Career Coach | 6 Promotions in 7 Years | From $40K to $200K | I teach a proven blueprint for landing 6-figure promotions | Follow for career growth strategies

Hi, I’m Alec, I went from a burnt-out assistant manager, to being promoted 6 times in 7 years, into a global leadership role. 

🟢 Promoted 6 times in 7 years at global leaders like L'Oréal and Johnson & Johnson.
🟢 Led multi-million-dollar brands and received an international move to the US. 
🟢 Recognized with marketing & customer awards across companies.
🟢 Coached 150+ ambitious professionals across marketing and commercial functions.
🟢 Followed by +80,000 top-performers for daily posts on how to be promoted.

Here's the truth HR, your boss, and mentors won't tell you:

Just working hard, performing in your role, won’t get you promoted.

I learned this the hard way.

Early in my career, I was that person:

❌ Going above and beyond
❌ Putting in endless hours
❌ Looking for approval
❌ Waiting for my turn

The result? 

Burnout, self-doubt, and frustration, watching others get promoted past me.

The game-changer wasn't working harder. It was working strategically.

I developed a 3-step strategy that accelerated my career:

✅ Accountability strategy
✅ Relationship strategy
✅ Competency strategy

Now I teach ambitious professionals how to do the same.

No more:

↳ Grinding without direction
↳ Being told to wait your turn
↳ Hearing it isn't  within policy
↳ Feeling stuck and undervalued
↳ Missing out on opportunities you deserve
↳ Watching peers get promoted ahead of you

Instead, you'll learn:

→ Why most "hard workers" fail.
→ What actually drives career progression.
→ How to build your dream career roadmap.
→ How to position yourself at the front of the line.
→ How to execute a strategy that gets you promoted faster.

Follow me for winning strategies to be promoted to 6 figures roles. 

Want to be promoted?

🟢 Book your 1:1 strategy call: https://calendly.com/arc-coaching/strategycall

To partner with me as a content creator or public speaker, please email: enquiries@alecrickard.com

Many teams still hire like it’s 1998.

They scan for perfect experience, titles, and boxes ticked.

But here’s the truth most leaders avoid:

Experience helps.
But attitude decides everything.

The people who lift a team the fastest?

They’re not the ones with the longest CV.
They’re the ones who show up ready to learn and ready to grow.

Here’s why they stand out:

1/ They ask real questions instead of trying to look perfect.
↳ Curiosity shows they care more about getting it right than looking right.

2/ They take feedback without getting weird about it.
↳ They improve fast because they’re not stuck in old habits.

3/ They make the team better just by how they show up.
↳ No drama... just effort, ownership, and good energy.

4/ They volunteer for the work others avoid
↳ Initiative is the clearest signal of future leadership.

5/ They build relationships early
↳ Trust accelerates performance more than any skill does.

Skills can be taught.
Attitude shows up on day one.

The person who wants to grow will always pass the person who thinks they already know it all.

Tag the person who proves this true. 👇 

♻️ Repost to spread better hiring habits.
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Alec Rickard

Founder building for 2026 | Corporate marketer → first-time Founder | Sharing stories along the way | I teach people strategies to advance their personal and career goals

You don’t rise to your goals.

You rise to your habits.

Most people wait for an opportunity to show up, 
Like some big moment.

But in reality,
It shows up after you have already been acting like the person who deserves it.

Here is what growth really looks like:

1/ You make your value easy to see
↳ Keep a weekly wins list and share outcomes in team meetings.

2/ You take on work that proves you are ready for more
↳ Volunteer for a stretch task this quarter and deliver results fast.

3/ You build real relationships with leaders who can open doors
↳ Book monthly 1:1s or coffee chats with mentors and decision-makers.

4/ You choose skills that make you harder to replace
↳ Pick one soft skill to strengthen each quarter, then practice it daily.

5/ You ask for clarity instead of hoping someone notices
↳Confirm your goals, success metrics, and next steps in writing.

Most people wait for permission.

But the people who move up?

They create momentum long before the title arrives.

