Why You Are Stuck In Middle Management (And How To Break Out)

Let’s talk about a common career trap: being stuck in middle management because you are known as the person who gets things done. 

You are the one who is always hustling, always reliable, the go to person for last minute crises and urgent tasks.

Sound familiar? I thought so. Because I’ve been there too.

I used to work crazy hours, taking on everything that came my way, thinking my hard work would eventually pay off.

I was the definition of dependable. But guess what? While I was burning the midnight oil, I watched colleagues—who weren’t working nearly as hard—get the promotions I wanted.

That’s when I realized something important:

You can either be the “get sh*t done” person, or you can be seen as leadership material.

You can’t be both.

If people see you as the go-to for getting things done, they won’t automatically see you as the go-to for leading teams, setting strategy, or making big-picture decisions.

So, how do you change that perception? Let’s dive in.

Why Hard Work Alone Won't Get You Out Of Middle Management

Most of us grew up believing that working hard is the key to success.

And while a strong work ethic is important, it’s not what gets you promoted to executive roles.

Leadership is about driving results, setting a vision, and influencing others—not just crossing tasks off a list.

The truth is...

Promotions are business decisions.

Companies invest in people who bring strategic value, not just those who work the hardest.

If you’re stuck in the “doer” mindset, no one will think of you when leadership opportunities come up. You have to make the shift from being a workhorse to positioning yourself as someone who drives the business forward.

I break this down more inside my guide on why some careers skyrocket and others do not.

Signs You Are Stuck In The Get Things Done Trap

You might think being reliable and hardworking will get you promoted. But here’s the uncomfortable truth:

When you’re always the one solving problems, taking on urgent tasks, and saying yes to everything, people see you as the “doer.”

And here’s the problem:

• Doers don’t get promoted to VP.

• Doers aren’t seen as strategic leaders.

• Doers stay stuck because their value is tied to execution, not vision.

While you’re busy putting out fires and delivering results, your colleagues who focus on strategy and big-picture thinking are getting the promotions you want.

Why? Because senior leadership isn’t looking for the person who works the hardest—they’re looking for the person who can drive the company forward.

How To Shift From Doer To Leader And Escape Middle Management

Changing how others perceive you comes down to three key areas: impact, visibility, and communication. Here’s how you can start making the shift:

1. Stop Measuring Success by How Much You Do

Your value isn’t tied to the number of tasks you complete—it’s tied to the impact you create.

Focus on high-impact projects that solve critical problems, drive revenue, or align with company priorities. Delegate or automate the low-value tasks that keep you stuck in the weeds.

2. Think Beyond Your Team

At the Director level, your scope needs to expand. It’s not just about your team anymore—it’s about how your department contributes to the company’s goals.

Ask yourself:

• What are the company’s top priorities, and how can my team drive them?

• How can I collaborate across departments to create bigger impact?

When you start thinking at the company level, you’ll position yourself as a strategic leader.

3. Communicate Like a Leader

Leaders don’t want to hear every detail—they want clarity and vision.

Start by framing your updates and conversations around outcomes, not just tasks. For example:

• Instead of: “We completed X project,”

• Try: “We completed X project, which enables us to drive Y result and contributes to Z priority.”

This shift shows that you’re thinking strategically and tying your work to the bigger picture.

4. Stop Hiding Your Wins

Self-promotion isn’t bragging—it’s helping people understand the value you bring.

If you don’t share your impact, people will assume you’re just “doing your job.” And guess what? People who get promoted don’t just do their jobs—they make their value visible.

Start by:

• Mentioning wins in regular updates, not just performance reviews

• Giving credit to your team and highlighting your leadership role

• Sharing how your work ties to business results, not just activity

Visibility is part of the job at the executive level. If you’re not your own advocate, don’t expect anyone else to be.

You can grab my guide for strategic visibility here.

Your Next Move

If you are done being seen as the get things done person and ready to be seen as VP material, you need a clear plan.

In my free masterclass, I walk you through the exact promotion strategy I used to go from Director to VP, and the five elements senior leaders actually look for in promotion decisions.

You can watch it here: Free training: How Directors In Tech Become The Obvious Choice For VP