I have been told that stepouts differentiate so I spent a whole bunch of personal time outside of work to lead a big activity for a VP. And it did absolutely nothing for me. Stepouts only differentiate if it fits the narrative that you are a hipo.
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What level of potential do you need to be assigned to be protected?
Just look at Upstream President announcement to solidify that expert knowledge, deep company experience, and significant personal sacrifice mean absolutely nothing to the leaders that select future leaders.
Again this year I was told the same thing, there is not enough opportunities for you as there are others who jeed those opportunities, despite beingn ranked well and having done well throughout my career.
These special roles guarantee better ranking and faster promotion, visibility. But none of the processes like SDA, IDO or PADP can explain who gets these roles. Its all behind the door, under the table for those who kiss the ring, who lick the boot or who fit the description of blind followers. If you think your talent will take you far, think again. Just look at how talented and deserving people in higher positions seem to be. They are just cut throat liars and nothing else.
Quiet quitting or really quit but whatever you do sont believe the lies that they reward performance. All they reward is the chosen ones. If you are selected for their secret society you are good. If you are not no amount of effort or results will change things.
The process was never perfect but these days its completely corrupt. Hipos are designated largely for political reasons and they canndo no wrong. If you aren't a hipo it doesn't matter what you do.
One year i had multiple successful project deployments (in an organization where most people had 0-1), lead multiple technology studies, and received perfect feedback from all my KO's. But the division manager still dropped me.
Took me 15 years to figure this out. The most significant variable is ultimate potential. If you aren't identified early, no matter how much value you generate or how much of yourself you sacrifice, you won't be rewarded in the way you think you should be. Ask your manager to tell you your ultimate potential.
problem is, if you don't help that VP, it would absolutely tank your ranking.
It sounds like Permian Facilities before COVID.
Presidents and VP's only want you to tell them "What They Want to Hear". Presidents and VP's never want you to tell them "What They NEED to Hear."
Communicating to Executives "What They Need to Hear" is a career limiting move and you will drop in the rankings on the next career development cycle.
Agree. There is cult like metality in our incapable leadership community, where if you make ‘sacrifices’ or you fit certain descriptors (middle class and desperate for validation) then you are given ‘tests of fire’ like Planning roles, where the only talent needed is to be willing to lie and cheat, but do it with conviction. No value of personal time, slog hours away to satisfy egos of all above you.
its really messed up, the less you know the better. This is the root of all toxicity in ExxonMobil.