If you start acting like the next level now,
opportunities catch up faster than you think.

Who is someone you know who creates their own opportunities? 
Tag them below. 👇

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Talks about #careers, #jobchange, #progression, #careercoaching, and #careerplanning

If your team wants each other to win,

You’ve won as a leader.

Most people think being a “good boss” means being liked.

But the real signal?
Your team trusts each other without needing you in the room.

You know you’ve built a real team when:

1️⃣ Info flows freely
→ People share updates without needing a meeting or reminder.

2️⃣ Wins feel shared
→ One person’s success lifts everyone, not just their own profile.

3️⃣ Feedback drives the work
→ Suggestions are welcomed, not taken as criticism.

4️⃣ People step up
→ Someone always says “I’ve got it” before you even ask.

5️⃣ There’s no “hero”
→ Everyone is focused on the result, not the recognition.

6️⃣ Progress is smoother
→ Decisions don’t stall because people trust each other’s judgment.

This doesn’t happen by luck.
It’s built through how you lead.

Because the best teams don’t just execute.
They rise together.

Which one of these do you want more of in your team?
Let’s discuss in the comments 👇

♻️ Repost to help someone grow
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13 Brutal Career Truths

(That Grow Your Career)

Some lessons sting.
But they grow you the most.

Here are 13 career truths no one says out loud,
but you need to hear:

1. Your boss is not responsible for your growth.
→ Set your own learning goals and build your own roadmap.

2. Hard work without visibility gets ignored.
→ Share updates regularly and document your wins.

3. Being liked doesn’t mean being respected.
→ Speak with clarity, hold your boundaries, and deliver results.

4. Your reputation travels faster than your résumé.
→ Follow through, show up prepared, and treat people well.

5. Staying in your comfort zone delays your potential.
→ Say yes to stretch work that makes you nervous.

6. If you don’t ask, you usually don’t get.
→ Ask for feedback, raises, stretch roles, clearly and early.

7. Feedback is not an attack.
→ Write it down, review it later, and adjust your approach.

8. Saying yes to everything makes you average.
→ Say no to tasks that don’t align with your priorities.

9. No one is coming to rescue your career.
→ Own your progress. Schedule regular check-ins with yourself.

10. Doing everything yourself limits your impact.
→ Delegate where you can and involve others early.

11. The quietest person in the room still has influence.
→ Ask sharp questions and offer value when you speak.

12. Your title means nothing if no one trusts you.
→ Deliver consistently and keep your word, especially under pressure.

13. Staying too long in a role can stall your growth.
→ Set an exit point or growth benchmark for every role.

Brutal? Maybe.

But these truths have helped the fastest-growing careers I’ve seen.

Which one hit the hardest today?
Let’s discuss in the comments 👇

♻ Repost to help someone grow faster
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Bad jobs do not exist. Bad managers do.

They are responsible for 75% of employee exits.
Source: Gallup

For years, I thought people left for better salaries or well-known companies.
But the real reason was almost always the same.

People leave because of the person leading them.

A poor manager can make any job feel heavy.
They create environments where people question their value and lose motivation.

You have likely seen these patterns:

↳ Lack of appreciation
↳ Unclear communication
↳ Constant micromanagement
↳ No support during difficult moments
↳ Decisions made without considering the team

But here is the part most people overlook:

If a poor manager can push someone out,
a good manager can pull someone forward.

Here is what strong managers actually do:

1️⃣ They set clear expectations
→ You know what success looks like, and how to meet it

2️⃣ They give ownership
→ You are trusted to solve problems and make decisions

3️⃣ They develop your skills
→ They help you grow in ways that support your long-term goals

4️⃣ They communicate consistently
→ No surprises, no guessing, no confusion

Great managers do not rely on titles.
They rely on actions that build confidence, direction, and loyalty.

So instead of asking, “Is this a good job?”
Ask, “Is my manager helping me grow in measurable ways?”

Because the right manager does more than keep you employed.
They help you become the person you want to be next.

