Good approach. If you're interviewing in the fourth round with two VP's and a director you probably already have the job, and these are the last set, where as long as you don't screw up, it's yours. So a conservative approach is preferable.
Get the interviewers to do most of the talking in the interview. Have stuff to say, but if you can keep them talking, their perception of you becomes a thoughtful person who is a good listener. It sounds silly, right? But it works. Especially at the late stage of the interview process.
Come with questions, most importantly. What does success in this role look like after a year? Write down the answers: they will be wildly different between the people you're talking to, then you can use this to get to reasonable metrics later. If any of them will be your boss, "How can I help you achieve your goals" and "What is the biggest problem you're trying to solve right now?"
I'm also a big fan of asking "How am I doing?" late in the interview. The body language you get in the next half second will tell you if you have the job or not. This did backfire on me once. I was interviewing for a contract PM job for the 5th time in two years. This was after two regime changes, at least seven PM changes, a mass firing of over half the technical staff, and a technical platform shift that required a total restart and flushing millions of dollars down the drain. So, they needed me more than I needed them. The VP told me that he didn't like that question, that I should just let things happen naturally. His body language showed that he wouldn't have hired me anyway. Predictably, didn't get that gig.
