VP Product Marketing at Kajabi | Building PMM Office Hours

Hi, I’m Tamara 👋🏻

I’ve spent my career building product marketing teams, shaping company strategy, and leading big, high-stakes launches. 

I’ve held five PMM leadership roles — 2× Director, 2× VP, and Chief Strategy Officer — and over time, one truth became impossible to ignore:

Great PMM leadership isn’t a solo sport.
And most PMM leaders are forced to figure it out alone.

That’s why I started PMM Camp — a private community for product marketing leaders who want to grow with intention, be surrounded by peers who push their thinking, and develop the habits that make them truly indispensable.

My work today sits at the intersection of connection and leadership development. I help PMM leaders strengthen the skills that actually move their careers forward — thinking more strategically, driving clearer business impact, communicating with influence, developing their teams, and building professional relationships that open doors.

If that’s the journey you’re on, here’s where to start:

✨ Subscribe to the newsletter
✨ Apply to join the community
✨ Shoot me a DM to say hello

Tamara Grominsky

Every PMM wants to become "more strategic".
Here's the simplest path:

Get better at choosing which problems to solve.

Most problems fall into four categories:

Delegation Zone
Quick Wins
Shared Wins
Strategic Levers

The average PMM spends too much time in the wrong one. Strategic PMMs are selective.

Answer these questions to see where a problem fits, and how to prioritize it.

DELEGATION ZONE

- Could someone else do this just as well?
- Would skipping this have little to no business impact?
- Does this require little to no PMM judgement?

If yes, delegate or drop.

QUICK WINS

- Am I particularly good at solving this type of problem?
- Can this be completed quickly with minimal effort?
- Will it create a small but noticeable improvement?

If yes, do it quickly and move on.

SHARED WINS

- Would solving this improve key business outcomes?
- Is another team better positioned to lead this work?
- Would PMM's time be better spent partnering vs leading?

If yes, partner, don't own.

STRATEGIC LEVERS

- Will this materially shape direction or priorities?
- Is PMM uniquely qualified to solve this problem?
- Would the outcome be weaker without me involved?

If yes, prioritize aggressively.

The fastest way to become more strategic is not to just work harder. It's to ruthlessly filter what you work on.

The best PMMs spend 80% of their time in Strategic Levers. The rest spend 80% everywhere else.

_____

👋🏻 I'm Tamara, and I help product marketing leaders master the habits that make them indispensable.

💌 Want my Sunday strategy sessions? Join 9,000+ PMMs who get my newsletter every week. Click “view my newsletter” to subscribe.

✨ Product Marketing Leadership Coach | 2X VP PMM | I help PMMs master the habits that make them indispensable

If your research isn't landing, it's probably not about the data.
It's about something much bigger.

PMMs spend hours tracking patterns, pulling sources together, analyzing trends.

We get genuinely excited about our findings.

Then we present to product stakeholders or senior leadership.

And... crickets.

No one else seems remotely as excited as we are.

The problem? You're probably stuck in what I call the "observation zone."

Most PMMs present low-quality insights without even knowing it. They describe what happened, but they don't help people understand why it matters or what to do next.

There are three levels of insight quality:

LEVEL 1: OBSERVING

You're describing what happened. Sharing data, maybe a few trends.

"Our competitor updated their homepage."
"We have 10 customer support tickets on this feature."

These are just data points. The business doesn't know why they should care, so they divert their attention somewhere else.

This is where most PMMs get stuck.

LEVEL 2: INTERPRETING

Now you're connecting meaning to the data.

"Our competitor updated their homepage to emphasize AI. This, combined with other changes to their marketing and the launch of their new feature last week, signals a positioning shift we need to respond to."

"Those 10 support tickets all come from our priority customer segment and mention the same point of friction. We need to pay attention before it starts costing us renewals with our best customers."

When you apply meaning, you spark conversation. You give people something to react to.

But interpretation alone isn't enough to drive action.

Because now everyone will ask: "Okay, so what do we do about it?"

LEVEL 3: DIRECTING

This is where you propose a path forward.

"Based on the competitor shift, I recommend we update our homepage messaging by end of month. Here are three positioning angles we could test."

"I've mapped out two options to address the friction point: one quick fix, one longer-term solution. I recommend we start with the quick fix and revisit in Q2."

Three components make this work:

→ Shape options: Determine the potential paths forward.

