Let me tell you something that still stings a little:

I stayed stuck for years, not because I wasn’t qualified, but because I believed the wrong things.

I thought there was a line.

That if I just kept my head down, delivered great work, and waited for my turn… it would come.

I thought promotions only happened during performance reviews.

I thought advocating for myself would come off as arrogant.

So I waited.

For permission.

For recognition.

For the timing to be “right.”

But none of that ever came, and it cost me years of growth.

What I’ve learned since?

So many smart, capable leaders are being held back by the same thing:

Not a lack of skill.

Not a lack of experience.

But a set of beliefs that feel safe… and sound smart… but are completely false.

If you’ve been feeling stuck, if you’re wondering why the next level always seems just out of reach, it might be time to flip the script.

Here are 6 lies you’ve been told (or are telling yourself) that are keeping you from the role you deserve.

Lie #1: “Promotions run on a schedule.”

“If I just stay long enough, my time will come.”

This is one of the most dangerous beliefs high performers hold.

You see people move up every 2–3 years and assume there’s some internal ladder being tracked — like clockwork. So you wait. You tell yourself it’ll happen eventually.

But promotions don’t work like boarding groups at the airport. Your turn doesn't just arrive.

Why it sounds true: You've seen people get promoted after a few years — it looks like there's a system.

Why it’s false: Some people get promoted faster than others, or ahead of professionals with more seniority or experience. That means time or “butts in seats,” as one of my managers referred to it, aren’t the drivers. Promotions are strategic, not scheduled. You can move up when you make a strong case, align with business priorities, and advocate for yourself (Yes, even at established companies where there is a structured promotion process).

Flip the script: If promotions aren’t earned with time but based on impact, what can I do today to earn it?

Lie #2: “I’ll ask for promotion during my performance review.”

“That’s the appropriate time, right?”

It feels polite. Professional. Like you’re following the rules.

But by the time you’re in that room, your manager has already made decisions or missed the chance to advocate for you. You’re playing catch-up.

Why it sounds true: The company says reviews are for discussing development.

Why it’s false: Promotion discussions happen behind closed doors long before performance reviews. The meeting with your boss is just the scheduled time they set up to share their decision. Some people get promoted outside of this cycle (like Daniel, who did it mid-year with a business case and clear value proposition and leveled up from Director to Sr. Director).

Flip the script: A performance review is just one opportunity to stand out. Plan for promotion when you are ready for one.

Lie #3: “If I keep delivering, someone will notice.”

Also known as “My work speaks for itself.”

You’ve always been rewarded for results. So you assume that will continue.

But at higher levels, performance is expected. It’s no longer the thing that sets you apart — it’s the baseline.

Why it sounds true: Hard work got you here. Why wouldn’t it get you there?

Why it’s false: If hard work were the only yardstick, anyone who works hard would be an executive by now… but that’s not the case. Strategic visibility, not effort, drives promotions. If the right people don’t know what you’re doing and why it matters, it won’t translate into career growth.

Flip the script: Results matter but only if the right people see them. Stop working harder, start working smarter.

Lie #4: “I’m not ready yet.”

“I just need a bit more time. A few more wins. One more project...” and my personal favorite “I’ll just get a ($200k) MBA”

High achievers often assume readiness is about checking every single box. But if you’re already stretching the limits of your role and feel like you’re basically doing your manager’s job…You’re more ready than you think.

Why it sounds true: You want to feel 100% ready. To know you have all the answers and you won’t make any mistakes.

Why it’s false: Most executives are promoted before they are fully ready (they learn on the job). Not to mention, no one has all the answers, and everyone makes mistakes. It’s irrational to think you’ll never screw up. It’s a bar so ridiculous it’s unattainable.

What matters is trusting yourself enough to know you will figure it out no matter what happens. And showing up with that confidence.

Flip the script: If I’m already partially doing next-level work, I’ll figure out the rest.

Lie #5: “Someone else is more qualified.”

“They’ve got more years, more experience, more executive presence...”

You look around and see all the reasons someone else is more worthy. But here’s what you’re missing: promotions don’t go to the person who is best on paper. They go to the best fit.

Why it sounds true: You’ve been taught to measure qualification by experience, years, and brand names (but they worked at Google/Nvidia/Walmart)

Why it’s false: Fit isn’t defined by years, or a list of qualifications. What matters is the ability to solve the right problems at the right level. I’ve worked with people who had 20 years of experience on paper, but couldn’t deliver as well as a “newbie” with 7 years under their belt. Don’t confuse appearance with actual ability.

Flip the script: Stop focusing on why someone else might be better, and start articulating why you’re the best fit.

Lie #6: “Self-promotion is for lazy people”

“Those who can do, and those who can’t can’t stop talking…”

This one is deep-rooted, especially for high performers with humility. You see people who don’t do as much as you being vocal about their (tiny) wins and think: Of course they have to be loud, they don’t have much to show for.

But here’s the thing: it’s not the hardest worker who gets the promotion. It’s the one who shows their value.

Why it sounds true: We’ve been taught that humility is good, and talking about yourself is bad.

Why it’s false: Leaders aren’t mind readers. They can’t promote what they can’t see.

At the executive level, self-advocacy isn’t optional - it’s expected. Influence and visibility are part of the job. And if you can’t do it for yourself, how can they trust you to do it for your team?

Flip the script: Telling my story isn’t bragging, it’s leadership.

Want to flip the script for yourself? Start here:

Your 10-Minute Belief Audit

Choose one lie that hits close to home.

Then ask yourself these 3 questions:

1. Where did this belief come from?

   Is this actually your truth, or someone else’s voice you absorbed?

   
   

2. Can I find a counter-example?

   Who do I know that got promoted before they were “ready”? Who got visible and made their own opportunity?

   
   

3. What would I do differently if I didn’t believe this?

Would I speak up? Apply? Ask for the meeting? Pitch myself?

Then write a new belief you want to adopt — and take one small action this week from that belief.

That’s how momentum builds.

Your Next Steps

Pick one belief to flip this week and take one bold action that reflects it.

Apply for the role.

Start the conversation.

Speak up in the room.

Because most of the time, it’s not your résumé or your timing that’s holding you back.

It’s you.

And once you stop believing the lies… You can start unlocking the opportunities that have been waiting for you.

I believe in you, and I’m rooting for you

Maya❤️