‘I’m struggling with Senior Leaders - how do I communicate with them?’

Today I’m analysing the situation of Moira. Moira found me via LinkedIn and wanted some advice on how to communicate with senior leaders.

What’s the challenge?

Moira is in her early 30s, ambitious, and really wants to progress in her organisation. 

However, she’s received feedback that one of the things holding her back from getting promoted is her inability to communicate effectively with senior leaders. 

Moira is naturally shy, and she finds senior leaders intimidating. Until now, she’s mainly worked with her immediate team and her boss, but she knows that to move forward in her career, she needs to build stronger relationships and learn to engage with senior leaders more effectively.

My advice

Find the time when they are most available

One of the biggest hurdles Moira faces is finding the right time to approach senior leaders. We’ve all been there - desperately needing feedback or approval on a project, but just can’t seem to get time on their calendar. 

Every senior leader I’ve worked with has had a preferred time of day for handling ad-hoc requests. For instance, my Marketing Director at Nike was always in the office early, around 8 a.m., before the office got busy and before our US colleagues woke up. That was the perfect time to catch her. She was fresh, the office was quiet, and she could give her full attention.

Pay attention to when your senior leaders are most likely to be available and try to make that your go-to time for those quick catch-ups. 

Be concise when communicating

Senior leaders don’t have time for long-winded discussions. I’m sure you’ve noticed that already! They’re busy people, and they expect to get straight to the point. 

If you do manage to catch one of them, don’t waste time with unnecessary details. Cut straight to what you need - whether it’s feedback, approval, or guidance.

Be clear about what you’re asking for, and remember that less is more. Your goal isn’t to overwhelm them with information but to make it easy for them to say yes (or give you their input).

Give solutions, not problems

Another key thing to keep in mind is that senior leaders don’t want to hear about all the problems you’re facing - they want to know what you’re doing about it. 

If something is going wrong, they expect you to come up with potential solutions, not just highlight the issue.

If you do have a crisis or need their input, keep it concise - briefly explain the problem, then present 2-3 possible solutions, and if possible, include your recommendation on which one you think is best. 

This shows initiative and makes you look like someone who takes charge, not someone who just points out problems.

Don’t be afraid of them!

At the end of the day, remember that senior leaders are just people. They’ve all been in your shoes at some point in their careers, and many of them were once nervous about speaking up, too. 

Don’t let fear get in the way of building strong relationships with them.

Focus on doing great work, delivering results, and sharing those wins with them. The more you deliver and demonstrate your value, the more respect you’ll earn. And the more opportunities will come your way.

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