Moving from manager to executive isn’t a step up—it’s a transformation.
Many tech leaders think the transition from middle management to executive leadership is about doing more of what they’re already doing… just at a higher level.
That mindset is what keeps them stuck.
Because the habits, mindsets, and strategies that made you a great manager are not the same ones that make you an effective executive.
In fact, the very things that made you successful in one role can hold you back in the next.
Let’s talk about what changes—and what you need to leave behind to make the leap.
What Changes When You Become an Executive?
The biggest shift?
You stop being measured by what you personally do—and start being measured by what you enable others to do at scale.
Here’s how the job evolves:
From Execution to Vision
As a manager, you’re focused on making sure tasks get done.
As an executive, your role is to set direction, not manage details.
You must learn to lead with vision, define outcomes, and trust others to deliver.
From Problem Solver to Decision Maker
Managers solve problems. Executives decide which problems matter.
You must shift from fixing issues yourself to prioritizing strategically and empowering others to solve.
From Team Focused to Enterprise Focused
You can’t advocate just for your team anymore.
Executives operate with an organization-first mindset.
That means thinking cross-functionally, balancing trade-offs, and aligning with broader business goals.
From Task Management to Influence and Politics
You won’t succeed just by being efficient.
You need to influence across boundaries, navigate stakeholders, and build trusted relationships up, down, and sideways.
From Being the Expert to Asking the Right Questions
You may have built your reputation on technical depth—but now, curiosity and judgment matter more.
People aren’t looking for you to have all the answers. They want to see that you can ask the right questions.
What You Must Leave Behind
Transitioning into an executive role doesn’t just require new skills—it requires letting go of old habits that no longer serve you.
❌ Let Go of Needing to Know Every Detail
You can’t scale yourself.
If you try to stay in the weeds, you’ll become a bottleneck—and lose credibility.
Shift to trusting your team and focusing on the big picture.
❌ Let Go of Doing It All Yourself
Executives delegate not just to save time—but to develop others.
It’s no longer impressive to be the one doing everything. It’s expected that you enable your team to thrive without micromanagement.
❌ Let Go of Your Old Identity
If you built your brand as “the technical expert” or “the go-to fixer,” it can feel scary to step away.
But to grow, you need to rebrand yourself as a strategic leader who builds leaders.
❌ Let Go of Chasing Recognition
Executives operate in service of the business, not their ego.
You must become comfortable giving credit, standing in the background, and letting results—and your team—speak for you.
What Should You Do Next?
- Audit your daily habits. Are you acting like a manager… or an executive?
- Practice letting go. Identify one task you can delegate or stop doing this week.
- Start thinking like an enterprise leader. Consider how your work impacts the business beyond your team.
- Schedule time for strategic thinking. Carve out 30 minutes this week to reflect on direction—not just delivery.
Notes from Drew
When I was first passed over for an executive promotion, I was confused.
I had the results.
I had the respect.
I had the track record.
What I didn’t have?
The shift in mindset.
I was still operating like a manager—trying to prove myself through action, rather than positioning myself as a leader who shapes the future.
Once I started letting go of the habits that got me here, I unlocked the path to there.
Executive leadership isn’t about doing more.
It’s about becoming more.
More strategic.
More influential.
More intentional.
If you’re ready to lead at the next level, start with this question:
What do I need to stop doing in order to grow?
You have what it takes—now it’s time to lead like it.
