Write Your Executive Narrative Before Others Do It For You

One of the biggest mistakes high-performers make is assuming their work will tell the whole story. But the people deciding whether you are ready for more rarely see the full picture.

If you're a Director working toward a VP promotion, your performance isn't the only thing leaders evaluate. They're also forming an executive narrative about you—often long before promotion conversations begin. Every meeting, update, decision, and interaction contributes to the story people tell about your leadership. The question isn't whether that story exists. It's whether you're intentionally shaping it.

They do not see every decision you made, every fire you put out, or every smart move that kept a project from going sideways. They see pieces. A comment in a meeting. A project that landed well. The quality of your updates. The way you handle tension. The reputation you have with your team. The kinds of problems people trust you to handle.

From those pieces, they make a judgment. Those individual moments become your executive narrative, the story senior leaders use to explain who you are, how you lead, and whether you're ready for greater responsibility.

She is strong, but still pretty tactical.

He is reliable, but stays close to his lane.

She creates clarity when things get messy.

He already thinks beyond his title.

That judgment matters more than most people realize because when your name comes up in a promotion or succession conversation, nobody is reading your resume out loud. They are summarizing what they believe about you.

That summary is your executive narrative.

Not a polished headline you put on LinkedIn. The real story people believe because your behavior has given them enough proof

The strongest promotion candidates don't leave that executive narrative to chance. They consistently create evidence that they're already operating at the next level. Those signals become the promotion proof points executives rely on when deciding who is ready for greater responsibility. I break them down in more detail here.

And if you do not shape that story on purpose, people usually land on the easiest version of you.

Helpful. Reliable. Hardworking. Great executor.

All positive.

Also exactly the kind of story that keeps a lot of talented people out of the VP conversation.

What Your Executive Narrative Is Really Communicating

At senior levels, the question is not just, “Is this person good?”

It is, “Can I trust this person with more?”

More scope. More ambiguity. More visibility. More business risk.

That is what your executive narrative is really doing. It is helping people answer the trust question.

Can this person think at the right level?

Can they lead well when things get messy?

Are they already showing signs of broader leadership?

Every executive narrative ultimately answers one question: "Would I trust this person with more complexity, influence, and business risk?"

Once you understand that, your narrative stops being fluffy and starts becoming useful.

You are not trying to come up with a smart way to describe yourself. You are trying to make your leadership team come to the right conclusion about you.

The Three Judgments That Shape Your Executive Narrative

Whether they say it out loud or not, senior leaders are usually making three big judgments.

These judgments become the building blocks of your executive narrative. Leaders don't remember every accomplishment, they remember the consistent patterns they observe.

1. How does this person think?

Do you jump into execution, or do you make sure people are solving the right problem?

Do you bring analysis, or do you bring judgment?

Do you understand tradeoffs, business context, and what actually matters most?

This is where a lot of strong people get underestimated. They may be perfectly capable of strategic thinking, but they are not making that thinking visible often enough. Strategic thinking only helps your career when other leaders can consistently see it. That's exactly what I cover here.

So leadership sees the output without fully seeing the quality of mind behind it.

2. How does this person lead?

What is it like to work with you when things are unclear, tense, or changing?

Do you create clarity or confusion?

Do you make people steadier or more anxious?

Do people trust you, follow you, and do their best work around you?

Leadership is not only watching what you deliver. They are watching the environment you create.

One of the strongest leadership signals in my own career was transparency. When things were changing, I did not try to keep people comfortable by hiding reality. I gave my team context. I told them what was changing, what was uncertain, and what we needed to do next. I treated people like adults.

That built trust fast.

My teams became more independent because they had the truth. They performed better because they were not wasting energy trying to decode what was really happening. And I became known as a leader people could trust, especially when things were messy.

That is the kind of leadership signal people remember.

3. What level is this person already operating at?

Are you waiting to be told?

Are you mostly focused on your own lane?

Or are you already showing signs of broader ownership?

This one matters a lot.

People do not promote potential in the abstract. They promote proof. They look for signs that the next level is already starting to show up in how you think, lead, and take ownership.

Why High Performers Build the Wrong Executive Narrative

Usually, this is not an intelligence problem. It is an evidence problem.

A lot of smart people are doing excellent work while building the wrong case for themselves.

They show effort where leadership needs to see judgment.

They solve problems without making their thinking visible.

One of the biggest reasons this happens is how leaders communicate. If this feels familiar, you'll find practical examples here.

They are capable of more, but the signals they send still point to “strong performer” rather than “larger-scope leader.”

And that can keep you stuck in the “not ready yet” box.

Not because you’re not ready. Because the story in other people’s heads is still too small.

The challenge isn't usually capability. It's that your executive narrative is based on what leaders repeatedly experience, not everything you know or accomplish.

How to shape your executive narrative

Let me start with what you don’t need; a fancy tagline.

You can’t tell people how to see you, you need to act the way you want to be seen to shape the narrative in their heads.

Here’s a simple way to think about it and shape your story:

Step 1: Decide the reputation you want

Start with the conclusion.

What do you want senior leaders to believe about you?

Not a vague trait. A real, promotion-relevant takeaway.

