One way to think about it: your current employer may have demand for people who can fill certain roles, in order for the business / organisation to work, at this point in time.
From the perspective of designing how the business or organisation structures work, it may be the case that many of the individual roles are structured so that the organisation as a whole will succeed provided each person in each role performs the role to at least a mediocre level of ability. If someone does a really high quality or high efficiency job at their role, it may have a negligible impact on the organisation as a whole, as how well that role is performed is not a bottleneck.
What does this mean?
There's probably a bunch of different roles you could fill with your skills and ability, but any given organisation may have no demand for those roles.
For many roles, there's a limit to how much the org is willing to spend on someone to do it, if someone doing the role really well doesn't have a large impact on the org.
In many orgs it may be difficult for you to argue that you could bring a lot of value by doing different role Y that you are really good at, when there is no demand or no perceived demand for Y and you are currently doing role X which they need filled to at least a mediocre level of ability. Or it might be possible that someone in management can be shown the value of what a Y role might bring, but there might not be enough ongoing Y work, so it might make more sense for the org to hire a temporary Y consultant instead of promoting/switching you into the Y role.
The world is large, there are many opportunities with different organisations. Interview and create alternative options for yourself outside the system of the current org where you are employed.
From the perspective of designing how the business or organisation structures work, it may be the case that many of the individual roles are structured so that the organisation as a whole will succeed provided each person in each role performs the role to at least a mediocre level of ability. If someone does a really high quality or high efficiency job at their role, it may have a negligible impact on the organisation as a whole, as how well that role is performed is not a bottleneck.
What does this mean?
There's probably a bunch of different roles you could fill with your skills and ability, but any given organisation may have no demand for those roles.
For many roles, there's a limit to how much the org is willing to spend on someone to do it, if someone doing the role really well doesn't have a large impact on the org.
In many orgs it may be difficult for you to argue that you could bring a lot of value by doing different role Y that you are really good at, when there is no demand or no perceived demand for Y and you are currently doing role X which they need filled to at least a mediocre level of ability. Or it might be possible that someone in management can be shown the value of what a Y role might bring, but there might not be enough ongoing Y work, so it might make more sense for the org to hire a temporary Y consultant instead of promoting/switching you into the Y role.
The world is large, there are many opportunities with different organisations. Interview and create alternative options for yourself outside the system of the current org where you are employed.