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Advanced Promo Checklist

In this guide, I'll walk you through the top 3 common Career Killer Mistakes many young professionals have made, and the 7 key Promotion Levers you can master to accelerate your career growth, each with a real-life example to guide you. Let's get started!


Don't have time to go through the whole guide right now?

No worries, I can send you a PDF copy to read whenever it's convenient for you.




The top 3 common Career Killer Mistakes

There are 3 common career killer mistakes that most young professionals make at work, which have been quietly but surely delaying their career growth and job promotion.


This ultimately means, they take longer than they have to in order to get each promotion, and every year of not being promoted could mean losing thousands of dollars for even an entry-level young professional.

So let's go through these 3 common mistakes below and see if any of them sounds familiar to you.

Not tracking your work performance


In the past one year, you have missed several job or project deadlines.



Many young professionals consider the annual performance goal & KPI setting and performance review as nothing more than some HR-given activities, and they only pay attention to these when they receive email reminders from the HR about these activities - in the early of the year, mid-year, and year-end.


It's hard to know how well you are performing in your job if you don't track it against the pre-agreed KPI targets and results.


When we don't track our work performance, it's very likely that we end up always rushing to get our job done at the last minute, with stress and long hours of working past the office hour.


The problem is that, when you miss a job or project deadline, your failure to fulfill your job expectations & performance targets doesn't end with the year, but compounds up to scar your performance record throughout your career life in that particular company.

Not being okay with your boss


You have unresolved conflict with your boss.

You think your boss doesn't like you and is not happy with most of the things you do or say.


I remember how dreadful my working days were when I was not okay with my boss.


You see, in my most recent career risk assessment, "Bad relationship with the boss" still rated HIGH in jeopardizing job performance.

What that means is, if you do not nurture a peaceful, supportive, and synergized working relationship with your boss, you most probably are not yet performing at your best potential at work.

The good news is, you can achieve so much more this year by just strengthening your rapport with your boss. So what can a strong rapport with your boss do for you?


  • Can it make your boss give you less irrelevant side projects? Yes!

  • Can it make your boss pay more attention to your contributions? Yes!

  • Can it make your boss treat you more respectfully? Yes!

  • Can it make your boss be more supportive of your career growth? Yes!


If you do nothing about your current relationship with your boss now, then all these will probably just remain as dreams for at least another year.


So don't delay any longer. You don't have to struggle like this at work for even another week. Don't lose your most valuable career sponsor.

Not driving your own capability development


You don't know your gap in your capability and technical skills.

You wait for your boss to offer you when there is a job promotion opportunity.



Whenever I met young professionals who told me that they haven't been promoted from the same job grade for longer than 3 years, I would ask them why not.


Almost all of them would give me answers like, "I don't know, my boss hasn't mentioned it."


Because your boss is probably working hard on getting their own salary raise, too!


No one would care as much about your job promotion or salary raise as you do, so why expect anyone else to want to fight for your career growth when you yourself are not driving it?


Most people will just be waiting for their boss or HR to hand them a job promotion offer or career growth opportunity. Be more proactive and self-driven from now on, and you will stand out from among them.

Nothing excites and inspires a coach more than a self-driven coachee. 

Now you know the top 3 common Career Killer Mistakes, have you made any of them yourself?


If yes, then you'll really appreciate the next part of this ultimate guide.


Because I have made each of these mistakes myself during the earlier years of my career, (1) learned from them the hard way - some through tears literally, (2) analyzed and conceptualized my lessons learned, (3) then tried different ways of handling each of these recurring situations, (4) refined and tried again, (5) then tested what seemed to work for me with other colleagues and young professionals, (6) finally figured out and later proven that there are 7 key Promotion Levers which, if any Christian young professional understands and masters well, can dramatically transform your career and position you as a high-performing top talent visible to the C-Suite leadership team of your organization.


The next part of this ultimate guide is where I outline these 7 key Promotion Levers, with real-life examples so that you can visualize how to apply them in your situation and accelerate your career growth and job promotion.


