The Expectations of Executive Presence

In the last few months, we began our research for an updated release of our first book, The Hidden Factor. Written more than a decade ago, the book defined presence and offered executive-level insights on how presence helps some employees get ahead while the lack of it holds other employees back. Presence was viewed as a collection of attributes and expectations that increased with more visibility and responsibility across a career.

Our first book provided executive-level input on how employees show up in a business setting, and we’ve coached to those impressions and expectations for thirty years. In fact, we would say that the concepts of presence: Confidence, Commitment and Connection, are validated over and over again as we talk to managers and leaders about impact and influence.

But a decade ago now seems like a lifetime ago. And as we continue to provide expertise on presence, we’ve collected new insights to challenge and confirm our direction. And in our recent surveys and interviews, we researched two different perspectives: how employees think about presence in a leader and how leaders observe presence in employees.

As our work continues on our fifth book, here are some preliminary thoughts that may help you consider presence in your work environment today:

A Leader’s Presence – the Employees’ Perspective

Ten years ago, we ranked the attributes of presence. And while most of the original concepts are still there, the order of importance has shifted. While confidence, credibility and professionalism led the pack originally, today’s employees focus more on authenticity, believability and engagement.

It doesn’t mean that confidence and credibility are less important. It means to really influence an employee, a leader has to have more than that.

And leaders got a lot of that feedback and coaching during the pandemic. They were guided to share more about themselves and to start with a human connection before a business concept. It has elevated expectations of a leader to a compelling communicator. And leaders are seeking skills to become memorable and repeatable. It taps into our work on storytelling, and in many cases, the pandemic helped leaders get a jumpstart on this skill.

Storytelling is valued enough to be considered an expected attribute of presence in leaders. If you lead a large division or a function with multiple teams and you haven’t mastered storytelling, you’re behind your peers. It’s the element of presence that brings content and style together by helping a communicator establish lasting impressions and repeatable sound bites.

But if leaders are a little ahead on new expectations, employees themselves may be behind.

An Employee’s Presence – the Leaders’ Perspective:

When you ask leaders to think about how they notice presence in employees, there are some new dynamics to consider. Working remote or hybrid has had an impact on how easy or difficult it is to establish presence with leaders. And in several of our discussion groups, managers called this out directly. They say establishing presence is harder because they just don’t get as many opportunities. And it seems leaders feel the same.

Here are three themes we identified in surveys and conversations with leaders.

First, presence hasn’t changed. Choices have.

Leaders have stayed consistent to impressions and how they describe the impact of presence on someone’s visibility and opportunity. Bottom-line: “Like everyone else, I form an impression of you from how you communicate and how you present yourself in business settings.” But as employees have shifted with flexible hours, flexible settings and flexible everything else, the opportunity for comparison is more obvious.

Leaders would say an employee with presence stands out so much more today because of all the other choices being made around them. From how people show up in meetings to when they show up in the office, from lack of focus to lack of clarity, from being prepared to being unclear. And by extending the boundaries of how we work, we’ve also opened up more opportunities to miss the mark.

Second, in-person presence trumps virtual presence. Every time.

“You can’t confuse the convenience of virtual with the influence of in-person.”

A good analogy is this: You’re sitting in a room with a person and the television is on. You’re watching something together. But as you engage with each other, it’s easy for the show to be drowned out as you take more of an interest in your conversation with each other. You feed on each other’s enthusiasm which is expressed through body language and voice energy. There’s just more to take in and more to influence when you’re with someone.

It doesn’t mean that virtual can’t work. By focusing on the television, you and the other person in the room can choose to make the television the focal point. But it takes agreement and combined focus to make it happen. And in a business setting, a really good facilitator. And that puts your ability to make an impact in the hands of someone else.

Third, leveraging impressions is a lot about relationships. They matter.

If your presence is established as an initial impression, it takes repetition of that impression for people to attach presence to your brand. It’s how people begin to think about you and talk about you when you’re not around. They describe you to others, and they leverage you in different places.

Presence opens the door to new relationships. But leaders are talking a lot about the lack of relationships with newer employees.

In our discussions, one leader said: “If I’ve seen you twice a month in a virtual meeting and you’re one of ten people, I don’t really know you. I don’t think of that as a relationship. I only know you related to the skills you’re discussing in the meeting.” And without the more relaxed opportunity to form a relationship, it’s harder for leaders to assess expanded responsibility and consider promotion. For employees, it’s harder to have a network of champions.

 

As we head into another year of hybrid working and expanded choices, you should think about how presence shows up in your business setting. From leaders to managers, the expectations of presence have stayed consistent. But a lot about how we establish a presence has changed. And that’s going to take more effort around fewer opportunities. It means learning how to have a presence in the way you’ve been asked to work or the way you’ve chosen to work.

Resetting presence is a priority for us in the year ahead. And we anticipate 2024 will add another book to our resources.

As always, we’re here when you need us and hope you’ll consider how we can help you and your team reset presence in the year ahead.

