executive presence presentation
Post on 13-Jan-2017
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Enhancing your executive presence
Presented by Daniel Chang, Clayton Yeo
Internal use only
Page 2
Agenda
► Executive presence matters
► Why is executive presence important
► Decoding executive presence as a tool for success
► Gravitas
► Communication
► Appearance
► Executive presence challenges to consider
► Small interactions can make a big impact
► Seeking feedback, coaching, and mentoring
► Tips to develop your executive presence and to help others develop theirs
Page 3
What is executive presence
Executive presence is the perception of an individual
as having substance and authority, being capable,
trustworthy, “in charge,” and inspiring followers.
► Presenting yourself to highlight your talent
► Demonstrating strong self-awareness of the personal values that
define you, as well as your preferences, default style and behaviors
► Showing others that you have the knowledge, skills, and style-
switching abilities to exceed expectations in a variety of contexts
Page 4
Decoding executive presence as a tool for success
Per Center for Talent
Innovation research, senior
executives view these three
components as most
important:
► Gravitas: 67%
► Communication: 28%
► Appearance: 5%, but ALL
recognize its potential for
derailing talent
Page 5
Gravitas
(gra-vi-tahs) is the combined effect of variables that “signal to the world
that you’re the real deal, a heavyweight in your field and in your
organization, someone worthy of being heard and followed”. (CTI, 2013)
Confidence Showing that you believe in and
have confidence in yourself, so
others will too, particularly when
under pressure
Decisiveness
Successfully advancing a
perspective, recommendation
or path of action when
consulting within the firm and
with clients
Emotional Intelligence Demonstrating empathy for
others, considering diverse
perspectives and being
accountable for actions and
their impact, particularly in
tough and stressful situations
and times of change and
transition
Integrity Standing by values, standards,
and ethical principles
particularly when challenged by
superiors, clients, and/or
established organizational
traditions
Reputation
Being considered a positive role
model and standard-bearer in
your organization
Foresight Inspiring others with certainty
about the future; convincingly
interpreting complex data and
information, reliably
extrapolating from trends and
painting a realistic and relevant
image of the desired state
Page 6
Communication
Commanding speaking
skills Engaging the audience
intellectually and emotionally in
content and motivating actions
and/or change as a result
Stakeholder/audience
focus Collects insights into the
background, experiences and
perspectives of stakeholders.
Ability to deliver a message that
is packaged for the specific
audience (i.e., using style
versatility/style-switching)
Active listening Attentively checking
assumptions, probing and
feeding back what was heard to
a speaker; confirming
understanding and
demonstrating comprehension
of the whole message
(including the implied and
unstated)
verbal, non-verbal and virtual ways of conveying explicit
and implicit information and signal your capability and
“gravitas” to others. (CTI, 2013)
Page 7
Appearance
► Appearance variables are an important first filter or threshold that
does not determine executive presence, but can potentially derail or
undermine it.
Grooming Caring for one’s physical
appearance to create a
professional and polished look
Attire Choice of clothing that supports
one’s substance and “gravitas”
does not distract from it, while
still maintaining one’s sense of
personal style and identity.
Again, this will vary significantly
for some individuals who work
with clients with
very different dress codes
Mannerisms Ensuring that personal habits
(or “ticks”) – verbal and non-
verbal – do not distract,
undermine or contradict one’s
substance and “gravitas” from
the perspective of the audience
How you look; the (first) impression you make (in only
250 milliseconds!) that can either distract from, or
confirm, your capability and “gravitas”. (CTI, 2013)
Page 8
Executive presence challenges to consider
► There isn’t a “fixed” set of rules for executive presence since its perception
based and specific to the particular context and situation you are in
► Self awareness is key
► Specific challenges exist for groups that aren’t widely represented in
leadership
► Women, Minorities, Generation Y, Non-Natives, etc
► Demonstrating executive presence requires style-switching across different
situations and environments
► Get out of your comfort zone
► Experiment on new ways of thinking
► See personal change as an opportunity for enrichment
► Feedback on executive presence is essential, but it can be difficult to provide
and seek and receive
Page 9
Small interactions can make a big impact
Asking for, giving and receiving
detailed and constructive
feedback on executive presence
is the foundation for everyone’s
development as a professional.
Use the power of stories! Share yours and ask others about their experiences too
Equitable
Magnetic
Experiences
Mentoring
Coaching
Feedback
Page 10
Tips to develop your executive presence
► Engage in self-assessment across a variety of contexts
and situations
► Repeatedly ask for, and openly listen to feedback from a
variety of people
► Take action on the feedback and check in often to see if
you are making progress
► Seek out coaching and mentoring on the specific areas
you want to develop
► Talk to someone you trust if you are having a difficult time
figuring out how to be authentically you, while also
effectively demonstrating executive presence
Page 11
Tips for helping others develop their executive presence
► Raise awareness about the importance of executive
presence and have conversations about it often
► Talk to team member(s) in advance of new and different situations
to let them know what questions you may ask them, before going
into a meeting with clients
► Create a feedback rich environment and practice!
► Have more junior team members practice their presenting skills
with you and provide real-time feedback
► Start with a positive, then move on to developmental points with
specific examples
Page 12
Questions
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