Address them in ways that appropriately acknowledge their position, using relevant titles in formal settings or when appropriate to your organizational culture. This doesn’t require excessive formality, but rather recognition of their role: “Director Chen, I wanted to discuss…” or “As the team lead, what’s your perspective on…?”
Acknowledge the value of their position in relevant contexts: “As the department head, your input on this policy change would be particularly valuable” or “Given your oversight role, I wanted to ensure you were aware of this development.” This validation recognizes the legitimate authority attached to their position.
Proactively consult them on issues that fall within their domain of authority: “Since this would affect your department’s workflow, I wanted to get your thoughts before proceeding” or “Given your responsibility for budget oversight, how would you recommend we approach this?” This consultation respects established decision-making structures.
These techniques work because they address core needs related to Authority Preservation. Many individuals in leadership positions have invested significantly in earning their role and feel a responsibility to exercise their authority appropriately. By acknowledging their legitimate position while maintaining your own professional standing, you create interactions that satisfy mutual needs for respect and recognition.
Remember Boundaries
Appropriate respect differs from excessive deference. Maintain your own professional dignity while acknowledging established authority structures. The goal is mutual respect, not subordination.
See also: Understanding the Drive For: Authority Preservation and Tip: Communicating Effectively with Authority Figures
