Engaging With Decision Makers

𝐖𝐡𝐲 𝐝𝐨 𝐬𝐨𝐦𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐠𝐞𝐭 𝐩𝐫𝐨𝐦𝐨𝐭𝐞𝐝 𝐟𝐚𝐬𝐭𝐞𝐫, 𝐡𝐞𝐚𝐫𝐝 𝐦𝐨𝐫𝐞 𝐨𝐟𝐭𝐞𝐧, 𝐚𝐧𝐝 𝐭𝐫𝐮𝐬𝐭𝐞𝐝 𝐦𝐨𝐫𝐞 𝐝𝐞𝐞𝐩𝐥𝐲? Of all the topics people ask me about, executive presence is near the top of the list. The challenge with executive presence is that it’s hard to define. It’s not a checklist you can tick off. It’s more like taste or intuition. Some people develop it early. Others build it over time. More often, it’s a lack of context, coaching, or exposure to what “good” looks like. Here’s what I’ve learned over the years, both from getting it wrong and from watching others get it right. 1. 𝐋𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐦𝐞𝐬𝐬𝐚𝐠𝐞 People early in their careers often feel the need to prove they know the details. But executive presence isn’t about detail. It’s about clarity. If your message would sound the same to a peer, your manager, and your CEO, you’re not tailoring it enough. Meet your audience where they are. 2. 𝐔𝐩𝐥𝐞𝐯𝐞𝐥 𝐭𝐡𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 Executives care about outcomes, strategy, and alignment. One of my teammates once struggled with this. Brilliant at the work, but too deep in the weeds to communicate its impact. With coaching, she learned to reframe her updates, and her influence grew exponentially. 3. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞 𝐬𝐮𝐛𝐭𝐞𝐱𝐭 Every meeting has an undercurrent: past dynamics, relationships, history. Navigating this well often requires a trusted guide who can explain what’s going on behind the scenes. 4. 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐜𝐨𝐧𝐭𝐞𝐱𝐭 Just because something is your entire world doesn’t mean others know about it. I’ve had conversations where I assumed someone knew what I was talking about, but they didn't. Context is a gift. Give it freely. 5. 𝐂𝐨𝐦𝐞 𝐰𝐢𝐭𝐡 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬 Early in my career, I brought problems to my manager. Now, I appreciate the people who bring potential paths forward. It’s not about having the perfect solution. It’s about showing you’re engaged in solving the problem. 6. 𝐊𝐧𝐨𝐰 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐜𝐚𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 Every leader is solving a different set of problems. Step into their shoes. Show how your work connects to what’s top of mind for them. This is how you build alignment and earn trust. 7. 𝐁𝐮𝐢𝐥𝐝 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 Years ago, a founder cold emailed me. We didn’t know each other, but we were both Duke alums. That one point of connection turned a cold outreach into a real conversation. 8. 𝐃𝐫𝐢𝐯𝐞 𝐭𝐨 𝐜𝐥𝐚𝐫𝐢𝐭𝐲 𝐚𝐧𝐝 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧 Before you walk into a meeting, ask yourself what outcome you’re trying to drive. Wandering conversations erode credibility. Precision matters. So does preparation. 𝐅𝐢𝐧𝐚𝐥 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 Executive presence isn’t about dominating a room or having all the answers. It’s about clarity, connection, and conviction. And like any muscle, it gets stronger with intentional practice.