Who has led you well in your career? 
Tag them below 👇

♻️ Repost to support your network
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The most common trap people fall into:

Staying stuck to avoid change.

Growth feels scary because it means letting go of what feels familiar.

But nothing hurts more than...

↳ Choosing comfort instead of progress
↳ Playing small even when you know you can do more
↳ Waking up one day thinking… “Why didn’t I start sooner?”

You do not grow by waiting.
You grow by moving.

If you want real growth in your life, ask yourself:

1. What do you want to grow into this year?
2. What action will move you forward the fastest?
3. What is one thing you are avoiding that you need to face?
4. When will you take the first step?
5. When do you want to see progress?
6. When will you stop holding yourself back?
7. How will you measure your growth?
8. How will you stay consistent in real life?
9. How will you celebrate when you hit the goal?

Growth feels uncomfortable...
But staying stuck feels much worse.

Which question hits you the hardest?
Tell me below 👇

♻ Repost to help someone grow
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9 Signs You’ve Outgrown Your Current Role
(And what to do next)

It starts quietly.

You still care.
You still deliver.
But something feels smaller.

That’s not boredom...
It’s growth trying to get your attention.

Outgrowing a role doesn’t mean you’ve failed.
It means you’ve mastered what once challenged you.

Here’s how it shows up and what to do next 👇

1️⃣ You’re mentoring others more than you’re learning.
↳ You’re teaching what you’ve already mastered.
↳ You’ve become the guide instead of the explorer.

2️⃣ You can predict problems before they happen.
↳ You see the ending before it starts.
↳ The challenge has become routine.

3️⃣ You crave visibility but your work stays behind the scenes.
↳ You’re driving results without recognition.
↳ Your impact outgrew your spotlight.

4️⃣ You’re doing more but feeling less proud.
↳ You’re productive, not fulfilled.
↳ The work’s louder, but your excitement’s quieter.

5️⃣ You’re constantly planning what’s next in your head.
↳ Your ambition already moved on.
↳ You’re mentally in the next chapter.

6️⃣ You’ve stopped learning new things.
↳ Every day feels like a repeat.
↳ You’ve hit the ceiling, not your potential.

7️⃣ You’re comfortable, not challenged anymore.
↳ Comfort turned into complacency.
↳ You’re growing steady, not stronger.

8️⃣ You’re valued for stability, not innovation.
↳ You’ve become the “safe hands.”
↳ Your reliability replaced your edge.

9️⃣ You’ve outgrown your manager’s leadership style.
↳ You’ve evolved faster than your support system.
↳ Their guidance doesn’t stretch you anymore.

Outgrowing your role isn’t a crisis.
It’s a compliment.

So before you convince yourself to stay “a little longer,” ask:
Does this still grow me... or just keep me busy?

♻ Repost this if it resonated with you.
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9 Signs You’ve Outgrown Your Current Role

Paul T. D'Arienzo

10 Behaviours That Make You a Leader

(Before the Title Does)

You don’t wake up one day and become a leader.
It’s not a title. Not a headline.

It starts in the quiet choices you make when no one’s watching...
And people start following you long before HR gives you the title.

Here are the behaviours that actually show you’re already leading:

1/ You take ownership
↳ You handle problems without waiting for someone to fix them.
Example: A deadline slipped, so you pulled the team together, reset the plan, 
and got it over the line.

2/ You stay steady when things get messy
↳ Stress hits, you don’t spiral.
Example: Everyone panicked during a last minute change, you kept it calm 
and told folks what mattered first.

3/ You help others win
↳ You lift people up without keeping score.
Example: You shared a teammate’s idea in a meeting so leadership actually heard it.

4/ You communicate so work gets easier
↳ Clear, simple, no confusion.
Example: Instead of a long chat, you sent a straight to the point summary so the team knew exactly what to do next.

5/ You keep your word
↳ If you said you’ll do it, you do it.
Example: You delivered your part early so others weren’t blocked.

6/ You face problems early
↳ You don’t let awkward stuff pile up.
Example: You pulled someone aside and sorted a small issue before it became a big one.