→ Add a strong point of view: Present the path you recommend (and why).

→ Bring an activation plan: Show how to bring that path to life.

When you move out of observing, through interpreting, and all the way to directing...

That's when you present insights that get buy-in.

And that's the real difference between insights that get filed away and insights that drive decisions.

_____

👋🏻 I'm Tamara, and I help product marketing leaders master the habits that make them indispensable.

💌 Want my Sunday strategy sessions? Join 9,000+ PMMs who get my newsletter every week. Click "view my newsletter" to subscribe.

We just launched our newest round of Cabins inside PMM Camp.

→ 91 product marketing leaders
→ 15 small core groups

Topics spanning AI, B2C PMM, people management, go-to-market strategy, founding PMM, B2B SaaS, and more.

You are the sum of the 5 people you surround yourself with. That idea is the foundation of everything we do with Cabins.

If you're not familiar with Cabins, they're the heart of PMM Camp.

Small groups of 5-8 PMM leaders who meet regularly to tackle real challenges together.

The small group structure is intentional.

When you're surrounded by the right people, solving real problems together, you don't just learn faster. You become better at your craft.

Each Cabin has its own focus, but they all share one thing: real PMM leaders solving real problems together.

The people in your Cabin become your inner circle. A group of smart and kind people who help shape how you think and work.

None of this happens without our Cabin Leaders.

These are PMM Camp members who volunteer their time to facilitate, guide discussions, and create space for others to grow. They're the reason Cabins work.

Shoutout to our 15 Cabin Leaders this round: Talya Heller G. 💡, Camila Morrison, Ana Conde, Shannon Kearns, Abigail Egle Zilinskaite, Kate Orchard, Paul Ngan, Steffi Li, Martina Havrlent, Amit Alagh, Denny Hollick, Conrad Walsh, Kristin Howland, Sheryl Floyd, Kim Toffan

If you're in one of these Cabin groups, you're in for something special.

You're about to spend the next few months surrounded by people who will make you better.

If you're not, the next round opens in a few months.

Your habits are your future, one day at a time.

I used to set career goals:

"Get promoted to Director."
"Manage a team of 5."
"Become a Chief Strategy Officer."

Then I'd stress about things I couldn't control.

Would my boss leave?
Would the company create that role?
Would there be budget cuts or layoffs?

It was exhausting.

But, at the recommendation of my executive coach, I shifted focus. Instead of chasing titles, I started building leadership habits.

And that's when things changed.

I couldn't control when I'd get promoted to Director. But I could control showing up to every strategy meeting with a clear point of view.

I couldn't control managing a team that didn't exist yet. But I could mentor junior marketers, even when it wasn't officially my job.

I couldn't control the timing of the VP opening. But I could write strategy memos that the CEO actually wanted to read.

The promotion to Director came (early!). The team followed. The VP role was created just for me.

Not because I set those as goals.
Because I built the habits that made me ready when the opportunity arrived.

What if, in 2026, instead of obsessing over outcomes you can't control, you started focusing on the behaviors you can.

Your habits are your future, one day at a time.

What future do you want to build for yourself this year?

I used to think being busy meant being productive.

Turns out, I was just exhausted.

The shift happened when I stopped glorifying hustle culture and started protecting what actually mattered to me.

I've learned the habits that feel hardest to prioritize are usually the ones we need most. For me, that's prioritizing time to take real breaks throughout the day.

What are you prioritizing this year? Vote in the poll below.

___

💌 This week's newsletter digs into intention setting and getting clear about the habits you actually want to build for 2026. Subscribe to get the edition in your inbox: www.pmmcamp.com/subscribe

Which habit are you most intentionally prioritizing this year?

The author can see how you vote. Learn more

Maya Grossman 💪 Career Success Coach

I will make you VP | Executive Coach and Corporate Rebel | 2x VP Marketing | Ex Google, Microsoft | Best-Selling Author

Hey, I'm Maya 👋
At the age of 27 I hit rock bottom - I completely burnt out trying to overwork my way into a promotion. 
Fast forward 15 years and I gained 10 promotions, worked for companies like Microsoft and Google, landed two VP roles at hyper growth startups, earned high six figures and actually enjoyed my 9-5.

What changed?
I stopped letting my career happen to me, and instead started managing it like a business.
I learned what it really takes to break through to executive roles, stopped making the mistakes that were holding me back, and developed the executive skills that got me noticed.