Don't have time to go through the whole guide right now?

No worries, I can send you a PDF copy to read whenever it's convenient for you.


PART II - Key Lever #1


Build & protect work synergy with your boss

There are generally several types of relationship you may have with your boss from time to time:


  • The Perfect Duo: Your boss always shares clear direction when assigning a job to you, and you know how to meet and exceed those expectations. Then when you present your completed work to your boss, both of you get inspired with clearer ideas and stronger insights to further improve the overall outcome. The perfect synergy in action.


  • The Supportive Coach: Your boss understands your strengths & weaknesses, and always strives to provide you with the right opportunity to develop your capability while supporting you with the necessary coaching and guidance.


  • The Unforgiven: You and your boss have some unresolved past conflict. You prefer to sweep it down the carpet and carry on with the job professionally. But there is a ceiling limiting your work synergy with your boss.


  • The Control Addict: Your boss always micro-manages everything that has been assigned to you. It's like you can't be trusted or empowered to carry out your responsibility without your boss' intervention.

  • The Empty Vase: Your boss is nice but doesn't give much guidance to you in doing your job. Basically, you have to play your boss' managerial role of setting the direction for your own job assignment and then execute it yourself.


  • The Insecure Celebrity: Your boss used to be nice to you, but the more you made impressive achievements, your boss treats you less pleasantly, becomes more competitive, and starts to take credit for your work achievements.


  • The Favoritism Gamemaster: In your boss' eyes, you are the less-favored one. You can tell that your boss doesn't like you and is not happy with most of the things you do or say. Sometimes, your boss even openly shames you in front of your team.



If you are not experiencing the first two types of work relationship with your boss (i.e. The Perfect Duo and The Supportive Coach), you are missing out on a whole lot of career growth opportunity which you could have experienced otherwise.


Here are the key actions you can take to build & protect the best work synergy which you can have with your boss:


  • Prioritize to keep the peace: If you have some unresolved past conflict or grudge against your boss, even if you think you can remain professional when working with your boss, I highly recommend you to make peace with your boss - forgive yourself, forgive your boss.


  • Deliver as per expectations: Always clarify with your boss about what your boss expects from you for the job that was assigned to you, and do your part to meet (or exceed) those expectations.


  • Follow up regularly: Proactively keep your boss updated about the latest progress of the job that was assigned to you so that your boss is always aware of your work progress. A quick update weekly or bi-weekly would be good. Or you can start with a monthly update if it's difficult to catch up with your boss at work.

A Real-life Example ..

Lately, Cherie senses that her boss' attitude towards her has changed as if her boss is not happy with her.


She checks herself and considers her recent encounters but still has no clue as to what might have upset her boss. So she decides to clarify things, and she casually invites her boss for lunch.


Over lunch, she talks about casual things with her boss to build up the rapport. Then when she senses that her boss appears to be more relaxed and in a better mood, she starts the reconciliation conversation.


In a respectful and humble tone, she says, "By the way, I just want to apologize if I have done or said anything that hurt you."


Her boss startles for a while, and slowly responds, "Why?"


"I just feel like the way you talk to me and work with me has changed lately, so I thought maybe it's because I have hurt you in some way that I didn't realize."


"Well, I guess it's just that we both have high expectations of each other as Christians at work," her boss starts to open up.


To avoid unnecessary guessing, Cherie tactfully probes further, "I would love to know what I have done that has hurt you. Because if you don't mind to share with me what it was, you can help me to avoid repeating the same mistake the next time."


Finally, her boss shares a specific incident and what she said that raised her boss' misunderstanding. Now Cherie has a chance to clarify things from her perspective, resolve the misunderstanding, and restore the peace in her working relationship with her boss.


Because of her humbleness and apology, her boss also asks for her apology and they get to work well together again after that reconciliation.

A Real-life Example ..

The manual quarterly audit reporting cascaded by the Group has been extensive and tedious for the Upstream business units for years.


