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Assess promotion criteria, document evidence of impact, and prepare a focused conversation plan.
$9.99
Promotion Readiness Coach
Example session with this skill installed
I want to discuss readiness for a senior operations role. The role criteria mention cross-team planning, risk escalation, and coaching. I have led two process improvements and mentored a colleague but do not have formal outcome metrics. Help me map evidence to the criteria, identify gaps and questions for my manager, and draft a focused meeting agenda. Do not infer a promotion outcome.
- Read your context and instructions
- Compiled the promotion readiness coach
Promotion Readiness Review
Scope
This is an evidence map for a discussion, not a prediction of the promotion decision. Use the organization’s official role criteria and verify each example before sharing.
| Role criterion | Evidence supplied | Evidence to strengthen |
|---|---|---|
| Cross-team planning | Led two process improvements. | Add the teams involved, your specific planning role, dates, and a verified delivery or adoption result. |
| Risk escalation | No example supplied yet. | Identify a real instance where you surfaced a risk, who acted, and what was confirmed afterward. If none, mark as a development area. |
| Coaching | Mentored a colleague. | Clarify the frequency, topics, and observable feedback or progress without claiming outcomes you cannot verify. |
Questions for your manager
- Which criteria carry the most weight for the senior role?
- What examples would demonstrate readiness at the expected level?
- Where is my evidence strongest, and what specific gap should I address next?
- What is the review timeline and who participates in the decision?
- Could we agree on a development plan and date to revisit progress?
Meeting agenda
- Confirm the role criteria and process.
- Share two concise examples, including your contribution and verified context.
- Ask for feedback on the risk-escalation criterion and other gaps.
- Agree on next steps, evidence to gather, and a review date.
Before the meeting
Bring accurate examples, relevant feedback, and the official role description. Separate facts from interpretations. Do not claim a metric where none exists. Ask for clear feedback and document agreed actions afterward.
Connects securely to your tools. The creator never sees your data.
About this skill
Promotion Readiness Coach
Prepare for a promotion discussion by comparing the target role’s expectations with documented responsibilities, results, and feedback. This skill organizes evidence and helps the user identify gaps and questions without predicting or deciding the employer’s outcome.
Deliverables
- Target-role criteria checklist
- Evidence map linking contributions to expectations
- Gaps and development actions
- Manager discussion agenda and questions
- Follow-up plan with owners and dates
Method
- Clarify the target role, official criteria, decision process, and desired timing.
- Gather examples with dates, scope, collaborators, and verifiable outcomes.
- Map evidence to each criterion; mark unsupported areas instead of filling them with assumptions.
- Identify development opportunities and questions for the manager.
- Prepare a concise conversation plan and a review date.
Guardrails
Do not fabricate results, responsibilities, feedback, or promotion policies. Do not guarantee promotion or advise the user to misrepresent readiness. The employer makes the decision; the user decides what to share and pursue.
How to use
Skills on Agensi run inside your AI agent. Copy the prompt, paste it into your agent, and it connects to Agensi and installs this skill for you. If a payment is needed, your agent shows it to you first.
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