How to Advocate for Yourself and Get That Promotion

Career progression doesn’t happen by accident. Whether you’re a member of support staff planning your next step, or a school leader committed to developing internal talent, one thing is true for everyone: working hard is only part of the journey.

Many capable, dedicated people get overlooked, not because they aren’t ready, but because they haven’t learned how to advocate for themselves. Self‑advocacy isn’t bragging or being pushy; it’s a vital career development skill that helps individuals increase visibility, communicate strengths clearly, and put themselves forward for new opportunities.

For leaders, understanding and encouraging this process helps retain brilliant staff, strengthen your workforce, and create a culture where progression is accessible and supported.

Below are six practical strategies that help individuals speak up confidently and prepare for promotion, followed by an example of how school leaders can turn this into genuine development through the Postgraduate Teacher Apprenticeship (PGTA).

1) Get Clear on Your Career Goals

Clarity is the foundation of effective career advocacy. Before anyone begins a conversation about progression, they should know:

• the role they want next
• What qualifications/experience is needed for the role
• why they believe they’re ready
• the strengths and impact they bring

Use our Career Development Tool to map out your journey, reflect on your skills, and track your growth.

Alongside this, a simple “career wins” document helps collect:

• key achievements
• positive feedback
• successful projects
• measurable results

These become concrete evidence that supports progression conversations, something especially valuable for senior leaders making decisions about career advancement.

2) Communicate Achievements Consistently

One of the biggest barriers to promotion is invisibility. Don’t wait for annual reviews to highlight progress.

Consider encouraging regular check-ins where team members can share:

• recent achievements
• new skills gained
• problem‑solving moments
• ways they’ve added value

Alternatively, share quick updates in 1:1s, team meetings, or project summaries. This isn’t self-promotion, it’s professional communication.
Remember: your manager can only advocate for you if they know what you’re doing.

3) Seek Feedback to Strengthen Promotion Readiness

Feedback isn’t criticism, it’s direction.

Don’t be afraid to ask questions like:

• “What would make me a strong candidate for promotion?”
• “Which skills should I develop to move into the next level?”
• “Where are my strengths, and where can I grow?”

…it shows initiative, ambition, and leadership potential.

As a leader, offering honest, actionable feedback shows you’re invested in their professional journey.

4) Build Supportive Career Relationships

Progression rarely depends on just one person’s approval. Strong relationships help you grow, learn, and become visible across the school.

Consider how you could:

• collaborate across departments
• support peers
• connect with senior leaders
• be reliable and solution‑focused

People champion those they trust, and those they see contributing positively to the school community.

5) Make a Clear and Confident Promotion Request

When you feel ready, ask for a conversation about your next steps and goals.

A helpful starting script:

“I’d like to explore opportunities to move into X role. Over the past year, I’ve contributed by doing A, B, and C. I’m keen to take on more responsibility. What steps can I take to be considered for promotion?”

If the answer is “not yet,” follow up asking for:

• specific milestones to work toward
• skills they need to strengthen
• a timeline to revisit the discussion

This builds a structured, supportive pathway for growth.

Leaders will value knowing your goals and will want to help you develop professionally to help you grow. Staff in leadership positions should encourage these conversations and promote development and collaboration.

6) Believe in Your Value and Speak Up About It

Self‑advocacy may feel uncomfortable at first, especially if you are used to “just getting on with things.”

But it’s important to remember:

• You aren’t asking for a favour — they’re asking for recognition.
• Your contributions matter.
• Confidence builds through practice.

Leaders can reinforce this by celebrating successes, acknowledging hard work, and encouraging staff to voice their aspirations.

Turning Advocacy Into Action: The PGTA as a Clear Progression Pathway

One of the most powerful ways staff can advocate for themselves is by presenting clear, future‑focused development options to their manager. For support staff who hold a degree and aspire to teach, the Postgraduate Teacher Apprenticeship (PGTA) provides an accessible, fully funded path into teaching.

And for school leaders, it’s a strategic way to grow your own teachers, develop internal talent, and build long‑term workforce stability.

What Is the PGTA?

Delivered across Kent by The Education People in partnership with Best Practice Network (BPN), the PGTA allows degree‑holding school staff to train as teachers while staying employed.

Key Features

• Earn while you train: Apprentices receive an unqualified teacher salary paid by the school.
• No tuition fees: Training is funded through the Apprenticeship Levy or government co‑investment.
• Salary expectations: £21,000–£27,000 (or more depending on location/experience).

Apprenticeship Grants (2026–27)

To help support salaries, schools may receive grant funding from the DfE (subject to eligibility), paid via Best Practice Network. Grants are available per student teacher. For 2026–2027:

Programme Structure (10 Months)

• Term 1 (Sept–Dec): 4 days per week at School A and training on Fridays
• Term 2 (Jan–Apr): 6‑week contrasting placement at School B
• Term 3 (May–Jul): Return to School A to consolidate learning and prepare for QTS
• Term 4: End‑Point Assessment leading to Level 6 Teacher Apprenticeship and QTS

What Schools Need to Provide

• A school‑based mentor (min. 3 years’ teaching experience)
• Release time for training and intensive training and practice (ITaP) weeks
• Collaboration with a BPN Personal Tutor
• Employment and salary for the apprentice

Why the PGTA Matters for Schools

• Grow your own teachers: Develop staff who already know your pupils and culture.
• Boost retention: Career progression helps keep talented staff in your school.
• Save recruitment costs: Apprenticeships reduce reliance on agencies.
• Strengthen workforce stability: Supported apprentices are more likely to stay.
• Access a full development pathway: (ITT → ECF → NPQs)
• Personalised support: Dedicated tutors ensure apprentices align with your school’s values.
• Address teacher shortages: A cost-effective way to recruit and train new teachers.

Invest in Your Future Workforce

Supporting staff through the PGTA is more than offering training, it’s a commitment to long‑term school improvement. You build a pipeline of confident, capable teachers who already know your pupils, your systems, and your values.

And for staff, it’s an opportunity to advocate for themselves, grow professionally, and move into a fulfilling teaching career.

How to Get Involved

You can find out more or nominate a colleague by clicking here.

For more career advice, see our Career blog or visit our Career Hub. If you are looking to change career, see our Career Changes by Age: What to Expect in Your 20s and 30s and Career Changes by Age: What to Expect in Your 40s and 50s.