Fenny sees the opportunity to optimize the reporting process by system automation and proposes the project, which has later been approved and championed by the Upstream CEO.


When the time comes for Fenny's team to present the system demo and seek the Upstream leadership team's budget approval, the audit custodian from the Group announces about their plan to automate the audit reporting with a new system.


Fenny proposes to her boss that the Upstream CEO needs to be informed about the Group's plan prior to the budget approval, so he could make a well-informed business decision and not unknowingly sanction a system that might later be replaced by the Group's system.


However, in the fear of having the project being canceled - which means losing a big record of initiative for the team, Fenny's boss gets furious with her idea and insists to proceed with the budget request without having to mention about the Group's plan to introduce a new system.


Tactfully but firmly, Fenny explains her stand to her boss, "I know this project is a major initiative for our team. I want it to be sanctioned and completed successfully more than any of you in the team because it's the biggest initiative under my performance appraisal this year. If he approves the budget for this system development, I want him to be well-informed to make that business decision. For I believe this is the right thing to do. But I want you to know that I respect you as my leader, and I will honor whatever decision you make as a team."


Hearing her expression in a calm and respectful tone, her boss also calms down and becomes more open to consider her point.


By evening, her boss agrees to be transparent with the Upstream leadership team about the potential redundancy of the system.


The outcome? The Upstream leadership team agrees to proceed with the system development and commits to persuade the Group audit custodian to ride on the same system when they are ready to go digital.


Now Fenny's audit assurance system is used not only by the Upstream fraternity but across the Group by all business units.

The rule of thumb when dealing with difficult situations with your boss is to be humble, respectful, and to communicate tactfully with substance. Most bosses are wise enough to make the right decisions given a full understanding of the matter.


Don't have time to go through the whole guide right now?

No worries, I can send you a PDF copy to read whenever it's convenient for you.


PART II - Key Lever #2


Aim to exceed your performance targets

Firstly, you will have to be clear about the minimum appraisal cycle required for your current job grade to be eligible for your next promotion. You can best learn about this from your HR.

A Real-life Example ..

Deborah is an entry-level junior executive in an oil & gas multinational company.


Her current job grade is at E1-G1 (Executive level 1, Grade 1). She can be eligible for a job promotion to E1-G2 (Executive level 1, Grade 2) with any of the following minimum combination of performance appraisal ratings:

  • A total of 2 consecutive working years with Rating 2 + Rating 3 or Rating 3 + Rating 2 respectively.

  • A total of 3 consecutive working years with Rating 3 + Rating 3 + Rating 3 respectively.

Therefore by the process, the fastest she can be eligible for a job promotion from E1-G1 to E1-G2 is by achieving the performance appraisal ratings at Rating 2 and Rating 3 respectively in 2 consecutive years.

Once you know the minimum appraisal cycle required for your current job grade to be eligible for your next promotion, you can now focus on achieving your target performance appraisal rating for this year by meeting (better yet, exceeding) your performance targets.

A Real-life Example ..

Laila's performance appraisal this year consists of 6 business objectives. Each objective has 3 levels of KPI targets:

  • Base (meet minimum expectations).

  • Stretch-2 (exceed expectations).

  • Stretch-1 (exceed expectations with distinctive achievement).

This is how Laila's performance appraisal will be rated:

  • Rating 5 if she fails to hit the Base targets for a minimum of 3 out of 6 business objectives.

  • Rating 4 if she hits the Base targets for a minimum of 5 out of 6 business objectives.

  • Rating 3 if she hits the Stretch-2 targets for 2 out of 6 business objectives.

  • Rating 2 if she hits the Stretch-2 targets for a minimum of 4 out of 6 business objectives.

  • Rating 1 if she hits the Stretch-1 targets for a minimum of 3 out of 6 business objectives.

In your case, discuss and set your annual KPI targets together with your superior, and be courageous to negotiate when a certain Base KPI target is set too high, which makes its Stretch-2 target almost impossible for you to achieve.


