It’s not unusual for upward-bound executives to overlook weak spots in their careers or misjudge their career progress. Often, executives are so caught up in their hectic schedules that they stop leading without even realizing it. Leadership is about effecting change, not just maintaining the day-to-day status quo. Even the highest of achievers can benefit from the advice of an outside source to keep them moving forward. Think of gold-medal contenders and their professional coaches. Use the following ideas to advance your professional and personal lives.

When individuals define their value to their employers by how hard they work on a day-to-day basis, they’re often shocked when they’re passed over for a promotion. True leaders aren’t content with the status quo. They try to develop their employees’ potential and turn problems into profitable opportunities. They stop running from one day to the next and start leading for the long term.

A mutual fund manager who controlled $1 billion in securities for a Georgia bank exemplifies how easy it is to misinterpret how one is doing professionally. When his bank was acquired, the manager didn’t feel threatened because he’d spoken at two professional events, was well-liked and showed his dedication by frequently working long hours. When management announced he would be laid off, he was traumatized. He later learned the new management team viewed him as "running in place -- not a change agent." While he was a great day-to-day manager, he hadn’t developed long-term objectives or growth initiatives. He didn’t plan for future technical needs or take part in any socially responsible community activities. He learned too late that forward-looking executives don’t want managers who are bogged down in day-to-day minutiae.

Another career stopper is known among executive coaches as the fishbowl theory, which is based on the fact that fish can grow only as big as their container. Executives often forget to grow beyond the scope of their current responsibilities.

An executive vice president at a Fortune 500 firm learned firsthand about this theory. She had received outstanding performance evaluations, was well-liked and didn’t fear losing her job when her firm merged. However, she wasn’t selected to be part of the new leadership team, in part because she hadn’t bothered to gain international business experience.

"I wasn’t selected because early in my career, I tumed down an overseas opportunity," she says. "The new management team wants executives who have international experience to lead their global expansion workforce."

Now unemployed, she says she was "too blind" to see her career wasn’t growing in a global direction. Because she was getting excellent performance evaluations, she wasn’t focused on staying competitive. She won’t make this mistake again, she says, and believes that thinking "career" instead of "current job" is the best way to stay competitive in a global business environment.

To advance your career, you must accept new challenges. What is your highest credential? Is it current? Many organizations want to hire individuals with M.B.A.s or other advanced degrees to stay ahead of competitors. Thousands of companies now have continuous learning policies that encourage employees to add to their skills each year.

Professionals should establish annual growth goals. You can learn from overseas assignments, professional development programs, trade shows, trade publications, professional conferences and cross-functional teams. Learn from your mistakes and the mistakes of others. You can also prevent career stagnation by networking, developing public-speaking skills and becoming active in your community.

Failing to recognize others’ needs is another roadblock to career success. Everyone has needs, including your boss and co-workers. Some people simply need recognition and fair treatment while others want a better position, title or salary. Needs drive behavior.

A market researcher who worked for a Fortune 100 company ran into a career problem because he was oblivious to his co-workers’ and subordinates’ needs. He had difficulty getting along with colleagues. His problem was decreasing organizational effectiveness. He wasn’t a troublemaker, but he seldom spoke to others except to make a request or give an order. This researcher had published several highly regarded professional papers and was well-respected by management, but it wanted to "fix" this flaw. He was unaware that he made colleagues uncomfortable and shocked that they saw him as rude. He thought he was a total professional, a "real business person 10 hours a day." This researcher had to take off his career blinders.

He worked with an executive coach for several months on connecting with co-workers and improving eye contact and interpersonal skills. This researcher now exchanges "good mornings" with co-workers and says he feels happier. In fact, a co-worker is encouraging him to apply for a patent. He became involved in office activities that helped him bond with his co-workers. He has developed team-building skills that have advanced his career, all because he began to understand the needs and motivations of others.

An easy way to get your career unstuck is to learn what drives your supervisors and subordinates. Help others reach their goals and they’ll be more willing to give you 120%, plus their loyalty.

Many people lose their jobs not because they’re incompetent but because they’re seen as having lousy attitudes. You convey your attitude in your facial expression, tone of voice, posture, handshake, handwriting, voice-mail messages and management style. Faking a good attitude is better than showing a bad one. Most supervisors and subordinates will tolerate mistakes better than a bad attitude and an inability to work with others. Some companies make hiring decisions based on attitude first and skills second. Think about unsuccessful professionals you’ve known. What was the root of their problem? Incompetence or attitude? Attitude is often the problem.

Everyone has career blind spots and areas that need improvement. You’ll achieve success faster when you identify and correct these blind spots.

-- Dr. Turner is an associate with Right Management Consultants in Jacksonville, Fla., and an adjunct professor at the University of Phoenix.

Locating Career Weak Spots

Where are the weak spots in your career? The test below can help you assess them. Filling these gaps can propel you to the next step up the corporate ladder.

Scoring your answers: Take each "no" answer and use it as a reminder to take action. If you answered "no" to more than five questions, your career may be on the slide. These weaknesses are preventing you from advancing. Implement corrective measures for the problems you’ve identified.