Learn how to build trust, influence, and resilience needed to move senior stakeholders from passive approval to active support in this fireside chat with Foley & Lardner's Chief Marketing & Business Development Officer, Koree Khongphand-Buckman at CMO Series Live 2025 

You’ll learn how to build personal capital with leadership, hold partners accountable for progress, and approach resistance not as a roadblock, but as a signal for more strategic engagement.

Key takeaways include:

Techniques for Gaining Trust & Traction
Koree's defining moment was realizing that partners are not "one collective group" and that she needed to “Get to know as many of them as you possibly can and make them feel special by just listening to them.” This helped her to gain trust and traction. 

To further help, Koree "sat down and mapped out the next five years for my team and myself" and ensured the CEO signed off on it, giving her the means to move forward with a clear strategy from early on. 

Consistent communication was key to keeping everyone on side and reiterating that things take time, with Koree hosting various luncheons to present to multiple partners: "This is what you told me you wanted to be done, this is what management has signed off on, and here is the plan for the next five years". 

She added how consistent framing of 'needs' over 'wants' can help to build trust.

Strategies for Building Influence through Credibility, Empathy, and Consistency
Koree built credibility by clearly outlining what her team would do based on partner feedback and leadership approval, then consistently communicating that plan. 

The repeated emphasis on "this is what you told me and this is what you wanted to happen" and "reminding them over and over about what you were asked to do" builds consistency. 

Holding Stakeholders Accountable - without Damaging Relationships
Koree advocates for "learning straight talk" which “is not about being direct and abrasive” but rather about sitting down and having the conversation of “I need to provide this feedback, here's what I'm trying to tell you about what I see and what's going on”. This closely links to previous points around building trust, communicating clearly and bringing the team on the journey with you. 

Adapt your Change Strategy to Different Personalities and Power Structures
The DISC assessment was invaluable for Koree being able to understand her CEO and Managing Partner's work styles. "I'm not asking him to change to my style. What I needed it for was how do I work with this person?". This allowed her to tailor her approach to different personalities. You can also strategically use the DISC assessment to leverage team strengths to complement different leadership styles.