Executive Presence

The New Rules of Executive Presence: Beyond Outdated Notions

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Leadership and executive presence have evolved far beyond traditional stereotypes. I coach a lot of leaders on presence, and I’ll tell you right now that there is no “template” or “one way” to have presence. You need to do the work to find your authentic way to show up for yourself, and for the people you lead. Your way might not look like what you traditionally think about presence.

Let’s explore how modern-day leaders can cultivate a powerful presence that inspires and influences others.

Personal Brand vs. Executive Presence

Personal Brand: Your personal brand is your unique identity—the way you market yourself both within your organization and to external prospects and clients. It’s about confidently communicating your passions, value, and distinctive qualities. A strong personal brand establishes your abilities and capabilities in the minds of others.

Executive Presence: Executive presence goes beyond personal branding. It’s the intangible quality that makes you a leader others want to follow. It’s a blend of character, attitudes, and behaviors that demonstrate your commitment to your beliefs, values, and the success of those around you. When you possess executive presence, you look, sound, and act like a leader in the eyes of your team.

Perception Management, Not Manipulation

Both personal brand and executive presence involve managing perceptions, but they are not manipulative tactics. Instead, they require deep self-awareness. Knowing your passions, values, and authentic purpose allows you to communicate and connect genuinely with others. Remember, a leadership title doesn’t automatically grant executive presence; it’s earned through consistent actions and behaviors.

Authenticity Matters

Here’s where outdated notions of presence fall off the rails. People can sense when it’s all an act. Learning how to perfect body language, eye contact, “charisma” — sure, they can help. But that’s not the whole story. In fact, I firmly believe you can be someone who struggles with certain traditional “behaviors” that are associated with presence and still have a strong presence that inspires people.

Authenticity is the key. Being authentic is the cornerstone of executive presence. And it isn’t about conforming to expectations; it’s about staying true to ourselves while adapting to our roles — and adapting our communications for those we lead.

The New Rules

  • Transparency and vulnerability build trust. Share your challenges and growth experiences openly.
  • Truly listen to others. It’s a sign of respect and empathy. And minimize those darn distractions that take your attention away.
  • Adapt swiftly to change. Flexibility and agility are essential.
  • Be digital savvy. Mastering digital communication is crucial.
  • Champion inclusion. Create an environment where everyone feels valued.

The Bottom Line

Modern leadership and executive presence transcends outdated norms. It’s about authenticity, adaptability, and genuine connection. As leaders, let’s redefine presence and inspire those around us to do the same.

This post was inspired by a new workshop I am co-creating with a colleague as well as a recent HBR article that’s worth the read.

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Michael Piperno is a communication coach and executive presence expert. His insights empower leaders to communicate effectively and authentically.

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Beyond Grit

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Lately, my LinkedIn feed has been full of posts about “grit.”  The concept has become a rallying cry—almost a badge of honor worn by those who refuse to give up. 

But what exactly is grit, and how does it intersect with effective leadership? Let’s explore the nuances. 

Grit, at its core, embodies a combination of perseverance and passion—the unwavering commitment to long-term goals. Yet, here lies the paradox: Some mistake grit for blind perseverance, assuming that relentless effort alone will propel them to success. 

In reality, true grit is more than that. It involves a balance between persistence and flexibility.

Listen, I can persevere like the best of them. It’s one of my top overdone strengths. And I have to remember that relentless effort and persistence are not always the right tools for the job. In fact, some of the best business decisions I’ve ever made have involved giving up something that wasn’t working.

Those decisions were sometimes hard, especially when I cared deeply about something or believed in something so much. But ultimately it came down to my emotional (and sometimes physical) well-being. That’s right—overemphasizing grit without considering well-being can lead to burnout. 

Listen, grit has its place. It certainly is a valuable part of a larger leadership puzzle. The most effective leaders combine it with adaptability, skill development, emotional intelligence, and a holistic view of well-being.

Want to read more about grit and its superpowers and pitfalls? This article from Psychology Today hits on some important points to keep in mind. 

Looking to sharpen your emotional intelligence and leadership communication skills? We can help. Let’s talk.

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Your Team Needs to Hear That You Value Them

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Your team is your greatest asset. You know that. But life, work, and the world is moving so fast….

Yes. That’s exactly why you need to make it a priority to make your team members feel seen and valued. Here are some ways to do it.

Recognize Individuality

Acknowledge the unique qualities each team member brings. Embrace diversity—be it in skills, backgrounds, or perspectives. When individual uniqueness feels acknowledged, inclusivity flourishes.

Unleash Superpowers

Identify and leverage the strengths of each team member. Everyone has superpowers that contribute to the team’s success. Use these strengths to fuel motivation and purpose.

