Whether you are a professional coach, a consultant, an HR leader, or simply a manager trying to influence the C-suite, you need to know how to interact with people at the highest levels of an organization .

Many talented professionals hold themselves back from these conversations. They assume they need more credentials or a better "model." But high-level leaders do not care about your certifications. And if you try to use standard behavioral tactics with them, they will show you the door.

In this special live Masterclass recording, we dive deep into the psychology of interacting with top-tier executives . You will learn exactly what C-suite leaders are actually looking for in an advisor, and how to position yourself to earn their trust.

In this episode, you will learn:

-The "Executive Mask": Why CEOs build armor to survive, the 3 types of masks they wear (Competence, Resilience, Control), and why your ability to break through it dictates your influence.

-The Behavioral Trap: Why standard frameworks (like asking, "What are your goals?") fail with executives, and why you must learn to coach their identity, not just their behavior .

-The 3 Keys to High-Level Influence: How to develop the Credibility to get in the room, the Tools to break the mask, and the Presence to tell a $2 billion CEO the unvarnished truth .

-Live Coaching: Listen as I challenge "Bob," a consultant, to stop accepting meetings at the bottom of the ladder and start demanding time with the CEO .

Resources

-Questions on this? Ask me in the Leadership Mindset 2.0 community on LinkedIn or Facebook

-want to coach c-level leaders confidently? Sign up here

Who is the one person you need to get on your side right now?

There is always someone - an investor, a boss, a peer, or a difficult employee - who you need to make a decision in your favor.

Most leaders try to influence people using logic. They present facts, data, and ROI. And often, they fail.

Why? Because they don’t understand Leverage.

In this episode, I break down the single most important psychological tool for persuasion. "Leverage" isn't about manipulation; it is about understanding the deep-seated drives, fears, and aspirations that actually cause a human being to say "Yes."

In this episode, you will learn:

-The Definition of Leverage: Why "What's in it for me?" is deeper than just money or status (it’s often about safety, legacy, or belonging)

-Personality-Based Influence: How to adjust your leverage based on the 4 Leadership Types (Commanders want to win; Visionaries want to be cool; Collaborators want harmony) .

-The "Expense Report" Tactic: A real-world example of helping a team member understand why they need to do their admin on time

-The "Move Away" vs. "Move Towards" Driver: Why some people are motivated by looking smart, while others are motivated by not looking stupid (and why you must know the difference)

💪 The Challenge for This Week:

-Pick one person you have been struggling to influence.

-Stop pitching your agenda.

-Identify their Leverage: Ask yourself, "What are they afraid of losing? What do they deeply need to gain?" (Is it fairness? Respect? Safety?) .\

-Put it into action

Resources

-Questions on this? Ask me in the Leadership Mindset 2.0 community on LinkedIn or Facebook

-Get Live Coaching: Move from listening to doing inside the Growth Leaders Collective. Start your $1 trial at RMichaelAnderson.com/GLC

"You can do everything right and still lose the candidate in the final week."

The period between "Making the Offer" and "Day 1" is the danger zone. This is when candidates get cold feet, receive counter-offers from their current bosses, or simply ghost you.

In Part 3 (The Finale) of our Hiring Masterclass, Michael Bailey and I wrap up with the critical final steps to lock in your A player and get them excited to start.

In this episode, we cover:

-Making the Offer: Why compensation alone isn't enough—personalize the offer based on what you learned matters to them during the interview.

-Don't Get Cheap: The costly mistake leaders make by negotiating down at the finish line. A players deliver massive ROI—pay them fairly.

-Trust Your Gut: Why you must listen to your intuition, even when a candidate looks perfect on paper. Michael shares cautionary tales of ignoring that inner voice.

-The Anti-Ghosting Protocol: Specific pre-boarding steps to keep candidates excited between offer and Day 1—welcome gifts, early laptop delivery, first-week agenda, and desk setup.

Plus, hear key takeaways from business leaders who realized their hiring process needed a complete overhaul.

Michael Bailey is a Growth Consultant with over 20 years of experience helping SMEs scale successfully by building strong people strategies. As former CFO and People Director at MOMs Organic Market, he helped scale the business from 3 to 7 stores while maintaining its purpose-driven culture. He's also worked with Urban Leisure Group (named one of the Guardian's Best Places to Work in London) and The Better Food Company, where he prioritized people alongside profits.

Contact Michael:

1. Website: www.elzeard.co.uk
2. LinkedIn: linkedin.com/in/bailey3