In the U.S., you can grab coffee with a CEO in two weeks. In Europe, it might take two years to get that meeting. I ’ve spent years building relationships across both U.S. and European markets, and if there’s one thing I’ve learned, it’s this: networking looks completely different depending on where you are. The way people connect, build trust, and create opportunities is shaped by culture-and if you don’t adapt your approach, you’ll hit walls fast. So, if you're an executive expanding globally, a leader hiring across regions, or a professional trying to break into a new market-this post is for you. The U.S.: Fast, Open, and High-Volume Americans love to network. Connections are made quickly, introductions flow freely, and saying "let's grab coffee" isn’t just polite—it’s expected. - Cold outreach is normal—you can message a top executive on LinkedIn, and they just might say yes. - Speed matters. Business moves fast, so meetings, interviews, and hiring decisions happen quickly. But here’s the catch: Just because you had a great chat doesn’t mean you’ve built a deep relationship. Trust takes follow-ups, consistency, and results. I’ve seen European executives struggle with this—mistaking initial enthusiasm for long-term commitment. In the U.S., networking is about momentum—you have to keep showing up, adding value, and staying top of mind. In Europe, networking is a long game. If you don’t have an introduction, it’s much harder to get in the door. - Warm introductions matter. Cold outreach? Much tougher. Senior leaders prefer to meet through trusted referrals—someone who can vouch for you. - Fewer, deeper relationships. Once trust is built, it’s strong and lasting—but it takes time to get there. - Decisions take longer. Whether it’s hiring, partnerships, or leadership moves, things don’t happen overnight—expect a longer courtship period. I’ve seen U.S. executives enter the European market and get frustrated fast—wondering why it’s taking months (or years!) to break into leadership circles. But that’s how the market works. The key to winning in Europe? Patience, credibility, and long-term thinking. So, What Does This Mean for Global Leaders? If you’re an American executive expanding into Europe… 📌 Be patient. One meeting won’t seal the deal—you have to earn trust over time. 📌 Get introductions. A warm referral is worth more than 100 cold emails. 📌 Don’t push too hard. European business culture favors depth over speed—respect the process. If you’re a European leader entering the U.S. market… 📌 Don’t wait for permission—reach out. People expect direct outreach and initiative. 📌 Follow up fast. If you’re slow to respond, the opportunity moves on without you. 📌 Be ready to show value quickly. Americans won’t wait months to see if you’re a fit. Networking isn’t just about who you know—it’s about how you build relationships. #Networking #Leadership #ExecutiveSearch #CareerGrowth #GlobalBusiness #US #Europe

For my first 16 years in tech sales, I averaged 240K/year W2 income. In my last 4 years, I averaged 720K/year. In order to triple my income, I had to change my sales approach entirely. Here's what I changed: I started using a new approach that I now call Yo-yo selling: 🪀 Yo-yo selling emphasizes starting at the executive level, conducting thorough discovery within the organization, and then returning to the executive with a tailored business case. Like holding a yo-yo, you are constantly in communication with the Executive Sponsor and updating them as you collect information and conduct deep discovery lower down in their organization. You are literally going up and down the organization, but always taking everything back to the Executive Sponsor to surface your findings along the way. Here's a breakdown of the framework: 🎯 𝐈𝐚𝐧 𝐊𝐨𝐧𝐢𝐚𝐤’𝐬 “𝐘𝐨-𝐘𝐨 𝐒𝐞𝐥𝐥𝐢𝐧𝐠” 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 This strategy involves a three-step process: 1. Start at the Top (Executive Engagement) Initiate contact with a senior executive to understand their most pressing challenges, the reasons behind the need for change, and the consequences of inaction. If your solution aligns with their needs, secure their sponsorship for further discovery within their organization. To secure the Executive Meetings, it's essential to create a tailored POV (point of view) on where you think you may be able to help them based on your initial research of their highest level goals and priorities. Chat GPT has made this research a LOT faster now. 2. Conduct In-Depth Discovery (Middle Management) Engage with department heads and key stakeholders to uncover the day-to-day challenges they face. Focus on understanding their processes, pain points, and the implications of current inefficiencies. Gather direct quotes and insights to build a comprehensive view of the organization's needs. 3. Return to the Executive (Present Findings) Compile the insights gathered into an executive summary and business case. Present this to the executive sponsor, highlighting how your solution addresses the identified challenges. Tailor your demonstration to focus solely on relevant aspects that solve their specific problems. 🚀 Why It Works 1. Accelerates Sales Cycles: Engaging executives early ensures alignment and expedites decision-making. 2. Builds Credibility: Demonstrates a deep understanding of the organization's challenges and showcases a tailored solution. 3. Facilitates Internal Buy-In: By involving various stakeholders, you ensure that the solution meets the needs of all parties, increasing the likelihood of adoption. I'm pleased to share that that Yo-yo selling was recently awarded as a Top 15 Sales Tactic of All Time by 30 Minutes to President's Club, and I received a cool plaque for entering the 30MPC Hall of Fame. Since I have no chance of entering the Hall of Fame for my baseball or golf game, this is a nice consolation prize 😁

