If you’re looking to accelerate your marketing career in 2026, this email series is for you.

I’m Krista Kelly, a marketing career coach, and I’m excited to kick off a new content series with the Canadian Marketing Association designed to help marketers get promoted faster.

Over the next few months, we’ll focus on the skills, behaviours, and actions that drive career advancement — whether that looks like taking on more responsibility, securing a promotion, or landing a new job.

We’re starting with the first — and biggest — thing that holds marketers back:

Mindset.

One of the most common assumptions that slows career growth is believing that someone else is responsible — your manager, your company, or the system around you.

The reality? YOU are in the driver’s seat of your career.

The marketers who consistently get promoted, take on more responsibility, and land new roles share one key trait -  they take ownership of their career growth. 

This looks like: 

🚀 Proactively identifying opportunities to expand your role

📈 Building clear cases for more responsibility and promotions

🎯 Setting your goals and prioritizing high-impact work

If you want to grow your career, this mindset shift is simple — but powerful:

From: “My manager is responsible for my career.”
To: “I am responsible for my career.”

Even with a great manager, career advancement is ultimately self-driven.

To help you apply this mindset shift right away, I’ve included a short worksheet called My Ownership Audit. It’s designed to help you get clear on what you want next in your career, where you’re already taking ownership, and where you need to take more intentional action this year.

✅Access the worksheet here:

My Ownership Audit 🔓

This worksheet is the foundation we’ll build on throughout the series.

Your coach,
Krista

If the idea of talking about your achievements makes you uncomfortable, you’re not alone.

Many marketers hesitate to speak about their accomplishments because it feels awkward or self-promotional. And even when they do share their work, they often make this common mistake:

Using “we” instead of “I.”

Here’s the problem. 

Leaders can’t reward impact they can’t clearly see.

When you consistently use “we,” it becomes unclear what you actually owned — even when you played a critical role. Over time, your impact gets blurred or understated.

One simple question can help you shift to using “I” more often — even when highlighting wins from collaborative work:

“What would not have happened if I wasn’t there?”

For example:
“We launched a new campaign” → “I led the campaign strategy and coordinated execution.”
“We improved reporting” → “I identified gaps and built a new dashboard.”

A common fear is: “If I use ‘I’ language, I won’t sound like a team player.”

This is where context matters.

Using “I” is especially important in 1:1s with your manager, written updates, and performance or development conversations — moments where clarity about your contribution is essential. In team settings, you can still use “I” to introduce the win and acknowledge others’ contributions.

Using “I” doesn’t replace teamwork.
It adds clarity.

And that clarity is essential if you want more responsibility, compensation, or a promotion.

To help you practice, I’ve included a short worksheet that walks you through rewriting real examples from “we” to “I,” with AI prompts to make it easier.

✅Access the worksheet here:

From “We” to “I”: Making Your Impact Clear 🔓

Remember: you are in the driver’s seat of your career.

Consistent action = results. 

Your coach,
Krista

If you want to get promoted faster, there’s one simple habit that makes a big difference:

Document and share your wins regularly.

Many marketers only reflect on their accomplishments when a performance review, promotion conversation, or job application is already on the calendar. By then, details are fuzzy, metrics are missing, and strong wins get undersold.

The marketers who advance faster don’t wait for formal review season.
They document and share their wins consistently throughout the year.

Ideally, this becomes a weekly habit — even better if you do it as part of preparing for your 1:1 with your manager. At a minimum, it should happen once a month.

To get started, make a list of recent projects, meetings, and milestones (for example, the end of a quarter or year). Then ask yourself:

• What did I own or lead?
• What changed because of my work?
• Who benefited from this outcome?
• If I’m waiting on metrics, when will they be available — and where will I source them?

Once you’ve documented your wins, the next step is to share them.

This can happen through:

• 1:1 conversations with your manager 
• Written project updates (email, Slack, or Teams)
• Performance, development, or goal-setting conversations 
• Team, department, or company presentations 

To help you build this habit, I’ve included a short worksheet with AI prompts to walk you through how to document and share your wins regularly. 

✅ Access the worksheet here:
Document and Share Your Wins🔓

Remember: you are in the driver’s seat of your career.

