Learning to Advocate for Promotions, Raises, or Opportunities

Waiting to be noticed rarely works. You can be hardworking, dependable, and delivering real results—but if you don’t learn how to advocate for yourself, you risk staying invisible.

In this episode, we’ll explore:

• The myths that keep women (and men) from speaking up for themselves
• How to prepare your case with evidence of impact
• Strategies for communicating with clarity and confidence
• How to negotiate without guilt or apology

Advocacy isn’t arrogance—it’s leadership in action. If you’re ready to stop waiting on recognition and start confidently asking for the promotions, raises, and opportunities you’ve earned, this episode is for you.

Transcript

Today, we’re tackling a topic that I know so many leaders wrestle with—especially women in leadership: advocating for yourself.

Whether it’s a promotion, a raise, or a new opportunity, here’s the truth: waiting to be noticed rarely works.

You can be the hardest worker, the most reliable team member, the one keeping projects moving behind the scenes—but if you don’t learn how to advocate for yourself, you risk staying invisible.

So in this episode, we’re going to break down:

• The myths that keep leaders, especially women, from speaking up for themselves.
  
  
  
• How to prepare your case with evidence of your impact.
  
  
  
• How to communicate with clarity and confidence.
  
  
  
• And how to negotiate without guilt or apology.
  
  
  

Because at the end of the day, advocacy isn’t arrogance—it’s leadership in action.

Segment 1: The Myths That Keep Women From Advocating

Let’s start by addressing the myths.

So many talented leaders hold back from advocating for themselves because of beliefs they’ve absorbed along the way. Here are three of the most common ones:

Myth #1: “If I work hard, people will notice.”
 This sounds noble, right? Just put your head down, do great work, and eventually you’ll be rewarded. But in reality, workplaces are noisy. Leaders are busy. And the assumption that your work will speak for itself often leaves you overlooked.

Myth #2: “Asking makes me look greedy or ungrateful.”
 This one is powerful. Many women feel guilty asking for more—as though it cancels out gratitude for what they already have. But here’s the truth: advocating for your worth doesn’t mean you’re not grateful. It means you’re committed to growth.

Myth #3: “If I deserve it, they’ll offer it.”
 This puts all the power in someone else’s hands. The truth is, most promotions, raises, and opportunities go to the people who ask for them—confidently, clearly, and with evidence.

Breaking these myths is step one. Because as long as you believe them, you’ll stay silent.

Segment 2: Preparing Your Case With Evidence of Impact

Once you’ve decided you’re going to advocate for yourself, the next step is preparation. And this is where many people go wrong—they walk into the conversation without evidence.

Here’s how to build a strong case:

1. Document your wins.
 Keep a running list of accomplishments—projects completed, revenue generated, clients landed, problems solved, recognition received. Don’t rely on memory. Create a folder, a spreadsheet, or even a simple note on your phone.

2. Quantify your impact.
 Whenever possible, attach numbers to your work. Did you increase efficiency by 20%? Did you save the company $50,000? Did you lead a team that completed a project ahead of schedule? Numbers speak loudly.

3. Gather feedback.
 Save positive emails, testimonials, or performance reviews. When others recognize your impact, it strengthens your case.

4. Connect to company goals.
 Frame your contributions in terms of how they support the bigger picture. Leaders care about results that move the mission forward.

Think of this like building a portfolio. When the time comes, you’ll have evidence ready—not just feelings or vague impressions, but clear proof of your value.

Segment 3: Communicating With Clarity and Confidence

Now let’s talk about the actual conversation.

How do you communicate your ask in a way that is confident, clear, and professional?

Here are a few guidelines:

Be direct.
 Instead of hinting, say it plainly: “I’d like to talk about a promotion,” or “I’d like to discuss a raise,” or “I’d like to explore opportunities for advancement.”

Lead with value.
 Don’t start with what you want. Start with what you’ve delivered. Example: “Over the past year, I’ve led three major initiatives that increased revenue and improved team efficiency. Based on that impact, I’d like to discuss a promotion.”

Practice your delivery.
 Rehearse with a mentor, a coach, or even in front of a mirror. Confidence grows when you hear yourself say it out loud.

Stay calm and concise.
 Nerves can make us over-explain. State your case clearly, then pause. Silence is not your enemy—it’s often where the real listening happens.

Remember, clarity is kindness. When you’re clear, you make it easier for decision-makers to respond.

Segment 4: Negotiating Without Guilt or Apology

Let’s be real—negotiation can feel uncomfortable. Especially if you’ve been conditioned to avoid conflict or to always prioritize others.

But negotiation isn’t about conflict. It’s about alignment. It’s about finding the overlap between what you bring and what the organization needs.

Here are some keys to negotiating without guilt or apology:

1. Drop the “sorry.”
 How many times have you started a request with, “I’m sorry to bother you” or “I hate to ask, but…”? Cut those phrases. They weaken your position before you even begin.

2. Expect the counter.
 It’s normal for leaders to push back, ask questions, or propose alternatives. Don’t take it personally. Stay calm, keep the conversation professional, and reiterate your value.

3. Know your bottom line.
 Go in knowing what you’ll accept and what you won’t. That clarity helps you negotiate with confidence.

4. Stay collaborative.
 Use phrases like, “Here’s what I’m proposing—how do you see this aligning with company priorities?” or “I’d love to find a path forward that works for both of us.”

Negotiation without guilt is about remembering this: you’re not asking for a handout. You’re asking for alignment between your contribution and your compensation or opportunity.

So here’s the big idea: advocacy isn’t arrogance. It’s leadership in action.

When you advocate for yourself, you’re modeling confidence, clarity, and courage. You’re showing your team what it looks like to recognize your worth and to ask for what you need.

Waiting to be noticed rarely works. But when you prepare your case, communicate clearly, and negotiate with confidence, you not only advance your own career—you help change the culture for everyone coming behind you.

So here’s my challenge for you this week: choose one area where you need to advocate for yourself. Maybe it’s a project you want to lead. Maybe it’s a raise or a promotion. Maybe it’s a professional development opportunity.

Prepare your evidence. Practice your ask. And take the step.

Because the world doesn’t need silent leaders. It needs leaders who know their worth—and aren’t afraid to advocate for it.

Thanks for tuning in. If this episode encouraged you, share it with another leader who needs the reminder that advocacy isn’t arrogance—it’s leadership in action.

And if you want more resources to help you lead with clarity and confidence, connect with me through coaching, workshops, or our leadership community.

Until next time—lead well, live well, and advocate for the opportunities you’ve earned.