STAND Up: How to Influence Up and Advocate Effectively

Ever feel like you're stuck in the middle—between a team that needs you and leadership that doesn't always see you?

You’re not alone.  In fact, according to a Gallup study, only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work. Why? Because too many middle leaders are caught between advocating down and leading up—unsure how to influence decisions made above their pay grade.

But here's the truth: you don’t need a new title to make an impact. You need a new posture.

To truly lead from the middle, you have to STAND up—to advocate for your team, to seek out what is best for everyone, and to stop waiting to be invited to the table. Because when you speak up with clarity… when you bring solutions… when you demonstrate loyalty…

You don’t just get noticed.

You get trusted.

You shift from being overlooked to being indispensable.

And it all starts by learning how to STAND:

S – Speak Their Language

Don't lead with what matters to you.  Lead with what matters to them.  If you want to be heard, stop speaking your language and start speaking theirs.

Too many middle leaders approach conversations with senior leaders by explaining what they need… rather than connecting it to what their leaders care about. Senior leaders speak in metrics, risk, money, and outcomes. So translate your message:

• Instead of: “We’re short-staffed.” Say: “This staffing shortage is starting to impact our quality scores and increasing safety risks.”

• Instead of: “We need a new system.” Say: “Here’s how this investment improves our efficiency and reduces operational delays.”

  
  

Want to be taken seriously? Learn their language and connect the dots between your world and their scoreboard.

T – Talk About Communication

One of the biggest reasons people get frustrated at work? Poor communication!

It’s amazing how few leaders ever stop to talk about how they communicate. So instead of continuing the cycle of assumptions, gossip, and confusion—do something radical: Start the conversation.

Take 15 minutes. Ask your leader:

• What’s the best way for us to stay aligned?

• How often should we check in?

• What’s your preferred communication style?

  
  

These simple questions transform confusion into clarity—and relationships into results.

A – Ask Boldly

Let’s not sugarcoat it: most of us were trained to avoid conflict. We drop hints. We hedge. We hope they get the message. But here’s the problem—

Vague requests get vague results.  And vague leaders?  They get ignored!

Bold doesn’t mean rude. Bold means confident, clear, and connected to what matters. If you need something from your leader, don’t assume they know. Make your request specific. Show the impact. Ask like it matters—because it does. My friend Larry Long Jr says, “Healthy people ask for exactly what they want.” No one should have to guess what you really want.  Speak up. Ask boldly. Leadership doesn’t respond to hints—it responds to clarity.

N – Navigate the "No"

Newsflash: your first request is probably going to get a no. Not because it’s a bad idea. But because no is the default.

It’s easy. It costs nothing. It keeps the status quo. If you want to influence up, you’ve got to plan for the no—before it arrives.

• Do the homework.

• Bring the numbers.

• Show the ROI.

• Pre-answer objections.

• Offer options (not ultimatums).

• Propose a pilot.

  
  

Don’t say, “This is our only option.” Say, “Here are three pathways forward—short-term, long-term, and a do-nothing scenario.” Influence is not about pushing harder. It’s about preparing smarter.

D – Demonstrate Loyalty

This is the hard one. Because standing up doesn’t just mean speaking up—it means standing with the decision once it’s made. You can disagree behind closed doors. You can advocate boldly in meetings. But once a direction is set?

You lead it like it was your own.

Why? Because when you complain down, you divide. When you represent with unity, you lead. When you say “they,” you create us vs. them — but here’s the catch: your team sees you as them. So what you're really doing is turning your team against yourself. You don’t have to love every decision. But you do have to lead it.

Blame might win you sympathy. But unity earns you influence.

You Already Have Influence

You don’t need a new title to have influence. You need a new way to show up. So if you want to lead from where you are—whether you’re a supervisor, manager, team lead, or just the person in the room who sees what could be better—start with STAND.

Because the people who get listened to…

The people who move things forward…

The people who make the biggest difference…

Are the ones who have the courage to STAND.