Once you are clear about your job performance expectations, it's time to take action - always aim to exceed your KPI targets for each business objective throughout the year.


PART II - Key Lever #3

Maximize your functional skills development

This is usually one of the major requirements for your promotion alongside your appraisal cycle requirements. It assesses your 'technical skill' in performing your core job function.


Find out from your HR about your functional skills required for each job grade. Identify your current functional skills level, and compare that with the functional skills level required for your next job grade to see if there is any gap to focus on.

A Real-life Example ..

Joyce is currently in the Enterprise Risk Management functional skills group.


Her functional skills level will be assessed by 8 different skills, and the requirements for her current job grade of E1-G1 is as below:

  • Risk Governance: Awareness.

  • Context Setting: Awareness.

  • Risk Identification: Knowledge.

  • Risk Analysis: Knowledge.

  • Risk Evaluation: Knowledge.

  • Risk Treatment: Awareness.

  • Risk Assurance: Awareness.

  • Risk Monitoring & Review: Awareness.

Upon doing her self-assessment, she has identified her current functional skills level as below:

  • Risk Governance: Awareness.

  • Context Setting: Knowledge.

  • Risk Identification: Knowledge.

  • Risk Analysis: Knowledge.

  • Risk Evaluation: Knowledge.

  • Risk Treatment: Awareness.

  • Risk Assurance: Awareness.

  • Risk Monitoring & Review: Awareness.

To prepare herself for her next promotion, she compares her current functional skills level with the following requirements for her next job grade of E1-G2 to identify her gaps, if any:

  • Risk Governance: Knowledge. (GAP)

  • Context Setting: Knowledge. (MEET)

  • Risk Identification: Knowledge. (MEET)

  • Risk Analysis: Knowledge. (MEET)

  • Risk Evaluation: Knowledge. (MEET)

  • Risk Treatment: Knowledge. (GAP)

  • Risk Assurance: Awareness. (MEET)

  • Risk Monitoring & Review: Knowledge. (GAP)

Based on her functional skills gap assessment above, she has identified 3 skills that she needs to focus on developing in order to match her functional skills level to that of E1-G2 requirements (the next job grade she targets to get promoted to).


During her annual KPIs setting discussion with her superior, she can negotiate with her superior to assign her to business objectives that can develop the following 3 skills to help close her gap, with examples of action steps she can take:

  • Risk Governance:

To complete her Risk Governance & Framework training in Quarter 1 to understand the framework that governs risk management practices in the company.


  • Risk Treatment:

To participate in the upcoming risk profiling workshop as a scribe to document how risk mitigations are developed to treat the identified risks during the workshop.

  • Risk Monitoring & Review:

To produce monthly risk monitoring report and be familiarized with how risk is being monitored and reviewed over time.

By identifying your current functional skills level and comparing it with the functional skills required for your next job grade, you can clearly see if there is any skill with gap that you need to focus on this year, and then seek your superior's support to tailor your KPIs with business objectives that can help to close your gap.


Once you have met the functional skills requirements of the next job grade which you target to get promoted to, it will make your promotion so natural when you have fulfilled other promotion requirements like the minimum appraisal cycle.


PART II - Key Lever #4

Nurture your leadership & other soft skills

More organizations are now taking soft skills into a higher consideration over functional skills when it comes to identifying their new leaders and successors for managerial positions and above. This is because functional skills can be trained more easily than soft skills.
The management team usually notices the leaders for key initiatives or programs in the company.


So be active to identify and participate in new initiatives or programs where you can exercise, strengthen, and showcase your soft skills in leadership, communication, people management, team collaboration, time management, event coordination, etc.
Be cautious not to overdo this to a point that you jeopardize your core functional job requests and completion timeliness.

A Real-life Example ..

Li Wen has always done an excellent job and met her KPI targets for her assigned business objectives throughout the year. However, she prefers to contribute behind the scene and never volunteers to take the lead in any project.


