If you’re aiming for an executive role, there’s one area you can’t afford to overlook:
Your relationships with executives.
You might think: “But I do great work that should speak for itself.”
The truth? Great work doesn’t get you promoted on its own, especially not to the executive level.
At some point, your technical skills and performance are no longer the deciding factor. Instead, what matters is how executives perceive you—and whether they see you as one of them.
That’s where executive relationships come in. But not all relationships are created equal.
Most leaders get stuck at Level 1, never realizing there’s a strategy to move higher.
Let’s break it down.
Level 1: Awareness — “I Know Who You Are”
At this level, an executive knows your name and maybe what department you’re in. You’ve been in a few meetings together. You might have even spoken once or twice.
That’s it.
There’s no real relationship. No trust. No visibility into your strengths or potential. Just basic name recognition.
This is where most middle managers and directors stay.
They assume being in the room is enough. They think their performance will naturally lead to more recognition.
But from the executive’s perspective, you’re just another name on an org chart.
And that’s a problem—because no one champions a promotion for someone they barely know.
Level 2: Familiarity — “I Know What You Do”
At Level 2, executives have a clearer understanding of your role and your impact.
They’ve seen you lead a meeting. They know you’re dependable. You might even get a compliment now and then: “You always run those reports quickly” or “Thanks for stepping up in that project.”
You’re reliable. You’re solid. You’re respected.
But here’s the catch: they still see you as an executor, not a peer.
You’re not being asked for your opinion on strategic matters. You’re not invited into the real decision-making circles. You’re visible—but only in the context of delivery.
To move beyond this level, you need to stop being defined by what you do, and start being known for how you think.
Level 3: Influence — “I Trust Your Thinking”
This is where the shift happens.
At Level 3, executives seek out your perspective. They value your input on big-picture decisions. They trust your judgment—not just your execution.
You’re not just visible. You’re credible.
This is the level where real sponsorship begins. It’s where execs start saying:
- “We need to bring [your name] into this conversation.”
- “I want your take before we move forward.”
- “Have we considered giving [your name] more responsibility?”
You’re seen as someone who thinks like an executive, even if you don’t have the title yet.
And once you’re here, the path to promotion becomes a lot shorter.
Why You’re Probably Stuck at Level 1 (or 2)
Here’s the hard truth: most tech leaders never intentionally build relationships with executives. They:
- Wait for execs to notice them instead of creating visibility.
- Talk in technical terms instead of strategic language.
- Focus on delivery, not influence.
- Think being helpful is enough to be promotable.
But to break through to Level 3, you need to think and act like a peer before you become one.
That means:
- Speaking their language (business outcomes, not just metrics).
- Sharing your perspective, not just status updates.
- Asking better questions and showing curiosity about the bigger picture.
- Finding ways to connect outside of formal meetings—quick chats, thoughtful emails, shared wins.
The Bottom Line
Executive promotions aren’t just about performance—they’re about perception and positioning.
And perception is shaped through relationships.
So ask yourself:
- With whom in your organization are you at Level 3?
- With whom are you stuck at Level 1?
- And what’s one step you can take this week to move up a level?
Because if you want to lead at the top, you need more than visibility.
You need influence.
What Should You Do?
If you’re realizing you’ve been operating at Level 1 or Level 2, the good news is you can level up your executive relationships with intention and a few practical shifts.
Start here:
1. Map Your Executive Network
Make a list of 3–5 executives in your organization:
- Who knows your name?
- Who knows your work?
- Who trusts your thinking?
This simple map shows you where your relationships currently sit—and where you need to grow.
2. Upgrade Your Visibility
Start showing up differently:
- Speak up in meetings with insight, not just updates.
- Share short business-relevant wins with stakeholders.
- Frame your work in terms of outcomes, not just effort.
3. Start Micro-Interactions
Big relationships start with small interactions:
- Send a quick note of appreciation.
- Ask a thoughtful question after a meeting.
- Comment on a topic they care about.
You’re building connections over time.
4. Add Value, Don’t Just Chase Visibility
Executives notice those who help them think differently.
- Share a relevant article or data point.
- Offer a unique perspective on a team initiative.
- Propose a solution before being asked.
Presence is earned through relevance.
Notes from Drew
When I was first aiming for an executive role, I thought working harder would be enough.
I didn’t know I was invisible to the people who made those decisions.
What changed everything was this realization: Relationships drive decisions.
And executive relationships don’t happen by accident.
I didn’t wait for an invitation. I found small, respectful ways to show up, speak up, and connect—with no expectation other than learning.
Over time, those small moments turned into influence.
That influence turned into sponsorship.
And that sponsorship turned into promotion.
You don’t need to be loud.
You don’t need to be political.
You just need to be intentional.
And I promise—if I could figure this out, so can you.