7/ You treat everyone w/ respect
↳ Titles don’t matter to you.
Example: You thanked the intern for catching an error and made sure the team knew it.

8/ You stay curious
↳ You ask questions instead of pretending you know everything.
Example: You joined a call just to learn how another team works, not because you had to.

9/ You step up before you feel ready
↳ Action first, confidence after.
Example: You volunteered to present even though it scared you, and it changed how people saw you.

10/ You make decisions
↳ You don’t wait for perfect info.
Example: You chose a direction when the team got stuck, and it moved the work forward.

Which one feels the most real for where you are right now?
Drop it in the comments 👇

♻ Repost to help someone who needs this
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Rene A Guevara Rodriguez, RN-IMG

One trait the top 1% performers have:

They listen and implement feedback.

Most people hear feedback and shut down.
Top performers hear it and level up.

Being coachable is the real advantage.

I was not always like that. I used to:

🔴 Get defensive
🔴 Think I already knew better
🔴 Take every comment way too personally

But learning to be coachable changed everything for me.

When you stay open, this happens:

✅ You grow faster
✅ You gain trust quicker
✅ Leaders see you as someone who delivers
✅ You bounce back instead of spiral
✅ You move ahead while others stay stuck

If you want to be seen as coachable, try this:

1/ Ask for feedback early
↳ Do not wait until something goes wrong

2/ Listen without interrupting
↳ No “yeah but” moments

3/ Say thank you
↳ Even when it stings

4/ Take one action within 48 hours
↳ Show you listened through action

5/ Follow up
↳ A simple update builds trust

6/ Track your growth
↳ Write down what you are improving

7/ Bring it to your 1:1s
↳ Make your progress visible

8/ Keep asking
↳ Being coachable is a habit, not a one time thing

Top performers do not rise because they know everything.
They rise because they stay coachable all the way through.

Which one are you working on this week?
Let’s discuss in the comments 👇

♻ Repost to help someone grow
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I’ve coached 150+ ambitious professionals.

These 10 traits stand out in every high performer. 

Not buzzwords.
Not personality types.
Just proven behaviors anyone can learn.

Here’s what I’ve seen in every high performer:

1. They take responsibility without being asked
→ Notice problems before they escalate
→ Take action before you're told

2. They treat problems like puzzles
→ Break challenges into small parts
→ Test ideas instead of waiting for perfect answers

3. They protect their energy
→ Block time for rest, sleep, and movement
→ Remove energy-drainers from your calendar

4. They seek feedback before it’s offered
→ Ask your manager “What should I improve next?”
→ Review feedback weekly and track what you change

5. They stay calm under pressure
→ Breathe, pause, and write down the next 3 actions
→ Speak less, listen more, and focus on solutions

6. They do the basics better than anyone else
→ Prepare for meetings like they matter
→ Send updates before anyone has to ask

7. They stay curious, even when they’re busy
→ Schedule 30 minutes a week to learn something new
→ Keep a running list of questions you want answers to

8. They move quickly but carefully
→ Set deadlines even if no one asks for them
→ Do one review before you hit send

9. They take pride in their work
→ Check the small details before sharing
→ Ask yourself, “Would I sign my name to this?”

10. They make the team better
→ Share tools, tips, or templates that helped you
→ Encourage others when they step up

These traits aren’t reserved for the lucky few.
They’re choices.

Start with one. Practice it daily.
The results will follow.

Which one do you already have?
Which one’s your edge for 2026?

Let’s talk in the comments 👇

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These 16 skills won’t trend on LinkedIn.

But every great leader has them.

1/ Being teachable.
→ Curiosity and humility open more doors than credentials ever will.

2/ Be easy to work with.
→ Talent means little if no one enjoys working with you.

3/ Stay humble even when others praise you.
→ Confidence is quiet. Humility keeps you learning.

4/ Prepare long before the opportunity arrives.
→ Winners don’t rise to occasions... they’re ready for them.

