I sent some trending updates to my boss, but she wasn’t interested. I feel quite hurt by her lack of response.

Your approach has its merits, and your boss’s lack of response might feel dismissive, but it’s worth examining the situation through the 11 guiding principles of The ‘Chill’ Mindset:

1. Guiding Principle #4: Task & Method Focus: While it’s disappointing not to get feedback, the focus here should be on how you’re delivering these updates and if they’re aligned with what’s important to her goals and role. Consider if these trends directly relate to key objectives or strategic interests your boss might have, rather than general industry updates. (For example, sending specific updates on competitors’ movements rather than broad industry trends may capture her attention better.)
2. Guiding Principle #10: Credibility & Preparation: Building credibility means knowing what will resonate with the receiver and preparing accordingly. She might be prioritising other matters or expecting updates on specifics that directly impact her work. Consider crafting updates that show a clear connection to current projects or priorities. (For example, a short message connecting the trends to specific outcomes or potential impacts on your department’s initiatives may make the relevance more apparent to her.)
3. Guiding Principle #7: Precision & Clarity: A brief and pointed summary rather than a general update might work better. If the information is highly relevant, she’s likely to engage with it. This approach values her time, and even if the response is still lacking, it’s less likely to reflect disinterest in you personally. (For example, “Thought you’d find this new competitor’s approach useful for Project X” can communicate value without needing a full response.)

In summary, her response, or lack thereof, may not be about you personally. Often, it’s a signal to refine the focus of what’s presented or to better align it with her current needs and priorities. This approach builds respect and keeps you productive.

For a more targeted approach that could increase engagement with your boss, here’s how we can structure it effectively using principles of The ‘Chill’ Mindset to refine your update process:

1. Guiding Principle #6: Structured and Methodical Process: Rather than sending general updates, create a concise, structured summary that links each update directly to your team’s or your boss’s current priorities. A quick, one-liner headline followed by a short impact analysis works well. (For example, “Update: Competitor X is investing in AI tools – Impact: This may push our project timelines if we need similar tools to stay competitive.”)
2. Guiding Principle #10: Credibility & Preparation: Instead of simply forwarding trending updates, try adding a sentence or two explaining why each item is relevant. It shows you’re thinking strategically about how these trends affect your team or project, which will likely resonate more. (For example, “This new regulation may impact our compliance standards. Would you like me to prepare an impact report?”)
3. Guiding Principle #11: Trust in Expertise: Given that bosses often have a wide view of priorities, lean on her expertise by seeking specific feedback. After sharing your update, ask if there’s a particular type of insight she’s looking for. This not only respects her perspective but can also guide you to deliver more tailored information in the future. (For example, “Let me know if this aligns with what you’d like updates on, or if there’s a particular angle you’re focused on.”)

In summary, this approach makes the updates concise, relevant, and directly tied to her concerns. Over time, this builds rapport and shows you’re thinking with a strategic, proactive mindset.