Last year, I was speaking with a VP of Sales who confidently asserted: “Our buyers rely heavily on Gartner and Forrester reports, and LinkedIn is just noise.” That claim led us to a deeper look. So we ran a rapid social intelligence audit across their 10+ ideal enterprise target accounts and the reality was revealing: 👉 significant stakeholders actively adding connections in LinkedIn. 👉 a few of those routinely engaged on LinkedIn content. This wasn’t casual scrolling… it was conscious participation and relationship building. Some buyers were raising ‘purchase-intent’ questions as well. All transparently surfaced on LinkedIn - in public threads and peer groups. Data illuminating exactly where the research action happens pre-RFP. We scripted a custom GTM strategy: 👍 Enterprise Signal Posts: Engineered deep-dive, persona-tagged case studies, optimized to get clipped into internal research decks and circulated among architects, PMOs, and senior engineers. 👍 Dark-Social Authority: By engaging in high-value vendor comparison (and likes) threads, our client’s leadership profiles gained credibility and trust inside private channels invisible to traditional analytics. 👍 Decision-Stage Content: Launched proof-backed narrative video for "solution-aware" prospects, resulting in high-conversion SQLs. With consistency. The outcomes? 💪 Significant % of new enterprise meetings originated directly from LinkedIn-driven content touchpoints and network engagement. 💪 RFP win-rate increased, correlated to significant buyers explicitly referencing LinkedIn case materials. 💪 Sales cycles compressed because buyers entered conversations highly informed and confident. Why does this work in enterprise buying cycles? Vendor Validation: B2B procurement is increasingly cross-functional; live peer discussions on LinkedIn serve as a real-time, trusted “research layer” far beyond static analyst reports. Peer Proof: Enterprise decision-makers weight peer-shared insights more heavily than vendor-curated collateral, especially within their own secure collaboration channels. If you’re still dismissing LinkedIn as “just noise,” you’re strategically ceding ground during arguably the most critical phase of buyer evaluation. In 2025, enterprise buying journeys don’t start with vendor meetings… they start with social proof, digital authority, and dark social signals. And the winners are the brands that embed themselves authentically and intelligently in these ecosystems. #SocialSelling #DarkSocial #LinkedIn #RevOps #AIGTM

The most influential HR leaders don’t fight for space, they earn it by getting closer to the truth. Because the real measure of HR influence isn’t proximity to power, it’s proximity to truth. So I realized that the closer HR gets to what’s real the pressures, trade-offs, and contradictions inside the business, the more the business begins to listen. Becoming trusted isn’t about visibility. It’s about credibility in complexity, the ability to hold both empathy and evidence at once. Most HR careers begin in service. We execute policies, close files, process requests. Then we learn to solve problems, diagnose, advise, correct. But somewhere along the way, the few who rise higher realize that fixing problems isn’t the same as shaping decisions. That’s where the shift begins, from HR as function to HR as conscience. When HR becomes a strategic partner, it starts translating business strategy into human reality. And when it becomes a trusted advisor, it starts translating human truth back into business courage. As the father of modern HR Dave Ulrich rightly said “When HR focuses only on people, it may gain popularity; when it focuses on business, it gains credibility.” But credibility alone isn’t enough. Trust is built where credibility meets courage, where we tell leaders what they need to hear, not what they prefer to hear. Trusted HR isn’t loud. It doesn’t demand a seat. It earns its seat by creating clarity in the fog, by protecting both performance and principle. By understanding the Mirror, Map, and Muscle, seeing ourselves clearly, charting the path, and strengthening what drives change. Because the future doesn’t need louder HR voices. It needs truer ones. It’s not an easy path, but it’s the one that holds the mirror and delivers results, through clarity, courage, and consistency. If this message resonates, reshare it to remind others what HR is truly called to be. And if you’re building HR that leads through trust and truth, Subscribe to #HRFieldnote for frameworks, reflections, and tools that help HR think and lead differently.

Most people freeze when they want to reach out to someone influential. Here’s the 5-step formula I’ve used to connect with the CEO of Scribe, the co-founder of Leland, the content team at Notion, and even creators I admire 👇 1. Follow first. Connect later. Don’t just hit “connect.” Follow them, spend a few weeks learning from their content and activity. Be a quiet observer. 2. Find your entry point. Look for a personal connection - a post you loved, a campaign you admired, a shared background, a comment thread you can join. 3. Create context. Once you find something specific, DM them with a message that shows: → You’ve done your homework → Why this moment made you want to connect → What you admire or learned from them 4. Make the ask polite + specific. Don’t write paragraphs. Respect their time. Example: “Would love to ask you 1 question about your work at [company] – totally okay if now’s not a good time!” 5. Nurture the connection. Even if they don’t reply, keep engaging with their content. Most of my opportunities came weeks after my first message. This method helped me land internships, collaborations, interviews, and lifelong mentors. Try this 5-step system and tell me what worked. #linkedin #network #tips

