Executive Presence isn’t a check-box. But we often find it on performance and leadership evaluations – “needs more executive presence”. For years, leaders have been giving feedback to teams and individuals that they need to improve their executive presence. Too often, the individual receiving this feedback walks away without a clear understanding of what this means. The leader knows that something needs to shift, yet they can’t quite put their finger on it. Or they can and the term executive places enough weight on the feedback that the one receiving it will hopefully act on it and show up more effectively.
Words matter – let “executive” go
By using the term executive, the recipient of the feedback thinks that you’re asking for a high-level leadership presence that carries weight and authority. Yet, in our current society, the term executive carries with it patriarchal overtones and expected patterns of a narrowly defined group. If historically, like-hires-like, then the term ends up perpetuating a familiar archaic standard, not necessarily better nor more effective. We need to consider shifting how we direct others on their leadership development.
What if you expand this framework and the expectations to include the highly individualized unique characteristics of each person? This would broaden the aspiration and allow for leadership presence to show up in many forms – not only in the form of dress and personal grooming but also from traits of quiet and gentle to loud and bold. By moving away from standardized traits, you provide a greater opportunity for everyone to show up powerfully.
The key elements of presence are anything but simplistic. There are a multitude of things that influence how someone is or isn’t perceived and received. Let’s consider not using the descriptor “executive” and allow presence to be more inclusive and more expansive.
Two key factors of Executive Presence need to shift:
- It’s not a destination, not a box to be checked. It’s a verb to embrace and allows for constant adjusting and honing.
- We need to stop calling it executive – try leadership or professional or human or something else that allows for expansion of leadership growth rather that the constraints on a predetermined destination.
Presence is a verb
Your presence is anything but static. It is ever changing and fluid. We don’t achieve presence. We maintain presence actively which makes it a verb.
Presence is most like balance – once we think we have it – once it’s a noun and we’ve checked it off the list – we lose it. In order to be balanced, we must be in constant flux and flow – our muscles are adjusting, even if minutely, constantly. Presence demands that we remain vigilant and attentive and similarly agile.
It’s a powerful choice to be present, to connect and to be in relationship with your audience. It takes attention, openness, and constant adjustment. This is one reason why being truly present can be both physically and emotionally draining.
So, rather than asking someone to have executive presence. You need to know, “Do they know how to remain present?” Are they choosing actions that keep them present and connected to the people they’re talking or listening to?
Real Dialogue takes Presence and thus Risk
When you have presence, you dialogue with others vs. simply dumping an idea on them. Being present creates a give and take, a share and response. When you simply drop off a message to someone else, you don’t need to be present. So even if you’re on the other end of the virtual connection or physically in a room with someone else, a delivery can happen without connection. Presence, on the other hand, requires that you listen and be with your audience, whether virtually or in person. This choice is really noticed during virtual meetings. Due to the flat – one dimensional – environment, people place story on whether you’re really present and engaged or not.
Presence can be exhausting so choose wisely
Presence isn’t just about showing up and speaking up. It’s about positioning yourself to allow relationships to be seen and heard. Important to remember, you can’t be present all day long every day. You’ll be exhausted and drained. You must be intentional of where and when you need to be fully present. Knowing that you can take the risk and live into the action to make your presence matter.
What if we broaden our aspirations?
And finally, what if we let the term “executive” go?
By freeing presence from the term executive – choosing to reframe it so that it’s embraces the strengths of everyone – we can empower our teams to take initiative and to be more engaged. As leaders, we’ll also be challenged ourselves to actively own our own presence and professional engagement.
Hilary Blair is a leadership keynote speaker based out of Denver, CO, and is the co-founder of ARTiculate: Real & Clear. She is also a highly regarded, actor, improviser, facilitator, voice-over artist, and voice expert coach. Contact us today to learn more.
