Usually you have a tons of directions you can grow as an engineer. Some examples: you can become a subject matter expert in one stack, you can get good at multiple stacks, you can do public speaking, blogging, open source contributions, you can become various kinds of a tech leader (from leading projects to driving engineering principles in the org), you can mentor others, etc. - while this is all growth, it's nearly impossible to do all at once. Your manager can help you in at least 3 ways:
1. help you realize what is personally interesting for you from all this (you'd be surprised how many people don't know this!)
2. help you filter this list by what's currently important for the team/org, so basically find the intersection of what's interesting for you AND recognized in the company
3. help you find effective ways and support. This comes in many forms, e.g. pointing you to opportunities (hey, do you want to lead the next project?), finding you mentors or mentees in the org, coaching you directly (e.g. in leadership), getting you a tech writer to help you with blogging, connect you to people, etc.
About the promotion bit: you own that part. Your manager can tell you 2 things:
1. If you want to get promoted, which growth directions and actions to take
2. Whether they think you're ready or not
