The manager sits across the desk, listening attentively. The manager sits back, unconvinced. The manager leans in, warm and engaged.

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She didn't answer that time. Take another run at it.
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What's been said

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What Dana is listening for

Evidence, not adjectives

Name the specific piece of work. What changed because you did it? What did it cost, save, unblock or prevent? If you can't put a number or a before-and-after on it, what can you point to instead?

Whose problem did it solve

Dana is accountable for the team's priorities, not your workload. Which of those priorities did your work move? Who outside your own team noticed?

Readiness, already demonstrated

The strongest case is that you are already doing some of the next job. Where have you decided, led, or carried risk beyond your current remit? What would you take on first?

When she pushes back

A challenge is an invitation, not a verdict. Answer the actual question she asked, then add the detail you left out the first time.

You have fifteen minutes with Dana, your manager. Use them to get a promotion.

She has no notes prepared and no decision made. Everything she does next depends on what you actually say. She will press on anything vague, and she will end the conversation if the case doesn't hold up.

Dana will be listening for
Concrete evidence of what you've achieved Impact on something the organisation cares about Evidence you're already operating at the next level

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