What makes a decision-maker actually reply to your LinkedIn message? I wanted to find out. So we ran an experiment. At my recent Get Paid To Speak Bootcamp, I invited Brian Tee, Head of Sales at SingPost, as one of our corporate guests. Why? Because I wanted my aspiring speakers to hear directly from someone who hires speakers: what gets their attention, what turns them off, and what actually gets you booked. So here’s what we did: Everyone in the room had to reach out to Brian on LinkedIn. No scripts. No templates. Just thoughtful outreach. Brian received 95 connection requests and he took the time to go through every single one. Then he shortlisted the messages that stood out to him and shared WHY they worked. That’s what this post is about (you might want to bookmark this post!) Here are five things the best outreach messages had in common: 1. They anchored to a real, shared moment. “I really appreciated your insight at GPTS, especially when you said ‘leadership today requires empathy and adaptability.’ That stayed with me.” 2. They focused on Brian first not their pitch. “May I ask what business challenges you're currently facing? How do you envision inspiring your sales team in 2025 and beyond?” 3. They asked meaningful, open-ended questions. “What’s your take on vulnerability in the workplace? Does it have a place in leadership today?” 4. They aligned their offer with Brian’s values and goals. “Given your focus on transformation, I believe my talk on resilience could complement your vision at SingPost.” 5. They offered to add value without sounding transactional. “If there’s any way I could contribute to your work at SingPost, I’d be happy to explore how.” One big lesson from this? The best outreach doesn’t try to impress, it tries to connect. Respect. Curiosity. Relevance. That’s what opens doors. A huge thank you to Brian Tee for being so generous with his feedback, this was GOLD for every speaker in the room. And now, for you reading this: If you’re trying to reach high-value contacts, use the above five insights as your blueprint. Your turn: if you were a potential client, how should we reach out to you that will elicit a positive response? #LinkedInTips #GetPaidToSpeak

Stop selling to the wrong person. I see this on every deal review. Rep says "my champion loves it" but the deal dies in committee. Here’s a reality check for you → Your champion isn't the decision maker. They're your tour guide. Your champion can present perfectly, get everyone nodding, and you'll still lose to "no decision." Why? Because champions don't feel the pain personally. They don't control budgets. Their success isn't tied to solving your problem. And most importantly... they don't get fired if things stay broken. The REAL decision maker has three things: #1 They feel the pain personally (not just organizationally). When the problem hits, they're the one getting called. They're the one explaining to their boss why things aren't working. It's their reputation on the line. #2 They control or heavily influence the budget. They don't need permission to spend. Or when they ask for permission, people listen because they understand the business case. #3 Their success metrics are directly tied to solving this. Their bonus, their promotion, their next role depends on fixing what you solve. How to find them: Ask your champion: "Who gets the most frustrated when [problem] happens?" Ask: "Whose goals are most impacted by this issue?" Ask: "Who ultimately has to approve spending on solutions like this?" Ask: "Who gets blamed when this problem causes issues?" Red flags that mean you don't have a decision maker: "Oh, that's handled by committee." "Everyone agrees this is important." "I can present to whoever needs to see it." "We make decisions collaboratively here." Green flags that signal real decision maker: "Sarah is constantly dealing with this." "This rolls up to Mike's objectives." "Tom has been pushing for a solution." "Lisa controls that budget." The fix: Get introduced to the person who wakes up thinking about this problem, has budget authority, and will be measured on results. How to get the introduction: "Sounds like [Decision Maker] is feeling this. After working with 100+ similar companies and their CXOs, I've seen what actually works in this situation. Worth sharing a few insights on how their peers solved this?” Don't ask to "pitch them." Ask to "share insights." Don't pitch until you find them. Your champion opens doors. Your decision maker opens wallets. Know the difference. Ask your sales leader to review your current pipeline with this lens. They'll help you identify which deals have real decision makers versus just enthusiastic champions. — Hey AEs! Dive into this free training, I’ll teach you how to coach your champions to win more deals:https://lnkd.in/gbr8DKb8