Today I am an executive career coach and my goal is to help you demystify what it takes to break through to executive roles, and build the bridge between where you are today, and where you want to be in your wildest dreams.

I want to save you the time, effort, and headache of figuring it out on your own and give you the playbook for achieving anything you want in your career.

My mission? To empower 1,000,000 high achievers to build the career of their dreams.


My brag list:

→ International best-selling author. Ranked  #1 new release for career books on Amazon.

→ 150,000+ followers across platforms, 70M views for my daily career advice
 
→ LinkedIn instructor (34,000 + learners, 4.7/5)

→ Named top 50 rising experts (US) and top 12 in Austin in 2023

→ Coached hundreds of high achievers to success on their terms​


If you are ready to level up in your career:

JOIN MY WEEKLY NEWSLETTER: Become VP Ready in 10 Minutes Per Week

Win the corporate game in 2025. Join 50,000+ high achievers receiving weekly actionable guides and proven strategies to level up into executive roles in months not years. 

www.mayagrossman.com/email


SUCCESS BUILDERS: BECOME THE OBVIOUS VP - 3-MONTHS GROUP COACHING PROGRAM

The exact steps to level up from Director to VP in months not years, without an MBA or working 80/h weeks

www.mayagrossman.com/SB


PRIVATE 1:1 COACHING

For senior executives who want to become first time VPs, or crush their first VP role.
I only offer 5 spots quarterly, and they require a 6-months commitment.

DM me for details.

Founder, Maya Grossman Consulting

Maya Grossman

Being a high performer doesn’t get you promoted.

In fact, it might be the reason you are not even being considered.

This is where most high performers get stuck:
→ Heads down
→ Quietly crushing it
→ Waiting to be “noticed”

But promotions aren’t rewards.
They’re investments.
And no one invests in potential they can’t see.

Here’s how to fix that in 8 steps:

1/ Audit the next level
➝ What does a VP actually do day-to-day?
➝ Look at job postings, internal docs, and talk to current VPs.
➝ Make a list of gaps between your current role and that one.

2/ Start operating above your title
➝ Volunteer for cross-functional projects.
➝ Solve problems outside your job description.
➝ Speak in terms of business outcomes, not just task completion.

3/ Build your strategic voice
➝ In meetings, stop reporting what you did.
➝ Start sharing why it matters and what’s next.
➝ Use the 3-I Formula: Impact, Insight, Intent.

4/ Make your work visible
➝ Send monthly “impact recaps” to your manager.
➝ Tie your results to broader business goals.
➝ Show how you’re solving problems that scale.

5/ Get a sponsor, not just a mentor
➝ Find someone who has a seat at the table.
➝ Ask for feedback—and tell them your career goal.
➝ Make it easy for them to advocate for you.

6/ Stop waiting to be chosen
➝ Book a conversation with your manager.
➝ Say: “Here’s what I’m doing to operate at the next level. I’d like your support in getting there.”
➝ Ask: “What would you need to see for that to happen?”

7/ Keep receipts
➝ Track every measurable win.
➝ Include cross-team wins, cost savings, and leadership moments.
➝ Make your case undeniable.

8/ Play the long game
➝ Promotions take time and alignment.
➝ But if you’re doing the job already—it’s easier to make it official.
➝ Stay consistent. Stay visible. Stay strategic.

💡 Reminder:
You don’t “earn” a promotion by waiting quietly.
You earn it by making your next-level potential obvious.

♻️ Repost to help someone stop being overlooked and start getting seen.

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Here is the link to the episode:
https://open.spotify.com/episode/6ebCBzi8Hi0uem5UHtzfcZ

This conversation is what happens when two former executives spill the best kept secrets about what it really takes to level up. 

8 Things High Performers Do To Land Promotions

Here’s the real difference between Directors and VPs:
Directors think in tasks.
VPs think in tradeoffs.

It took me years (and more missed opportunities than I care to admit) to understand that.

When I was a Director, I treated my workload like a badge of honor.

If I could juggle ten initiatives at once, I thought it meant I was operating at the next level.

But inside executive meetings, I kept noticing something.

VPs were not asking, “How do we get all of this done?”
They were asking, “Why are we doing this at all?”

Meanwhile, I was losing sleep over projects that didn’t move the business forward.

That’s when it clicked.
Strategy isn’t about volume.
It’s about judgment.

