You’ve worked hard all year. Led projects, delivered results, and made sure every detail was handled. Performance review season rolls around, and the feedback is… positive.
“You did a great job this year.”
“Your contributions were really valuable.”
But when you ask about next steps for a promotion? Crickets. No clear path forward. You run out of ideas on what to do since you’re already so exhausted.
I see this all the time with brilliant, capable immigrant women who are stuck in middle management. They think the problem is not working hard enough, not being ready yet, or not looking like other leaders—when in reality, they’re stuck playing the wrong game.
Because the habits that got you here? Won’t get you there.
1. Stop Playing the Approval Game
How many times have you thought: If I just work harder, they’ll notice me?
Or, If I make them happy, they’ll advocate for me.
Many high-achieving immigrant women believe that checking all the right boxes will lead to a promotion. It won’t. Effort alone doesn’t move you up the ladder—influence and impact do.
Instead of waiting for someone to tap you on the shoulder, shift your mindset. Stop molding yourself into what you think leadership wants. Start showing up as a strategic peer.
Decisions aren’t made by those seeking approval. They’re made by people who step in and own their value.
2. Executive Presence Isn’t About Faking Confidence
Forget the old-school advice that executive presence is about looking the part. Leadership isn’t about wearing the right outfit or throwing around corporate jargon.
What truly matters is:
✅ Owning your voice—even when you don’t have all the answers.
✅ Holding your ground—especially in high-stakes conversations.
✅ Shaping direction—not just executing someone else’s vision.
If leadership is going to see you as a decision-maker, you need to start acting like one.
3. Master the Unspoken Politics of Promotion
Let’s be real—corporate promotions aren’t just about performance. They’re about visibility, relationships, and influence.
Ask yourself: Who in leadership actually knows the value I bring?
You don’t have to “play politics,” but you do need to make your impact visible. If you’re not shaping key conversations, advocating for your ideas, and building relationships with decision-makers, you’re leaving your career in someone else’s hands.
4. Shift from Execution to Ownership
Being great at your job doesn’t mean you’re ready for the next level. Often, it means you’re too valuable where you are.
Many women stay stuck in execution mode—checking tasks off a list instead of driving strategy.
Consider this: Are you spending more time doing the work or shaping the vision?
If leadership sees you as the one who “gets things done,” they won’t think of you as the person who sets the direction.
Step back. Make space for strategy. Leaders don’t just deliver—they define.
5. Own Your Unique Strengths
Too many women dismiss their greatest strengths because they feel too easy.
Maybe you have an incredible ability to read the room and influence without authority. Perhaps you can connect the dots between teams that others miss. Or, you bring clarity to chaos effortlessly.
Yet, because these skills feel natural, you assume they’re not valuable.
They are.
What comes easily to you is often your greatest advantage—but only if you recognize and own it.
The Bottom Line
If you want that next-level role, stop waiting to be chosen.
Shift your mindset from “How do I get promoted?” to “How do I show up as the leader they can’t afford to overlook?”
Because that’s the game worth playing.
👉 What’s the biggest shift you need to make to break through? Let’s talk!
Loving you,
Wen