Consistent action = results. 

Your coach,
Krista

If promotions at your company feel inconsistent or unclear, you’re not imagining it.

Across organizations, teams, and titles, most promotions come down to two core requirements:

1) Increased business need
2) Proof you’re ready to operate at the next level

Miss one, and promotions stall.

Many marketers focus almost entirely on performance:
“I’m doing great work.”
“I’m exceeding expectations.”
“I’m ready for the next step.”

Performance matters — but it’s only half the equation.

Promotions don’t happen just because someone is doing strong work.
They happen when the business needs a role to expand and there’s clear evidence you’re the right person to step into that expanded scope.

This is why you’ll often see:

• Strong performers plateau
• Promotions delayed due to “timing”
• New roles created instead of existing ones upgraded

Over the next few emails, we’re going to break these two requirements down — and show you how to build a clear, confident promotion case around them.

We’ll start with the first one: business need.

Because when you can clearly articulate why the role should grow, promotion conversations shift from “asking” to problem-solving.

To help you apply this framework, I’ve created a Promotion Case Worksheet that walks you through both requirements step by step.

It’s designed to help you move from “I think I’m ready” to “Here’s a clear, business-backed case.”

✅ Access the worksheet here:
Promotion Case Worksheet 🔓

Remember: you are in the driver’s seat of your career.

Consistent action = results. 

Your coach,
Krista

A common misconception about promotions is this:

“If I keep taking on more work, a promotion will follow.”

In reality, promotions aren’t about doing more.
They’re about meeting a growing business need.

That need can show up in many ways:

• Your scope has expanded beyond your original role
• You support more stakeholders — or more senior ones
• The work has become more complex or strategic
• Decisions you influence now carry more impact
• The volume or scale of work has increased

When business needs change, roles should change too.

The challenge?
Most marketers feel these shifts — but don’t articulate them clearly.

That’s why promotion conversations often stall at:
“You’re doing great work, but there isn’t a clear role change right now.”

To strengthen your case, start asking:

• How has my role evolved since I started?
• Where does the business rely on me more today?
• What problems am I solving now that didn’t exist 6–12 months ago?

This is exactly what Step 1 of the Promotion Case Worksheet helps you clarify.

You’ll reflect on how your scope, stakeholders, and impact have already changed — and where business needs are continuing to grow.

If promotion conversations have felt vague or stalled, this step brings structure and clarity.

✅ Access the worksheet here:
Promotion Case Worksheet 🔓

Next up, we’ll tackle the second requirement: showing you’re already operating at the next level.

Consistent action = results. 

Your coach,
Krista

Here’s an important truth about promotions:

Leaders promote people who are already operating close to the next level — not those who promise they’ll grow into it after.

This doesn’t mean you need to be perfect.
It means you’re consistently demonstrating next-level behaviors, such as:

• Taking initiative without waiting to be asked
• Thinking beyond execution to trade-offs and impact
• Owning outcomes, not just tasks
• Communicating confidently with senior stakeholders
• Prioritizing impact over activity

This is why promotions often feel “obvious” in hindsight.

The person wasn’t just doing their job well —
they were already showing the signals of the next role.

If you’re not seeing movement yet, it doesn’t mean you’re not capable.
Often, it means your readiness isn’t clearly visible.

That’s where reflection and evidence matter.

In Step 2 of the Promotion Case Worksheet, you’ll assess:

• Where you’re already operating at the next level
• Which behaviors you demonstrate consistently
• Where you may need to strengthen your signal

This is where strong work becomes promotion-ready evidence.

✅ Access the worksheet here:
Promotion Case Worksheet 🔓

In the next email, we’ll bring everything together by drafting the job description for your next role — and showing how formalizing that role benefits the business.

Your coach,
Krista

One of the biggest promotion mistakes I see ambitious marketers make is this:

They wait for their manager to define the next role for them.

Here’s the reality:
If you want to get promoted faster, you need to help your manager build the case.

Even in organizations where your “next-level role” already exists, promotions still require clarity:

• What this role looks like with you in it
• How responsibilities would shift
• Why promoting you solves a real business need now

Every person is different.
Every business evolves.
And roles change over time.