What matters. What doesn’t.
What gets resources and what gets cut.
What gets attention and what gets parked.

If you want to be seen as VP-ready, stop proving how much you can carry.

Start proving you know what’s actually worth carrying.

Here’s a simple test I give my clients:
If you were already in the VP seat,
What’s one initiative you would stop tomorrow?

The answer tells me whether you’re thinking at the level you want to lead.

So here’s the real homework:
Act on that answer.
Cut something. Stop something. Push something down.

Because VP-level leadership isn’t about handling more.
It’s about making the judgment calls that move the business forward.

For years, I did exactly what high performers are told will get them promoted.

I worked longer hours.
I took on more scope.
I said yes when others hesitated.
I carried work no one else wanted.

And I kept getting passed over.

What finally changed my career wasn’t a new skill or a bigger win.
It was realizing that promotions aren’t rewards for effort.

At senior levels, performance is table stakes.

What leaders are actually evaluating is judgment.
How you think in ambiguous situations.
How you frame tradeoffs.
Whether they trust you to represent the business when they’re not in the room.

I was optimizing for execution in a system that promotes perception.

Once I saw that, I stopped trying to impress with how much I could do
and started being intentional about how I showed up in high-stakes moments.

The shift was subtle, but the impact was profound.

If you’ve ever felt overlooked despite doing everything right,
it might not be your work.

It might be a mismatch between what you’re optimizing for
and what leaders are actually rewarding.

And that is something you can easily change.
Let me show you how: https://lnkd.in/gG8GnY4Y

The shift that finally made me VP

“We’re hiring someone above you to lead the function.”

I’ve watched this sentence land like a punch to the gut for some of the most capable leaders I know.
Heck, I’ve lived it.

They’ve been delivering.
Owning the work.
Holding the team together.

And then they realize the decision was already made.

Without them in the room.
Without a conversation.
Without even being asked if they wanted the role.

That’s when the questions start:

What did I miss?
Did I do something wrong?
Why wasn’t I even considered?

Here’s the lesson most high performers learn too late:
Doing the job doesn’t automatically make you the successor

Strong performance alone doesn’t create leverage

And when leadership shifts, everything resets unless you control the narrative

This is why so many Directors get blindsided when someone is hired above them.

Not because they aren’t capable.
But because they were never positioned as the obvious choice.

If you’ve ever felt that quiet moment where your future was decided without you, you’re not alone.

And you’re not powerless.

I break down how to prevent this — before it happens — inside my free masterclass.

If you want the strategy that puts you back in the driver’s seat watch it here: https://lnkd.in/gG8GnY4Y

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When people ask how I became a VP at 35, they expect me to say:

→ I went back for an MBA
→ I worked harder than everyone
→ I waited for someone to tap me

And honestly?
None of that explains it.

The real reason I moved up had nothing to do with credentials or grind.

It came from skills no one ever put on a job description:

Staying grounded when priorities blew up overnight
That's emotional resilience.

Speaking up for the value I brought - not apologizing for it
That's self-advocacy.

Building relationships with people who actually made decisions
That's strategic visibility.

Reading the room, navigating egos, and keeping people aligned
That's emotional intelligence.

Trusting my judgment when there was no clear right answer
That's leadership.

These weren't "extra" skills.
They were the difference-makers.
They're why I stood out early - and kept rising.

And here's the part most people miss:

Your resume won't tell you whether you're ready for the next level.
Your job title won't tell you either.

But your soft skills?
They will.

If you've been managing chaos, influencing without authority, smoothing conflict, making judgment calls, and keeping everyone sane...

You're already doing executive work.

You don't need permission to see that.
You just need to recognize it.

Because the soft skills aren't "nice to have."
They're the engine behind executive promotions.

And they're 100% learnable! In fact, I teach some of them here: https://lnkd.in/gG8GnY4Y

Most people getting passed over for VP are not underperforming.
They're over-performing at the wrong level.

These are the doer habits that look impressive on paper but quietly stall your promotion:

- Saying yes to everything (a.k.a people pleasing)
- Waiting for permission
- Presenting options instead of making calls
- Over-explaining to prove credibility
- Solving problems only inside your lane
- Only offering insights when asked

The truth is none of these are "bad habits."

They're rewarded early in your career.

But at senior levels, they send a very clear signal:
"You're reliable execution. Not leadership judgment."

