146 | Why Your Manager Doesn't See Everything You Do
episode
Career Growth for Working Women | Career Advancement, Visibility, Promotion, Raises
14 min
1 speaker
4 chapters
transcribed 1 month ago
Transcript
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Transcript generated automatically by AI and may contain errors.
Why do managers often miss the full impact of high‑performing women?
Here's something I don't think we talk about enough. Most managers aren't overlooking high performing women. They're making decisions with incomplete information. That changes everything. Because if your manager can't clearly explain the value you create, They can't confidently advocate for your promotion. Today I'm going to show you how to change that. Ready? Let's go.
Welcome to Career Growth for Working Women. This show is for women who are done waiting to be noticed and ready to be compensated for the value they already bring. I'm Shannon, a promotion and compensation coach, and I help women position themselves for real advancement, not by working harder, by showing their value more strategically using what I call the 5% method. If you're ready for clarity, confidence, and career growth that actually actually pays off you're in the right place. Let's dive in. Hello friend, welcome back to the show. I've been thinking about something this week. Actually, it's a question. How much of your work does your manager really know about? Not what they've approved. Not what they've heard about
Not the final result. How much of everything you contribute do they actually know? I think if I asked that question to a room full of high performing women, most of them would answer the same way. Probably most of it. It makes sense. After all, they're they're your manager. They assign work, they meet with you, they review your performance. Surely, surely they have a pretty good picture of everything you're doing, right? Here's what I've noticed after coaching hundreds of high performing women. That assumption is one of the biggest reasons women unintentionally make promotions harder than they need to be. Not because they're doing anything wrong but Because they're expecting their manager to see something in
Their manager was never in a position to see. Let me explain. Think back to yesterday. На бій момент the whole day. The conversation where you calmed down a frustrated tea mate. The email you rewrote so it landed better. The problem you solved before it became someone else's emergency. The customer you took care of. The relationship you strengthened. The meeting where you connected two ideas that helped everyone move forward. The newer employee you coached without anyone asking you to. Now let me ask you another question.
How does the “snapshot vs. full‑picture” mindset affect promotion conversations?
How much of that did your manager actually witness? Probably less than you think. And that's not because they're a bad manager. It's because they have their own version of yesterday. While you were solving problems, I They were probably sitting in meetings you aren't invited to. Answering questions from their leader, working through budgets. Headlining issues from another department. Supporting someone else on your team is Making decisions you'll probably never hear about. This might surprise you. Your manager is just as immersed in their own work as you are in yours. That's why I've stopped assuming managers see everything. Because they can't. And honestly, they shouldn't have to. A few months ago I was coaching a woman after her annual performance review.
She was frustrated. Not because she'd received negative feedback. Actually Her manager told her she had a great year and The frustration came from something else. She looked at me and said no. I don't understand, said They only talked about two of the projects I worked on. Then she started listing everything else she had accomplished. The cross functional project she led, the new process she created, the employees she mentored, the The customer issues she resolved were The countless problems she prevented before anyone else even knew they existed. Finally, she stopped and asked, How could they forget all of that? And I remember saying something that completely changed the direction of our conversation. I said
What if they didn't forget? What if they never had the full picture? And she just looked at me. So he asked her another question. If someone asked you to describe everything your manager accomplished over the last six months, Could you?
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Chapters
4 chapters
1
Why do managers often miss the full impact of high‑performing women?
0:00–3:12
2
How does the “snapshot vs. full‑picture” mindset affect promotion conversations?
3:12–7:31
3
What question should you ask before every one‑on‑one to help your manager see your leadership?
7:31–12:19
4
How can you shift from reporting tasks to sharing leadership impact?
12:19–14:46
Speakers
1 identifiedMore from Career Growth for Working Women | Career Advancement, Visibility, Promotion, Raises
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147 | Why Success Doesn't Always Mean You're Fulfilled featuring Anouk Brumfield
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144 | Becoming Impossible to Overlook
143 | Why High-Performing Women Become the Default Problem Solver featuring Eric Dingler
142 | Why Meetings Matter More Than You Think