5/ Lead by example in every small action.
→ Your behavior sets the tone louder than your title.

6/ Feel okay not knowing all the answers.
→ Growth starts when you stop needing to look smart.

7/ Knowing when it's time to leave.
→ Sometimes staying too long costs more than leaving.

8/ Start every task with a clear goal.
→ Direction beats effort every time.

9/ Bring positive energy into every single room.
→ Enthusiasm is contagious. Be the one who lifts others.

10/ Protect your time like it’s your paycheck.
→ Focus is your most valuable currency.

11/ Speak up for your work with confidence.
→ If you don’t advocate for yourself, no one will.

12/ Learn from people already steps ahead.
→ The fastest growth comes from borrowed experience.

13/ Listen to understand, not just respond fast.
→ People remember how you made them feel heard.

14/ Ask for help before things get heavy.
→ Strength is knowing you don’t have to do it alone.

15/ Check your work twice before submitting anything.
→ Excellence lives in details most people ignore.

16/ Stay close to people who drive growth.
→ Surround yourself with momentum and move faster too.

These skills won’t trend...
But they quietly build every great career.

Which one stands out most for you? 
Drop it below 👇

♻ Repost to remind your network what matters.
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Growth Coach | Building something new for 2026 | 6 promotions in 7 years from $40k to $200k | I teach people how to advance their careers | Follow me for strategies to grow personally and professionally

YU HIMM FUNG MBA ACMA CGMA

High performers swear by these 9 frameworks.

They free up 20+ hours every single week.

They use systems to stay focused on what matters most.

They are not overwhelmed.
They are not buried in busywork.
They are not guessing what to work on.

Here’s what works:

1️⃣ 80/20 Rule (Pareto Principle)
↳ I tracked my calendar and task list for 10 days
↳ 80% of progress came from 3 recurring actions

2️⃣ RICE Framework
↳ Reach. Impact. Confidence. Effort.
↳ We used it to prioritize our next 10 projects

3️⃣ Eisenhower Matrix
↳ Half my to-do list was marked “urgent”
↳ But only 4 items were actually important

4️⃣ MoSCoW Method
↳ We listed 28 “must-do” tasks across teams
↳ Honest review showed only 5 were truly “musts”

5️⃣ Value vs Complexity Matrix
↳ We plotted all current projects on the grid
↳ Found 3 high-value, low-effort wins hiding in plain sight

6️⃣ Weighted Scoring
↳ Scored each initiative by ROI, effort, and urgency
↳ The “popular” projects dropped to the bottom

7️⃣ Time Blocking & Task Batching
↳ Grouped deep work into 2-hour AM blocks
↳ Batched admin into a single afternoon slot

8️⃣ Top-n Ranking
↳ I now only allow 3 priorities per week
↳ Everything else gets parked or delegated

9️⃣ Decision Acceleration Framework
↳ We mapped every task against time, value, and risk
↳ 5 projects got immediate go-ahead

Do not try all 9 at once.

Pick one.
Use it this week.
Stack slowly.

Because time is not your problem.
Deciding what matters is.

Which one will you try first?
Share it in the comments 👇

♻ Repost this to help your network.
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8 Signs You’re in a Job That Fuels Your Growth

(Not Just Pays the Bills)

Some jobs check the boxes:

Decent pay.
Nice people.
Comfortable pace.

But they don’t grow you.

You don’t feel stretched.
You don’t feel proud.
You’re just, coasting.

Here’s what a growth-filled job really looks like:

1️⃣ You’re stretched often
↳ New tasks, bigger challenges, higher stakes.
↳ It’s uncomfortable but exciting.

2️⃣ You take on what you once avoided
↳ You used to dodge those convos or responsibilities.
↳ Now you step up.

3️⃣ You’re surrounded by people who raise the bar
↳ They challenge your thinking.
↳ They push you forward.

4️⃣ You feel awkward before you feel confident
↳ The learning curve is real.
↳ But you keep climbing.

5️⃣ You’re tired but in a good way
↳ The work drains you, but it means something.
↳ You’re proud of what you did.

