Senior Advisors—Scary and Necessary

Do you feel like you are going to the school principal's office when you're meeting with senior advisors? You might vainly try to convince yourself that you've done nothing wrong, but wish you had put on extra strong deodorant that morning. 

It's natural to feel some anxiety when interacting with senior people, whether it's the C-Suite, a step level manager, or a board of directors, but don't let your anxiety keep you from capturing the full value of these resources.

Each of your senior advisors will have different personal agendas and strengths. Take time to match their strengths with your "growth opportunities". In order to do that, you'll need to be aware of the skills you need to grow in your current role. And you must ask for specific help. 

Ask your advisors how they want to be involved and how they think their strengths may be best used. Next, jointly map out a communication plan that includes frequency of contact, form of contact and content. This step will help set and clarify expectations for both parties. Finally, give credit to your advisors by acknowledging and recognizing the contributions they have provided to you and the organization. 

With planning, you can build a strong relationship with your advisors, so you can tap into this resource and continue your professional growth.

Keep in mind that your relationship with senior advisors will change as you master new skills and are faced with new challenges. These advisors may move into a role of respected colleague, leaving you to nurture and develop new connections.

I have developed a Leadership Assessment that will identify areas of confidence and opportunities to grow. The Assessment results include detailed suggestions that will help you grow as a leader. You can take the assessment here.