During the year-end appraisal, her colleague received recognition from the department for being the most outstanding staff of the year by leading several initiatives and programs successfully, even though she missed 2 core functional assignment deadlines in the year.
Since then, Li Wen has learned to be more active in taking up leadership opportunities while managing her time well to maintain her excellent job performance.


In this new year, she has successfully presented a paper in a conference and led a new initiative to solve the prolonged office late-comers issue.


With her good performance track record and her increased visibility through leading new projects, she has become the new rising talent in her department and has been nominated to become the next President for the Young Professional Club in her company.

It's important to prioritize your core functional business objectives and KPI targets before committing to additional initiatives.


Once your KPIs are well taken care of, you can truly shine by polishing your soft skills especially in leadership, communication, and team collaboration.
These soft skills are what make you outstanding from among the crowd of young professionals in your company.


Don't have time to go through the whole guide right now?

No worries, I can send you a PDF copy to read whenever it's convenient for you.


PART II - Key Lever #5


Fulfill the minimum secondary requirements

Most companies cascade the key business targets as common KPIs to all staff, and so you may carry some common KPIs in your portfolio in addition to your core functional KPIs.


Though these common KPIs are not your core functional KPIs, they may make up a small part of your overall business objectives. This means that you have to pay attention to fulfill these minimum secondary requirements as well.

A Real-life Example ..

Kayla works for an energy company which places Health, Safety & Environment (HSE) as the top priority for its operations.


For that reason, the top-level KPI "Zero major fire" has been cascaded to all staff in the form of proactive fire prevention, translated into a common KPI in one of their business objectives "To conduct a minimum of 8 fire safety walkabouts every quarter".
Kayla may aim to conduct 16 fire safety walkabouts every quarter, doubling the quarterly requirement, in the hope of achieving the Stretch-2 or Stretch-1 rating for that business objective in her performance appraisal.


However, since it is branched out from an organizational-wide KPI "Zero major fire", if the company ultimately records 1 major fire this year, Kayla may be rated at the Base target rating of Rating 4 for this business objective.
But if Kayla conducts less than the minimum expectation of 8 fire safety walkabouts every quarter, she will definitely be rated lower than the Base target rating of Rating 4 because this is a common KPI carried by every staff.

Additionally, as a junior employee, Kayla is required to complete 2 HSE trainings this year. This secondary requirement may not be part of her business objectives and KPIs, but it is mandatory for her to fulfill this requirement.

So the rule of thumb is to always fulfill at least the minimum secondary requirements.


You may put in extra effort to exceed the minimum expectations if you have the time, but since it usually depends on the collective effort from all other staff, you can better invest your time and focus on developing your core functional skills or key soft skills like leadership, communication, team collaboration, etc.    


PART II - Key Lever #6

Take note of special fast-track promotion opportunities

Special fast-track promotion opportunities happen when your manager is mobilized to another department or different job assignment and his position is vacant, or when there is an organizational restructuring which creates additional rooms for accelerated career progression, among others.
If your job grade is one level below the job grade required to fill your manager's position, and you have fulfilled most of the functional skills and soft skills requirements, you may be identified by the management to fill your manager's vacant position as seeding (under probation period) even if you are short by one or two appraisal cycles to move up to the next job grade.

A Real-life Example ..

Helena just got promoted this year to her new job grade E2-G4 (Executive level 2, Grade 4).


Due to a recent organizational restructuring exercise, her manager has been assigned to take up a new position in the overseas operations.
The minimum job grade required for her manager's position is at E3-G5 (Executive level 3, Grade 5). 


By the normal process, Helena will have to go through at least another two appraisal cycles (2 years with good appraisal ratings) to be eligible for considerations to fill her manager's vacant position.
Throughout her previous working years, she has been diligently developing her functional and soft skills, and has met most of the skills level required for E3-G5 level.


Despite being short by two appraisal cycles for her to get another job grade promotion, the management has identified her as the next best candidate to fill her manager's vacant position.
To make up for her short appraisal cycles concurrently, the management assigns her to fill her manager's vacant position as seeding, where she stays at her current job grade as E2-G4 but she performs the function of a manager and receives an adjusted salary for one year under probation.


