The Problem with "Executive Presence"

Executive presence is a term that you’ve likely heard before if you’ve walked the halls of any organization – large and small. Even if you’re an entrepreneur and running your own business, you may have been told that you need more executive presence -- especially if you’re raising funding for that business as a founder.

By definition, executive presence refers to the combination of qualities and behaviors that inspire respect for a leader -- from gravitas to self-confidence to thought leadership.?

Executive presence is meant to help you stand out as credible, authoritative, and influential.?

HOWEVER, as an Executive Coach who is passionate about serving as a support system for high-performing women, I think it’s important to acknowledge how certain terms -- such as "executive presence" -- might be used to stifle the growth of women or other marginalized groups in some organizations.?

This is especially for those of you?who may have heard feedback from a boss, manager or colleague who has advised you that you need to “boost your executive presence” in order to advance in your career although you are otherwise a top performer.

Whether it’s intentional or it’s the result of an unconscious bias, we need to be aware of the ways "executive presence" might be misused or manipulated.

1. Gatekeeping Leadership Roles

Some individuals or decision-makers may use "executive presence" as a vague or subjective standard to exclude qualified individuals from leadership roles or promotions. For example, people may argue that someone lacks "executive presence" because of their communication style, appearance, or demeanor, even if the person has the necessary qualifications and experience. This often becomes a covert way to perpetuate biases related to gender, identity, race, or socio-economic background.

2. Inconsistent Application

People may apply the term “executive presence” selectively to certain individuals based on personal biases. For instance, an executive might claim a team member lacks executive presence because they are introverted or “quiet” -- even though the individual excels in their role.

3. Suppressing Diverse Leadership Styles

The concept of "executive presence" can sometimes become synonymous with specific, often traditional or stereotypical traits like extroversion, assertiveness, or a dominant physical presence. People may use the term to encourage others to conform to these traits or to fit into a company culture that celebrates or rewards them, but unfortunately undermines those with different leadership styles. Likewise, individuals from different cultural backgrounds may be unfairly labeled as lacking executive presence or ambition if their communication style or leadership approach does not align with dominant cultural norms.

4. Undermining Confidence or Morale

Someone in a position of power might weaponize the term "executive presence" by using it as a way to criticize or dismiss someone’s credibility in front of others. This can be especially damaging if the term is used subjectively to cast doubt on someone's leadership potential or abilities, even when they are performing well in their role.

5.? Using It as a “Catch-All” Excuse

Instead of providing constructive feedback, some managers may use "executive presence" as an excuse or catch-all to avoid offering meaningful coaching or mentoring, or if that individual doesn’t know how to offer constructive feedback. When "executive presence" is used as an excuse for dismissing someone, it avoids the need to provide the detailed, actionable feedback that would help the person grow.

Knowing how to embody executive presence is a skill that supports you as a leader and can position you to level up in your career. But as mentioned, it's important to recognize the ways it may be problematic when not used as a way of helping you to level up.

If you are experiencing ANY of the challenges that I’ve outlined above and you want to know how to authentically boost your executive presence, message me here on LinkedIn and let's talk about it! My Next Level Navigator coaching program might be the perfect fit for you and help you level up in just 90 days!

Elayne Fluker is an Executive Coach for high-performing women who are transitioning to their next level and she is creator of the Next Level Navigator Coaching Program for women leaders. She is also an author, speaker and facilitator of leadership development workshops for Fortune 500 companies and organizations. Click here to get in touch with Elayne.