6️⃣ You’re becoming more resourceful
↳ You figure things out faster now.
↳ You’ve stopped waiting to be told what to do.

7️⃣ You’re proud of how you show up
↳ You like your work ethic.
↳ You like your progress.

8️⃣ You know you’re going somewhere
↳ Maybe you are not there yet.
↳ But every month, you’re stronger.

Growth doesn’t always feel good at the moment.

But looking back, it always makes sense.

If your job stretches you, challenges you, and makes you better...

You’re not just working.
You’re growing.

Which of these signs are you seeing in your current role?
Share it below 👇

♻ Repost this if it made you reflect
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13 things your boss will not tell you

(but you need to know if you want to grow faster)

1/ They won’t share everything automatically.
→ Information flows to people who ask for it... not people who wait.

2/ They expect you to speak up when you’re stuck.
→ Staying quiet slows your growth more than any skill gap.

3/ They won’t map your career path for you.
→ If you never ask about opportunities, you stay invisible.

4/ They want you to understand the bigger picture.
→ Connecting the dots is part of leveling up.

5/ They expect you to share updates before they have to remind you.
→ Visibility beats quiet effort every single time.

6/ They assume you’re tracking your own work.
→ Documentation protects you... memory doesn’t.

7/ They notice how well you work with other teams.
→ Strong cross-team relationships open doors talent alone cannot.

8/ They won’t fix your workload if you stay silent.
→ Speak early before things become overwhelming.

9/ They expect you to manage your own learning.
→ Upskilling is your responsibility... not theirs.

10/ They may not give you public credit.
→ Track your wins so no one else takes them.

11/ They expect emotional stability during pressure.
→ Staying calm builds trust faster than perfect performance.

12/ They pay attention to small habits more than you think.
→ Consistency builds confidence... sloppy patterns break it fast.

13/ They will not stop you from staying too long in the wrong role.
→ If you want faster growth, you must move with intention.

Most bosses will never say these things out loud.
But knowing them helps you grow way faster.

Which one stood out the most?
Drop it below 👇

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9 mistakes that stop you from getting promoted,

(and how to fix them fast)

You did everything right.
You exceeded targets.
You covered for others.
You even worked weekends.

Then someone else got promoted.

And everyone said the same thing:
“I’m shocked. You deserved that.”

If this feels familiar, it’s not lack of talent.
It’s hidden habits holding you back,
The kind top performers don’t notice until it’s too late.

Here’s what’s happening and how to fix it fast:

1️⃣ You only focus on hard work
↳ You think effort equals advancement.
↳ But effort w/o strategy hits a wall.

2️⃣ You wait for someone to notice your impact
↳ You assume good work speaks for itself.
↳ That’s not how recognition works.

3️⃣ You avoid office dynamics cuz it feels like politics
↳ You stay quiet to “stay out of it.”
↳ But careers move through relationships.

4️⃣ You stay in your comfort zone
↳ You take on work you already know.
↳ You grow sideways, not up.

5️⃣ You don’t ask for feedback
↳ You avoid the uncomfortable stuff.
↳ But what you avoid is what slows you down.

6️⃣ You’re always “helpful” but rarely strategic
↳ You take tasks, not ownership.
↳ You become dependable, not promotable.

7️⃣ You stay loyal to a role that stopped growing you
↳ You keep giving... even when the role stopped giving back.
↳ Loyalty w/o growth keeps you stuck.

8️⃣ You think more hours = more recognition
↳ You confuse sacrifice with progression.
↳ Burnout doesn’t get rewarded.

9️⃣ You outgrew your manager’s support
↳ You evolved... your guidance didn’t.
↳ You’re thinking ahead while they’re thinking small.

These mistakes are preventable.
Promotion is not random. It’s built.

So before you tell yourself to wait “a little longer,” ask:

Am I moving forward... or just staying busy?

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9 Mistakes Costing You Your Promotion 

I made every mistake in the book before starting my career. 

