Building a culture of recognition in the workplace can enhance both individual and team visibility without crossing into self-promotion. The author shares a personal experience of a client struggling with recognition and suggests reframing self-advocacy as a means to spotlight the contributions of others. By emphasizing shared wins and outcomes instead of personal achievements, individuals can promote their value authentically. The article highlights that if you don’t advocate for your work, it’s unlikely others will. To effectively highlight colleagues’ contributions, the article outlines a specific approach: name the person and their action, state the outcome with a metric, and connect it to broader goals. For example, praising a colleague for a successful phased rollout that reduced bugs by 18% showcases teamwork and ties individual efforts to organizational objectives. It stresses the importance of communicating these wins upward to leadership, using clear metrics to demonstrate how team efforts align with strategic goals. This method not only elevates the teammate being recognized but also reflects positively on the manager and strengthens the individual’s position within the company. The author underscores the need for a structured approach to internal recognition, likening it to a go-to-market strategy. Instead of merely announcing successes, the focus should be on who enabled those outcomes and how they align with larger goals. This structured recognition fosters a culture where achievements are routinely acknowledged and linked to strategic success, moving away from opportunistic praise to a more systematic approach.