Worried about Executive Presence? Lean into Authentic Leadership!

Many leaders aiming for a promotion come to coaching expressing their desire to develop their executive presence. I find these discussions truly exciting! In the evolving landscape of leadership, it's heartening to witness a shift from the traditional ideals of executive presence.

Gone are the days when executive leadership equated to projecting an impeccable fa?ade and exuding an aura of unapproachable authority. In the 21st century, executive presence has evolved to align with the principles of authentic leadership. When we speak of presence, we're referring to how others feel in our company. It's in this space that leaders strive to be authentic, relatable, and inspiring.

Today, the greatest challenge facing leaders is having access to the information they need for quick decision-making. Organizations require leaders who are agile, adaptable, and constantly evolving to meet the demands of a changing context.?

If leaders wish to have access to the information, perspectives, and ideas they need to make informed decisions, it's imperative that people feel comfortable sharing this information. They need to trust their leaders and feel psychologically safe. It's crucial for leaders to eliminate intimidation or placation from the equation.

The following dimensions have been emerging from the coaching conversations I’ve been having and outline a shift toward an authentic leader’s executive presence. I’ve also included how our coaching conversations have supported these leaders along the way. ?

?1: Self-Discovery

In the past, executive presence often meant maintaining an unwaveringly composed exterior. However, today's landscape emphasizes self-awareness. Authentic leadership begins with leaders understanding their motivations, values, strengths, and vulnerabilities. Leaders who are in tune with their authentic selves can better connect with their teams and establish sincere relationships.

Coaching supports leaders in embarking on a journey of self-discovery, encouraging them to explore their motivations, values, and emotions. Self-awareness is the cornerstone of authentic leadership.

?2: Emotional Intelligence

Traditionally, executive presence was linked to a stoic and almost robotic demeanor. Today, we expect our leaders to be emotionally intelligent. Leaders who acknowledge and manage their own emotions while empathizing with their team members are more approachable and relatable, allowing trust and rapport to flourish within their teams.

Coaching helps leaders enhance their emotional intelligence through practices like self-compassion, empathy, active listening, and open communication. Leaders who can create space for others to process their emotions and provide support are better prepared to inspire and motivate their teams.

?3: Transparency

Historically, executive presence was associated with maintaining an air of mystery. Today, authenticity calls for transparency. Leaders who practice sharing their thoughts, challenges, and decision-making processes create an environment of trust and inclusivity.

Coaching assists leaders in developing an awareness of appropriate boundaries and the skills to be transparent in communication. This builds confidence in sharing insights that help the team understand the rationale behind their decisions. It also empowers the leader to manage up and have the confidence to speak their truth to power.

?4: Adaptability

In the past, leaders were expected to project unwavering confidence in all situations. Authentic leadership recognizes the value of adaptability. In today's dynamic world, leaders must be willing to learn, grow, and adapt as circumstances evolve. The courage and humility required to be flexible foster innovation and resilience.

Our coaching conversations often center around adaptability, addressing tendencies toward perfectionism and assisting leaders in developing a growth mindset and openness to change. These leaders lead by example, embracing new ideas and approaches.

?5: Empowerment

Conventional executive presence often relied on a top-down, command-and-control approach. The updated paradigm emphasizes empowerment. Authentic leaders understand that their role is to support and enable their team members to excel. They coach to provide guidance and resources but allow their team members to take ownership of their work.

Coaching supports leaders in cultivating a coaching and mentoring mindset, building competence to provide constructive feedback, delegate effectively, and empower their teams to make decisions.

?6: Inclusivity

Executive presence in the past often favored a select few who conformed to a specific mold. The updated shift towards authentic leadership promotes inclusivity. Modern leaders want to create diverse and inclusive environments where everyone's voices and perspectives add to the collective creative intelligence.

Coaching for inclusivity builds an awareness of cultural humility, curiosity, and a valuing of diverse perspectives and contributions. An inclusive leader understands their own biases, social location and cultural values. This awareness empowers both the leader and their team to value and leverage the power of diversity. ?

The transformation of executive presence has ushered in a profound shift in leadership. Authentic leadership emphasizes self-awareness, emotional intelligence, transparency, adaptability, empowerment, and inclusivity.

As a leadership coach, I am appreciating the opportunity to support leaders navigate this new paradigm. I applaud and encourage these modern leaders to embrace their authenticity and harness it as a powerful tool to inspire, motivate, and lead their teams to success in this complex and evolving world of ours.