Rise & Shine: The 4 Steps to Build Your Own Promotion Business Case

Happy Monday Friend,

Did that promotion you were hoping for not happen this year? Your boss forgot about your promotion request the second you walked out of their office.

Not because they're evil. Because they've got 47 other fires burning and your career advancement isn't one of them.

That's why I literally handed my boss my OWN promotion form.

A couple weeks later? Director title. $15k raise. And a lesson that changed how I think about career advancement forever.

Today I'm sharing the exact 4-step framework I used—the same one that's gotten my clients and myself promoted when they'd been hearing "maybe next year" for... years.

The Reality Check You Need to Hear

Let me level set with you first.

While you're waiting for recognition, your boss is drowning in:

• Quarterly targets they're behind on

• Budget cuts they need to navigate  

• Their own boss breathing down their neck

• That problem employee taking up 80% of their mental energy

Your promotion? It's item #47 on their priority list.

But here's the thing: When you make your promotion the solution to THEIR problems, suddenly you jump to #1.

Why Most Promotion Requests Fail

They sound like this:

• "I've been here 2 years..."

• "I'm working really hard..."

• "Everyone else at my level got promoted..."

• "I think I deserve..."

Me. Me. Me. Me.

Your boss hears Charlie Brown's teacher: "Wah wah wah wah."

What actually works? Making it about them, their goals, and their problems. Then positioning yourself as the solution.

STEP 1: Track Your Wins Like Your Career Depends on It

(Because it does)

Every Friday at 9am, I have a calendar reminder: "Brag O'Clock."

15 minutes to document:

• What I accomplished this week

• The measurable impact

• Who benefited

• Any recognition received

The difference between tracking and TRACKING:

❌ Weak: "Led the product launch"

✅ Strong: "Led product launch that generated $2M in first month, 40% above projections"

❌ Weak: "Improved team processes"

✅ Strong: "Redesigned workflow that cut project time by 30%, saving 10 hours/week"

❌ Weak: "Mentored junior staff"

✅ Strong: "Mentored 3 analysts who all got promoted within 12 months"

Your Action: Start a "Wins Tracker" spreadsheet right now. I already created a template for you right here:  https://www.riseupcareercoach.com/brag-sheet 

Set that Friday reminder. This ONE habit could be worth tens of thousands in your next raise.

STEP 2: Become Obsessed with Your Boss's Top 3 Priorities

(And make them yours)

Your boss has 20 things on their plate. But only 2-3 actually matter to THEIR boss.

Find out what those are. Then become THE person who solves them.

How to uncover what really matters:

• Listen in team meetings for what gets repeated

• Notice what makes your boss stressed vs. calm

• Ask directly: "What's keeping you up at night about next quarter?"

• Pay attention to what they report up in all-hands meetings

Real example: My client noticed her boss kept mentioning "cross-functional alignment" in every meeting. She created a weekly sync process between departments. Three months later, her boss literally said, "I don't know what I'd do without you." 

Promotion approved.

Your Action: In your next 1:1, ask: "If you could only accomplish three things this quarter, what would they be?" Then figure out how to own at least one of them.

STEP 3: Start Operating at the Next Level NOW

(Don't wait for permission)

The brutal truth: You need to do the job before you get the job.

But here's what most people miss—you don't need permission to level up.

Start doing this immediately:

• Volunteer to run meetings when your boss is out

• Mentor someone (formally or informally)  

• Present to leadership (even if it's scary)

• Make decisions without running everything by your boss

• Solve problems before they become your boss's problems

The psychological genius of this approach: When promotion time comes, your boss thinks, "Well, they're already doing director-level work. We should make it official."

It's not a favor anymore. It's a formality.

Your Action: List 5 things someone at the next level does that you don't. Pick one. Start doing it this week. No permission needed.

STEP 4: Build a Business Case They Can't Ignore

(With the template that actually works)

Stop having vague "career development" conversations. Start presenting business proposals.

The Promotion Business Case Template:

Grab Yours Here 👉 https://www.riseupcareercoach.com/getpromoted

CURRENT STATE:

• Role: Senior Analyst

• Reports to: Director of Analytics  

• Scope: 3 key projects, $2M budget

PROPOSED STATE:

• Role: Analytics Manager

• Reports to: Director of Analytics

• Expanded Scope: 

BUSINESS JUSTIFICATION:

• Team is growing 40% next quarter (need leadership)

• New product line requires dedicated oversight

• Current structure creates bottleneck in decision-making

EXPANDED SCOPE & ROI

• 5 projects, 2 direct reports, $5M budget

• Frees Director to focus on strategy vs. execution

• Reduces hiring needs by maximizing current talent

• Ensures continuity during critical growth phase

EVIDENCE OF READINESS:

• Already leading project X (delivered 20% over target)

• Mentoring 2 junior analysts (both exceeded goals)

• Represented team in 5 executive presentations

• Solved Y problem, saving $300K annually

When you hand this to your boss, you're not begging. You're proposing a smart business decision.

The Secret Sauce: Your Weekly "Managing Up" Email

Every Monday, send your boss a 5-bullet email:

Subject: [Your Name] - Week of [Date]

Last Week's Wins:

• Completed X (impact: saved 10 hours of team time)

• Resolved Y issue (impact: unblocked $500K project)

This Week's Priorities:

• Deliver Z presentation (supports your Q4 goal)

• Meet with stakeholder about ABC

Need Your Input On:

• Budget approval for tool that could save us $50K/year

Takes 10 minutes. Keeps you top of mind. Shows you're strategic.

My client started doing this. Her boss forwarded one to HIS boss saying, "This is the kind of proactive communication I love to see." 

Promoted 2 months later.

The Timing Secret Nobody Talks About

When NOT to ask for a promotion:

• DURING performance reviews (budgets are already locked)

• Right after someone else got promoted (looks reactive)

• When your boss is stressed about their own job

• When you hit your XX year anniversary (tenure isn’t reason enough for promotion)

When TO ask:

• 3-4 months BEFORE review cycles

• Right after a major win

• When new fiscal year planning starts

• After your boss gets good news/promotion/funding

• When the business structure shifts and you take on more work or roles

The golden window: September for December reviews, March for June reviews.(You get the picture…3 months BEFORE your review cycle.)

What to Say in the Actual Conversation

Don't overthink it. Here's the script:

"I've been thinking about how I can add more value as we head into [next quarter/year]. I've put together some thoughts on expanding my scope to better support your priorities around [specific goal]. Could we spend 20 minutes discussing this?"

Then hand them your business case template.

No emotional appeals. No comparisons to colleagues. Just business.

The Mindset Shift That Changes Everything

• Stop thinking like an employee waiting to be noticed.

• Start thinking like a consultant selling your services.

• Stop hoping they'll recognize your value.

• Start making your value impossible to ignore.

• Stop waiting for the perfect time.

• Start creating the conditions for your success.

Your Homework for This Week

1. Set "Brag O'Clock" - Friday, whatever time is less likely to be disrupted, recurring forever

2. Find out your boss's top 3 priorities 

3. Pick one next-level activity and start doing it

4. Download the Promotion Business Case Template

→ Get your template here: www.riseupcareercoach.com/getpromoted

💛 You belong here,

Alyssa

P.S. - If your review cycle is coming up and you need help building your business case, let’s chat! I’ve helped many people get promoted using this template and strategy. Let’s set you up for success in 2026!