Stretch projects are the single highest-leverage path to a promotion. They're also the thing most people wait to be assigned. Don't.
The script: "I've been thinking about my growth toward [next level]. The gap I want to close is [specific scope expansion]. The project that would help me close it is [specific project]. Could we talk about whether that's something I could own?"
Why this works: It signals you're thinking about your growth, not just your tasks. Managers love this. It names the specific gap. Vague asks ("I want more scope") get vague responses ("let me think about it"). Specific asks get specific answers. It identifies the project for them. You've done their work; they just have to agree.
Where to find stretch projects to propose: Things your manager is doing that they shouldn't be (delegating UP) Things that are slipping because no one owns them Things that span teams and need someone willing to coordinate Things that require a skill you're trying to develop
What makes a stretch the RIGHT stretch: It's visible to people more senior than your manager It has a clear deliverable in 3-6 months It would land you in a "we couldn't have done this without [you]" position when it ships It's something your manager doesn't want to do themselves
What makes a stretch the WRONG stretch: It's invisible work that won't get credited It's a "save the failing project" rescue (the upside is "you didn't make it worse"; the downside is "you couldn't save it") It requires you to drop visible existing work It's outside your manager's domain of influence
Ask. Most managers are looking for ICs who want more responsibility. They just rarely volunteer it without being asked.