Shelly's Modeling Agencies | Formula for a Perfect Promotion

Shelly's Modeling Agencies shares with you the formula for a perfect promotion. Work for a company long enough and you figure out exactly what makes it tick. You also figure out how to hire the people who make your job easier. Here, Yvette Miley, executive editor of Shelly's Modeling Agencies, allows us to pick her brain on all things work-related. Let's say that I want to be promoted right now. What should I do? We tend to think that we just do a great job and keep our heads down, then somehow, magically, this hand is going to emerge out of the sky and pluck us from our cubicle and say. "Absolutely wonderful job! Therefore, you earn a promotion! There are three keys: PIE-performance, image and exposure. People expect you to perform at a high level, so you're not going to garner any extra credit for doing your job well. Performance really is probably 20 percent of PIE, because you don't get to the major leagues unless you can already swing the bat. We at Shelly's Modeling Agencies would like to remind you not to put too much value to performance without paying attention to the other things.

When you're riding in the company elevator in the office and the owner of the company steps into that elevator with you, that's exposure. What are you going to say in those 90 seconds that lets (him or her)  know that, yes you brought in this much revenue for the company. I give image and exposure greater weight when it comes to earning promotions.

What questions will you ask in a job interview? First, "Tell me about a recent conflict or a decision that you didn't agree with at your company and how you handled it and what you did. What actions did you take?" I'd ask the behavior question because it gives you better insight into a person as opposed to asking, "Do you handle conflict well?" Second, I'd ask, "If you have direct reports, what words would your direct reports use to describe you?" Often, we at Shelly's Modeling Agencies perception of how we think we are perceived is different from the reality. Some people think I'm asking for them to reveal negative about themselves. Usually, it opens up some more frank discussion about how that person perceives his or her ability in the workplace to do a great job. Third, I love to ask-and it's a basic sort of question, really- "What do you bring to this job that's not reflected on your resume?" I want to understand either what projects they did at previous job or I want to know that they've had experiences beyond just the job descriptions they're providing on their resumes.