The power of Executive Presence
Have you ever considered what makes you want to follow one leader but not another? In its essence, it boils down to that person’s presence.
I’m not referring to the seemingly charismatic leader who mesmerizes the audience with delusional messages.
Presence in this context rather encompasses a range of qualities that signify being fully engaged, aware, and effective in the moment—here and now. A person who is truly present can also connect deeply with others, maintain self-awareness, and positively influence their environment.
In the dynamic world of business, executive presence is crucial. Paired with a truly positive intention for the greater good, it’s simply unstoppable.
It deeply encompasses the qualities that help leaders project trust and authenticity—sought-after leadership qualities, indeed.
Understanding Executive Presence
Executive presence is not just about how one looks or speaks; it’s rather a multifaceted quality. Some of the leadership qualities that come into mind when we consider a leader with executive presence are traditionally confidence, communication skills, composure, appearance, decisiveness, influence, authenticity, and emotional intelligence.
In my experience, the development of executive presence is deeply intertwined with a leader’s own leadership maturity and vertical development.
As leaders progress through higher stages of vertical development, they naturally enhance their executive presence, becoming more confident, authentic, emotionally intelligent, and influential. Their center of gravity goes from a focus on ”me” to ”we”, to ”all of us”.
Why is this so important? Well, leaders at a higher level of vertical development have proven to navigate better in complex business landscapes and be more effective in driving organizational transformation and ecosystemic change.
The leader we want and need to become
As a mature leader from a vertical development perspective, inhabiting executive presence involves integrating a deep level of self-awareness, emotional intelligence, the ability to navigate complexity, and the ability to authentically influence and inspire others:
Self-Awareness and Reflection:
- Continuously engages in self-reflection and mindfulness, understanding personal biases and their impact on decisions.
- Maintains a clear sense of purpose and values, which guides actions and interactions.
- Projects authenticity and consistency, fostering trust and respect among team members.
Emotional Intelligence and Empathy:
- Demonstrates high emotional intelligence by empathizing with others, managing personal emotions effectively, and responding to the emotional needs of the team.
- Uses empathy to build strong, trusting relationships.
- Creates a supportive and inclusive environment where team members feel valued and understood, enhancing morale and collaboration.
Complexity and Ambiguity:
- Comfortably navigates ambiguity and complexity, integrating diverse perspectives to find innovative solutions.
- Uses systems thinking to understand the interconnectedness of various factors and their implications.
- Leads with vision and adaptability, inspiring confidence in the team’s ability to handle change and uncertainty.
Influence and Authenticity:
- Influences through authentic engagement, inspiring others by living the values they espouse.
- Communicate a compelling vision that resonates with the team’s values and aspirations.
- Motivates and mobilizes the team towards shared goals, fostering a sense of collective purpose and commitment.
A more vertically mature leader simply exhibits executive presence through deep self-awareness, emotional intelligence, and the ability to navigate complexity with authenticity and vision. This contrasts with an Achievist leader who focuses on goal attainment and external validation, potentially limiting their effectiveness in complex, rapidly changing environments. The evolved leader’s ability to connect authentically, inspire trust, and lead through uncertainty sets them apart in fostering a resilient and innovative organizational culture.
Vertical Leadership Development
Vertical Leadership Development goes beyond traditional skill-building to expand a leader’s capacity to think and operate at higher levels of complexity. It focuses on evolving from a conventional to a post-conventional mindset, enabling leaders to hold multiple perspectives, anticipate change, and lead in dynamic environments.
Vertical Leadership Development is increasingly utilized for leadership development worldwide and has been highlighted in many popular leadership publications over the years, from Forbes to Harvard Business Review.
You still haven’t heard about it?
There are – as always – several schools of thought within this field, which makes it slightly difficult to comprehend at first glance.
In short, Vertical Leadership Development (VLD), focuses on evolving a leader’s mindset to handle increasing complexity and ambiguity. Unlike traditional skill-building (horizontal development), VLD aims to expand cognitive and emotional capacities, progressing through stages from externally-driven to internally-driven, integrative thinking. This development enhances self-awareness, strategic thinking, and the ability to lead transformational change. By cultivating higher-order perspectives, leaders can navigate complex challenges more effectively and inspire more significant organizational impact.
Notable research in this field has, for instance, been produced by Jane Loevinger, William Torbert, and Susanne Cook Greuter. Another school of thought was originated by Robert Kegan, building on the work of Jean Piaget, a famous psychologist with a focus on child development. Terry O’Fallon has instead taken an integral approach to vertical development, building on the work of philosopher Ken Wilber. Other researchers have then focused on specific aspects of vertical development, for instance, on the more mature or post-conventional stages, which have proven to be of utmost interest in the space of leadership due to their evolving capabilities to thrive in disruption and complexity. Dr Antoinette Braks later focused on the applied part of Vertical Leadership Development from an executive coaching and organizational development perspective. See for instance her article on Leadership Coaching Leads to Later Stage Development (2021)
Slow down to speed up
Sometimes, life asks you to slow down to speed up. You are simply reflecting on how you can have a more meaningful impact.
At that point, Executive Coaching for Vertical Development can help you move forward with expanded presence, capacity, and impact. Your inner journey will enable not only increased executive presence but also outer change, Better Business, and a better future.
About the author
Elisabet Lagerstedt
Elisabet Lagerstedt is the founder and director of Future Navigators. As a trusted advisor, consultant, and Executive Coach, she helps business leaders navigate beyond business as usual to build Better Business and co-create a better future - through insight, strategy, innovation, and transformation. Elisabet is also the author of Better Business, Better Future (2022) and Navigera in i Framtiden (2018).