These 9 would’ve saved me years.

School teaches you how to work, 
But not how to build a career.

So we learn the hard way.
→ Wrong move
→ Bad calls
→ Lessons we carry for years

If I could go back, I’d hand my younger self these 9:

1️⃣ Your career is yours to drive
→ No one will guide your growth for you
→ Waiting keeps you stuck longer than you think
→ Things move fast the moment you take control

2️⃣ Say yes before you feel ready
→ Confidence comes after you start
→ Most people wait too long and miss chances
→ You learn quicker by doing it nervous

3️⃣ Your attitude beats your CV
→ People remember how you show up
→ Curiosity always beats ego
→ Good energy gets you invited into bigger rooms

4️⃣ Relationships move your career
→ People create opportunities, not job boards
→ Trust spreads your name when you’re not around
→ Strong connections grow your visibility fast

5️⃣ Ask for what you want
→ Staying quiet keeps you in the same spot
→ Clear goals help others open the right doors
→ Your manager can support you once they know the plan

6️⃣ Feedback is free growth
→ Don’t take it personal
→ Apply it quickly so people see you level up
→ Asking for it shows you care about improving

7️⃣ Protect your time
→ Busy does not mean progress
→ Focus helps you stand out faster
→ Boundaries keep your energy sharp

8️⃣ Your manager impacts your growth
→ A great one pulls you forward quicker
→ A bad one slows you down without you noticing
→ Don’t stay years under someone who blocks you

9️⃣ If you’re not growing, move
→ Staying stuck costs you more than leaving
→ New environments push you in new ways
→ You owe yourself progress, not permission

Most people learn this way too late.
You don’t have to.

What would you add? 
Share it in comments 👇

♻ Repost to help someone grow
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9 Career Advice I Wish Everyone knew 

“Always treat your employees exactly as you want them to treat your best customers.”
Stephen R. Covey

If your team feels valued, they show up stronger for your clients.
It really is that simple.

When people feel supported, they stop working from fear and start working with ownership.

And when leaders take care of their people, the whole business grows better and faster.

Here are 10 ways to treat your employees as your best asset:

1️⃣ Respect and recognition
→ Say thank you in real time
→ Call out effort, not just outcomes

2️⃣ Fair pay and benefits
→ Review compensation with honesty
→ Fix gaps instead of explaining them away

3️⃣ Support their daily workflow
→ Remove blockers that slow them down
→ Give clear priorities so they are not guessing

4️⃣ Create growth paths
→ Offer mentors they can learn from
→ Give them projects that stretch their skills

5️⃣ Build a healthy work culture
→ Address issues early, not when they explode
→ Lead with clarity and consistency

6️⃣ Connect their work to the bigger picture
→ Tell them how their role drives impact
→ Share customer wins that came from their effort

7️⃣ Provide stability
→ Communicate early during changes
→ Be clear about expectations

8️⃣ Strengthen leadership
→ Train managers to lead, not just manage tasks
→ Hold leaders accountable for how they treat people
→ Build leaders who listen and follow through

9️⃣ Let them shape how they work
→ Ask how they prefer to approach tasks
→ Allow them to adjust methods as long as results stay strong

🔟 Build belonging
→ Encourage real conversations
→ Include people in decisions that impact them

When employees feel valued, they value customers even more.
Take care of your people and your business grows with them.

Which one will you start with this week?
Share it in the comments 👇

♻ Repost to help leaders build better teams.
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10 ways to treat your employees as you best asset

If you hire smart people and still tell them what to do.

This is for you: 

When you hire well, your job isn’t to control.
It’s to remove friction so your people can lead.

But too often, leaders confuse direction with oversight.
They want initiative but hold the reins too tight.
And end up micromanaging. 

Here’s what to build instead:

1️⃣ Spot issues early, without being asked
↳ Hire people who flag problems before they escalate.

2️⃣ Bring solutions, not status updates
↳ Don’t settle for someone who reports. Back someone who solves.

3️⃣ Think two levels above their role
↳ Great hires don’t just ask what’s next, they plan what’s after.

