Plan would allow promotion to parent company

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Dear Joan:
I am a regional sales manager for a US division of a large and successful European company. Our parent company is expanding rapidly in the United States so there will be many opportunities for advancement for quality people. Unfortunately, our division is very small and doesn't receive much attention at company headquarters, so whatever positions that are available within the entire corporation are generally not even brought to our attention. Also, our division general manager likes to operate as autonomously as possible.

I've gone to my superior as well as the general manger with the request that my name and resume be circulated to the appropriate managers at our parent company. I have not done this with the attitude that I want to leave the corporation but that I am looking for a position with more long-term opportunity and growth. The response from both of my superiors has been good - both of them agree that I am capable of advancing way beyond my current position. Nonetheless, it would be quite a problem for my superiors to replace me because I'm one of the top producers. They have not done anything with my request despite several reminders.

Is it advisable to talk to the top human resource executive for the parent company in the US about my problem? Do you think this would be a good move if I don't have the express permission of my immediate superiors? If I don't do this, what are my alternatives? I don't want to leave this company and yet I know there are many jobs in the parent company for which I am not being considered despite my excellent credentials.

Answer:
Your bosses are making a serious mistake. By keeping you a secret, they think they'll have you all to themselves, their selfishness is fattening their profits but could hurt them in the long run if you take your talent elsewhere.

If you go around them and talk to the top human resources executive about this, they will not look good. In fact, it could be very embarrassing for them. The parent company may even probe deeper if they feel your managers have not been managing their human assets properly.

The human resources executive is bound to call your boss to find out if you are as good as you look on paper. He or she may wonder if there is a hidden problem between you and your boss. You may even appear politically naive if you attempt to go over your managers' heads.

Unfortunately, your mangers have not taken your request seriously. They probably hope you'll just forget about it. After all, they'll reason, you're doing so well why would you want to leave? They have underestimated your desire for growth and a new challenge.

Today, most employees choose "challenging work" over most other work values. Supervisors who take advantage of their employees' desire to learn new things and take on bigger challenges are going to have racehorses for employees instead of mules. Employers who don't take advantage of their employees' needs will see many talented people slip through their fingers.

This is what I recommend: Set up a meeting with your boss. This will make your discussion seem more formal and serious. In the meeting, explain that you are quite sincere about getting more exposure to company opportunities. Go into some detail about why this is important to you.

Ask your manager who you need to talk to at the parent company to find our about opportunities on a regular basis. Let him save face by saying that you realize your career is your responsibility and you should be responsible for making the contact.

Because your division is so autonomous, your boss probably doesn't fully understand how the internal openings are filled at the parent company. This may have hampered his attempts to satisfy your initial requests. Offer to make some inquiries of your own but assure him that you will tell all parties that you are doing so with his full support.

Ask him if there are appropriate ways to expose your work to headquarters. Perhaps you could accompany him on his next visit, make a corporate presentation or become involved with some company committee.

By doing this, he can fulfill his promise to you while showing off his talented star performer to his own bosses. In short, you are giving him an opportunity to look like a good manager rather than a shortsighted one.

Put yourself in your manager's shoes and consider how the division will be weakened by your departure. Suggest a plan for strengthening the organization. Perhaps you could share your expertise and tips with others through training presentations. If you don't have a potential successor already, now is the time to speed up the development of your own subordinates. Present this plan and ask for his advice and agreement.

Reassure him that you are prepared to be patient and that your performance will continue to be as high as it always was.

Your boss will get the picture. He will realize you are going to leave one way or the other and he'd be wise to help you instead of stand in your way. Your performance is so strong you probably won't jeopardize your current position by taking a more proactive stance.

If your boss is confident you will help him through the transition, he will be much more likely to help you get what you want. Best of luck in your new assignment!