In a recent LinkedIn post, Shub Faujdar discusses a common yet often overlooked factor hindering career advancement: visibility. Faujdar, drawing on years of experience in talent and career strategy, highlights how high performers are frequently passed over for promotions, not due to a lack of skill or effort, but because their contributions are not seen by the key decision-makers.
The post opens with a poignant anecdote about a colleague who, despite matching the performance, ambition, and hours of a promoted peer, was overlooked. Faujdar uses this to introduce a core thesis: promotion is often decided in rooms where decision-makers are already familiar with candidates, and simply performing well is insufficient if that performance is not visible.
“Promotion isn’t just a performance review. It’s a decision made by a room full of people months before your name comes up.”
The Visibility Gap in Career Advancement
Shub Faujdar argues that the traditional focus on performance alone can be misleading. The real question in promotion decisions, according to Faujdar, revolves around whether the right people in the organization are aware of an individual’s achievements and their potential to operate at the next level.
Performance Multiplied by Visibility
Faujdar introduces a formula to underscore this point: Value = Performance × Visibility. This equation suggests that without visibility, even exceptional performance is rendered ineffective in the context of career progression. “Zero visibility multiplies your best work by zero,” Faujdar states emphatically.
“The fix isn’t self-promotion. It’s strategic positioning. There’s a crucial difference: Good visibility = sharing outcomes, highlighting team wins, connecting your work to business impact. Cringe visibility = credit-grabbing, peacocking, making everything about you.”
According to Faujdar, the solution lies not in aggressive self-promotion, which can be perceived negatively, but in strategic positioning. This involves clearly communicating achievements, emphasizing the impact of one’s work on broader business goals, and ensuring that successes, including those of the team, are highlighted effectively. Faujdar advises professionals to “Be the spotlight. Don’t chase it.”
Proactive Conversations for Career Growth
To address this visibility gap, Shub Faujdar recommends initiating three key conversations proactively:
- Discussing what specific achievements are necessary to be seriously considered for the next level.
- Inquiring about the actual availability of roles or headcount for advancement.
- Identifying and engaging with influential stakeholders beyond one’s direct manager to ensure they are aware of one’s work.
Faujdar also offers advice for those who have diligently pursued these steps without clear progress. In such scenarios, the author suggests that it may not be a sign to quit, but rather an impetus to explore external opportunities. The core message is to take control of one’s career trajectory rather than waiting for circumstances within a single organization to align.
“You don’t outsource your career to corporate timing. Stop hoping. Start positioning.”
Ultimately, Shub Faujdar’s insights on LinkedIn serve as a critical reminder that while performance is foundational, strategic visibility is the catalyst that truly propels high-achieving individuals into leadership positions.
📝 About This Content
This article is based on insights shared by Shub Faujdar on LinkedIn.
📅 Originally posted on March 30, 2026 | View original post on LinkedIn →