What really makes someone promotable? Is it possible for an employee to be successful in performing his/her job but never be promoted or attain greater levels of responsibility? In my studies of successful people and in reviewing my own career success I believe that what often separates those who are promoted from those who are not is the ability to honestly answer yes to a series of critical questions that determine if an individual has the necessary skills and attitude to deserve a promotion in whatever field they work. Ask yourself the following questions to see where you stand.

. Do you have a reputation as being trustworthy, ethical, conscientious, and fair minded? If your answer is no then your chances of being promoted are significantly reduced.

. Are you able to easily and clearly communicate your ideas, persuade other people, and empathize with those people you deal with?

. Do people enjoy being with you? Can you honestly say that your personal dress, grooming habits, and personality are pleasing and don't distract others from your message?

. Are you a genuine contributor to your organization's mission? Are you committed to the overall goals of your organization? Are you willing to go the extra mile and do more than you are paid for when necessary?

. Do you demonstrate confidence in your attempts to try new things and explore new ways of doing things? Do you support your supervisor's decisions even when you disagree with them?

. Are you able to focus and get the job done even when things don't go exactly your way or during times of stress?

. Do you take direction and suggestions for improvement well from others?

. Are you willing to ask others for help when you need it and learn from their experience?

. Are you willing to work to change things that don't make sense rather than just passively let things continue the way they have always been done?

. Finally, are you competent in whatever you try to do? Quite often it doesn't require a person to be a superstar to get promoted, but rather a willingness to do what others are not willing to do and who stands out as a result.

Lagging sales. Board-member corruption. Lawsuits. Being employed by an organization that has a poor reputation as a corporate citizen can negatively reflect on your own professionalism.

You may find it easier to continue working for a bad company because, let's face it-a job search is not easy. You probably have war stories to share from the last time you were in the job market: going on interview after interview, receiving empty promises for callbacks that never happened.

After your last job-hunting experience, staying put sounds like a more attractive option until you realize that your company's reputation will follow you in just about every business situation. The effects can range from having difficulty gaining customer loyalty, to business associates refusing to refer clients, to losing lucrative contracts. The cost of working for a tainted organization is immeasurable.

As a safeguard for managing your career effectively, watch for signs that your organization's reputation is getting tarnished and begin a job search before the situation gets out of control and renders you unemployable.

Warnings that it is time to consider a move include:

· Downsizing efforts on your organization's part
· Outsourcing of jobs or entire departments
· A large number of employees resigning (especially company loyalists, those who have are known as committed team members)
· Negative press
· Whispers regarding unethical behavior by management
· No sign of new products or services in the pipeline.

All of these are clear indications that the organization that employs you may be hitting a rough patch.

Is it morally wrong to leave an organization during a time when committed staff members are clearly needed the most? Though whether you should stay or go is a personal choice, as a gauge for making your decision, take the time to assess your organization's attitude toward the situation. Are proactive steps such as hiring an outside consultant to evaluate the organization's direction, or encouraging employee feedback where everyone is able to submit ideas to increase sales or productivity, being taken to ensure that the organization gets back on track? Or is management simply allowing the situation to get worse?

If the latter is the case, staying is career suicide because working for an organization with a less-than-stellar reputation can also affect future job prospects.

Hiring organizations believe good employees do not spend their time working for organizations with bad reputations because they take their careers seriously. For example, if an organization is known for its poor customer service, potential employers may be leery of hiring any employees from that organization in fear that they will bring along negative work habits. Potential employers aren't going to buy "It is them, not me" when questioned about your current/previous employer's standing within its industry.

Your organization's status speaks to your personal character and directly influences how clients, vendors, business associates, and future employers will react to you. With all the time and education dedicated to building your credibility, don't allow your company's current position in the marketplace to dictate how others view your commitment to your career.