A lecture for organisations · 90 minutes · On site / Online
How to Get Promoted: Skills and Strategic Positioning
Roles keep getting filled from outside, and the people who have been quietly carrying the team find out when the announcement goes around. This lecture takes the blunt question employees actually ask, how do I get promoted here, and answers it honestly. Alex Slutsker, a business consultant, walks through how advancement decisions are really made inside an organisation, why working hard is not the same as being visible to the people who decide, and how an employee builds and presents a real case for the next level instead of waiting to be noticed.
The content is matched in advance to your audience and goals on a short fitting call.
- Duration
- 90 minutes
- Format
- On site · Online
- Built for
- Employees, Managers
What your audience takes away
- ▸Explain what the next level in your organisation actually requires of you.
- ▸Build a written case for advancement backed by evidence your manager can forward.
- ▸Walk into an evaluation conversation prepared, instead of improvising it on the day.
- ▸Tell the difference between growing as a specialist and moving into management.
- ▸Become visible to the people who decide, not only to your own manager.
Who this lecture is for
Built for HR and learning managers running development weeks and internal career days, for organisations where open roles keep going to external candidates, and for managers of large teams whose strongest people have plateaued and started taking calls from recruiters. Employee welfare committees book it for content days. It also fits women's forums and graduate programmes inside companies, public sector bodies and hospitals with rigid tenure tracks, and tech organisations where promotion budgets froze and the room deserves an honest conversation.
Who delivers the lecture
Alexander Slutsker
Business consultant, entrepreneur and founder of Mobius Business Solutions
- ✓14 years of entrepreneurship and consulting, dozens of businesses and managers accompanied in Israel
- ✓MBA in Hi-Tech and Entrepreneurship
- ✓BBA in Marketing and Finance
What organisers say
Alexander's lecture is simply a must for every pre-army programme or youth centre. Our young people received an amazing, practical toolbox for adult life. The content is delivered in a fascinating way, at eye level.
How booking works
- 1
Get in touch
Send a WhatsApp message or use the form, with the date, the audience and the setting.
- 2
A short fitting call
On the call the content and examples are matched to your audience and goals.
- 3
The lecture is delivered
On site or online, 90 minutes, questions from the room included.
Worked with
- Google for Startups
- הבית לעסקים של עיריית שדרות
- Microsoft Reactor
- GameReady
- SderoTech
- IUCEL
- Resilience & Health Innovation Hub
- International Resilience Institute of Sderot
Want this lecture at your organisation?
Send a message with the date and the audience, and a short fitting call matches the content to your organisation.
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Frequently asked questions
We have no open positions right now. Will the session leave people expecting a promotion we cannot give?
No. It is built on the opposite premise, that advancement is not always available on demand, and it says so out loud. People work on what they can control, the evidence they are building, the scope they can take inside the role they already have, and readiness for the moment a position does open. Nothing in it asks the organisation to promise anything.
Does it separate growing as a specialist from moving into management?
Yes, and that fork is treated as a real decision rather than a default. Plenty of strong professionals drift toward a management title because it looks like the only visible way up, then discover the job they actually wanted was a deeper specialist track. Participants leave able to name which of the two they are aiming at and what evidence each one demands.
Is this a motivational talk, or do people leave with something they can use?
The second. The core of it is the case an employee has to make, what counts as evidence at the next level, how it gets written down, and who needs to hear it before the decision is even discussed. Motivation without a case is exactly what leaves people frustrated the following week.
Our last promotion round was frozen and the room is cynical. Will this backfire?
Cynicism after a frozen round is addressed directly rather than talked around. A room that has been disappointed will not accept optimism, so the starting point is how these decisions are really made, including budget timing and who sponsors whom. Naming the mechanics honestly lowers the temperature far more reliably than encouragement does.
Does the session get into salary, or is that deliberately left out?
Pay is acknowledged as the thing everyone in the room is thinking about, but it is not the centre of the session. Advancement and compensation are decided by different mechanisms on different calendars, and treating them as one conversation is a common reason evaluation meetings collapse into an argument. Participants get the advancement side, clearly separated from the money side.
Part of the audience is experienced and part is new. Will it work?
Yes. The depth is set in advance on the fitting call, examples are matched to the sector, and the base assumes no prior knowledge. Audience questions give the experienced their room too.