Great advice. The most important part of #3, "stress how much more you’d like to do going forwards" isn't highlighted enough, however. That is, you have to establish clearly what you're looking for. The template is:

  In X months I want to be making Y.  What needs to happen for me to get there?

Part of any employee's job is to manage expectations. This way, you're both communicating your expectations to your manager and clarifying theirs. It also adheres to the "no surprises" rule by giving prior notice.

Then, you need to occasionally ping your manager to see how you're tracking towards your goal. This gives you an indication of progress, and uses human bias towards consistency (as described in Cialdini's "Influence") to your advantage. If your manager has been telling you that you're on course for the 150k you asked for over the course of 6 months, it'll be difficult to suddenly reverse when decision time comes.