VPs are not promoted because they do more.
They're promoted because they decide better.

They choose where to focus.
They make calls with incomplete data.
They connect dots across the business.
They influence outcomes without owning every task.

That's why burnout is so common right before the VP leap.

You're carrying Director-level work with doer-level habits.
Not good.

If you want to learn how to retire doer habits and start showing up as an executive decision-maker, I'm breaking it down step by step in my free masterclass.

Comment VP and I'll send you the details.

And yes, this is the work that actually changes how leaders see you.

P.S. How many of these are you still doing without realizing it?

6 Doer Habits That Kill Promotions

I did everything “right.”
Crushed deadlines. Took initiative.
Said yes to the extra work.

But I still wasn’t being seen as “ready.”

Meanwhile, people with less experience were getting promoted faster.

Not because they were better
but because they knew how to get noticed by the right people.

That’s when I realized:
The habits that get you promoted aren’t flashy.

They’re boring.

But they’re powerful.

→ Prepping for meetings like they’re interviews
→ Repeating your value until it sticks
→ Speaking in outcomes, not effort
→ Asking for the role before you feel ready

No hacks. Just quiet signals that make you undeniable.
Are you practicing these every day?

DM me VP and I’ll send you the 3 biggest shifts that change how decision-makers see you — fast.

10 boring things that actually get you promoted faster

I did it! VP title, two offers, under 6 months.
And none of it happened by accident.

I wasn't tapped on the shoulder.
I wasn't on an exec track.
I got rejected 17 times trying to move past Director.

What changed was the strategy behind how I was showing up.

I made one decision that shifted everything:
I stopped waiting for someone to "pick" me.

Inside a company the size of Microsoft, I knew the promotion wasn't coming anytime soon. 
So I made a strategic exit - not impulsive, not emotional. 

I built relationships first, 
created opportunities before I needed them, 
and left with leverage instead of hope.

The next shift was learning to promote myself out loud.

Not bragging - clarity.

I wanted to work with startup CEOs, so I went where they were. 
I introduced myself. 
I asked bold questions. 
I followed up with why I'd be great at the VP level. 

One conversation turned into an offer months later.

The last piece was developing real executive skills.

Not buzzwords. Not "acting confident."
Actual VP-level leadership.

Executive presence.
Strategic communication.
Influence without overwork.

So when the opportunity showed up, I didn't have to get ready.

I was already operating at that level.

If you're waiting to get picked, stop.
If you're hoping your work speaks for itself, it won't.

Here's the only roadmap you need:

- Build leverage early
- Promote yourself with clarity
- Grow the executive skills *before* the title

This is the strategy most high performers are missing.

Want to learn it? Start here: https://lnkd.in/gG8GnY4Y

I didn't get to VP by playing it safe.
I got there by screwing up, course-correcting fast, and refusing to stay stuck.

Here are 5 mistakes I made on the way up -
and I'd make every single one again:

(1) Waiting to feel 100% ready
If you're waiting for certainty, you'll miss every opportunity that matters.
Readiness isn't a milestone - it's hindsight.

Start before you feel qualified.
You'll grow into the role faster than you think.

(2) Trying to do everything myself
Being the go-to "doer" didn't make me a leader.
It made me a bottleneck.

The day I started delegating, my influence grew.
Leaders don't hold the work - they create capacity.

(3) Staying too long in the same role
I thought loyalty would get rewarded.
It didn't.

Staying put stalled my growth.
Moving on expanded it.

Sometimes the biggest promotion is the one you give yourself.

(4) Believing I was underqualified
I let self-doubt shrink my ambition.
I thought confidence came from having all the answers.

Turns out confidence comes from trusting you'll figure it out.

That shift changed everything.

(5) Waiting for permission
No one was going to tap me on the shoulder.
No one was going to say, "Now you're ready."

I had to make the case.
Ask for the seat.
And show them why I belonged in it.

The truth?

Your mistakes won't stop you.
Avoiding them will.

Success is built on messy action -
not perfect timing, perfect skills, or perfect confidence.

Learn fast.
Move forward.
Repeat.

👉 Want the full strategy behind how I actually got to VP?
Grab it here: https://lnkd.in/gG8GnY4Y

I didnt get to VP by playing it safe

The first time someone told me I wasn't "VP material," I believed them.
The second time, I applied anyway.

