You nailed the behavioral questions. Your STAR stories landed. Then they ask: "Any questions for us?" And most people blow it right here. I've seen great candidates tank their chances in the final five minutes. Not because they couldn't do the job, but because their questions were basic. Your questions are your final performance. Make them count. 🎯 The Strategy Your questions should show: - How you think about problems - You understand organizational complexity - You can see beyond your immediate role - You're already thinking like an insider 📋 The 5 Questions That Matter 1. Uncover Real Challenges Ask: "What's the one problem this team has been trying to solve for the last year that's still unresolved?" Follow up: "What's been tried before? What made those approaches fall short?" Why it works: Shows you understand persistent challenges exist and you're already thinking about solutions. 2. Understand Power Dynamics Ask: "When decisions get stuck, who typically breaks the tie? How do cross-functional disagreements get resolved?" Follow up: "Can you give me an example of a recent decision where stakeholders disagreed?" Why it works: Shows you know organizational charts don't tell the whole story. 3. Probe Cultural Reality Ask: "What behavior gets rewarded here that might not get rewarded elsewhere?" Follow up: "What surprised you most about the culture when you joined?" Why it works: Shows you understand every company has unwritten rules. 4. Assess Your Manager Ask: "What's currently taking up most of your mental bandwidth about this team?" Follow up: "How do you prefer to hear about problems: early when forming, or later with recommendations?" Why it works: Positions you as someone who solves their problems, not creates them. 5. Evaluate Growth Ask: "Looking at people who were in this role 2-3 years ago, where are they now?" Follow up: "What skills are most senior leaders here missing that the organization needs?" Why it works: Shows you think beyond the immediate role while understanding progression isn't guaranteed.

🎯 Why This Matters You can have great results, strong visibility, and a solid reputation but if your manager isn’t behind you, your promotion goes nowhere. Your manager is the first person you have to convince. They’re the one who decides whether your promotion case moves forward. Your goal is to make it easy for them to believe in you and advocate for you. 💬 5 Questions to Ask in Your Next 1:1 1️⃣ What do you see as the biggest gap between where I am today and the next level? You’ll uncover what actually matters vs. getting vague feedback. 2️⃣ What evidence would you need to feel confident putting me forward for promotion? Now you understand their version of “ready.” 3️⃣ What projects or responsibilities would demonstrate next-level capability? This tells you exactly where to focus your energy. 4️⃣ Who else needs to see my impact or be convinced of my readiness? You’ll know where to expand your influence and visibility. 5️⃣ If you had to advocate for me today, what would make you hesitate?It’s a brave question but it brings clarity faster than anything else. 💡 Tips to Get Your Manager Aligned ✅ State your goal clearly. Don’t assume they know you want a promotion. Say it directly and confidently. ✅ Link your results to business impact. Use metrics and outcomes that matter to the org. ✅ Ask for feedback early, not at review time. Regular check-ins prevent surprises later. ✅ Make your wins shareable. Create short, clear updates your manager can repeat or forward. ✅ Be coachable. Acting on feedback builds trust and advocacy. 🧩 Action Step This week, write down your five questions and use them in your next 1:1. Listen carefully. Don’t defend or explain. Just take notes and thank them for their honesty. You’re gathering data, not seeking validation. When you do this consistently, you move from “hoping” for promotion to driving it.