There are many reasons your employer might be hesitant to promote you. Here in this excerpt from "30-Day Job Promotion" are five common roadblocks, along with the potential underlying concerns associated with them and how to quickly overcome them.

#1: You Are Too Valuable in Your Current Role

Potential Issues or Underlying Concerns

• Manager seems to be stalling.

• Manager doesn’t want to lose you as a producer.

Help-in-a-Hurry Tips

• Create your own succession plan if one doesn’t already exist. If you haven’t been training one or more people to step into your role, get busy. Who are the best candidates to fill your shoes so that you can move up?

• Propose a mentoring plan where you’ll get your promotion but also be available to your successor for a set period of time.

• If you sense your manager doesn’t want to lose you and you would still report to him in a new promoted role, emphasize your continued support of him. For instance, “I am committed to supporting you as we move this project forward and will continue to give you 100 percent effort so that you also meet your production goals.” Or, “I can assure you that a key priority for me is to make sure you look good when it comes to turning in numbers for our district.” Continue to act supportive and produce results.

#2: Your Manager Won’t Endorse You for Promotion

Potential Issues or Underlying Concerns

• Manager won’t endorse you to other executives involved in the hiring decision.

• Manager doesn’t want to lose control, influence, or power over you.

• Manager is not completely convinced that you will perform well in the new position, which could reflect on her performance record.

• Manager is concerned that you will outshine her if promoted.

• Manager either states directly that you’re not ready or avoids telling you you’re not ready for promotion. (This may or may not be true.)

Help-in-a-Hurry Tips

• Ask specifically about the timeline: “You mentioned that increasing my management skills is a prerequisite to promotion. I’d like to be clear on what you anticipate and how we’ll measure success so that I have clear goals.”

• If you sense your manager isn’t sold on endorsing you in the new position, ask, “What would you need to see in my performance to assure you that this move would benefit the company?”

• If your manager continues to seem evasive about career conversations, watch for an opportune moment to explore this further. Do so in a curious, nonjudgmental tone so that the manager doesn’t get defensive or feel backed into a corner. For example, “You know, Mr. Manager, I hear you saying you support me in developing my career, and yet it doesn’t seem that much is happening despite my meeting every goal you’ve set. Help me understand what the benefits are to tapping on the brakes like this.”

#3: There Are Limited Opportunities for Promotion

Potential Issues or Underlying Concerns

• Your career and the position you’re currently in will only be what you make it. Take ownership of your initiative.

Help-in-a-Hurry Tips

• Ask your manager about plans for growth and how you can contribute to that growth.

• Create your own opportunities. Start by looking for problems that need to be fixed and issues that need to be solved. Once you do, find a solution that you can be involved in and identify the return on investment associated with that solution. Voila, you have a proposal that could lead to promotion.

• Look for projects that interest you and will expand your skill set. There is no shortage of opportunity in the world.

#4: Another Employee More Senior Than You “Needs” to Be Promoted Before You

Potential Issues or Underlying Concerns

• Politics are at play.

• There may be a more senior employee who is not as capable as you who your manager owes a favor or who may respond negatively if she isn’t promoted first.

Help-in-a-Hurry Tips

• Enlist the support of an advocate who can endorse you to the powers that be and ask, “Who made up the rule that we have to promote a more senior employee first? John is a better producer and a better leader. We don’t want to risk losing him because of rules that aren’t serving us well.”

• Within your promotion proposal, suggest a solution that allows the person with more seniority to also “win” with, for instance, a new title that gives the person some perk or special task.

• If you are truly the best person for the job, have a courageous conversation with your manager and ask in a curious, nonjudgmental tone of voice, “Help me understand how that policy best serves the company in this situation.”

#5: Your Manager Doesn’t Perceive You as a Logical Choice for Promotion

Potential Issues or Underlying Concerns

• Manager is grooming someone else or has a favorite who is the “heir apparent” for promotion.

• Manager seems oblivious that you are interested in promotion.

Help-in-a-Hurry Tips

• Make certain the manager knows your career development goals.

• If necessary, have a courageous conversation with your manager that covers what you’ve accomplished and where you see yourself in the months or years to come. “Ms. Manager, my intentions for my career involve contributing in the role of Account Supervisor in the next 8 to 12 months, and then Account Manager beyond that. My salary goals are to generate contributions to the company that warrant a salary in the $70,000 to -80,000 range within the next three years. I’ve mapped out some ideas for how to make that happen, and would welcome your suggestions.”

• Articulating your goals will create a new reality for your manager. Once those seeds are planted, continue to take action, deliver results that will validate your qualification in your manager’s eyes, and follow up at appropriate intervals.

• Request specific assignments and volunteer for projects that will increase the experiences and skill sets needed to be promoted.

Excerpted and used with permission from "30-Day Job Promotion: Build a Powerful Promotion Plan in a Month" (JIST Publishing) by Susan Britton Whitcomb available soon at amazon.com (short url: http://snipr.com/1nlih)