You're Overqualified Podcast - Career and Leadership Strategies for Women

Hosted by Dani Tan - Leadership Coach and Speaker

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154

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Aug 2026

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About the show

I'm Dani Tan, Founder and leadership coach of She Belongs Here™, a leadership and culture organization for women ready to get promoted, lead on their own terms, and redefine what leadership looks like. I coach high-achieving women through the strategy, visibility, and positioning moves that actually move the needle, and I work with organizations building cultures where their best talent can lead. Former VP, first-gen, 11 promotions in 11 years, I've lived this work before I built it. Learn more about me and my mission at danitan.com

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September 10, 2026Episode 1409 min

140. What a Promotion Actually Buys You: Money, Leverage, and Options

In episode 140, we're talking about what a promotion actually buys you, and why "I'll just wait for my company to promote me" is costing you more than you think. This one is for the woman telling herself she'll just wait for them to notice. I break down the real math behind that decision, and why a single raise you don't ask for doesn't just affect this year, it compounds for the rest of your career. In this conversation, I walk through what a promotion really buys you (it's not the title), the math on a delayed raise, and how one client turned a promotion into an $18,000 runway to leave corporate and build her own consulting business. In this episode, I cover: → Why a promotion is a tool, not the end goal → The math behind waiting to ask for more → How one client used her promotion to fund her exit into consulting → Why money and financial safety are not shallow reasons to want more Key Takeaways: – A raise isn't a one-time bump, it's a new base that compounds through every job after it – "I'll just wait for them to promote me" is the most expensive plan you can run – Promotions can fund the life you actually want, not just the title on your LinkedIn Chapters: 0:54 What a promotion actually buys you 2:19 The math on waiting 4:16 Client story: the $18,000 consulting runway 7:27 Promotions as freedom, not just status 9:37 Book a discovery call How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

September 3, 2026Episode 13928 min

139. It Would've Taken Me 5 Years" | Liz on Unstalling Her Promotion and DMing CEOs

In episode 139, we're talking about what actually unsticks a stalled promotion, told by my client Liz, in her own words. You've probably had a season where you knew you could figure it out yourself, eventually. Liz had one too. This episode is for every woman doing great work in a role with no playbook, no benchmarks, and no clear next level. In this conversation, Liz shares her pivot from physical therapist to health tech, how we mapped her workplace ecosystem to unstall a promotion that had been stuck for months, and how she went from nervous to cold-DM anyone to conversations with 20+ CEOs. In this episode, I cover: → Why non-traditional backgrounds need a map, not more effort → Mapping the people who actually influence your promotion → Building a network you can leverage without cold applying → The permission piece of coaching nobody talks about Key Takeaways: – Your manager can be great and still not be enough, you need champions beyond her – The relationships have to exist before the promotion conversation happens – CEOs are just people, and reaching out is a skill you can practice – You could figure it all out alone, the question is whether you want it to take five years Chapters: 0:00 Welcome + who this is for 1:12 Liz's pivot: physical therapist to health tech 3:29 The moment she decided to get support 5:50 How she chose a coach 8:37 The promotion that stalled for months 12:37 Mapping her workplace ecosystem 15:38 What came after the promotion 20:24 From nervous to DM to 20+ CEO conversations 25:18 "It might have taken me five years" 26:51 Liz's advice if you're on the fence How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

