Note: This is the second post in the Lessons I Learned Before I Could Teach Them series. Head here for tips on running effective meetings.
As a leadership development consultant, I’ve had the privilege of working closely with senior leaders across industries. But before I could confidently engage at that level, I had to learn a few lessons myself. Here are some key insights that shaped my approach to working with senior leaders most effectively.
At the end of the day, senior leaders are people just like everyone else. These seven tips are about showing up with confidence and intention when working with them.
1. Be confident in your expertise.
Confidence is not arrogance; it’s the assurance that you bring value to a conversation. Senior leaders rely on the expertise of those around them to make informed decisions. They don’t expect you to have all the answers, but they do expect you to speak with clarity and conviction in the areas where your knowledge and experience shine.
Own the areas where you are an expert and contribute meaningfully to discussions by being prepared with data and insights. If you don’t have an immediate answer, it’s perfectly acceptable to say, “I do not have that information right now, but I’ll follow up.” This demonstrates both confidence and accountability.
If you are new to your role, the industry, or the working world, remember that senior leaders often value fresh perspectives. Your ability to ask insightful questions and challenge assumptions can be just as valuable as deep experience. Senior leaders respect those who can articulate their ideas while remaining open to feedback.
2. Be proactive with solutions, not just problems.
Senior leaders are constantly navigating complex challenges and making high-stakes decisions. While identifying problems is important, what sets you apart is coming to them with potential solutions. Leaders value team members who can lighten their cognitive load by presenting actionable ideas instead of just raising concerns.
When presenting an issue, bring two or three actionable options for their consideration. Even if your suggestions aren’t the final solution, they can ignite the brainstorming process and demonstrate your critical thinking, initiative, and understanding of the issue.
Here are some prompting questions for solution-oriented thinking:
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How have other companies or industries addressed this challenge?
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What do our customers care about, and how can we best serve them?
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What process improvements could enhance our current systems?
3. Communicate with clarity and brevity.
Time is a precious resource for senior leaders, so make every interaction count. When writing emails, organize your thoughts in advance and lead with your key points. Senior leaders often receive hundreds of emails a day, and lengthy messages are more likely to be overlooked.
Aim for concise communication, using short prose and bullet points instead of lengthy paragraphs. Here are some questions to help audit your communications:
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Is this email concise enough?
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Is my ask clear?
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Have I included a deadline for when I need a response?
4. Get curious.
Communication is both what we say and how we listen. Be curious in your interactions with senior leaders. Ask questions that explore their perspective to help you build your strategic thinking. Try questions like, “How did you arrive at that conclusion?” or “What data or trends are you paying attention to?” This helps you understand the mental models of more experienced leaders.
Be curious about things happening in the business. If there was a conference, big meeting, event, or vacation that you know a leader was involved in, follow up and ask about it.
5. Follow through on commitments.
Reliability is a cornerstone of trust, especially when working with senior leaders. When you commit to something—whether it’s a project, a report, or a deadline—make sure you deliver. Senior leaders need to know they can count on you to follow through, as their decisions often depend on your contributions.
Consistency in meeting your commitments builds your reputation as a dependable partner who adds value. To ensure this, take good notes during meetings and be clear about next steps. At the end of a meeting or interaction, recap your personal action items and confirm deadlines to ensure everyone is aligned about what happens next.
6. Seek feedback and act on it.
Growth requires feedback. Proactively seek input from senior leaders to understand how you can improve. Ask for feedback about how a meeting, proposal, or work product could be even better. Use their insights to refine your approach and better align with their expectations. Demonstrate coachability by aiming not to receive the same piece of feedback twice.
Here’s some language you can use to seek feedback:
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“I want to deliver strong results. What could make this work product even stronger?”
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“Do you have any feedback about my contributions in that meeting?”
7. Show appreciation.
Gratitude and recognition go a long way in building relationships with senior leaders. Acknowledge the support, guidance, and opportunities they provide. Sincere appreciation fosters trust and creates a positive atmosphere.
Phrases like “Thank you for the thoughtful feedback” or “I appreciate you letting me take a first pass at this—here’s what I learned” reinforce the feedback cycle, helping you grow and become more effective in your role.
These seven practices can help strengthen your working relationships and improve your ability to contribute effectively. Let us know in the comments which practice you’ll try this week!
