Sector News

Why executive presence is harder for women leaders

December 3, 2015
Diversity & Inclusion

Kelly is an executive coaching client. She is considered high potential in her company and one of the coaching goals identified is for her to improve her executive presence. As I did feedback interviews about her, here’s what I heard from different people:

“Well, she just doesn’t act like she’s executive material”

“Hmm, I’d like for her to be more vocal and impactful in meetings”

“Kelly’s sometimes too emotional about her point of view. She needs to tone it down.”

“Kelly’s body language says she’s not comfortable being in executive situations.”

“She needs to dress the part, be more executive-like.”

I am confused. And likely so are you.

For many women leaders executive presence feels elusive.

Too many times in my own career as I sat through employee succession planning discussions, someone would say: “Jane’s not ready to be promoted yet. She just needs more honing on executive presence”. Everyone would nod their heads knowingly and Jane was put in the “ready in 1 to 2 years” box. The problem was she never got out of that penalty box because no one dug deep to understand what executive presence really is, to give her direct feedback, or to help Jane grow in her executive presence.

Sometimes executive presence is a politically correct term to be intentionally vague so we don’t have to say what feels uncomfortable to give the employee direct feedback on. As an executive coach, I get to have one-on-one conversations with bosses and receive feedback for my clients that they feel uncomfortable giving. Here are some of the statements I’ve heard:

“She needs to show less cleavage.”

“She’s built like a foot-ball player and dresses like one.”

“That accent she has is so thick, I can’t get her in front of clients.”

I am intentionally using examples of female leaders because in my experience it is by far women who get put in the executive presence penalty box most often. There are many more factors they need to deal with related to personal presentation and attire, not to mention gender bias related to operating style (too timid, too aggressive, etc).

EY Executive Coach Tracey Edwards says:

Defining executive presence is like nailing jello to a wall.

So based on interviews with many senior leaders in organizations, I created a framework I hope will be useful for us to be granular and productive as they identify executive presence strengths and development opportunities for others. It’s also a way for you to do a self-assessment and seek out the feedback that we all need to grow.

Physical Presence – This is about whether your physical presence is appropriate for the job. I put this first, not because it is most important, but that it is what people notice first. Here is the question to ask yourself: Is my attire and personal presentation (hair, make-up, clothes) appropriate to my job situation in a way that builds credibility? Not all of us can look like Angelina Jolie, but we can present our best selves. What is appropriate in your job is based on your workplace culture, so be attentive to how the people with credibility dress around you.

Communication Presence – This is about how you connect with people. Since 90%+ of communication is non-verbal, it is also about your body language. Is your posture open and confident, your shoulders back and relaxed? Do you communicate to others through your body language that you are confident? Since most of us form first impressions quickly, is your handshake firm so that it communicates both strength and confidence? Do you make eye contact with people as you communicate with them?

How impactfully do you communicate your ideas? Is your voice high-pitched or low? Lower pitched voices generally convey greater authority. Do you speak with conviction? Do you pause to see if people are following you? How effective are you in presenting to larger and smaller groups and thinking on your feet to respond to questions? Do you interact with others in a way that is professional? It’s also about how well you listen to others, giving them your full attention, and give them cues that you understand what they’re saying.

Emotional Presence – This is really about emotional intelligence and self-management. Do you know how to manage yourself during stressful situations? Are you self-aware enough to know what your triggers are and what default behaviors they cause? Are you able to keep your head and stay calm in charged situations? Are you able to read a situation and be flexible in your response?

Executive presence comes down to conveying confidence, credibility, connection, and calm.

By Henna Inam

Source: Forbes

comments closed

Related News

March 24, 2024

Majority of US workers say they lack awareness of workplace neurodiversity

Diversity & Inclusion

About 68% of U.S. employees say they’re unfamiliar with the term “neurodiversity,” and only 22% are aware of working with a neurodivergent colleague, according to a March 18 report from Eagle Hill Consulting. Although 72% said they would hire a neurodivergent employee, few receive formal training on working with or managing neurodivergent workers.

March 17, 2024

Beyond Flowers and Platitudes: Reclaiming the Essence of International Women’s Day

Diversity & Inclusion

Every year on March 8th, social media blossoms with celebratory messages for International Women’s Day (IWD). Amidst a sea of congratulations, one might pause to reflect: What exactly are we being congratulated for? Being women? Our gender identity isn’t a matter of achievement or choice—it’s a facet of our being.

March 15, 2024

It’s time to highlight the business opportunity of DEI initiatives

Diversity & Inclusion

Right now, diversity, equity, and inclusion (DEI) initiatives are under growing scrutiny. Some companies are pulling back from DEI initiatives amid nervousness around shareholder activism and possible investor or customer pushback. Highlighting the benefits of DEI to an organization’s performance and the wellbeing of employees is the best way to address this negativity.

How can we help you?

We're easy to reach