4️⃣ Make your job easier, not heavier
↳ They simplify decisions, not multiply them.

5️⃣ Show initiative without needing an invite
↳ They move work forward without being pushed.

Want a team that runs without you?

If yes, 
Hire for ownership, not obedience.
Then back off and let them build.

The best people don’t want micromanaging.
They want trust, clarity, and space to grow.

It makes them enjoy work & deliver results.

Which of these shows up most in your current team?
Comment it below 👇

♻️ Repost to help someone hire better
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Workload doesn’t kill motivation.

It’s the battlefield disguised as a workplace.

Burnout hides behind “I’m fine.”

→ You still show up.
→ You still get results.
→ But the spark that built those results starts fading.

Most leaders miss the early signs cuz they’re only watching output. 
Not the weight someone is carrying to deliver it.

Here’s what burnout actually looks like:

1️⃣ You switch from passion to autopilot
2️⃣ You avoid small talk
3️⃣ You stop sharing ideas
4️⃣ You sleep, but never feel rested

And here’s the part no one says out loud:

Burnout isn’t about hours.
It’s about pressure with no breathing room.

→ When every win comes with a cost.
→ When every meeting feels like a fight.
→ When you’re always bracing for the next hit.

That’s when people quietly break.

So if you’re a leader... fix the environment, not the person.

And if you’re the one feeling it...
You don’t need a new planner, 
Or a new routine, 
Or another podcast.

You need space.
You need support.
You need a place that doesn’t drain the life out of you.

Ask yourself…

Are you pushing through burnout... or actually healing from it?
Tell me in the comments 👇

♻ Repost if someone you know is close to burning out
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If your goals exhaust you more than they excite you,

You need to try this: 

Most people set goals in extremes:

“Crush it” or “I failed.”
Then wonder why they burn out or stop showing up.

The fix?
The MTO Method.
Minimum. Target. Outrageous.

It builds momentum without sacrificing ambition.

Here’s how it works, with real-world examples and how to apply each one:

1. Minimum = The smallest goal you can always hit
→ Action: Define the bare minimum that still builds identity. Not random tasks, meaningful micro-steps.
→ Example: If your goal is to create content, your Minimum could be writing 1 idea per day. Even on bad days, you’re making progress.
✅ This builds momentum, not pressure.

2. Target = The realistic goal you aim for
→ Action: Choose a number or result that pushes you just enough. It should feel like effort, but doable.
→ Example: If you’re job hunting, your Target could be applying to 3 high-quality roles per week. Not 20. Just 3, done well.
✅ This builds consistency, not stress.

3. Outrageous = The bold stretch goal
→ Action: Set a “wow” version of your goal. Not something random, something that would shift how you see yourself.
→ Example: You’re writing on LinkedIn. Outrageous = post 5x/week and pitch yourself for a podcast.
✅ This builds confidence, not ego.

Why MTO works for career growth:
→ You gain momentum. Each level builds belief.
→ You stay in motion. Minimum wins beat “zero days.”
→ You stop shaming yourself. Slow days don’t feel like failure.
→ You actually finish big things. Because you didn’t quit halfway.
→ You avoid burnout. You always have permission to scale back.
→ It fits every goal. Promotion? Learning? LinkedIn growth? Use MTO.

One of my clients was overwhelmed trying to create a weekly newsletter.
So we applied MTO:
✍️ Minimum = Write 1 story idea
✍️ Target = Draft 1 full email
✍️ Outrageous = Write AND schedule 3 weeks ahead

6 weeks later?
She’s publishing consistently, doubled her audience, and landed 2 inbound speaking invites.

Not by pushing harder.
By setting smarter, layered goals.

Set your next goal like this:
🟡 What’s your Target?
🟢 What’s your Minimum?
🔴 What’s your Outrageous?

Drop yours below. I’ll give feedback 👇

♻️ Repost if you’ve ever struggled with goal consistency
✅ Follow Alec Rickard for proven strategies to grow your career faster.

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