The Science of Promotion – Internalising Credit

We’ve been talking about the science of promotion, which includes some of my observations during or after someone is promoted.

The next step is internalising credit.

I’ve observed that often, when a person gets promoted, the need for external praise is replaced by internal satisfaction.

In other words, they stop obsessing about whether their bosses or leaders are noticing the work they do, and they start focusing on the quality and excellence of their work for their own sake.

They compete with absolutely no one but themselves and try to be a better and more refined version of themselves.

They accept their workplace realities and recognise that it’s possible not to get credit and they start understanding the goal of their work is to contribute to the organisation’s mission, and not necessarily to gain personal recognition.

This eliminates all external excuses we create to keep us from giving our best, because they are now more interested in the technical excellence of their work.

And even when they succeed, the bulk of their satisfaction is internal.

I have come to understand that the primary value of your work is not in getting credit, but in the experience and knowledge you gain, which no one can take away from you.

Over time, that knowledge and experience become extremely valuable, and naturally, promotion will follow.

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