You can deliver exceptional results for years and still lack recognition from those who decide your future.

Because while you’re focused on performing, your senior leaders are focused on perception.

If they don’t see you as someone who "gets it", they won’t bet on you no matter how capable you are.

I see too many smart women stay overlooked because they make subtle, but costly, mistakes when engaging with their executives:
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→ They hesitate to reach out, afraid of seeming self-serving.
→ They only connect when they need something.
→ They hold back in sharing their POV worried they'll say the wrong thing.
→ Or they talk about their work in ways that don’t tie back to what their leaders actually care about.

These moments diminish your credibility, visibility, and trust, which are key factors that influence your promotion track. So let's fix that.
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This is exactly what I helped one of my clients with recently. We practiced her executive presentation together to ensure she was confident in both her delivery and connecting her messages back to the biggest problems she was solving for. Through this, she got the immediate buy-in she was looking for.

Here’s how to get noticed by senior leaders the right way, so they start seeing you as someone to advocate for, not just someone who delivers.

3 ways to get the recognition you deserve from executives

1. Own your value and engage with confidence

Most women don’t struggle to access senior leaders, but they struggle to speak up once they do.

Not because they lack ability, but because they doubt their value. Any of this sound familiar?
"I don’t want to waste their time."
"I don’t know if my input matters."
"I’m not senior enough to speak yet."

If you’re in the room, you belong in the conversation. Your executives don’t expect perfection. They respect perspective and you need to make yours known. So here's a few easy strategies you can use right now:

→ Shift your mindset from seeking approval to offering perspective: Never minimize the insights you bring. For you, it may feel ordinary because you're in the thick of it day-to-day, but for your senior leaders, it could be hyper relevant information they need to know.

Instead of thinking: "I’m not sure if this matters, but…"
Reframe it as: "One insight that might help us decide faster is…"

→ Recognize the value of fresh perspectives: Senior leaders make high-stakes decisions, but they often rely on you for insights from the ground. After all, you're the closest person to your area of the business. Your experience, observations, and challenges are valuable inputs they need to make the most informed decisions together.

Instead of saying: "Sorry, just a quick thought..."
Use: "I’ve noticed a trend that could impact our next steps and wanted to share it with you."

→ Ask for their input, not their validation: Instead of approaching leaders as if you need permission to contribute, frame your questions as collaborative discussions.

"I’ve been analyzing recent customer feedback and noticed an interesting pattern. I’d love to get your take on whether this aligns with what you’re seeing at the leadership level and share my recommendation."

Those who stand out aren’t necessarily the loudest in the room. They’re the ones who show up with conviction, contribute with clarity, and engage with executives as thought partners.

[Check out my LinkedIn Learning course on Storytelling to Influence Leadership and Decision Makers]

2. Add value before you ask for visibility

The fastest way to get on the radar of your execs isn’t by asking for mentorship. It’s by adding value before you ever ask for anything.
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Executives notice those who make their jobs easier, not heavier. They remember those who bring clarity, context, and momentum. Here’s how to do it in small but powerful ways:

→ Share insights that matter, not just data: Don’t simply forward an article or deck on its own. Translate what it means for the business and provide key insights to allow for meaningful decisions.

"I came across a McKinsey piece on emerging consumer trends I wanted to share with you. The point on retention directly ties to our Q4 priorities. Thought it could be useful context for your upcoming strategy meeting with global leadership."

→ Support what they're already driving: If an exec is championing a big initiative, show you understand it, and help move it forward. Small, thoughtful follow-ups like this show you’re thinking beyond your role and already operating at the next level.

"I know you’re leading the company-wide customer experience push. Our team’s been piloting a new churn-reduction strategy. Would you like a quick summary of early results?"

This was a key opportunity I supported one of my new clients with last week. She volunteered to take on a lead role for a leadership conference and bring her unique value to this important initiative. In doing so, it grew her visibility and recognition with key senior leaders she wasn't normally exposed to. Plus, it's now positioned her even better for her internal promotion track.

→ Recognize impact with precision: Executives rarely hear what they’re doing right so genuine acknowledgment goes a long way. Be specific and authentic as they can easily tell the difference between flattery and feedback grounded in impact.

"Your clarity during the org change really helped our team refocus on priorities this quarter. It also made a big difference in how we navigated the transition."

Or if they shared advice with you, follow-up a week later with:

"I applied your recommendation from last quarter’s all-hands meeting and it’s already improved how I run cross-team meetings. I really appreciated you sharing that."

3. Build rapport that grows trust

Hard work alone doesn't guarantee you'll get noticed. Those who show up in the right rooms with clarity, composure, and intention get more recognition.

Here’s how to build 1:1 relationships with your senior leaders that fuel more trust.

→ Speak up with purpose in leadership settings: Silence signals disengagement, even when it comes from humility. Use your voice to show strategic thinking and proactivity.

For example: "Given our goal to grow market share in [X segment], here's 3 factors I recommend we prioritize to accelerate that momentum this year."

Or reflect on a key takeaway to show you’re bringing it all together:

"That’s a great point on customer retention. It sounds like our biggest gap is onboarding consistency. Does that align with what you’re seeing across our sister teams?"

→ Join selective projects that expand your reach: Cross-functional visibility is executive visibility. When you contribute beyond your day-to-day work, leaders see you as someone they can trust to take on bigger focuses. Don't just say yes to anything. Choose the projects that compliment your current skillset, expose you to newer areas in the business, and allow for direct visibility and exposure with senior leaders.

For example: "I know leadership is focused on improving internal efficiency right now. Given our team’s success optimizing workflows, I’d love to share insights from our recent project. Would that be useful for the upcoming review?"

→ Follow up like a leader, not a doer: One conversation alone doesn’t build stronger relationships. Consistent follow-ups do, especially when paired with genuine interest and curiosity.

"Your perspective on [X] in yesterday’s town hall really stuck with me. I’m already exploring how to apply that in my role."

"I took your advice on stakeholder alignment and tested it this week. It completely shifted how the discussion landed. Thank you."

​"Quick update for you. Since implementing the new process last month, we’ve improved response times by 12%. Appreciate your support on this initiative and I'm excited to share what's coming up next."

You don’t need to chase senior leaders to get noticed. But you do need to think, speak, and show up like someone who already belongs in their circle.

You've got this!