From Punishment to Promotion: How One Manager’s Setback Became Her Breakthrough
(Posted on Monday, April 7, 2025)
In one of my recent coaching sessions, I had a conversation that stayed with me.
A mid-level manager—smart, capable, and clearly driven—shared that she was feeling stuck in her role. She was dealing with the familiar but frustrating combo of office politics and a challenging boss. Her motivation was slipping. She felt like her career had stalled, and she couldn’t see a path forward.
And then, something happened.
She was “assigned” to a temporary project team. But let’s be honest—it wasn’t a reward. Her boss had placed her there to sideline her. It was meant to be a punishment. A way to take her out of the spotlight and, in his mind, send a message.
But that’s not what happened.
A Project That Changed Everything
Instead of holding her back, the project became her launchpad. She poured herself into the work. She collaborated with a cross-functional team, delivered high-quality results, and aligned her contributions to the company’s broader goals.
Her work didn’t go unnoticed.
A corporate leader—two levels above her boss—took notice. The quality of her thinking, her work ethic, and her leadership stood out.
Within weeks, she received a surprise bonus.
A few weeks later? She was offered a permanent, remote role reporting directly to that executive. Not only did she leapfrog over her current supervisor, but she also re-entered her career path at a higher level than before—with more freedom, more recognition, and more impact.
Why This Happens More Than You Think
This story is powerful—but it’s not uncommon.
According to Gallup’s State of the Global Workplace report, only 15% of employees worldwide are engaged at work. Many are stuck, just like this manager was—feeling underappreciated, underutilized, or ignored. Office politics, poor leadership, and lack of visibility are some of the top reasons people feel disengaged.
And yet, most of us overlook one key truth:
Sometimes, the very thing meant to set you back is what sets you up for your breakthrough.
The manager in this story wasn’t actively job hunting. She didn’t leave the company. She didn’t need a new degree or certification. What she needed was a perspective shift—and the willingness to treat every assignment, even the ones she didn’t want, as an opportunity to show what she was capable of.
Visibility Matters More Than You Think
Here’s what I’ve learned after years of leading teams, coaching professionals, and researching success for my book, The GAIN Principle:
Hard work matters—but visibility matters just as much.
In fact, a study from Harvard Business Review found that high performers who fail to build internal visibility are 45% less likely to be promoted than their peers—even when their results are better.
This isn’t about bragging or playing politics.
It’s about showing up in a way that aligns your strengths with the needs of the organization—and letting your work speak loud enough that decision-makers can hear it.
That’s exactly what happened here.
This manager aligned herself with a strategic project. She showcased her talent, she supported others, and she delivered value beyond her title. That made her impossible to ignore.
What You Can Learn from Her Breakthrough
So what can you take from this story?
If you’re feeling stuck, underappreciated, or sidelined—don’t assume the only solution is to leave. Start by looking up. Look around. Consider these four steps:
1. Tune Into the Broader Vision
Even if your immediate boss doesn’t recognize your value, the larger organization might. Start thinking beyond your department. What projects or initiatives are tied to major company goals? How can you support them?
2. Say Yes to the Hard Stuff
Sometimes, the “less glamorous” assignments are exactly where you gain the most traction. They offer visibility, challenge, and the chance to work across teams. Don’t reject them just because they weren’t your first choice. Like in this manager’s case, they might be a blessing in disguise.
3. Document and Share Your Wins
This isn’t about self-promotion—it’s about stewardship. Keep track of your contributions, results, and team feedback. Share updates with key stakeholders, and make sure your work is linked to business outcomes.
4. Be Ready for the Unexpected
Growth doesn’t always come from a promotion path you’ve mapped out. It often shows up in unexpected ways. Be ready to pivot when opportunity knocks.
How This Reflects the GAIN Principle
This story is a real-world example of the GAIN Principle in action: Go, Assess, Identify, Next.
These four steps define the natural rhythm of our personal and professional growth—how we begin, how we reflect, how we adapt, and how we move forward.
This manager was thrown into a new phase—not by choice, but by circumstance. She didn’t stall out. She went.
She assessed what the project needed, where she could add value, and how to navigate the politics.
She identified a gap she could fill and a way to differentiate herself.
And when the opportunity presented itself, she took the next step—saying yes to the new role and redefining her path.
That’s the heart of the GAIN Principle: understanding the cycle you’re in, recognizing the opportunity within it, and responding with intention—so you can overcome the inevitable barriers and reach your goals faster.
When you learn to see these patterns early, you stop reacting—and start leading.
Final Thought: The Opportunity Might Already Be There
Here’s the truth:
Your next opportunity may already exist within your organization. You just can’t see it yet because you’re focused on the wrong thing.
That was true for her. And it might be true for you.
If you’re in a season of frustration—take a breath. Step back. Shift your focus from who isn’t supporting you to what work needs to be done. Anchor yourself in value. Deliver results. And don’t be surprised when someone higher up takes notice.
Because they will.
Your influence may grow in the most unexpected ways. And your “punishment” might become your promotion.