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I mean this in the least confrontational, most supportive way: something in your story isn’t adding up. The way you frame it, there’s nothing missing. So, consider: If you’re genuinely delivering top notch work, people *may* not love working with you. If people love working with you, your work *may* only be ‘good enough’. I have no clue where the gap is, but I think diagnosing the problem is key here, because your current perception is that the problem isn’t on your end.
If you’ve thoroughly done this, and come to the same conclusions, then there’s some kind of fit issue with your current employer and you need to find a new opportunity.
The last thing I’ll say is that progression past director is often down to intangibles like “am I perceived as a leader”, “do I make the people around me better”, or “does the best talent in the agency want to work with me”, especially in strategy where judging the value of output is harder.
I’d tend to agree with S1. Something isn’t adding up.
Also, the step from Director to GSD or VP (however your agency is structured) is usually large and a transition to a different kind of work.
You’re moving from being someone with a core deliverable, to someone who needs to exude leadership within your department and across agency functions (creative, new biz, account planning, revenue projections).
I've seen cases like this, when it's felt that people have reached their ceiling early. They're good at what they do, but they show no signs of development, just doing the same things well over and over again. It's worth a conversation with your manager as to why this is happening and if this is maybe the case. Could also help you figure out what you need to do to progress.
On the plus side, people in strategy tend to progress way too quickly these days. I've interviewed many people with quite lofty titles who should be nowhere near where they are. It's all great while you're flying up the ranks, but unless you're genuinely exceptional, you'll get found out eventually and it won't be pretty.
You have a few options:
1. Get an offer and make them counter.
2. Leave.
3. Win a big enough piece of new biz that it necessitates a role higher than yours.
Unfortunately the economy is making the obvious solution difficult. Change jobs. However there are jobs to be had and having one while you look makes you more attractive. Odd, but true. So evaluate what you want and start identifying potential employers then frequently scout them for opportunities. Make connections with all people connected with or in the companies. A side door is the fastest way to get the job. Need advice? Try our free resources.
I’m wondering if there is an economic structure within your organization that keeps mid to senior level performers from earning up to their potential? Is a jump to another firm that would value your skills and the relationships with clients that you bring with you out of the question?