I’m Ready to Become a Manager or Director

Ready to Level Up Your Career? Here’s Your Personalized Make-It-Happen Plan

Repeat after us: You’re ready for the Big Job — whether that’s becoming a manager, a director, or an exec. Why? You’ll boost your long-term career trajectory and earnings, for one thing. You’ll shrink the gender gap in leadership positions (according to a report published last year, women held just 29% of C-suite roles in 2024). And you’ll help reset unfair expectations that women should leave the workforce or work part-time to cover more at home. Plus, more women in leadership means more advocates for the rest of us.

So don’t wait. Don’t wait until the economy’s better (oof) or you’ve settled down or the kids are older. The time to go for the Big Job is now, and we’re here to help. Here’s what you need to do to position yourself for a more senior role, from owning a project to building your mentorship bench.

Shift Your Mindset. Rather than focusing on the problems that could arise from a job change (like, what if the role is too demanding?), think about the possibilities it could yield (what would it feel like to thrive in this role?). This can help you recognize — and jump on — potential opportunities.  

Get Comfortable With “No.” Saying yes to every “medium” opportunity could prevent you from landing the big one — so try thinking like a VC (read: turning down 99 things to land the one that moves the needle).

Showcase Your Leadership. A recent study found American women are 16% less likely than men to list leadership skills on LinkedIn — even when researchers took job titles and companies into account. Two easy ways to own your wins? Say “led” instead of “helped with” and “drove” instead of “supported” on your resume or LinkedIn profile. 

Get Comfortable in “Management Mode” 

Making the leap from entry level or individual contributor to manager isn’t just about doing great work — it’s also about showing you can lead. Act like a manager before you have the title, and when a supervising position opens up, you’ll be the obvious choice.

Own the budget, not just the project. Managers don’t just do the work — they also allocate resources. Volunteer to lead a project that requires cross-team collaboration, budget oversight, and/or performance tracking. This builds experience managing results, not just tasks.

Make your leadership visible. Sadly, your boss won’t necessarily notice that you’re ready to become a manager. Keep a running doc of wins that showcase leadership qualities (think: problem-solving, decision-making, working across departments). Then, proactively share those with your supervisor during performance reviews or career convos.

Build your mentorship bench. A mentor doesn’t necessarily need to be in your field or have a more senior title. They can simply be someone who inspires or challenges you to update your resume or apply for that job. Think of who could give you that career accountability and set up a time to chat with them about your goals.

Network Your Way to a Manager Title

Your next big move probably won’t come from a job board — it’ll likely come from your network. But if you think that means your inner circle, think again. According to research, “weak ties” (like your old colleague’s former boss, that exec you met at a conference, or your college roommate’s sister) can be the most helpful in finding a job. Here’s how to make sure your network is as wide as possible:

Seek out sponsors. A mentor can guide you, but a “sponsor” has the power and influence to open doors. They essentially act as the PR person and manager for your career — by pushing you, asking tough questions, and going to bat for you when a position or opportunity comes up. If you look up to a senior leader at your company, brainstorm and present a few ways you could help them with their work. Or, if you’re assigned to a high-profile project, find out who made that decision and reach out to thank them.

Become familiar with other leaders. Volunteer for cross-functional projects, join management training sessions, and ask to lead team initiatives, so that you have exposure to other leaders and execs at your company and can naturally build relationships with them. (Bonus: You'll also show decision-makers you have more than potential to be a manager or director — you're already playing the part.)Ask for feedback. Networking isn’t limited to coffee meetings and informational interviews. It can also mean actively seeking feedback — particularly from those who you don’t report to or who don’t report to you. After working on a project with peers or higher-ups, set up a meeting to ask what you did that worked and what could’ve been better. Not only will it help you build a relationship beyond the assigned project, but it also signals that you’re coachable, self-aware, and serious about leading well.

Bring “Manager Energy” to Your Interview

Even if this will be your first formal leadership role, you want to show you’re already thinking like a manager. That means coming to the interview with stories that highlight your leadership potential, answers that convey your readiness to move up, and questions that help you steer the conversation. Because this isn’t just about landing the next role — it’s about making sure it’s the right role for you.

Curate your “story library.” These are back-pocket anecdotes that illustrate the strategic decisions you’ve made, the projects you’ve helmed, and the lessons you’ve learned along the way. They should also demonstrate your leadership potential — even if “manager” isn’t in your title (yet). That could include the time you navigated a tricky cross-functional project, mentored a new hire without being asked, or spotted a problem and rallied people to fix it. (Pro tip: Make sure to tailor each example to highlight skills like delegation, communication, and decision-making.)

Rehearse your answers. Spoiler: You're definitely going to be asked the most classic (and most dreaded) interview question of all. Yes, “Tell me about yourself?” While it may sound casual, consider it your opening act — setting you up to show why the management track is your natural next step. Something like: “Over the past few years, I’ve worked on high-performing teams and consistently exceeded KPIs — especially when it comes to [insert brag-worthy project here].” 

Have the right questions in mind. Interviews go both ways. If you're eyeing a move from individual contributor to manager, you want to make sure you’ll be set up to succeed — not just handed a new title and endless headaches. Here are some questions to ask:

• How would you describe the team’s dynamic right now? 

• What are the expectations for this role in the first 90 days? 

• How much input will I have in hiring or shaping the team? 

• How does the company invest in leadership development?

Set Yourself Up to Succeed 

Congrats! You’ve got the offer. But the title is just the beginning. In your first few months as a manager, you build trust, earn credibility, and shape your leadership. Here’s how to get ahead of the curve:

Negotiate for what you need to lead well. Of course, salary matters, but so do team resources (especially when many businesses may be cutting back), onboarding support, and clarity around decision-making authority. Ask about all of these components now. Future you will thank you.

Create your “90-day plan.” Studies have shown the first three months of your job are a key factor in your overall success. While you don’t need to have all the answers from the jump, you should come in with a strong framework for how you’ll approach the role, what could be one or two easy wins, and a process for how you’ll meet those goals. 

Establish your leadership style. As a first-time manager, you’ll eventually learn what works and what doesn’t. But it’s important to set up some routines, so you and your team know what to expect. In addition to scheduling regular one-on-ones with those who report to you and the people you report to, you should also communicate with the team about your feedback style and solicit their feedback — whether it’s about the business or how you’re running the team.

PS: We’ve got even more tools for you to level up over on Skimm+, our new premium membership. Think: scripts to follow in your job search and at work, and exclusive events with career-building experts. Use code DONTWAIT for your first month free.