This is a statement that I have heard from two different clients in the last several weeks; it is not easy being a senior leader. You are constantly under pressure to deliver results, meet deadlines, and exceed expectations. But what happens when you feel like you’re being asked to do things that may not seem feasible or will push your team too hard? What can you do when you feel like your senior management is expecting too much from you?
In this blog post, I will explore how to push back against senior management without jeopardizing one’s position or damaging the relationship. We’ll look at when it’s appropriate to speak up, what points to raise and how to deliver your message effectively. By the end of this post, you’ll have the tools you need to confidently stand up for yourself and your team – so let’s get started!
01Read the situation: In some cases, the leaders may be just thinking out loud or testing the waters. Early in my career, I was told a story by a very senior corporate executive at The Boeing Company about a time he was at a meeting and made an observation aloud that the drapes for the conference room window were kind of ugly. This executive returned to the conference room several weeks later to find that it had been completely redone with new drapes, paint, carpet, etc. He explained that he had no intent of having people take action on his observations. He further explained that this was an example of the power of positional authority, and how leaders need to be careful with their words. This was a bit silly but it is an example of how senior leaders can think out loud and we need to assess the situation before we jump into action.
If you are familiar with the leaders making the request or observation, you may be able to interpret whether what they are saying is a direction, suggestion, brainstorm thought, or merely an observation. If you do not have this familiarity, you will have to read the situation and use your active listening skills to interpret it.
02Buy some time: Anyone who has been a leader knows that one of the most frustrating things is to have direct reports explain why something “cannot” be done right after an idea was first spoken out loud. Explain that you have something to consider and you will come back with your thoughts. Before pushing back against senior management, it is important to understand your own limits and capabilities. Are you really able to take on more work? Is the timeline that they are suggesting realistic? Take some time to assess what you are actually capable of doing, so that when it comes time to negotiate, you know exactly what you can and cannot do. Remember, good leaders are those that often push us out of our comfort zones to do what we didn’t think was possible originally.
I have heard something similar within two biotech companies that I have coached that our scaling into a more corporate atmosphere. Growing to the size of a mid-sized company brings lots of potential diversions for scientist that are now leaders. Their driving mission is to keep the science honest and pure. What is good for the advancement of the science is on their mind as they navigate the many changes that are in front of them. For many other leaders their true north is the what is best for customers or the quality of their product or service. This is not to say that leaders are not very concerned with what is best for the workforce, they are. They realize forever, that the success of the organization and ultimately the entirety of their team is to successfully meet the mission of their organization.
03Find Common Ground: It is important to understand the Leader’s objectives and to find places where you can align. An example might be, “I understand that your point is that there is an urgent need to increase sales, but I want to discuss some challenges we have in implementing this plan and propose an alternative.” Don’t just push back against senior management—try to find a solution that works for both of you. Show them that you’ve taken the time to think about the issue at hand, and present them with an alternative way of achieving their goal without overburdening you or your team.
04Choose Your Moment: It is important to choose the right time and place to push back against senior management. If possible, arrange a meeting with them in private so that you can have an honest conversation about their expectations. Make sure to come prepared with facts and information to support your points.
05Be courageous: When you’re ready to have the conversation, it is important to be assertive but not aggressive. Stick to the facts and avoid making personal attacks. Remember, you are trying to find a solution that works for both of you—so keep the lines of communication open and work together to find an amicable resolution. The bottom line is that one of your many responsibilities is to serve your team. You can’t set them up for failure or burnout. Even though it is not pleasant, you may have to push back to the Board.
06Have a Backup Plan: If your attempts to push back against senior management fail, have a backup plan in place. Think about alternative solutions or strategies, priorities that can be changed, or resources that can be re-allocated. If the situation doesn’t pan out as you’d hoped, be sure to always be prepared for the worst-case scenario. Remember, your leaders have an obligation to hear you but they don’t have an obligation to agree with you. Once the decision is made you need to embrace the direction and implement it to the best of your ability (assuming it is ethical and legal of course).
By following these steps, you can feel confident that you’re pushing back against senior management in the most effective way. Remember – it’s your responsibility to protect yourself and your team from unnecessary pressure or unrealistic expectations! Good luck!