That’s why the marketers who move up faster don’t wait for the perfect timing or a role to appear.

They reverse-engineer their promotion path by getting clear on one thing:

💡 What would be different if I was promoted?

More specifically:

• What would I own end-to-end in the next role?
• What decisions would I make more independently?
• What work would I stop doing, delegate, or deprioritize?
• How would this role reduce bottlenecks or increase impact for the business?

Instead of thinking:

“I think I’m ready for the next role.”

You shift to:

“Here’s how my role could evolve — and why that evolution benefits the business.”

Timing doesn’t magically appear.
It’s shaped by taking ownership of your career.

That’s why Step 3 of the Promotion Case Worksheet focuses on drafting the job description for your next role — not waiting for someone else to do it. 

This exercise helps you:

• See where you’re already operating at the next level
• Clarify how workload and responsibilities would shift
• Make promotion conversations concrete and actionable

This week’s focus: 
➡️ Draft the “before vs. after” version of your role

That’s how promotion paths become clearer — for you and your manager.

✅ Access the Promotion Case Worksheet here:
Promotion Case Worksheet 🔓

Your coach,
Krista

A hard truth about career advancement:

Strong work alone doesn’t lead to promotion — visible impact does.

The marketers who move forward fastest aren’t louder or more self-promotional.
They’re simply easier to recognize.

Not because their work is better —but because leaders can clearly see:

• How their work impacts the business
• Their thought leadership 
• Where the organization relies on them

This is why visibility and advancement are so closely linked.

If your work isn’t visible, it can’t be factored into:

• Resourcing decisions
• Expanded scope
• Promotions or new opportunities

Even when the work itself is great. 

Visibility isn’t a one-time moment.
It’s built through consistent sharing of your wins over time.

That’s why the habit we talked about earlier in the content series matters:
Documenting your wins — and sharing them regularly — across:

• 1:1s with your manager
• Written project updates (email, Slack, or Teams)
• Performance, development, or goal-setting conversations
• Team, department, or company presentations

A simple reflection to start with:

💡 What’s one project or outcome from the last 90 days that I’m proud of —and where could I make that impact more visible?

To help you build this muscle, use Document and Share Your Wins Worksheet

It walks you through how to:

• Clarify your impact
• Document it clearly
• Share it in the right moments

✅ Access the worksheet here:
Document and Share Your Wins 🔓

When leaders can clearly see your impact, they’re far more likely to:

• Trust you with bigger projects
• Expand your scope
• Advocate for your advancement

Your coach,
Krista

If you’ve been doing strong work but still feel overlooked when it comes to promotions or expanded responsibility, this email is for you.

Documenting your wins is a critical first step. The next question becomes:

How do you share your wins in a way leaders actually notice — and remember?

This is where many strong marketers get stuck.

They do the work.
They do share updates.
But their impact still blends into the background.

Why? Because leaders don’t need more detail — they need a clear story. 

When leaders clearly understand:

• What you owned
• Why it mattered
• Where the business relies on you

…they’re far more likely to factor you into decisions about scope, responsibility, and promotion.

That’s why how you communicate your wins matters just as much as documenting them.

You don’t need a new template for this.

Step 3 of the Document and Share Your Wins Worksheet helps you:

• clarify a win using “I” language
• translate it into something concise and business-relevant
• adapt it for different moments (1:1s, written updates, performance conversations)

✅ Revisit the worksheet here:
Document and Share Your Wins 🔓

Your coach,
Krista

Promotions don’t come from strong work alone — they come from visible impact.

That’s why making your impact clear — and communicating it well — matters when it comes to scope, responsibility, and promotion.

But there’s a common blocker that still holds many marketers back:

“If I use ‘I’ language, I’ll sound arrogant or not like a team player.”

If that thought has crossed your mind, you’re not alone.

Here’s the reframe I want you to remember:

Using “I” isn’t about ego.
It’s about clarity.

