Let’s discuss executive presence. There appears to be a consensus that leaders require executive presence to succeed and be promoted to higher positions. However, few people are able to offer a concrete definition of it.
In my almost three-decades-long career in human resources, I’ve heard the phrase “executive presence” used frequently. When I hear it, I usually inquire as to what it implies or ask for specifics. Disappointingly, common answers are “you know it when you see it” or “it’s about being polished,” which is concerning.
A lack of a distinct definition is troublesome for several reasons. First, “executive presence” is frequently used when evaluating a leader’s growth prospects or determining whether they should be on a succession plan for higher roles. These talent activities should aim to help the leader improve so they can continue to grow. However, if executive presence is merely something “you know when you see,” how can you define the person’s areas for improvement? Second, if a leader is told they lack executive presence, how will they feel motivated to change if they have no guidance on what to change? Finally, as humans, we all have a predisposition for individuals who are more like us. If we can’t define the “it factor,” how can we tell if we’re merely biased in favor of people who look and act like us?
The good news is that there’s a model for defining and developing executive presence. I’m fortunate enough to be certified in the Bates Executive Presence Index (ExPI™). The ExPI™ is a “scientifically validated 360-tool to measure an individual leader’s ability to engage, align, inspire and motivate others to act.”1 It’s based on 15 sets of observable behaviors within three dimensions: Character (authenticity, integrity, concern, restraint, and humility), Substance (practical wisdom, confidence, composure, resonance, and vision), and Style (demeanor, intentionality, inclusiveness, interactivity, and assertiveness).
With this model and a thorough understanding of the individual leader’s business context, identifying their strengths and development areas becomes possible. A specific plan can then be created to help the leader improve their executive presence.
The importance of having a clear definition and model for executive presence cannot be overstated. It allows organizations to improve the development of their leaders, provide useful feedback, and assure that biases don’t influence decisions regarding succession planning. For leaders, knowing what executive presence entails and how to develop it can aid in achieving their career objectives and becoming more effective in their roles.
If you’re a leader looking to enhance your executive presence, or an organization looking to develop your talent, don’t settle for “you know it when you see it.” Strive for something more distinct and meaningful.
- https://bts.com/offerings/assessment-the-expi/ ↩︎