What Do You Do When the Blocker Is More Senior?

Recently, I coached a manager navigating a situation that many professionals will recognise. She’d done everything by the book, collaborated early, planned thoroughly, and followed the right processes. But when the time came to move things forward, a senior stakeholder blocked progress. There was no clear reason given. His behaviour felt obstructive and hard to read.

It would have been easy for her to get defensive. To withdraw. To label him as difficult and move on.

But she didn’t.

Instead, she invited him for a coffee.

Not to smooth things over for the sake of it, but to better understand where he was coming from. She asked about his goals, his concerns, and what might have driven his reaction. It wasn’t about pleasing him. It was about trying to build a more productive relationship.

What really struck me was this: she’s the more junior of the two. And yet, her behaviour reflected the values the organisation talks about,openness, curiosity, and collaboration, more than his did.

This was a quiet but powerful act of emotional intelligence. A reminder that progress doesn’t always come from winning an argument or standing your ground. Sometimes, it comes from choosing to re-engage, even when you feel like walking away.

Letting go of frustration doesn’t mean giving in. It means choosing to take the longer view.

So, what do you do when the blocker is someone more senior?