Upon the assessment of her performance as a manager after one year, the management will decide if:


  • She has performed well in her managerial role and is ready to be promoted to E3-G5 as an official manager.

  • She has adapted fine but needs to be seeding for another year under probation for another assessment.

  • She has not met the minimum expectations for a manager and is returned to her original job assignment at E2-G4.

The rule of thumb to take advantage of any special fast-track promotion opportunities is to always develop your functional and soft skills to at least one job grade higher than your current job grade.


So that whenever the opportunity comes, your good job performance record backed by your skills readiness will naturally set you up as the next best candidate to fill up a higher-job-grade position even though by seeding.

PART II - Key Lever #7

Involve God in your working life

You probably are aware that the royal families have special privileges wherever they go and in whatever they do.


The children of the royal families may be going to school like any other normal kids, but they always have their bodyguards ushering and protecting them around. Like there is this perimeter that people can't get closer to them.


Their clothes, food, school bags, the materials of the things they use, etc. are simply exclusive, of a higher level of quality.


The school that they go to also gains extra reputation and privileges - blessings that flow from the presence of the royal families.



As a Christian, you are a child of the living God, the King of kings, the LORD of hosts, the Creator of all universe, the Source of every provision.


You live in this corrupted world like anyone else who hasn't believed in God, but you always have the angels surrounding you wherever you go, guarding and protecting you. You have the powerful blood of Jesus Christ covering you from the power of darkness. The devil and his troop will bow and submit at the mention of the name of Jesus Christ.


Your supply of wisdom, peace, joy, love, strength, courage, excellence, richness in every area, etc. is unlimited, not of this world, and is exclusively provided from heaven, of no match with what the world can offer.


The company you work at is blessed because of your presence there, sealed with the Holy Spirit.



Many of us we used to be on fire for Jesus and very committed to worshiping & serving God at the church, reading & studying the Bible, praying & seeking God, fellowshipping with other Christians, etc. when we were studying in the university.


But when we started working, those friends our brothers and sisters in Christ back in the university are no longer around to encourage us. We work and live in a new town, and we have to find a new church to settle down on our own.


Through time as our working life becomes more hectic and stressful, we sometimes totally disconnect from God in our day-to-day life.


Or we go to church and serve on the weekends, and then live like defeated Christians at work from Mondays to Fridays, constantly struggling with worries of the world and fear of people's rejection or judgment that we are not Christian enough.


We all want a better job, less stress, higher salary.


The key to the beginning of our career transformation is in our quiet time - connecting with God and enjoying every moment at work with Him. The key to living a victorious life as a Christian is in our personal relationship with God.


The devil knows this so well, and he is super diligent and consistent in trying to keep us turning away from God, he presents the things of the world to us day and night to distract us from God.


How many times have you told yourself that you were going to start having quiet time again but it did not quite happen because something else got in the way?


Maybe you always feel tired after work, like you don’t even have enough time to enjoy your me-time for so long, or you are still looking for the perfect devotional material to start spending time with God.


Today, I want to help you to overcome all those obstacles that conveniently stop you from connecting with God consistently day by day.


Try any of these 20 natural ways to enjoy God's presence in your busy day from waking up in the morning till going to bed to sleep at night. See what work well for you and swap them up for a variation each day. Aim to connect with God one day at a time, and watch how your life becomes different.

A Real-life Example ..

Ma has just moved to a new job location and is troubled about looking for a new church that she can settle down, grow spiritually and serve.


After attending several nearby churches for over a month, she has decided to settle down in the one which she believes she can grow the most among the churches that she has visited.


However, she finds herself thirsting for more of God even though she goes to church every week. She knows she needs God on a daily basis. But living in a busy city, she has to leave home very early to get to work on time and often leaves the office late in the evening due to late meetings and bad traffic conditions during the peak after-work hours. By the time she reaches home after dinner, all she wants to do is to take a shower and sleep.


She starts feeling guilty for not doing her morning devotional any more due to her new working life. The demanding job requests and arising office politics also drain her more mentally and emotionally. Soon she finds herself stuck in the midst of a job she doesn't enjoy anymore, with a difficult boss that she can't tolerate with anymore, and with many sleepless nights worrying about being laid off, catching her project deadlines, raising her voice at her colleagues in the recent heated discussion, etc.


Finally, she breaks down. She feels so tired, depressed, discouraged, disappointed, to some extent, angry at people and the situations and herself, and suddenly she remembers what Jesus said in the Bible:


"Come to me, all you who are weary and burdened, and I will give you rest. Take my yoke upon you and learn from me, for I am gentle and humble in heart, and you will find rest for your souls. For my yoke is easy and my burden is light." (Matthew 11:28-30)


She realizes what has been missing - God, especially right in the midst of her every working day.


She re-commits her life and her career to God, and makes way to stay connected with God each day.


She can't manage to wake up any earlier than she already is to resume her morning devotional before rushing out to beat the heavy morning traffic, so she listens to audio Bible throughout her journey to work and back from work. She knows that sometimes she can't focus on what she listens to due to the distraction on the road, so she repeats the same passage or chapter until she receives something from what she listens to.


Now her spirit is full all the time and she isn't easily affected by her work stress.


She can deliver her job better with outstanding achievements. She comes clean before God about her unresolved conflicts with her boss, forgives her boss, and initiates to reconcile with her boss.


She still has the same job, but she enjoys it more, achieves more at work, finds favor with people around her, and her career growth skyrockets.

When we get our life right with God in every area, God’s blessings and favors upon our life are unstoppable and immeasurable. In terms of your career, that should mean excellent job performance and unblocked job promotion.


Enjoy this guide so far and would like to keep a copy of it?

Sure! Let me send you a PDF copy to read whenever it's convenient for you.


Let's recap.

I have shown you the top 3 common Career Killer Mistakes that many young professionals are making.


I have also outlined for you the 7 key Promotion Levers that you can master, with real-life examples so that you can visualize how to apply them in your situation and accelerate your career growth and job promotion.


I know that sounds like a lot of things to do at once, and you are already very busy and stressful with your job.


I want to show you why pursuing your career goal doesn't mean doing more or working for longer hours.

The key is in removing the things that can stop you from achieving what you want to achieve.


Think about when you are driving on the road. You have set where you want to go on your GPS, and you know that the journey will take you, say, 10 minutes. But you have been delayed because you keep hitting into potholes and unexpected roadblocks along the way.


How much faster can you complete your job and deliver your project with quality if you have known the big potholes & major roadblocks that could really delay you in delivering your job?


We don't have time to tackle every single pothole that could delay us because there can be countless of them along our way, and some of them actually don't affect us much.


Your focus is to know which of them requires your immediate and top prioritization to tackle so that you get to reach your destination on time and with quality - without damaging your vehicle.


That is the secret sauce in the intensive career roadmap profiling workshop from my Up the Godporate Ladder series which has helped Christian young professionals to double their work performance and accelerate their career growth, the same system which I have used to help the multi-billion-dollar companies to meet and exceed their business targets. I have conducted over 550 hours of facilitating this profiling system as of this writing.

Always remember this: Our ability to earn is God-given (Deuteronomy 8:18), and we are to fully utilize our talent to glorify God (Matthew 25:14-30).


Avoiding these 3 Career Killer Mistakes and implementing these 7 key Promotion Levers are great enough to give a boost to your career growth. So just do something that you see fit.


But please don't just read all these and do nothing. This one is heartbreaking, but I see it all the time. You've tasted all the stress and workaholic life to drag through month after month, and now you know what could make your career life better, happier, and more fulfilling. Take action.


In 1 year, 3 years, 5 years.. do you want to look back and say, "I could have been a better Christian example at work today had I taken action earlier"? Or do you want to say, "Yeah, working life wasn't always easy but I have done my best to glorify God in all that I do"?

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