August 27, 2026Episode 1387 min

138. I'm Tired of Being Grateful Just to Have a Job

In episode 138, we're talking about the gratitude narrative that's been quietly costing you your paycheck, your title, and your peace. If you were raised to believe that having a job at all is something to be grateful for, full stop, this episode is for you. That belief kept generations before you safe. It might also be the reason you're doing a job above your title for free right now. In this conversation, I break down where that gratitude narrative comes from, what it actually costs you when you stay stuck in it, and why gratitude and ambition were never supposed to be opposites. In this episode, I cover: → Where the "just be grateful to have a job" wisdom comes from, and why it isn't wrong, just incomplete → What "gratitude priced labor" looks like: the interim role that never converts, the stipend instead of the raise, the promotion that keeps getting delayed → A real client story of the moment gratitude turned into resentment, and what changed the second she said "I want more" out loud Key Takeaways: – Gratitude and ambition are not opposites. You can deeply value what you have and still require the title and pay that match your work. – If you're being paid in "thank yous" instead of your market rate, that's a pattern worth naming, not a character flaw. – The market being hard is a reason to get strategic, not a reason to stay silent. – Review cycles are where decisions get announced, not where they get made. – Say it out loud: I am grateful, and I want more. Chapters: 00:00 Welcome & About the Podcast 01:02 The Client Quote That Started This Episode 01:43 Where the Gratitude Narrative Comes From 02:11 Gratitude Priced Labor: What It Actually Costs You 03:30 A Client Story: When Gratitude Turns Into Resentment 04:52 Gratitude and Ambition Are Not Opposites 06:08 Reframing "The Market Is Bad" and "I'll Wait for Review" 06:52 The Exercise: Say It Out Loud How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

August 20, 2026Episode 13714 min

137. Can't I Just Do This on My Own? What DIY Actually Costs You

In episode 137, I'm doing the actual math on what "I'll just figure it out myself" is costing you, in real dollars, not just time. This one is for the woman weighing whether to get support or keep trying to DIY her way to the next level. If you've been telling yourself that hiring help is the less responsible choice, I want you to hear the numbers before you decide. In this conversation, I walk through what DIY actually looks like in practice, why it works for some things and reliably fails for others, and the real financial delta of waiting one more year to get support. In this episode, I cover: → The actual dollar cost of waiting one more year to figure it out alone → Why DIY frequently isn't responsibility, it's fear wearing a costume → When DIY works and when it fails → Why information was never the problem, execution under pressure was → Why the higher you go, the less anyone does it completely alone Key Takeaways: – One year of "figuring it out" can cost you the equivalent of a full salary increase, and it compounds. – DIY works for low-stakes, mechanical skills. It fails anywhere you have to be strategic about yourself while afraid. – Every executive you admire has had help. Asking for support is not a remedial path. Chapters: 0:00 Who Dani is and who this episode is for 0:54 Can't I just do this on my own? 1:52 Pattern recognition across clients 2:21 The real math: what one year of "figuring it out" costs 3:17 DIY as fear wearing a responsibility costume 3:44 What DIY actually looks like in practice 6:25 The common thread: information wasn't the problem 7:19 When DIY works and when it fails 8:43 Asking for help is not a remedial path 9:59 The higher you go, the less anyone does it alone 10:53 What got you here won't get you there 11:51 The real cost comparison: coaching vs. waiting 12:57 This week's action item 14:40 Book a discovery call How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

August 13, 2026Episode 13621 min

136. The 3 Questions Your Manager Asks Before Promoting You

In episode 136, I'm breaking down the 3 questions your manager and leadership are actually asking before they promote you, questions that get answered in rooms you're usually not in. This one is for the woman doing great work, staying visible to her manager, and still watching the promotion stall out. You are not being rejected. You may just be unmentioned, and that is something you can change. In this conversation, I walk through exactly what leadership evaluates when your name comes up, months before your review cycle, with more people in the room than just you and your manager. In this episode, I cover: → The 3 questions your manager asks before promoting you → Why promotion decisions are made months before the review cycle, and who else is in that room → The real cost of staying at your current salary one extra year → Why claiming your results out loud is not bragging, it is data → How to build influence with more than one person, without it feeling like politics Key Takeaways: – The 3 questions: do we trust her with more scope, who is advocating for her, and what story do we tell about her. – Unmentioned is fixable. Rejected is a different conversation, and this usually is not that. – You cannot outwork a positioning problem. You have to position yourself. Chapters: 0:00 Who Dani is and who this episode is for 0:56 The decisions being made in rooms you're not in 3:43 The lie that work speaks for itself 5:10 Why promotion decisions happen months in advance 6:02 The real cost of staying at your current salary 7:54 Unmentioned, not rejected 9:45 Effort is not the currency, the story is 11:38 The 3 questions your manager asks before promoting you 15:23 Why this is information flow, not politics 17:43 Claiming your results is not bragging, it's data 18:56 This week's action item 20:47 Book a discovery call How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

