Consulting | Coaching | Communicating

You’re in the middle of a meeting or presentation, laying out your ideas clearly, professionally, and with confidence.

And then, boom.

A senior leader interrupts. Maybe they challenge your data in a way that feels personal. Maybe they throw a sarcastic comment or dismiss your input altogether. Or worse, they redirect the credit for your work to someone else.

It’s uncomfortable. It’s undermining. And if you’ve ever been on the receiving end, you know how disorienting it can feel.

Here’s the truth: These moments happen. Not because you’re doing something wrong—but because power dynamics, gender bias, and workplace politics are real. But here’s the good news: You’re not powerless. There are ways to handle it with grace and strength. Here’s how.

Don’t Let It Derail You in the Moment

First things first: don’t let the interruption or criticism completely throw you off. Take a breath. Pause. And give yourself a second to collect your thoughts before responding. You do not need to rush to defend yourself or start backpedaling.

Try something like: “Let me clarify what I was getting at,” or “That’s an interesting point—let me circle back to what I was presenting.” The goal here is to stay in control of your narrative.

Separate Emotion From Intent

It’s human to feel stung or embarrassed, especially in public. But it’s helpful to remind yourself: criticism—especially in fast-paced or high-stakes meetings—is not always personal. Senior leaders may be blunt, distracted, or operating under pressure. That doesn’t excuse poor behavior, but it helps you respond strategically instead of react emotionally.

Take a mental step back. Ask yourself: Was this person reacting to me, or to the topic? Is this a pattern, or a one-time misstep? Does this merit a direct response now, or a private conversation later?

Reclaim the Room Without Getting Defensive

If the criticism is unfair or off-base, it’s okay to correct it calmly and professionally. You’re allowed to assert yourself.

For example, try: “I want to make sure we’re aligned. I double-checked that data this morning, and here’s what it shows” or “This idea came from the social strategy we’ve been developing on my team—I’m happy to walk you through the context if that helps.”

You’re not overreacting by speaking up. You’re modeling leadership.

Follow Up One-on-One

If the undermining was serious, repeated, or felt personal, you don’t have to let it slide. A private, direct conversation is often more productive than addressing it in the moment.

You might say: “In yesterday’s meeting, I felt like my input was dismissed. Was that your intention?” Or try: “I wanted to follow up on your comment during my presentation. I’m always open to feedback, and I want to make sure we’re aligned on how we communicate in front of the team.”

This isn’t about confrontation. It’s about protecting your credibility and setting expectations for how you want to be treated.

Document It—Especially if It’s a Pattern

If this happens more than once, or you notice a consistent pattern of being undermined, keep notes. Write down what happened, when, and who was present. Unfortunately, patterns of bias or toxic behavior can fly under the radar unless they’re documented. Having a record allows you to escalate appropriately if needed—to HR, your manager, or another trusted leader.

Final Thoughts

Being criticized or dismissed publicly, especially by someone in power, can shake your confidence. But remember: this moment doesn’t define your value or your leadership. What matters most is how you choose to respond. You are allowed to take up space. You’re allowed to assert your expertise. And you are more than capable of handling tough moments with composure, clarity, and quiet power.