Acknowledge Hard (and Good) Work

Don’t underestimate the power of appreciation. Regularly express gratitude for your team’s efforts. A simple “thank you” goes a long way, but adding the “why” goes even further in fostering a culture of value. Some phrases that work: “If it weren’t for you…” or “What you proposed made all the difference….” You get the idea.

Cultivate a Culture of Value

Build a culture where communication is open, feedback is kind and constructive, and everyone’s well-being is a priority. This not only boosts job satisfaction but also creates a resilient and high-performing team.

Success is intertwined with the value each team member feels. See your team, appreciate differences, unleash superpowers, and recognize good work.

Strengthen these bonds, and you’ll cultivate a culture of respect, collaboration, and success.

Communication matters, as does every member of your team.

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The Power of Your Name

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See my facial expression in this photo? It’s expressing how I feel when someone calls me “Mike” right after I’ve introduced myself as “Michael.”

If you call me Mike and you aren’t family or a super-close friend, I know you don’t know me well.

What else does it mean?

That’s right, the person didn’t listen.

Listen. That’s leadership lesson 1 from this brief rant. Lesson 2 is this…

People appreciate hearing their own names. In fact, the use of personal names in communication has been shown to enhance attention and recall, and makes people feel recognized and important.

In short, people light up when they hear the music of their own name.

So, use people’s names when you communicate. And when you meet someone new, listen carefully when they introduce themselves to you, and say their name back to them. (Nice to meet you, Anthony.)

It’s not just a word; it’s a powerful connection. Plus, you’re more likely to remember it if you say it out loud.

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Blind Spots and Strengths Gone Awry

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Oops, I did it again. I came off as arrogant. Now, I’ve been called arrogant 4 times during my professional journey.

Each time it hurt my heart. Because I don’t mean to be perceived that way. Ever. Full stop.

Arrogance is the flip side of my self-confidence strength. And when I show up as overly self-confident in the eyes of others, they can see me as arrogant. This used to be (and sometimes still is) a blind spot for me.

The missing piece is that in most cases I am using my self-confidence strength with positive intent — I want to help. I want to cheerlead. I want to make sure someone else sees their own greatness.

But that doesn’t always work. And now that I am more self-aware of the strengths I can overdo (perseverance is another one — boy can I look stubborn sometimes), I can see and feel it happening. And most of the time I can dial it back and save myself.

But not always. Ahh, still a work in progress.

What strengths do you tend to overdo? And are they limiting your effectiveness when you don’t realize how they’re affecting others?

Think about it. And if you need help uncovering your overdone strengths, reach out. I’ve got a terrific assessment that shines the light on them for you — so you can better manage perceptions in the future.

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Leaders Set the Tone

You Set the Tone

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When you are a leader, you set the tone. I don’t care if you are leading a multi-million-dollar company or a meeting with two other people. When you’re in charge, you have immense power to influence those who look to you for guidance, direction, or inspiration.

Use your power well. Take that extra moment today to ensure you are setting the right tone when you communicate — in meetings, in private conversations, and in your written communications.

It only takes some self-awareness and an extra moment. The results are worth it.

Photo by Markus Spiske on Unsplash

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Personal Brand or Executive Presence

Personal Brand or Executive Presence?

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Many people confuse these two terms, so here is my attempt to give some clarity.

Personal Brand

Your personal brand is how you market yourself — internally within your organization, or externally to prospects and clients. When you have established a strong personal brand, you are able to confidently and clearly communicate your passions, value, and unique qualities to others. 

A personal brand establishes or clarifies your abilities and capabilities clearly in the minds of others.

Executive Presence

Executive presence is what makes you a leader that others want to follow. It’s a culmination of character, attitudes, and behaviors that clearly demonstrates your commitment to your beliefs and values, and to the development and success of others. 

Executive presence ensures you look, sound, and act like a leader in the eyes and minds of those you lead.

Perception Management is Different from Manipulation

Both of these terms involve managing perceptions. But don’t think of either of them as manipulation. Sure, there are bad leaders who are good at acting like good leaders, and there are ruthless political schemers who inappropriately bulldoze others in pursuit of their own selfish objectives. That’s not what we’re talking about here.

Think of it more as knowing yourself so well — your passions, what you value, the value you bring to others, and your authentic purpose — that you are able to operate in a way that will clearly communicate and connect with others.

Just remember that a leadership title does not automatically give you executive presence. You need to do the work to clarify your purpose, and to act and behave in ways that make you credible, trustworthy, and inspirational.

Similarly, experience in your field or past successes and achievements don’t magically create a personal brand that others will see. It’s your job to tell others. And you can do it in a way that is true and authentic to you.

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