July 23, 2026Episode 1357 min

135. Doing the Job Above You With No Promotion? Here's What To Do

In episode 135, we're talking about what actually moves the needle when you've been doing the job above your title — and still waiting on that promotion. If you've been going above and beyond for months, getting great feedback, and still hearing nothing, this one is for you. You are not behind. You've just been working without the right positioning in place. In this episode, I break down a real client story: a new manager at a fast-growing startup who was doing the job above her title for six months with no movement and exactly what changed when we shifted her strategy. In this episode, I cover: → Why having a great manager relationship isn't enough to get you promoted → The stakeholder mapping exercise that changed everything for her → How she went from invisible to promoted in under three months — and built influence that followed her everywhere after Key Takeaways: – You are not underperforming — you are underpositioned – Your manager's support alone does not move a promotion forward; the GM and cross-functional partners need to know your work too – Confidence isn't a prerequisite to taking action — you build it by mapping what you already know – Visibility inside your org is step one; visibility outside is what unlocks the next level – The skills you build through this process — presenting, relationship-building, communicating impact — transfer to every next move Chapters: 00:00 — Welcome & About the Podcast 01:36 — The Client Story: Before 03:55 — The Coaching Steps: Stakeholders, Confidence, and the GM Meeting 06:09 — Building Visibility Beyond the Organization 08:20 — The Lesson: A Skill, Not a One-Time Fix How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

July 16, 2026Episode 13421 min

134. The Promotion Questions You're Afraid to Ask (Answered)

In episode 134, we're getting into the promotion questions you're afraid to ask, the real ones, pulled straight from a room full of high-achieving women. You are already delivering above your title. This one is for the woman who is doing the work and is ready for the actual playbook, not more vague feedback. I taught a live training this week and opened it up for real questions, and the coaching I gave on each is the whole episode. In this episode, I cover: → Why getting denied an internal promotion is almost never about your capability → What to do when your company "pauses" promotions (and the parallel path that protects you) → How to get your title and pay to finally match the work you are doing → The reframe for checking in on your promotion without feeling annoying → How to build relationships with decision-makers in a new or remote role Key Takeaways: – Promotions are decided by more than your manager. Positioning and visibility with the right people is the lever – "Waiting" quietly adds time to your promotion cycle. Run a parallel path instead – Vet an organization's health the same way they vet you – Follow up like a dog with a bone: document, check in, repeat – Every question comes back to three things: your roadmap, your ecosystem, and your visibility Chapters: 00:01 Meet Dani + who this is for 02:22 Denied the internal promotion, what am I missing? 04:38 Delivering at the next level, but promotions are paused 09:17 Vetting the health of your organization 11:00 Your title and pay don't match (and asking backfired) 13:53 Checking in without feeling annoying 16:11 Building relationships in a new or remote role 18:29 The three themes behind every promotion question 20:46 The replay, the bonus, and working together How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