When that VP role opened up, I knew I wasn't the safe pick.
I didn't have the title.
I hadn't done the role before.
And on paper, I looked like a stretch.

But I was done letting other people write the ending of my career story.

So I took the shot.

I walked into that interview fully aware of everything I wasn't...
and focused on everything I actually was.

I wasn't trying to deliver a flawless performance.
I wasn't pretending to be perfect.
I wasn't checking boxes I didn't have.

I did something more useful:
I showed them exactly how I would solve their problems.

Real plans.
Real insights.
Real leadership.

I stumbled once or twice - of course I did.
But confidence isn't about being polished.
It's about being clear.

And clarity is what landed.

A few hours later, the CEO texted me:

"You're not the cookie-cutter VP.
We want you."

That message changed how I thought about every future opportunity.

"VP material" was never about credentials.
It was conviction.
It was the ability to walk into a room and show them who you already are - before the title reflects it.

So the next time you're about to talk yourself out of an opportunity...
pause.
Ask yourself a better question: Why not me?

And go for it.

♻️ Share this with someone who keeps doubting themselves.

The hardest lesson about leadership I’ve ever learned:


When I first stepped into senior leadership, I thought being a strong leader meant being hands-on.

I was in every meeting.
Answered every message.
Reviewed every document.

If something went wrong, I fixed it.
If something needed to get done, I took it on myself.

And for a while, it helped me stand out.
Until it didn’t.

Because eventually I realized something that changed everything:

I wasn’t leading.
I was over-functioning.
I wasn’t a VP.
I was a glorified (overpaid) IC.

The team couldn’t move unless I weighed in.
Projects were stuck because I was stretched too thin.
And I was so deep in the weeds I had no space to think like an executive.

That’s when life taught me a hard lesson:
One that almost cost me my job.

Leadership isn’t about doing everything.
It’s about creating the space to lead.

You cannot step into VP roles if you’re still proving your value through effort.
In fact, you’re proving they made the wrong choice.

I was lucky.
My manager took me a side and said: “stop being a superhero”.
And as painful as it was to hear...
It was the wake up call I needed.

So I swallowed my pride and started doing less.
Yes. Less.

Less solving - more guiding.
Instead of giving my team answers, I started asking questions.
They learned how to find the answers.

Less doing - more driving.
No more “5 minute” email rewrites or stepping in on my team’s work.
They got tons of feedback and chance to improve.

Less “How” - more “Why”.
Instead of my way of the highway... give direction.
My team got to be creative and even get better results.

The more ownership my team had, the more room I had to think strategically, influence decisions, and operate at the right level.

If you’re a Director doing it all, hear this:

You don’t need to do everything.
You need to get out of the weeds and start leading. 
You need space to think, not more tasks to juggle.

The role you want requires the leadership you’ve been avoiding.

And the moment you stop being the fixer and start being the one who sets direction?

You finally look like an executive.

I was the doer for YEARS. It’s a hard habit to break.
You can start here: https://lnkd.in/gG8GnY4Y

Most career advice is designed to help you fit in.

Be likable.
Be helpful.
Keep your head down.

That advice works if your goal is to be solid.
It fails if your goal is VP.

Here’s the real problem.

Most high achievers don’t realize they’re using the wrong strategy.

Everyone around them keeps saying:

“Just keep doing what you’re doing.”
“You’re doing great.”
“Your time will come.”

But look closely.

Very few of those people actually made it to VP.
They’re repeating advice they inherited, not advice they tested.

Alex Hormozi calls this the ignorance tax.

If you don’t know how to build a $1M business, every year you miss it costs you $1M.

Careers work the same way.

Every year you don’t know how promotions actually work,
you pay in time, money, energy, and stalled momentum.

That’s the real cost.

Not effort.
Not talent.

Ignorance.

My work exists for one reason:
to help people stop blending in and start being obvious.

Obvious choice.
Obvious leader.
Obvious bet.

You can keep paying the ignorance tax.

Or you can learn the strategy that changes the trajectory.

I break it down here: https://lnkd.in/gG8GnY4Y

Every year, I choose one word to guide me.
For 2026, the word came fast (while I was at the gym):
Expansion.

I started this practice years ago after reading a book that asked a simple question:
What would change if your year had a theme instead of a checklist?
It stuck with me.