One way to think about it is to ask yourself: what’s missing right now? Or what perception do I need to fix?

Are you seen as too tactical? Then you want to reposition yourself as a strategic partner who understands the business.

Maybe you’re boxed in your lane? Then you want the reputation of someone who can think at the org level and drive impact beyond their role.

Or maybe your leadership isn’t visible? Then you want to be known as the leader who makes teams stronger and more efficient.

That is the level of clarity you want.

Step 2: Identify the behaviors that would make that reputation believable

Once you know the reputation you want, ask the next obvious question:

What would the leadership team need to repeatedly observe in order to believe it?

If you want to be seen as strategic, the proof might be that you ask sharper questions, challenge assumptions, connect work to business priorities, and bring recommendations instead of just analysis.

If you want to be seen as a trusted leader, the proof might be that you communicate clearly in uncertainty, tell the truth without drama, remain calm under pressure, and build strong, independent teams.

If you want to be seen as ready for bigger scope, the proof might be that you notice issues above your lane, support goals beyond your own, represent your team cross-functionally, and show ownership before you have formal authority.

Once you know the reputation you want, outline the 3-5 behaviors that will prove your narrative.

Anyone can say they are ready for more, but the leadership team needs proof.

They want evidence that betting on you won’t be a mistake, and the right behaviors send that message loud and clear.

Let me give you a few examples. I became known as strategic because I kept asking first-principles questions. Are we solving the right problem? Why are we assuming this is the answer? What would actually matter to the business here? What are we missing?

I did not need to announce that I was strategic. People experienced it.

One of my clients recently shared they were able to show next level readiness by looking for ways to support their manager’s goals and take meaningful things off their plate. Another client did it by stepping into a cross-functional project where they had to represent their team and influence beyond their role.

They didn’t leave it to chance. They were intentional about the signals they were sending.

Instead of guessing what would make them ready in the eyes of leadership, they mapped out the right behaviors and started showing them.

Your executive narrative becomes believable when your actions consistently reinforce the reputation you want senior leaders to associate with you.

Step 3: Make that proof visible in repeatable moments

This is where most people chicken out. They outline the reputation, they map out the behaviors but… they never actually go for it.

So they end up with a fancy word doc with a list of adjectives they want to be known for, and zero transformation.

Taking action means getting more intentional about where your proof shows up.

Meetings matter. One-on-ones matter. Written updates matter. Cross-functional work matters. Messy moments matter. Your recurring conversations with your manager are some of the most powerful opportunities to reinforce your executive narrative.

Those are the moments that shape perception.

If you want to be known as strategic, then your questions in meetings matter.

A basic question sounds like, “Who owns this?” A stronger question sounds like, “Before we assign owners, are we clear on the actual problem we are trying to solve?”

One shows participation. The other shows level.

The same is true in your updates.

A weak update proves effort: “We completed A, B, and C. Next week we’ll move into D.”

A stronger update shows judgment:

“We completed A, B, and C. What stands out is that adoption is slowing because ownership is still fragmented across teams. My recommendation is to simplify decision-making before we add more activity.”

Now people can actually see how you think.

The same goes for moments of uncertainty.

When priorities shift, stakeholders get difficult, or a project goes sideways, people decide very quickly who creates clarity, who adds noise, who stays grounded, and who disappears into the weeds.

Every executive meeting, written update, and cross-functional conversation is an opportunity to strengthen, or weaken, your executive narrative.

Those moments shape your story. Use them.

Step 4: Repeat until people can say it without your help

I wish I could tell you that one meeting or one email would be enough to change your story.

Reputation is built on consistency. Consistency becomes even more important in competitive promotion cycles, where leaders are looking for repeated evidence that you're already operating at the next level. I discuss that challenge here.

A narrative sticks when leaders have seen enough evidence to believe your narrative is the truth. The associate you with the story and can repeat it in rooms you are not in.

Try this quick test:

If a senior leader had to advocate for you tomorrow, what narrative would they feel confident sharing (because they have proof)?

Could they say:

This person shows strong judgment. This person leads well under pressure. This person is already operating at a higher level.

Or would they mostly say:

Hardworking. Reliable. Always delivers. Great attitude.

There is nothing wrong with those qualities. They are just not enough on their own to make the case for bigger scope.

That is the gap you need to pay attention to.

Your Next Steps

If right now someone else is in control of your narrative, let’s change that.

Take ten minutes and answer three questions:

What do I want to be known for?

What behaviors would make that believable?

Where in my week do those behaviors need to become more visible?

Then look at your meetings, one-on-ones, updates, cross-functional work, and messy moments.

Those are not random parts of your job. They are the places where your narrative is being built.

Be intentional.

Because people are already building a story about you.

The danger is not that they have no story.

It is that the story is too small.

Your executive narrative is already being written. Make sure it's working in your favor.

In this free VP Promotion Masterclass, you'll learn how high-performing Directors build executive visibility, strengthen their leadership reputation, and become the obvious choice for VP before promotion discussions begin.

Free training: How Directors In Tech Become The Obvious Choice For VP

I believe in you, and I’m rooting for you

Maya❤️