Exec 1:1
Format
Bi-weekly calls. Focused agendas. Continuous asynchronous support for time-sensitive matters.
A place to think in real time. Leadership that feels less forced. Understand the unique pressures, the isolation of command, and the subtle dynamics of executive teams.
A clear, steady cadence
Pick the room that fits
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Exec 1:1
Private coaching for senior leaders, tailored to real-time work.
New lead
Support for first-time managers in their first 6–12 months.
Team room
Group sessions that help your team talk, not just meet.
The first 90 days as a new VP
A short field guide for the leap from director to the executive suite.
By Edge & Ease · 8 min read · Leadership
"Success in the first quarter isn't about solving every problem; it's about identifying the right three to ignore."
Shift focus from operational execution to defining organizational context and strategy.
The promotion to Vice President is often celebrated as the culmination of hard work, strategic thinking, and flawless execution. However, the skills that got you here are rarely the ones that will keep you here. The transition from Director to VP requires a fundamental shift in perspective—from managing the work to managing the context.
1. The Shift from Execution to Context
As a Director, your value was tied to ensuring that strategic initiatives were executed effectively. You were the bridge between the 'why' and the 'how'. As a VP, your primary responsibility shifts to defining the 'why' and curating the environment where execution can happen autonomously.
This means stepping back from the day-to-day problem-solving that likely brought you success in the past. Your new role requires you to focus on the broader organizational context: identifying dependencies across departments, anticipating market shifts, and ensuring your team's goals align perfectly with the overarching company vision.
2. Building Your Executive Narrative
Communication at the VP level changes drastically. You are no longer just reporting on progress; you are shaping the narrative. Every interaction, whether a quick Slack message or a board presentation, is an opportunity to reinforce the strategic direction of your department.
You must learn to communicate with extreme clarity and conciseness, filtering complex operational realities into actionable insights for the C-suite, while simultaneously translating high-level strategy into tangible priorities for your Directors.
3. Assessing the Leadership Team
Your success is now entirely dependent on the strength of the leaders reporting to you. The first 90 days must involve a rigorous, objective assessment of your Directors. Are they capable of scaling? Do they have the right mix of operational excellence and strategic foresight?
- Evaluate their ability to make decisions without your input.
- Assess their team's culture and retention rates.
- Identify gaps in their strategic thinking and plan coaching interventions.
Making personnel changes early, if necessary, is crucial. Delaying hard decisions regarding leadership fit is one of the most common mistakes new VPs make.