A senior executive challenges your authority as a middle manager. How will you assert your leadership?

It is always important to Reflect on the feedback. There is no other way for seniors to grow you apart from giving feedback. It is hard but it is better to sleep over it and reflect on it after 24 hours and not respond immediately. Immediate thoughts and responses could make you sound defensive. Once you have had time to reflect on it try to objectively analyze the feedback as if you are a third-party observer and not the person to whom the feedback has been given. If the feedback itself is not based on a pattern of observation it is vital to go back and ask clarifying questions. If the feedback is valid one should always go back and list down steps that you will take to improve on it.

Assert your leadership by confidently showcasing your deep understanding of the team and projects. Highlight your hands-on experience and successes to reinforce your authority, like saying, "Based on our team's track record with similar projects, I recommend this approach." Maintain composure and focus on finding solutions rather than engaging in a power struggle. Propose collaborative ways to address concerns, showing that you're focused on the organization's best interests. Strengthen your position by aligning with other managers or stakeholders who respect your leadership. Their backing can validate your decisions and subtly reinforce your authority.

One thing that I have found helpful is to take a “pause” , step back and look at the perspective from not only your view but also the view of the executive leader. Work to understand why your authority/leadership is being challenged. Calmly acknowledge and address their concerns. Take the opportunity to clarify your role and state the evidence for your decisions. Put in the effort to find common ground for the Benifit of the team and organization.

This is definitely an "it depends" things. Lines of authority are often fuzzy, especially in big matrixed organization, so misunderstandings are to be expected. The most important factor in determining your course of action is where you and the senior exec fall within the organization... Is this your 1-up or 2-up functional leader? If so, sounds like you may have some role clarity work to do with your direct manager. Take a moment, organize your thoughts, and get clarity 1:1. Is this an executive outside of your function and reporting line? If so, take the feedback, thank the exec for their POV and take it back to your organizational leadership for guidance. Don't let your fight / flight instincts take over or you will make things worse.

Understand the challenge. Seek suggestions from the Executive. Address the concerns positively without over imposing authority on your team

When faced with a challenge from the top, see it as an invitation to open up a dialogue, not a duel. Approach the conversation with curiosity, not combativeness; you're there to find common ground, not defend a fortress. Listening more than you speak can uncover the real concerns behind the pushback. By engaging with respect and a collaborative spirit, you transform tension into a stepping stone for stronger connections and shared success.

Having an open dialogue also helps with reaffirming your authority. Having this tool in your arsenal along with staying calm also allows for clear thinking. Clear thinking can then lead to perspective expansion on both sides of the dialogue.

Use uma comunica??o clara e respeitosa. Expresse suas opini?es e decis?es de forma firme, mas sem ser agressivo. Por exemplo, você pode dizer: “Entendo seu ponto de vista e aprecio sua experiência, mas acredito que esta abordagem é a melhor para nossa equipe neste momento por esses motivos…”

Abordar un desafío con un alto ejecutivo a través de un diálogo abierto y respetuoso es una oportunidad valiosa. En lugar de ponerte a la defensiva, busca claridad y resolución. Escuchar activamente y expresar tu perspectiva con respeto puede cerrar brechas y fortalecer la colaboración. Este enfoque no solo resuelve el conflicto, sino que también transforma el desafío en una oportunidad para crecer y mejorar las relaciones, demostrando tu compromiso con los objetivos de la organización.

Según mi experiencia, el feedback es enriquecedor, es una herramienta que permitirá a ambas partes expresarse de forma respetuosa, la retroalimentación se usa para mejorar y no criticar, se debe ser preciso, oportuno y objetivo. así fortalecer las relaciones entre las partes.

Reforzar tu autoridad implica resaltar tu trayectoria y el valor que aportas a tu puesto. Comparte ejemplos de éxitos pasados y demuestra cómo tu liderazgo ha impactado positivamente al equipo y a la organización. Al mostrar tus logros y competencias, recuerdas al alto ejecutivo tus cualificaciones y la confianza que la empresa ha depositado en ti. Esto reafirma tu posición y autoridad como gerente intermedio, fortaleciendo tu liderazgo y credibilidad.

Implica resaltar tus habilidades y el valor que generas en la organización, cada quien esta jugando un papel fundamental dentro de la empresa y debes dejar en claro el rol que estas ejerciendo y como impactan tus responsabilidades con la visión de la compa?ía.

Nada refor?a a autoridade como o sucesso comprovado. Concentre-se em entregar resultados sólidos. Quando sua equipe atinge objetivos e supera desafios sob sua lideran?a, isso fala por si e fortalece sua posi??o.

Obtener el apoyo de tus compa?eros y miembros del equipo es crucial para afirmar tu liderazgo. Anímales a proporcionar comentarios que reflejen tu estilo de liderazgo y efectividad. Cuando otros avalan tus capacidades, envías un fuerte mensaje al alto ejecutivo de que tu liderazgo es valorado y respetado dentro de la organización. Este respaldo colectivo fortalece tu posición y disuade nuevos desafíos a tu autoridad.

Providing good positive feedback to your team is , and will be always beneficial for everyone, and the team will work together better.

En lugar de establecer límites claros con el alto ejecutivo, considera integrar sus perspectivas más profundamente en tu proceso de toma de decisiones. Esta apertura puede fomentar una colaboración más dinámica y adaptable, rompiendo con las jerarquías tradicionales y potenciando la innovación al aprovechar una gama más amplia de experiencias y conocimientos.

This is a critical step within an organisation. I believe that with all the previous steps in mind, keeping calm while having an open dialogue also requires that you set boundaries. If this is not established at the first overreach of the executive, they have a tendency to repeatedly challenge you. Set your boundaries.

When a senior executive challenges your authority as a middle manager, it’s important to set clear, respectful boundaries. Politely but firmly communicate that while you value their feedback and collaboration, you are entrusted with the autonomy to make decisions within your area of responsibility. Establishing these boundaries is essential for fostering mutual respect and trust, which are key to effective leadership. This clarity not only prevents future overreach but also reinforces the structure needed for teams to operate smoothly and confidently.

Reflecting and adapting is important for all encounters. Instead of allowing yourself to be stressed, worried or frustrated and even depressed, think about what the executive said. Reflect on whether or not your methods can be improved. Think about what can be better, not just for the organisation but also for yourself.

A times such situations, lead us to introspect our own actions and reactions. Maybe it's time to change and learn from your leadership the style and perspective they bring to the table and help scale our learnings and adapt to a new version of being a middle manager. If the challenge is not proposed then we do not learn to navigate. Thankful to my own leaders to providing me a space to learn to navigate and grow along. Yes it's difficult, different and challenging but it's giving a scope to learn and grow as well..