What To Do When There’s No Path To Promotion

Maya Grossman
Nov 25, 2025
5 min read

A lot of the talented, high-achieving executives I coach come to me feeling stuck.

They’ve been at the same level for years, performing, delivering, and being the “go-to” person, yet nothing moves.

When I ask them one question:

“If you got your manager’s job today, could you do it?”

The answer is almost always the same.

“Yes. Hell yes.”

So the problem isn’t capability.

It’s not that they’re not ready.

It’s that their company is not set up to help them grow.

This isn’t a skill problem. It’s a ceiling problem.

And that’s where most people get it wrong: they wait for an opportunity that’s never coming.

Here’s the truth:

You don’t have to get a promotion where you work to move up.

You just have to make sure your next move is up, not sideways.

The 3 Most Common “No-Growth” Scenarios

Let’s call them out.

1. The Structural Ceiling

There’s only one Director or VP above you, and they’re not going anywhere. Unless they move or retire, there won’t be an opening.

2. The Reorg Loop

The company keeps changing priorities, but not creating new leadership roles. You’re having to build your reputation over and over again for new leaders, but that feels like treading water.

3. The Cultural Block

Promotions go to the “next in line” not the most qualified. That is actually a red flag not just for your promotion, but the culture in general. “Butt in seat” promotions are archaic and often deliver poor leadership.

If any of these sound familiar, it’s not a reflection of your readiness.

It’s a sign you’ve reached the natural limit of growth there.

The Mindset Shift: Stop Waiting, Start Designing

Most people assume their next step will come from proving themselves harder.

But you don’t have to wait to be picked. You can design your next move.

Here’s what that shift looks like:

From Earning to Positioning: You’ve already earned it. Now your job is to signal readiness through how you talk about your work and show up as a leader.
From Loyalty to Leverage: Staying too long doesn’t prove commitment. And loyalty is rarely rewarded. What you need is to create leverage for yourself somewhere else.
From Patience to Proactivity: Promotions aren’t fair. They’re strategic. And the people who get them are the ones managing their careers like a business. Stop waiting and start taking action.

These mindset shifts earned me most of my promotions and at least 6-figures in raises. Every time I got stuck, and there was no room for growth (despite trying), I stopped waiting for a miracle, changed companies, and moved up. Here’s how you can do that, too.

How to Move Up (Not Sideways) When You Change Jobs

If you’ve hit a ceiling, changing companies can absolutely be a promotion.

But only if you approach it strategically.

Here’s how to make your next move count.

1. Find Proof You’re Already Operating at the Next Level

Before you update your résumé or LinkedIn, get clear on what “the next level” actually looks like.

Look up job descriptions for the role above yours—Director, VP, or whatever’s next.

Or better yet, talk to people already in those positions.

Ask what success looks like in their world.

Then go back to your own work and find proof that you’re already doing some of those things.

Leading cross-functional initiatives. Driving strategic priorities.

Managing leaders, not just individual contributors.

This step does two things:

It helps you see yourself differently, as someone already playing at that level.
It gives you the language and evidence you’ll need to position yourself that way publicly.

You’re not inflating your story. You’re finally articulating your value at the right altitude.

2. Reframe Your Narrative: Speak Like the Level Above You

When you’re ready for a step up, your story has to shift from “Here’s what I’ve done” to “Here’s what I can do for you next.”

Executives don’t get hired for their past. They get hired for their potential impact.

That means:

Speak in terms of outcomes and strategy, not just execution.
Frame your work around business results, not personal achievements.
Tell stories that show how you think—how you connect dots, influence direction, and make decisions.

The next level isn’t about doing more. It’s about thinking differently.

3. Position Yourself as the Obvious Choice

This is the part most people skip. Instead, they try to be everything to every company and end up being ignored or rejected.

I get where this is coming from. Especially in this economy, you want to cast a wide net and create more opportunities… except this approach is the reason you’re not getting approached.

Think of it this way:

If you had a serious heart issue, you wouldn’t call your family doctor — you’d call a cardiologist.

Both went to medical school, both are qualified, but one has built depth in a specific area.

That’s exactly how senior leaders think when they’re filling top roles.

They’re not looking for someone who can “do a bit of everything.”

They want the person who can diagnose the real problem, lead the treatment, and deliver results in their domain.

Positioning yourself means identifying the big need at the next level, and crafting a story that shows you are the best solution.

If the company is scaling fast, don’t just say you are a great engineer. Say you “built systems that can double capacity without doubling headcount.”

If they’re struggling with brand awareness, don’t say you “ran marketing campaigns.” Say you “helped a company in a similar stage go from unknown to category leader in one year.”

When you show up that way, people stop evaluating you as a candidate and start picturing you in the role.

The Reality of Changing Jobs to Level Up

Everything I just shared with you helped me level up multiple times, and yet… Some of you may still think, “If I’ve never been a VP, no one will hire me as one.”

But that’s just a limiting belief.

I’ve had multiple clients jump to Director and VP roles without ever holding the title before.

One went from Director to VP in six months after reframing her story and showing she was already operating at that level. Plus, positioning herself as an expert in her industry.
Another landed a Director offer during a promotion freeze because he learned how to connect his work to business outcomes and speak like a peer to executives.

They didn’t get lucky. They got intentional.

They learned how to make companies see the value they already had.

You don’t need to wait two more years to “earn it.”

You just need to show up as if you already have.