Leaders don’t need you to downplay your contribution.
They need to understand:

• What you owned
• Where you led
• How you moved results forward

To practice this in a way that feels natural (not forced or salesy), revisit the ✅ From “We” to “I”: Making Your Impact Clear 🔓 worksheet 

It helps you: 

• Identify where “I” belongs, even in collaborative work
• Rewrite real examples with confidence and professionalism 
• Use language that shows ownership without diminishing the team

✅Access the worksheet here:
From “We” to “I”: Making Your Impact Clear 🔓

Your coach,
Krista

When it comes to quantifying the impact of their work, here are the most common things I hear from marketers:

“I don’t really own a KPI, so I’m not sure how to quantify my impact.”
“A lot of my work is collaborative, so it’s hard to measure.”
“I contribute work, but I’m not always sure what the final result was.”

If any of that sounds familiar, here’s the reassurance I want you to hear first:

There is no role in marketing where impact or results can’t be quantified.
And it’s never too late to start.

Especially when it comes to promotions, leaders are typically looking for two things:

• How the scope and scale of your work has grown
• What outcomes your work has driven for the business

Let’s break down how to approach both.

1️⃣ Quantifying scope and scale

This is often the easiest place to start. For example:

• How many projects you support per quarter
• The number and seniority of stakeholders you work with
• How quickly or independently you deliver work
• How much responsibility you carry compared to earlier in your role

Growth in scope is a strong signal that you’re ready for more responsibility.

2️⃣ Quantifying results and outcomes

Even if you’re one step removed from the final metric, your work still connects to business results:

• Did your work improve efficiency, speed, or clarity?
• Did it reduce risk, rework, or errors?
• Did it influence decisions or enable other teams to move faster?
• If you contributed to a campaign, email, or launch — how did it perform versus benchmarks?

As you become more senior, part of the role is understanding how your work impacts the business — not just delivering it.

If this doesn’t come naturally yet, that’s okay.
This is a learned skill, and it gets easier with practice.

To help you build confidence, I’ve created a short worksheet with AI prompts to help you:

• Quantify both the scope and results of your work
• Identify the business impact KPIs most relevant to your role
• Turn everyday contributions into promotion-ready evidence

✅ Access the worksheet here:
Quantifying Your Impact 🔓

You’re in the driver’s seat of your career — and taking action like this is what moves promotion conversations forward.

Your coach,
Krista

Throughout this content series, we’ve been talking about how to set yourself up for expanded responsibility, increased compensation, and promotion.

A key skill we’ve been covering is how to share your wins clearly.

In this email, we’re taking that skill one step further — by turning what you delivered into business impact.

Being able to describe your deliverables is already a strong foundation:

• “I built the deck”

• “I launched the campaign”

• “I supported the project”

That’s a great starting point.

Where promotion cases move faster is when you add one more layer:
what changed because of that work.

Not instead of deliverables —
on top of them.

For example:

Deliverable:
“I built a reporting dashboard.”

With impact:
“I built a reporting dashboard that surfaced underperforming channels and informed reallocation decisions.”

—

Deliverable:
“I supported a product launch.”

With impact:
“I coordinated launch timelines across teams, reducing last-minute revisions and helping the team launch on schedule.”

Same work.
Clearer signal.

This distinction matters because when leaders think about promotions, they’re asking:

• Who is driving impact?

• Who should take on more responsibility as the business grows?

• Who is already operating beyond their current role?
  
  

If this doesn’t come naturally yet, that’s okay.
It’s a learned skill — and it gets easier with practice.

A helpful next step is revisiting the Quantifying Your Impact Worksheet🔓  with this lens:

• First, clearly define the deliverable

• Then, reflect on how it affected outcomes, decisions, speed, quality, or scale
  
  

You don’t have to do this alone.

AI, peers, and conversations with stakeholders (including your manager) can all help you see impact you may be too close to notice.

Clear impact = a stronger promotion case.

Your coach,
Krista

Over the last few posts, we’ve been building an important skill set:

• Documenting your wins
• Quantifying your impact
• Translating deliverables into business outcomes

The next step is pulling that work together.

This email is about building what I call a self-advocacy portfolio — a simple, living collection of evidence that shows the value you bring to the business.

Not something flashy.
Not something public.
Just something useful.

