Why being reliable is hurting your career

In partnership with

Marcus just got promoted to Senior Director.

Marcus…who's never stayed past 5 PM.

Marcus…who says no to "urgent" requests.

Marcus…who somehow always seems "too strategic" for operational work.

Meanwhile, you're wondering why your reputation as the "most reliable person on the team" hasn't translated into advancement.

Here's why: The reputation that makes you indispensable in your current role is the same reputation that makes you invisible for leadership roles.

The Reliable Person's Dilemma

Your current reputation probably sounds like:

• "She's our rock. Always delivers"

• "He's the go-to person when things get messy"

• "We couldn't function without her"

• "He never says no to anything"

• "She's so helpful and accommodating"

What you hear: Appreciation and value

What leadership hears: Someone who's maxed out their potential in their current role

The Psychology of How Managers Categorize People

Your manager's brain unconsciously sorts people into three buckets:

Bucket 1: The Operators

• Reliable executors

• Problem solvers

• The "steady" people who keep things running

• Promotion path: Same role with more responsibility

Bucket 2: The Strategists

• Forward thinkers

• People who challenge the status quo

• Those who seem "above" operational details

• Promotion path: Leadership and advancement

Top Publishers Hand-Selecting Amazon Brands to Promote this Holiday Season

This holiday season, top publishers are actively sourcing brands to include in their gift guides, newsletters, listicles, reviews, and more to drive high-intent shoppers straight to Amazon storefronts.

Here’s why it matters:

• Amazon brands are seeing a 5:1 conversion rate compared to their DTC site

• Millions of shoppers discover products through trusted publishers

Levanta is working directly with these publishers to introduce them to a small number of 7–9 figure brands.

If you qualify, your products could be featured in high-traffic placements that deliver predictable CAC and directly measurable sales.

See if your brand qualifies

Bucket 3: The Wildcards

• Inconsistent but show flashes of brilliance

• Need development but have potential

• Promotion path: Investment and growth opportunities

Guess which bucket you're in?

The cruel irony: Your excellence at operations has locked you into the operator category, while people who are less reliable but more strategic get advancement opportunities.

Why "Reliable" Doesn't Equal "Promotable"

Leadership assumption: If you're already handling complex operational work so well, you must be satisfied and suited for that level. Why disrupt a good thing?

The reliability trap:

• You solve problems → You become the default problem solver

• You deliver under pressure → You become the pressure valve

• You handle difficult work → You become the person for difficult work

• You support others → You become the supporting cast

Meanwhile, Marcus positions himself differently:

• He's "too strategic" for operational firefighting

• He delegates rather than executes personally

• He says no to preserve his bandwidth for "bigger picture" work

• He's seen as leadership material because he acts like leadership

The Strategic Reputation Flip

You need to transition from:

• Operator → Strategist

• Problem solver → Problem identifier

• Executor → Delegator

• Supporting cast → Main character

This doesn't mean doing bad work. It means strategically reshaping how people think about your role and capabilities.

The 4-Phase Reputation Transformation

Phase 1: The Strategic Language Shift (Week 1-2)

Old language: "I'll take care of that" New language: "Here's how I'd approach that strategically"

Old language: "No problem, I can handle it"
New language: "Let me think about the best way to tackle this"

Old language: "I stayed late to finish it" New language: "I prioritized this based on business impact"

Phase 2: The Delegation Introduction (Week 3-4)

Start small: "This would be a great development opportunity for [colleague]. I can provide oversight."

Frame it strategically: "I want to make sure we're building capability across the team, not just concentrating knowledge."

Position yourself as a leader: "Part of my role should be developing others, not just executing personally."

Phase 3: The Strategic Focus Conversation (Week 5-6)

With your manager: "I've been thinking about how to have more strategic impact in my role. What do you see as the biggest opportunities?"

The key question: "Where do you think my time is best spent—on operational excellence or strategic development?"

Listen carefully: This tells you if they see you as an operator or if they're open to seeing you as more strategic.

Phase 4: The Visibility Repositioning (Week 7-8)

In meetings: Lead with insights, not just updates In communications: Frame your work in terms of business outcomes In interactions: Ask strategic questions, don't just provide solutions

Real Examples of the Flip in Action

Julie before: "The client complaint is resolved. I worked with customer service to fix the process issue."

Julie after: "I identified a pattern in client complaints that suggests a strategic opportunity. I've outlined three approaches to address the root cause and prevent future issues. Here's my recommendation."

Gerald before: "I can train the new hire on the system."

Gerald after: "I think we need a more systematic onboarding approach. Let me design a program that reduces the learning curve and creates consistency. [Junior colleague] can handle the day-to-day training while I focus on the framework."

The Uncomfortable Truth About Changing Your Reputation

People will resist your transformation. They've benefited from your reliability and will push back when you start acting more strategically.

Expect pushback like:

• "You used to be so helpful"

• "Why are you being difficult now?"

• "Can't you just handle this like you always do?"

Your response: "I'm focusing on where I can add the most strategic value."

Remember: Their resistance is proof the transformation is working. They're adjusting to seeing you as more senior.

The 90-Day Timeline

Month 1: Language and framing shift

Month 2: Delegation and development focus

Month 3: Strategic positioning and visibility

By month 3, people should be saying:

• "She's become really strategic in her thinking"

• "He's good at seeing the bigger picture"

• "She's ready for more leadership responsibility"

Your Week 1 Action Plan

1. Audit your language: Catch yourself using "operator" language and reframe strategically

2. Identify one task: Find something you can reframe as a development opportunity for someone else

3. Practice the pivot: Instead of "I'll handle it," try "Let me think about the best approach"

The goal isn't to become unreliable. It's to become strategically reliable—someone who thinks before acting and focuses their reliability on high-impact work.

Your reputation got you here. A different reputation will get you there.

Permission granted to outgrow how people see you.

P.S. Reply and tell me: What's one word people use to describe you professionally that you'd like to change? I read every response, and your answer might inspire next week's newsletter.

Forward this to someone who's tired of being indispensable but invisible.