In a recent LinkedIn post, Alec Rickard shares a distillation of his experience, outlining ten crucial factors for achieving significant career advancement, particularly targeting 6-figure promotions. Rickard, who has coached over 150 individuals into such roles and experienced six promotions himself in eight years, emphasizes that getting ahead is not solely about working harder, but about demonstrating readiness for the next level.
He begins by highlighting a common oversight: the assumption that bosses will explicitly guide employees on the path to promotion. Rickard suggests that leaders often expect employees to understand these unwritten rules inherently.
“Your boss probably won’t tell you these 10 things. Because they assume you already know.”
Rickard’s advice centers on a proactive and strategic approach to career development, urging professionals to look beyond their defined job descriptions. He posits that promotions are earned through broader impact and problem-solving that extends beyond immediate responsibilities.
Thinking Beyond the Role and Making Work Visible
A key theme in Rickard’s post is the necessity of moving beyond mere task completion. He argues that individuals seeking promotion must demonstrate a wider scope of influence.
As Alec Rickard notes, “Promotions require broader impact, not just task completion. Solve problems outside your immediate responsibilities.” This suggests that employees should actively seek out and address challenges that may not fall directly within their purview but contribute to the organization’s overall success.
Furthermore, Rickard stresses the importance of visibility. He points out that exceptional work can be overlooked if not properly communicated. “Great work nobody notices is easily forgotten,” he states. To combat this, Rickard advises sharing concise weekly updates on wins, progress, and learnings, ensuring that achievements are recognized by management.
Adopting a Managerial Mindset and Offering Solutions
To truly position oneself for advancement, Rickard encourages professionals to adopt the perspective of their superiors. Understanding a manager’s priorities, potential risks, and desired outcomes is crucial.
“Leaders care about priorities, risks and outcomes. Understand what keeps your manager up at night.”
This empathetic approach, according to Rickard, allows employees to align their efforts with organizational goals and anticipate management’s needs. Building on this, he emphasizes the value of bringing actionable solutions to the table.
Rickard argues, “Problems are common; useful solutions create leverage.” He advises not just identifying issues but also proposing concrete next steps, thereby demonstrating initiative and problem-solving capabilities.
Seeking Feedback and Building Relationships
The post also underscores the critical role of continuous improvement and interpersonal dynamics in career progression. Rickard advocates for actively soliciting feedback as a means to identify blind spots and areas for development.
“You can’t fix what you can’t see,” Rickard writes, prompting readers to ask specific questions like, “What would make me promotion-ready?” This direct approach to feedback ensures that development efforts are targeted and effective.
Beyond individual performance, Rickard highlights the significance of strong professional networks. “Careers are built through people, not titles alone,” he asserts, encouraging the cultivation of genuine relationships across various teams and organizational levels. These connections, in his view, are foundational to career success.
Ownership, Clarity, and Reputation
Rickard further details the importance of taking initiative and communicating effectively. He believes that senior employees are characterized by their willingness to identify and address gaps without explicit direction.
“Senior people don’t wait to be told everything. Spot the gap and take responsibility for closing it.”
Clear communication is another cornerstone of his advice. Rickard states that “Seniority demands clarity, especially under pressure,” advocating for a communication style that leads with outcomes before delving into details.
Building a strong reputation is also paramount. Rickard suggests becoming exceptionally skilled in a specific, valuable area. “Reputation makes your value easier to recognise,” he explains, advocating for specialization to enhance recognition and perceived value.
The Principle of Acting Senior
Perhaps the most overarching piece of advice is to embody the characteristics of the role one aspires to. Rickard posits that the transition to a new role begins long before the official title change.
“The next role starts before the title,” Rickard contends. “Show judgment, ownership and calm before promotion.” This proactive stance involves demonstrating maturity, responsibility, and composure, thereby signaling readiness for higher-level responsibilities.
In essence, Rickard’s insights, drawn from extensive coaching and personal experience, suggest that career advancement is a strategic performance. It requires not only excelling in one’s current role but also anticipating future needs, communicating value effectively, and consistently demonstrating the behaviors and mindset of the next level.
📝 About This Content
This article is based on insights shared by Alec Rickard on LinkedIn.
📅 Originally posted on September 1, 2026 | View original post on LinkedIn →