’t.
We've all been taught that career progression is supposed to be a straight path. Do the work, and you’ll be rewarded, right? Well, the game changes at the executive level. It's not just about performance anymore; it’s about strategy, politics, and a whole lot of behind-the-scenes decision-making.
So, let’s break down why “being good enough” doesn’t always cut it, and what truly shapes those C-suite decisions.
When Advancement Marches Past
You’ve probably heard it a thousand times: “We believe in promoting from within.” And it’s true, companies love to highlight this as part of their culture. But just because you're the best person for the job, doesn't mean you’re the one getting promoted.
Sometimes, companies groom someone internally for a role long before the promotion opportunity even opens up. They might have a leadership succession plan in place that’s been in motion for months or even years. So, when a senior role opens up, it’s not just about who’s right; it’s about who’s been set up to take that next step, even if they’re not the most qualified.
You’ve Got To Know When to Hold ‘Em
Leadership is always watching, even when you think they’re not. If you’ve been publicly looking at other opportunities or showing any sign that you’re not fully committed to the company’s long-term vision, they might start to question your place in their plans.
On the flip side, if they see you as a potential flight risk, your company might just promote you to lock you in and prevent a key player from walking out the door.
Ironically, if you're seen as a stable, loyal employee who isn’t likely to leave anytime soon, your chances for promotion could actually take a hit. Companies know they don't have to worry about losing you, so they may opt to promote someone else, whom they feel they have to hold onto
Chasing a Moving Target
Even if you were the perfect fit for a C-suite role last year, things can change quickly. Business strategies evolve, and companies may shift their focus to new areas. Suddenly, your experience in operations might not align with their focus on international expansion or digital transformation.
That’s why it's critical to not just keep an eye on your current role but to also stay plugged into where the company is headed. If you're aiming for the C-suite, think about what the business is becoming, not just what it is today.
.Also, when companies want to shake things up or signal a new direction, they often look outside for leadership. Not because internal candidates aren’t capable, but because they want someone with no history, no loyalties, and a fresh set of eye to send a message that change is coming.
Biases Decide Who Sits at the Top
Welcome to Illusory correlation. It is not uncommon to falsely assume that alma mater, or tenure, reflects leadership skills. A candidate who worked at McKinsey Consulting or, graduated from Harvard may be seen as inherently more capable. Similarly, introverted candidates might be dismissed, despite studies showing that they often excel in strategic thinking and team cohesion.
Functional role stereotyping is well known - the idea that certain demographic characteristics indicate success in particular areas. Women are best for HR roles; men are best for technical roles. Right? A shocking 77% of Chief Revenue Officers are white men.
When Inclusion Feels Like Exclusion
Diversity, equity, and inclusion (DEI) initiatives have reshaped hiring at the highest levels. Companies are under pressure to reflect their communities and markets, which means they’re thinking more intentionally about their leadership teams.
But here’s where it gets tricky: If you don’t align with the company’s DEI goals, you might find yourself sidelined.
Therefore, these C-suite positions are no longer just about performance. They’re about balancing optics, diversity goals, and the current leadership mix. And trust me, these factors influence decisions in ways you may not even realize.
So, What Does This All Mean for You?
At the end of the day, high performance alone won’t guarantee a seat in the C-suite. Sure, it gets you noticed, but doesn’t seal the deal.
The leap to the C-suite takes something more.
Yes, it’s about you. It’s about how you think, how you lead, and how well you understand the bigger picture, beyond your role and team. Can you anticipate what the business will need six months from now, not just today? Are you the right fit for that? Make no mistake, your executive presence matters.
But it’s also not about you.
P.S. Never discount the impact of serendipity.
Warmly,
Dee DeRidder | MBA, SHRM-SPC, NRWA, ICF
Founder & Executive Career Coach
Great article. It covers the spectrum of "it's not what you know, but who you know." My question is: Is DEI relevant now, in the age of Trump?