This is the last step, you are continuously working on your PDP, you're increasing your visibility, you're sitting down with managers and with senior leaders, and you get feedback, which, again, reinforce your personal development, you're delivering great results. And now it's time for you to look at the promotion. So how do you know when it's time for you to apply for a promotion? Well, I think the first step is clearly to go and consult with the hiring managers and your own managers have a discussion and ask them, the persons they're looking for what is the profile? What is the type of experience and honestly ask them if they think it would be a good candidate for the role? Yeah, that will give you a very specific clue as to whether you should apply or not.
The other key source of information is human resources. So as part of your senior stakeholders, I hope that you're engaging with HR on a regular basis. That you're getting feedback and share your career plans with HR. It's also a great time before you get an apply for a promotion to sit down with your HR business partner and ask for their advice. Do you think it should apply? And what do you think might make me successful in this job?
Yes, I think it's great to have as much inclusion in as much sponsorship before you apply for promotion. Clearly, I would not recommend you to surprise everyone and apply to a position without talking about it first, the more preparation you make, the more chances you'll have to be successful. And if they don't advise you and recommend you not to apply, you will know why. And you will know exactly what you need to work on, so that you can apply to the next role. Let me share with you a story of how once I failed in applying this principle, there was a job that was highly about attractive to me because it was focusing on the European region. And it was a multi sales role for the food segments at Mars.
And I didn't go and apply for this job because of the old principle that Oh, no, I think it's going to be here that's going to get it, there was a person who's very likely to get the role. And therefore I gave up without even trying and without having any discussion with anyone. And this person actually had the role as I expected. But it so happened that later on, I sat down with the director who was recruiting for that position. And we happen to talk about talk about that position. And I shared with him that it's it was a position that I would have been very much interested in doing and applying for.
And Funny enough, the director tells me Well, to be honest with you, Greg, I was expecting you to apply and I think you would have gotten a great chance Getting the position. But you didn't make any move you You didn't seem to be interested. So we just went ahead and we recruited the other person. So it was a big nice here. And all this because I simply didn't take the time and maybe the courage to go and then, you know, ask around and say what you think should I apply? Would you recommend me to do?
So remember, you are in charge of your career. Yeah. And it costs you nothing in the corporate world, to have discussions with senior stakeholders. It's something that we encourage normally. So go and sit with them and ask for their opinion. You're going to get to things a chance to be promoted, and get the job you want, or valuable, constructive feedback about what you need to focus on so that you can get the next one