Leading change often means influencing others without formal authority, whether you’re launching a new initiative or reshaping culture. But even the most capable leaders can struggle without clear backing from senior leadership. Here’s how to secure the support you need—without appearing hesitant or overreaching.
Check your motives. Before you ask for support, ask yourself: Am I responding to real obstacles or just seeking reassurance? Not every challenge calls for senior leaders’ involvement. Talk to a trusted peer, test assumptions, and take a step forward on your own. Don’t let discomfort stall your progress.
Assess the environment. Look at three factors: the stakes, your relationships, and any barriers in your way. If the work is high-profile, your credibility is still forming, or you’re encountering resistance you can’t resolve, it may be time to involve leadership.
Time your request carefully. Don’t escalate too early. First, show initiative and progress. Then say, “I’ve done X and Y, but I’m hitting roadblocks I can’t navigate without broader support.” If you’re not ready to make a specific ask, keeping your manager in the loop shows foresight, gives them visibility, and can prompt support without you needing to ask.
Make it easy to help. Frame your request around shared goals. Suggest simple, specific ways your manager can lend support, such as clarifying priorities or reinforcing decisions in group settings. |
