Episode 49: What Is Executive Presence?
Executive presence is one of those things you hear a lot about, but don’t really know what it is exactly. There are broad definitions of it and if you ask most leaders, they’ll tell you it’s something “you just know when you see it.” What?!
Let’s talk more about why it’s here and what we need to do as women to change that narrative.
What You’ll Learn:
- The definition of executive presence
- The disparity in leadership opportunities between men and women
- How deeply ingrained our image of a good leader is
- The key to being the best leader possible
Ready to discover what’s holding you back from being who you really are and how you want to show up?
Listen to the episode above or stream it on your favorite podcast app:
Partnering with me as your coach is THE way to make the shifts you need to take your career and life to the next level. Schedule a Discovery Call with me today and let’s redefine what executive presence means to you.
Episode 49: What is Executive Presence? (Transcript)
You are listening to episode 49 of the Create What You Crave Podcast. The one where we talk about executive presence and why it’s not a good barometer for promotions.
First, I want to thank you for being here every week and supporting the work that I do. I love you – I really do. I love that you are a person who wants to learn more about yourself and become the person you are meant to be.
If you have a topic you’d like me to cover here on the Create What You Crave podcast, please DM me via LinkedIn or email me at hello@barbarachurchill.com. I really want to know what you would like to explore or need some help with. And if you have feedback for me, I’d love to hear that as well.
This week I’m covering the topic of executive presence.
I keep hearing about it through the work I do with leaders in the corporate space.
Often when a leader is being promoted to the next level, I’m asked to help them with their executive presence.
I always ask for more information on exactly what that looks like to them because it can be a very subjective thing. It’s not something you can measure.
Let me ask you – are you waiting for a promotion or in line for one?
For how long? Months, years?
And if you are, what have you been told about that promotion?
What do you need to change or improve in order to achieve that next level of leadership?
I’ll bet the majority of you have been told that you need to work on your executive presence – but haven’t been told what that looks like exactly, right? It’s so frustrating and frankly out of touch with today’s workplace.
Executive presence is hard to describe, and we need to change the narrative around women and executive presence.
How Would You Define “Executive Presence”?
COQUAL did a study that included surveys of almost 4,000 college-graduate professionals, 40 focus groups, and over 50 one-on-one interviews with high-level executives.
They concluded that Executive Presence is viewed as having three universal dimensions: gravitas, communication, and appearance.
The 268 senior executives surveyed concluded that “gravitas” is the core characteristic of executive presence. They believe it contributes 67% toward one’s executive presence, while communication contributes 28% and appearance rounds us out at 5%.
Let’s break that down.
Gravitas:
Here are some of the descriptions for this characteristic:
- Exudes confidence
- Act decisively and “show teeth”
- Speak truth to power
- Demonstrate emotional intelligence
- Burnishing reputation
- Project vision
Communication:
- Great speaking skills
- Ability to command a room
- Ability to read an audience
Appearance:
- Grooming
- Attractiveness
This language leaves quite puzzled. The grooming and attractiveness? Um, really? How subjective and ridiculous is that! Attractive according to who?
Isn’t it possible for executive leaders to inspire a sense of trust, confidence, and hope without exuding, showing teeth or burnishing anything?
Sounds more like a definition fit for a dictator not a leader.
Executive presence is not a measure of performance… it’s a measure of image.
And yet, executive presence constitutes 26 percent of what senior leaders say it takes to get the next promotion. It’s more of a shortcoming you have to fix.
This is the problem with our accepted vagueness of executive presence, especially when it comes to choosing from a pool of candidates. We interpret executive presence based on the behaviors and styles of the executive leaders that we’ve known and spent time with.
And, unfortunately, that’s a specifically curated sample group.
There’s an interesting article in Forbes that addresses this topic and talks about the disparity in leadership based on promotion biases.
For every 100 men promoted to management, only 72 women are promoted to the same role and this bias begins at the very beginning of the promotion ladder.
Think about it. When people think of a leader, they usually picture a man so no wonder we have this gender bias even in companies that have the best intentions.
The reality is, women are navigating a different environment than men and they need different tools to do so.
This is Where Private Coaching Comes In
… and my private coaching program is so unique. I customize the tools I use and provide my clients based on what their individual needs and situations are.
There are some commonalities of course that women in leadership roles have, but each is an individual, so a one-size-fits-all approach isn’t going to be as effective.
So getting back to the original definition of executive presence: gravitas, communication and appearance – how do women make this definition fit for them?
They change it.
We need to change the narrative on what good leadership looks like.
Here’s what I teach:
Authenticity and connection
It’s that simple.
- Connect with your team
- Care about them as a group and individually
- And show that on a regular basis.
We aren’t machines, we’re humans and humans need connection and to feel that they matter and are making a difference.
Be yourself. So often women try to model themselves after the person they report to or some ideal that society or their work culture says they “should” strive to emulate. Be just like that person – usually a man. Do what he does. Act like a man.
But that’s such a crock because when you do assert your ideas, take charge and be decisive, you’re labeled difficult or possibly a bitch. You’re too aggressive. Too in-your-face.
But if a man exhibits the same characteristics and behaviors, he’s labeled a good leader.
What a double standard. Such BS.
When The Boss Asks For More “Executive Presence”
I have a new client who was referred to me to help her with her executive presence.
She was promoted from director to vice president and her boss wants her to improve her executive presence but didn’t offer specifics on what exactly he’s looking for or feels she’s deficient in.
It just shows how subjective this really is.
After a couple of sessions with her, I found out she wasn’t promoted because she knows all the ins and outs of this new area. In fact, she was moved from one department whose focus is completely opposite of the new area she oversees.
When I asked her why they chose her, she said it was because of the culture she created in her old department and the complete turnaround that she was able to accomplish in her years leading that large team.
Authenticity at its best.
It’s how she showed up authentically that created a workplace culture of trust, open communication and loyalty. So we worked on 10x-ing that same authenticity in her new role.
Yes, there were things she needed to learn from the technical side, but that wasn’t why she was given the role – because she was an expert in this area. She was promoted because of the impact she made in her last leadership role.
That’s what I want you to get out of this episode today. Be you. That’s what makes the difference. You know how hard it is to show up as something other than who you are. It’s exhausting trying to keep up that façade.
If being assertive doesn’t feel authentic to you, no amount of assertiveness training is going to change that. That’s what works for men. Women have mixed results.
If you feel you need to strengthen an aspect of your leadership style, by all means do it.
And here’s my disclaimer to that…
- Be sure to do it from a place of genuinely wanting to explore that aspect deeper for your own benefit, too.
- Watch out for any of those imposter syndrome thoughts and feelings.
- Watch out for the 4 Derailers™ to show up and tell you how you’re deficient and why you need to do this to prove yourself or any of their other messages that speak to your insecurities rather than your authentic desire to reach a new level of self-knowledge.
Conclusion on Executive Presence
We need to look at what works for female leaders.
Women are ambitious and hardworking.
They’re more inclusive and empathetic leaders.
And they want to work for companies that are prioritizing the cultural changes that are improving work. Companies that rise to the moment will attract and retain the women leaders—which will lead to a better workplace for everyone.
It’s time to come home to the better parts of ourselves, to open our minds and hearts to a broader understanding and welcoming of all the many ways we can lead—even at the top.
Especially at the top.
Alright my friends, thanks for being here. Go forth and be you – and remember:
I believe in you.