July 9, 2026Episode 1348 min

133. Why Someone Less Qualified Just Got Promoted Over You

In episode 133, we are talking about the thing no one names when they talk about getting promoted: the discomfort of being seen. If you have been putting in the work and still getting passed over, there is a good chance it is not your performance that is the issue. It is that not enough of the right people know about it — and that somewhere along the way, being visible started to feel uncomfortable. This episode is for you. In this episode, I break down why discomfort with visibility is the most common blocker for high performers, and what strategic visibility specifically looks like at the manager, director, and VP level. In this episode, I cover: → Why feeling uncomfortable being seen and recognized for your work is keeping you stuck → What strategic visibility looks like at the manager level versus the director level versus VP — and why the approach is different at each one → Why the skills that got you here will not automatically get you to the next level Key Takeaways: – The discomfort you feel about being seen for your work is not humility. It is the thing keeping you stuck. – If you are going for manager, being siloed in your work and not showing a ripple effect on your team is what holds you back. – Director requires visibility beyond your team — into the organization and with executive leadership. – VP is a highly strategic and influential role. Executive presence, business impact, and innovation are what get you there. – Strategic visibility is a skill. It is learnable. And it changes everything. Chapters: 00:01 Who this is for and why you are overqualified 02:13 What actually happened when someone less qualified got promoted over you 04:26 Strategic visibility and making the right people know your work 06:45 Why feeling uncomfortable being seen is keeping you stuck How to work together - book a call or DM with questions on IG or LI. Join my training on July 15th ⁠⁠ here ⁠⁠ Book a Discovery Call ⁠⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

July 2, 2026Episode 1328 min

132. The 3 People Who Decide Your Promotion (and Why Your Manager Isn't Enough)

In episode 132, we're talking about why someone less qualified just got promoted over you — and what actually happened. You did the work. You hit your goals. You got great feedback. And somehow, they got the promotion. That is one of the most demoralizing things that can happen in a career. And I want you to hear this right now: it was not your quality of work. It was positioning, visibility, and timing. Those are the parts of the system that no one ever taught you. And every single one of them is learnable. In this episode, I break down why strategic visibility is the difference between invisible excellence and getting promoted, and what it actually looks like at every career level. In this episode, I cover: → Why the person who got promoted over you was not better — they were just better positioned → What invisible excellence is and why great work alone will not get you promoted → Why your manager carrying your name into the room is not enough → How strategic visibility works at every level from individual contributor to VP → What it means to be known by the right people before the promotion decision is made Key Takeaways: – It was not your quality of work. It was positioning, visibility, and timing. – The woman who stops getting passed over is making sure the right people know her work before the decision is made. On purpose. – Invisible excellence is doing great work that the wrong people know about. Strategic visibility is what changes that. – Being seen is not bragging. It shows you can present, build relationships, and communicate impact. Those are leadership skills. – Whatever level you are at, the path forward requires influence beyond your direct team. Chapters: 00:01 Who this is for and why you are overqualified 02:13 Why someone less qualified just got promoted over you 04:26 Strategic visibility and making the right people know your work 06:45 Why being uncomfortable being seen is keeping you stuck How to work together - book a call or DM with questions on IG or LI. Join my training on July 15th ⁠ here ⁠ Book a Discovery Call ⁠⁠⁠⁠⁠ here ⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

June 25, 2026Episode 1317 min

131. Why You Get Great Reviews but Never Get Promoted

In episode 131, we're talking about why getting great reviews and getting promoted are two completely different decisions — and what it actually takes to win both. You are doing the work. You are hitting your goals. Your manager thinks you are incredible. And you are still not getting promoted. That is not a reflection of your performance. It is a reflection of a system that no one explained to you. And in this episode, I am breaking it down. In this episode, I cover: → Why promotions are not decided at your review and when they actually are → What strategic visibility means and why the right people need to know your work → How timing is the truth teller when it comes to your promotion cycle → Why your manager is not the sole person who gets you promoted → What it takes at each level: individual contributor to manager, manager to director, senior leader to VP Key Takeaways: – Great reviews and promotions are two different decisions. You can be acing one and not even be in the room for the other. – Promotions are shaped and planned months before your review. By the time you sit down, the conversation has already happened. – Strategic visibility is not bragging. It is making sure the right people know your work before the decision is made. – Your manager is not the sole person who gets you promoted. Multiple decision makers are part of that process. – Planning in advance is not optional. It is the whole game. Chapters: 00:04 Who this is for and why you are overqualified 02:23 Why great reviews do not equal promotions 04:37 Strategic visibility and making sure the right people know your work 07:00 Planning in advance and what to do next How to work together - book a call or DM with questions on IG or LI. Join my training on July 15th here Book a Discovery Call ⁠⁠⁠⁠ here ⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠ My site: ⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter