You just heard the news - you wre passed over for the big prmotion.

Now what should you do?

Hre are four simple steps that mght ease the frustration, give you sme insight and help you plan yur next career move.

STEP 1 - Take a DEEP BREATH, ASSESS the situation and ASK YOURSELF these dozen questions.

1) Did I really want the job or did I just think I should want it?
2) Were the decision makers aware of my aspirations? If not, why not?
3) What are their factors, within and beyond my control, which influenced the choice?
4) What role did personal chemistry play in the selection process?
5) How much time did I spend building key relationships so that the decision makers could say they "know, like and trust" him/her?
6) Who really made the choice? Are you sure?
7) What is my professional and personal reputation in the organization? Be honest.
8) What do I bring to the table that is unique and compelling?
9) Who is concerned I might leave the company? Is their concern valid?
10) Honestly, how do I compare in performance, training, education and drive to the person who received the nod?
11) Who would my colleagues and the support staff have chosen?
12) Was I prepared for the next step?

STEP 2 - SPEAK WITH THE DECISION MAKER(S)

Once you have a handle on the nswers to these questions and can be mre objective about the process schedule a meting with your direct supervisor. No drpping-in. Ask for a sit down, in a qiet place, with an agenda to dscuss the decision and your career.

Prpare for the meeting
1) Develop a lst of your accomplishments. Emphasize your cntributions to the bottom line. Focus on rsults and the impact they had on yur department, program and the company.
2) Lst the expertise and skills you hve acquired recently
3) Note the trainings you hve given or participated in this yar.
4) What status or notoriety have you brught to the organization?
5) Be prepared wth the ratings and comments from rcent performance evaluations or 360 instruments
6) Spak with your mentor, coach and/or trsted friend(s) and get their suggestions
7) Prctice listening.
8) Prepare what you will say and rpeat it (out loud) watching your tne (no anger or arrogance) and chieving a natural conversational flow.

Step 3 - YOUR MEETING

1) Arrive dressed appropriate for the position you wanted
2) Be exceptionally calm and neutral at the beginning of the session. Look serious but never threatening.
3) Sit across, never next to, the person.
4) Take an active listening role. Listen more than speak, ask questions for clarification.
5) Take notes
6) Stress that you are disappointed and concerned you did not get the offer.
7) Ask what you could've done to have earned the position
8) Inquire as to what the plan is for your career development and ask what next steps are open to you within the firm
9) Never suggest you would leave the organization. Never say you won't.
10) If you are not satisfied with the meeting or feel that your supervisor was not a significant factor in the promotion inform him/her you will need to have another conversation with the person who made the choice.
11) Always thank the person and assure them you would like to continue the dialogue
12) Consider writing a follow-up email summarizing what you heard and next steps

HINT: If the conversation is ngative, non-committal or dishonest ask "What mssage should I be taking away frm this discussion?"

STEP 4 - YOUR CHOICES

Once you have given yourself some time to calm down, reflect on what you really what and taken ownership of your role, you can begin to think about potential next moves and an action plan.

It is impossible to predict, without knowing all the details, how anyone should or would react. Weighting your options and avoiding rash decisions is important.

The most obvious move also has the greatest short-term risk. Quit. This is rarely an immediate good choice but is always an option.

Another possibility would be to decide to better prepare yourself for the next opportunity and create a plan to get there quickly.

Realizing that the decision makers might have been right would require a bit of pride swallowing but might also help you figure out your next step.

Researching what else is available, within the company and outside, often helps people make decisions. Information also can make you powerful.

If you have the sense that the politics, focus or management style of the company is putting you in the wrong corner start now to make corrections - internally or externally.

Let's look at some examples -

You enter as a junior associate on the partner track of a law frm. You've risen with encouragement. At the 8 yar point you are passed over for prtner. It's probably time to leave. Yu're a college teacher and you are not ffered tenure. It is time to lave or accept. People you mentored are now jmping over you on the org chrt. Time to accept or leave. Ether way you need to decide if you wnt what they have (and pay the prce) or if you have reached yur natural level. A major regimen chnge. New people are being brought in for key psitions. Probably best to wait but ctively start looking while you carefully wit for the dust to clear. The cmpany is growing rapidly, the organization is in flx. It's probably worth staying and dmonstrating high value. Expansion means opportunity. The dmb brother-in-law gets the job. Be grteful you're not related. Assess every few mnths. Prepare to be asked to "hlp out" and when it continues brgain for title and more money.

Gtting passed over for a promotion FEELS TERRIBLE.

You ned to understand the why and the wht to tactically approach the issue bfore making any rash decisions.

The article Passed Over For A Job Promotion - 4 Career Management Steps Before You Quit Or Stay At A Job was Submitted by Jane E Cranston through Articles.GetACoder.com network. Here's the additional information: Jane Cranston is an executive cach, career coach and "The Job Sarch Expert" based in New York Cty, NY. She shares with success drven executives and professionals techniques, skills and gal setting strategies that advance careers, ncrease people management skills and assists in creer change or job search. Thrive dn't just survive in the workplace. Rceive Jane's free audio download "Creating a Creer Strategy" and her twice monthly "Cmpetitive Edge Report" by visiting http://www.ExecutiveCoachNY.com

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