2025 became the year of systems.
I redesigned how I work.
I built foundations that let me breathe.
I created structure where there used to be pressure.

But 2026 feels different.
It feels like the year where something inside me is ready for more - not in a "hustle harder" way, but in an identity way.

I can feel myself stretching.
Growing past the edges of who I've been.
Reaching for goals that once felt too bold to say out loud.

It's not just the business that's expanding.
It's me.

My capacity.
My vision.
My drive.
My sense of what's possible.

There’s something building under the surface and I’m trying to give myself room to explore it instead of forcing it into a plan too soon.

What I've learned is that choosing a word isn't about the word.
It’s stepping into a version of yourself you’ve been preparing for quietly.

And I know many of you are stepping into bigger versions of yourselves too.

So if you chose one word to guide the leader you're becoming in 2026, what would it be?

12 career lessons I learned from my husband the entrepreneur, that landed me my VP role:

1. Clarity comes from doing. 
You don’t think your way into growth, you act into it.

2. It’s okay to not fit the mold. 
When you do what everyone does, you get what everyone gets. Average.

3. You’re not “not ready.” You’re just under-practiced. 
Put in more reps.

4. Mistakes aren’t failures. They’re data. 
Use them to iterate, not to shrink.

5. No one owes you a shot. 
You build leverage by creating undeniable value.

6. Pressure is a privilege. 
When it shows up, lean in, not out.

7. If feedback stings, ask why. 
If it’s true, grow. If it’s not, let go.

8. You’re the product. 
Improve it, market it, invest in it.

9. There are no rules for how fast you rise. 
But you get to own your pace.

10. Make the bet on yourself first. 
No one invests if you’re not already in.

11. A no doesn’t mean stop. 
It means find another way in.

12. You only lose when you stop trying. 
Keep moving, keep learning, keep shipping.

While most people around me didn't understand why I was so ambitious
And told me to "dream smaller" and be realistic...

My husband encouraged me to keep going
To believe in myself and chase my dreams

And become the next version of myself

Sometimes that meant giving me a hug, sometimes a kick in the butt.

These lessons were priceless.
So much so that they became the foundation of my coaching.

I call it: 
Thinking and acting like an entrepreneur, to win the corporate game.

Want to see it in action? Start here: https://lnkd.in/gG8GnY4Y

Here’s the fastest way to tell if you’re actually on the VP track:
If your company had to promote someone to VP in the next 6–12 months, would your name come up in the first 30 seconds?

Most high performers say yes.
Reality usually says no.

Not because they’re underperforming.
Because they’ve mistaken execution for readiness.

The people who get promoted to VP aren’t the hardest workers.
They’re the easiest to justify.

When I got promoted to VP, nothing magical happened at review time.

The decision was already made because:

- Senior leaders saw me as capable of owning more than my current scope.
- My work told a clear story, not a long one.
- And I had sponsors who could advocate without hesitation.

That’s the difference between being a reliable doer and executive material.
That is what “VP ready” actually looks like

Before you sprint into another year of “heads down, get it done,” do a 3 minute audit:

1. Do you know who actually influences VP promotions in your org?
2. Have you made your ambition and value explicit to them?
3. Could they sell your case in one clean sentence?

If the answer is ‘no’, you might be on the “reliable doer” track, not the VP track.

It doesn’t mean you’re behind. 

You’re just playing the wrong game.

I break down exactly how VP promotions actually work and how to position yourself for them in my free masterclass.

If you’re serious about making the leap, that’s your next move.
https://lnkd.in/gG8GnY4Y

Here's what happens when you stop fighting self-promotion:

Your boss starts repeating your ideas in meetings.
Your skip-level VP suddenly knows your name.
You're no longer the "best kept secret" on the team.

Because here's the truth no one wants to say out loud:
"Let the work speak for itself" does not work.

No one hears it.
No one sees it.
No one rewards it.

Staying quiet isn't humility.

It's self-sabotage.

And it makes it way too easy for people to overlook you.

If you want traction, you have to flip the script:
Speak value, not volume.
Speak impact, not activity.
Speak out loud, not "when someone asks."

If you're not sure where to start, here's your first move: https://lnkd.in/gG8GnY4Y

Heres what happens when you stop fighting self

They just hired a VP above you.

Your stomach drops.
You replay the last 6 months in your head.
You wonder if you misread your own readiness.

Because it is one thing to not get promoted.