Think of it as your source of truth for:

• Promotion conversations
• Expanded responsibility discussions
• Performance and compensation reviews
• Even future job searches

A strong self-advocacy portfolio typically includes:

• Key projects you’ve owned or led
• Clear examples of business impact (outcomes, not just activity)
• Signals of growing scope, complexity, or responsibility
• A short list of wins you’re proud of from the last 6–12 months

This isn’t about documenting everything you’ve ever done.

It’s about making sure your strongest work is:

• Easy to find
• Easy to explain
• Easy to advocate for

Many marketers wait until a review cycle or promotion conversation to try to piece this together.
By then, details are fuzzy — and strong wins get undersold.

Maintaining a simple portfolio helps you show up to those conversations with clarity and confidence, instead of scrambling.

A good place to start:

• Review the wins you’ve already documented
• Choose 5–10 examples that best represent your impact
• Write a short summary for each: what you owned + what changed because of it

You don’t need this to be perfect.
You just need to start.

Strong work becomes a strong promotion case when the evidence is clear — and easy to share.

Your coach,
Krista

Many marketers know they want more responsibility, a raise, or a promotion —
but get stuck on how to ask without sounding pushy, impatient, or entitled.

Here’s the reframe that changes the conversation:

Asking for more responsibility isn’t asking for a favour.
It’s offering a solution to a business need.

Strong advancement conversations don’t just sound like:

“I want to grow.”
“I’m ready for the next level.”

They add:

“Here’s where the business needs more support.”
“Here’s where I’m already contributing at a higher level.”
“Here’s where I could take on more ownership to increase impact.”

When you frame growth this way, the conversation shifts:

From self-promotion → problem-solving
From asking → aligning

This is why the work you’ve done so far in this series matters.
When you can clearly articulate:

• How your scope has grown
• What impact your work is driving
• Where the business would benefit from expanded ownership

…asking for more responsibility becomes a natural next step — not an awkward one.

A simple place to start:

💡 Where is there work happening today that lacks clear ownership, capacity, or focus — and where could I step in?

You don’t need to have the entire role figured out.
You just need a clear, thoughtful starting point.

In the next email, we’ll build on this by showing how to turn expanded responsibility into a compelling case for a pay increase.

Your coach,
Krista

When it comes to pay increases, many marketers focus on past effort:

“I’ve been working really hard.”
“I’ve taken on a lot this year.”
“I’ve been here a long time.”

Effort matters — but it’s rarely what unlocks a raise.

Compensation decisions are future-focused.

Leaders are asking:

• Who do we need to retain as we grow?
• Who will carry more responsibility going forward?
• Where does increased investment create business value?

That’s why strong pay conversations focus less on what you’ve done —
and more on what you’re positioned to do next.

A compelling pay case connects three things:

1. Expanded scope you’re already carrying
2. Impact your work is driving today
3. The value you’ll continue to deliver at the next level

This is where your promotion case becomes especially powerful.
When your role has evolved — and the business relies on you differently — compensation should evolve too.

A simple way to frame this:

“Based on how my scope has grown and the impact I’m driving, I’d like to align my compensation with the level I’m operating at — and the responsibility I’ll continue to take on.”

This isn’t about demanding a raise.
It’s about aligning investment with value.

In the next email, we’ll bring everything together into a simple 30-day advancement plan — so this work turns into real momentum.

Your coach,
Krista

This series has focused on helping you build clarity, confidence, and evidence for advancement.

Now it’s time to turn that work into action.

Career momentum doesn’t come from one big conversation.
It’s built through consistent, intentional action — especially over a focused window of time.

That’s why this final step is about creating a simple 30-day advancement plan.

Not a full career roadmap.
Not a perfect plan.

Just clear, realistic actions that move you forward.

Your 30-day plan should answer:

• What responsibility do I want to grow into next?
• What conversations do I need to have?
• What evidence do I need to surface or reinforce?
• What action can I take this week?
  
  

Even small steps matter:

• A clearer update to your manager
• A conversation about ownership
• A documented win shared at the right moment
  
  

Progress compounds quickly when it’s intentional.

To help you pull everything together, I’ve included a short worksheet and AI prompt to help you draft your own 30-day advancement plan — aligned to your goals and your current role.

✅ Access the worksheet here:

30-Day Advancement Plan 🔓

You don’t need permission to start.
You just need to take the first step.

Your coach,
Krista