# No One Becomes an Execut...
! [ rw-book-cover] (https://pbs.twimg.com/profile_images/1657206088209506306/_v7qpB1u.jpg)
URL: https://twitter.com/EthanEvansVP/status/1831708507801792766
Author: @EthanEvansVP on Twitter
## AI-Generated Summary
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## Highlights
> No one becomes an executive by waiting to be promoted. Make it happen sooner by starting your own promotion document. Here's a framework you can use: ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708507801792766))
> Background: Generally, promotion documents for higher levels cover 2 things.
> 1/ The scope and challenge of the role. Does it need a leader at the next level? Does the company need to invest in (pay) to get the job done well?
> 2/ The performance of the candidate (you). ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708509831889387))
> These will be the sections of your document, and each section will have subsections.
> Section 1: Scope, Challenge, and Value
> 1/ Headcount Scope. You want to develop this by comparing smaller challenges or headcounts with a leader of your target level or above. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708512000344404))
> 2/ Challenge/Value. Describe why the work of this role is critical to the company and why it is complex and ambiguous. This is how you make the case that it should be led by a senior person. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708513808110020))
> Section 2: Your Performance
> 3/ A brief summary of your strongest points and key accomplishments. Think of this as your promotion "elevator pitch". A tight paragraph or two that makes the key case for why you are qualified to do the job you describe above. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708515578134543))
> 4/ Company-specific performance standards. If your company has specific performance standards, like a set of values you must maintain or criteria used for reviews, cover your performance in terms of these standards. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708517360685525))
> 4a/ If there are many criteria or a lot of standards you do not need to address them all, but make sure to include the ones that are most important for the target role. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708521320100072))
> 4b/ IMPORTANT: If you have a known weakness that people are likely to point to (most people do; none of us are perfect), this is the place to address it. Acknowledge it exists, document the action plan to mitigate, and describe progress you have made in addressing that weakness. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708523337527594))
> It is better to own the problem and show how you are addressing it than to have someone bring it up and put you (or your manager) on the defensive. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708525111689390))
> 4c/ What peers say about you. Include feedback from peers at your target level or higher, if possible. Ask your manager to help get this feedback if necessary. The idea is that they state their support for your promotion and say that they see you as a leader at that level. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708527087206857))
> Creating a document like this is a great way to show you are serious about taking on more responsibility and to make the idea of your promotion more of a concrete possibility.
> Feel free to use this exact structure. ([View Tweet](https://twitter.com/EthanEvansVP/status/1831708529029198041))