It is another thing entirely to watch the company fill the role you thought you were growing into.

Here is what no one talks about:
If your manager leaves, or there is a reorg, or a leadership gap opens...
and no one even considers you as a contender...
that is data.

Painful data, yes.
But data you can use.

Being layered is not always about your capability.

Sometimes it is politics.
Sometimes timing.
Sometimes you were simply not visible to the people making the decision.

But most often, it is this:
They do not see you operating at the next level yet.

So here is what you do next, at a high level:

1. Do not take it personally.
Treat it as a business signal, not a character judgment.
 
2. Get clarity from leadership.
Ask: "If I want to be considered for this role in the future, what would you need to see from me?"
 
3. Build visibility on purpose.
If your promotion rests on the perception of one manager, you’re vulnerable. Get more sponsors.

4. Make a choice. 
Stay or go, but not emotionally, strategically. 
Getting layered hurts.
But it is also a turning point if you let it be.

If you want to become the person who gets considered next time, keep following me.

And if you want a faster path, watch my free masterclass on becoming visibly VP ready: https://lnkd.in/gG8GnY4Y

They hired a VP above you and didnt even consider you

Someone less qualified than you is getting promoted right now.

Not because they're better.
But because they're visible.
While you're still waiting to be noticed.

Let's fix that.

No more hoping.
No more watching peers leapfrog you while you "keep your head down."

In today's workplace, performance isn't the differentiator.
Perception is.
The people who rise aren't just capable -
they're seen as leaders.

Do you look like a decision-maker?
A strategic thinker?
Someone who owns outcomes, not tasks?

Because when performance is assumed,
positioning is what gets you picked.

And if you're already operating at a senior level...

Stop waiting for someone to tap you.
Start making yourself impossible to ignore.

Promotions aren't earned in silence.
They're earned in visibility.

I learned that the hard way.

Ten years ago, I was overdelivering, overworking, and still overlooked.
My growth had completely stalled.

I was exhausted - but the exhaustion wasn't the worst part.
It was the invisibility.
Watching others move forward while I stayed stuck.

So I stopped waiting.
I started advocating for myself.
And everything changed.

Visibility isn't bragging.
It's strategy.

Build it on purpose.
Every week.
Every room.

If you're ready to stop blending in...
Steal my strategy: https://lnkd.in/gG8GnY4Y

Your career is not what you do.
It’s who you become in the process.

Most people describe their careers by titles and tasks.

What they worked on.
What they delivered.
What they achieved.

But when I look back at my own career,
that’s not what actually changed me.

What changed me was who I had to become along the way.

I became someone who could make decisions without perfect information.

Someone who could sit in uncomfortable rooms and stay grounded.
Someone who could take up space without apologizing for it.
Someone who speaks their mind with confidence.

Those changes didn’t happen all at once.

They happened slowly. Repeatedly. On purpose.

And that’s the part people underestimate.

The real transformation isn’t the title you earn.

It’s the confidence you keep.
The judgment you trust.
The way you carry yourself into every room after.

Titles come and go.
That version of you doesn’t.

And once you’ve become her (or him)
no one can take that away.

And that right there?
That’s how you create lasting change.

The title is temporary. Who you become is permanent.
In my free 25-minute masterclass, I’ll show you how to build the kind of confidence and executive presence that makes promotions a byproduct: https://lnkd.in/gG8GnY4Y

Most Directors are only doing one of the three.
And that’s why promotions feel slow or completely out of reach.

01 Value
This isn’t your job description.
It’s the business outcomes you create this quarter.

If you can’t clearly link your work to the company’s biggest priorities, leaders won’t see you as strategic—no matter how strong your execution is.

02 Audience
Your manager is not your only audience.
Promotions are decided by a group of leaders, many of whom you may never formally meet.

If skip-levels, cross-functional leaders, and sponsors don’t know your impact, you’re not even in the consideration set.

03 Packaging
This is where most Directors get stuck.
If you communicate in tasks, details, and timelines, leaders won’t see you as VP-ready.
VPs communicate in outcomes, risks, patterns, and decisions.

When you get all three right, 
promotions start happening faster.
When you only get one right, you stay busy, but stuck.

This is the difference between being seen as reliable...
and being trusted with what’s next.

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Maya Grossman

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The Battle

Tamara Grominsky

Maya Grossman

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Tamara Grominsky's LinkedIn Performance

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