I warmed up a prospect for 3 months on LinkedIn before our first call. They signed a £75K deal in 3 days. Modern selling demands a new approach: cold outreach fails, warm relationships win. Think about it... That prospect had consumed 47 of my posts. Watched my videos. Read my articles. Engaged with my content. By the time we jumped on that first call? They already trusted me. They already knew my approach. They already understood the value. I didn't have to sell them. They'd already sold themselves. Here's my framework for turning content into closed deals: 👇 1. Build trust at scale BEFORE the pitch Stop spraying and praying with cold messages. Start building relationships through value. Each post builds trust. Your insights mark credibility. Stories create connection. Your content is doing the heavy lifting while you sleep. 2. Let buyers self-educate on THEIR timeline Modern buyers don't want to be sold to. They want to discover solutions themselves. ↳ 70% of the buying journey happens before they talk to sales ↳ They're researching you before you even know they exist ↳ Your content is either attracting or repelling them Give them what they need to make informed decisions. 3. Recognize the REAL buying signals Forget MQLs and SQLs. Think about PQLs (product qualified leads) Here's what actually matters: - Multiple engagements across different posts - Bringing colleagues into the conversation - Asking specific, detailed questions - Moving from public comments to private messages These aren't leads. These are pre-qualified buyers. 4. Keep momentum BETWEEN meetings Here's where most deals die: The 167 hours between your calls. While you're chasing other prospects, your buyer is: ↳ Getting cold feet ↳ Talking to competitors ↳ Forgetting why they were excited Smart sellers stay present even when they're not there. This is where tools like Consensus come in. They let buyers explore demos on their own time. Answer their questions at 10 PM. Share materials with their team. Stay engaged between touchpoints. It's how you keep social selling momentum right through the demo stage. https://lnkd.in/ePVWw-Bi 5. Close with confidence, not pressure When trust is already built? When value is already proven? When buyers are already educated? Closing feels natural, not like a battle. The best deals I've ever closed felt inevitable. Because the relationship started months before the opportunity. Here's what this approach delivers (in my experience): ✓ Significantly faster sales cycles ✓ Much higher close rates ✓ Bigger deal sizes (pre-sold = less negotiation) ✓ Happier customers (they chose you, not the other way around) Stop thinking of social selling as "nice to have." Start treating it as your primary sales strategy. Your next big deal isn't in your CRM. They're scrolling LinkedIn right now. What content are you creating to catch them? #ConsensusPartner

“Executive presence” helped me reach VP at Amazon. The biggest challenge when it comes to improving your executive presence is simply defining it. Here is how I define it: Executive presence is the ability to command a room, hold attention, and present yourself as someone who should be trusted and followed. It is a composite of many skills. In order to break executive presence into specific areas for improvement, I will borrow from the author Sylvia Ann Hewlett. She breaks it down into three categories: → 60% gravitas → 30% communication → 10% appearance Gravitas, according to Hewlett, is the collection of things that make you worthy of attention and respect. The two main traits for this are your confidence and decisiveness. People follow leaders who are sure of themselves and remain determined and composed under pressure. If you project confidence and decisiveness, you have gravitas. Part two, communication skills, are clearer. Communication skills include your ability to speak in front of a crowd, but also your ability to hold attention, manage a room, read an audience, make others feel heard, and present your authentic self. The final component, appearance, is not about being attractive or looking a specific way. It is about using your dress and grooming to show you are a person who takes their work seriously and expects to be taken seriously in return. Appearance is most important as a first impression, when you are first meeting people. Research shows that first impressions are formed very quickly and people usually seek evidence to confirm their initial judgments. So, if you present yourself as serious and professional, others will look to confirm this as opposed to looking for things that contradict it. To improve your executive presence, identify which of these 3 areas need work and then make a plan. Here are some strategies to consider: For public speaking, find small, safe audiences to practice in front of. Consider joining a Toastmasters club. To learn to read a room, partner with a friend after a meeting and discuss what each of you saw. To display calm and practice emotional control, try meditation and build your emotional intelligence skills to help you handle crises. To increase your influence, read “How to Win Friends and Influence People,” and then prepare your arguments in advance (rather than on the fly). Finally, for appearance, consider a professional stylist like a Nordstrom personal shopper to help you pick out clothes, and go to the barber or hairstylist slightly more frequently. These costs are investments in your career growth. I will be running a free, live webinar on Wednesday, July 9th called “How to Build Executive Presence.” I will give a short talk and then take questions live. Sign up for the free event here: https://buff.ly/DtOqO0i Readers — Executive presence is tricky and abstract. How do you think about it and work on it?