What No One Tells You About Succeeding At The Next Job Level

Forbes

09-07-2025

Mel Cidado, founder and executive coach at Breakthrough Coaching, LLC, helps high-achieving leaders confidently grow into bigger roles.
Congratulations—you did it! You landed the big promotion. You may have finally joined the executive team or stepped into a high-visibility leadership role. You've updated your LinkedIn, sent celebratory texts to mentors and friends and maybe even treated yourself to something nice. It's an exciting time.
But now what?
One of the biggest mistakes I see newly promoted leaders make is treating this transition like all the others they have experienced before. They onboard the way they always have. They focus on their function, their key performance indicators (KPIs) and their network. They skim a few books or articles for guidance. They listen to advice, most of which helps them operate well in their new job but not lead at this new level.
They fall back on familiar strengths. They do what they've always done, only now with a larger scope and a louder title. But that's precisely where many talented leaders unintentionally cap their potential.
You Don't Grow By Repeating History
The higher you rise, the less structure surrounds you. There's no road map, just expectations. You become the support system, the culture carrier, the one others look to for answers. Influence extends beyond titles. Decisions hinge on what's possible, not perfect. The stakes are higher, the spotlight sharper and the loneliness more real.
Many new executives get stuck here. Each leadership level requires not just more responsibility but also a more evolved version of you. If you don't actively evolve, you'll unconsciously default to performing your prior version of leadership.
What Got You Here Won't Get You There
In my years coaching leaders in transition, I've seen one thing hold people back more than any other: They overdevelop in all the wrong things. They're fluent in tactical operations and may be naturally great at navigating politics, but they're underdeveloped in the capabilities that drive sustainable success at the top.
If you want to scale your impact as a leader, you must scale your inner capacity. That means growing in five key areas:
Time is finite; energy is renewable. Discover how to replenish yourself, manage your energy and remain grounded under pressure. Leaders who burn out or are on edge can't lead well.
Influence, trust and collaboration are the currencies of executive leadership. Emotional congruence, empathy and listening deeply are not "nice to have" soft skills. They are strategic assets.
You're not leading a function anymore; you're part of the entire enterprise. Start asking, "How does this impact the whole system?" Learn about and understand interdependencies to think and act beyond your lane.
Your environment is constantly evolving. You need the agility to unlearn, relearn and stay curious in the face of ambiguity. Flexibility isn't a fallback plan; it's a powerful skill.
Executive presence isn't about polish; it's about steadiness. Your ability to regulate your inner world enables others to fully trust your leadership under pressure.
Stop: Don't Wait For The Secret Sauce
You may be lucky enough to have a mentor who pulls back the curtain. But most people aren't. Many mentors don't even realize what made them successful; they had to figure it out through struggle, and they may not know how to articulate it.
You must be willing to do the hard work yourself. That means asking tough questions, facing uncomfortable truths and pushing beyond the polished image you think you're supposed to project. Leadership development at this level is less about consuming information and more about transformation.
Actionable Advice For New Executives
If you're in a new role or preparing for one, start here.
Don't solely rely on your strengths. Conduct thorough research to determine who you must become to excel in this role and at this level. Create a growth plan that enables you to develop skills, expand your network and acquire the necessary experience.
Please pay attention to who is in the inner circle of decision-makers, how they make decisions, what behaviors they reward and what truths they openly discuss (or refrain from discussing). Identify whose trust matters most in your success and who your allies are.
Coaching, mentoring, peer and cross-functional feedback and reflective practices are essential to continuous improvement, not optional. Build a personal system for renewal, including daily routines that keep you clear and energized.
Ensure that people understand both what you do and why it is essential. Connect the dots between your work and enterprise. Don't assume others will notice. Share your wins with intention and clarity so the right people understand your contributions.
Closing Thoughts
A promotion isn't the finish line; it's a new starting line. It opens the door to growth in various ways, allowing you to carry more weight and influence beyond your old comfort zone. You don't have to be perfect, but you do need to evolve. To truly leave your mark, lead with integrity, build your capacity and stay grounded in wisdom.
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