Want a free 15-minute consultation with us to see how we can help you or your leaders? Book a call now!

Influencing Without Authority

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There’s a path in career advancement that isn’t always easy to navigate. It’s the spot between individual contributor and seasoned manager. And for some, the path never appears and for others, it’s as if the path was clear all along.

There’s some mystique to who finds the path and runs up it quickly and who turns a different way and misses the path altogether. Maybe some were given specific landmarks and guidance so they wouldn’t miss it. Maybe some knew where to turn and chose not to.

And it begs the question: who picks the path and who guides the turns?

Sometimes an earnest employee does it on their own. They jump in and seek guidance and can find their way. Sometimes it’s circumstances around a project or a big initiative that forces someone into management. But most often, it’s a mentor, a sponsor or a leader who sees something in someone that signals manager potential:

• Where do they see it? In everyday meetings or quarterly presentations.
• How do they evaluate it? Group reaction and response.
• And what do they call it? The ability to influence without authority.

It can be as subtle as someone who gains alignment with conflicting perspectives or as bold as someone who knows how to set options and impose action. It’s a skill that, once learned, will follow you throughout your career. And it’s a differentiator between an individual contributor and a management candidate.

The most common feedback employees get as they begin to gain visibility is: “You’re in the weeds. You’re sharing too much detail.” It’s feedback that means we’re asking you to recognize the difference in what you’re actually doing and how we’re asking you to communicate about it.

Let’s take two employees and consider what they missed.

First, John, a product supervisor. John has responsibility for upgrading a product and getting it back in the market in six months. John scoped the project in order to get buy-in and financing. And now, every day, he leads a huddle with the five developers working on it. He has a project manager who works with him to manage the flow of changes and incremental sets. Most days, John’s time is spent problem-solving with one of those developers.

John’s Mindset: John is in the weeds. He understands where he started on the project and he understands the end game of what he’s trying to deliver. He was a part of the conversations when the decision was made to invest in upgrading this product and why it matters to customers.

How John Communicates: If you ask John to attend a meeting and report on this project, you’re going to hear the play-by-play steps of what they’re changing, how they’re changing it, where they’ve gotten stuck, and what they’ve done to solve it.

Your experience of Emily will be similar.

Emily runs a lead gen process for a B:B sales team. She sits within the marketing organization, but her customer is sales. She runs weekly campaigns based on targeted personas, implied needs, and new verticals. She has a team of four, and they are deep in the weeds of watching website activity, tracking outbound mailings, and making real-time changes to adjust to activity.

Emily’s Mindset: She meets with her team daily, and she works with each individual on the specific campaigns they manage. Emily is deep in the weeds and close to the adjustments made on each activity or data point.

How Emily Communicates: If you ask Emily for an update, you’re going to get the play-by-play of each campaign’s activity and adjustments.

So, let’s go into meetings and see how others respond to them.

Assume you’re the VP Product and, quarterly, you meet with the VP Sales to let her know how things are progressing, so that her team can communicate what’s coming to customers. You invite John to give an update on the product upgrade and within five minutes, the VP Sales is shaking her head. After the meeting she says to you, “I didn’t understand any of that. What am I supposed to do with that information?”

John provided an update on the workflow and progress behind the update. He didn’t provide the strategic message that the VP Sales hoped to hear. She wanted to know how the update would impact the company’s customers, not how it was literally taking place. John was not effective in that meeting.

Now assume that you’re the VP of Sales and you have your regional directors coming in for a meeting. You’ve asked Emily to provide an overview of lead generation. At the end of Emily’s presentation, your district leaders were confused by the amount of data and didn’t understand what to plan for next quarter.

Just like John, Emily approached this visibility moment as an opportunity to showcase the work of her team. Her audience wanted to align her actions to their opportunities. Emily was not effective in her meeting.

In both meetings, the listeners’ impressions were:

• Too in the weeds…
• Misses the point…
• Unclear on the takeaway…

We describe it as the difference in talking about what you’re doing versus talking about the outcome you’ll deliver. But if you’re John or Emily, they would say that’s oversimplifying their biggest challenge. And the challenge is they don’t always see the difference in doing the work and communicating about the work. And it’s a skill that our team calls communicating and influencing without authority.

It’s communicating from the listener’s perspective and thinking about the value your listeners will take away from your insights. It’s worrying less about reporting on what you’re doing and putting in the context of a strategic mindset. This is the skill that allows some people to climb the manager path early. They’ve learned to speak someone else’s language so that communication aligns to what someone else is trying to accomplish.

Employees like John and Emily need help understanding the difference in supporting outcomes versus partnering on outcomes. It’s a shift from communicating activity to communicating outcomes.

When we coach that skill, it changes an employee’s momentum within a company. It improves their ability to influence conversations today, and it increases high-visibility moments, which leads to the next steps in their career faster.

And as we continue to see companies ask managers to step up quickly, we know this skill belongs in their toolkit. And that’s why we’ve packaged it as a new program for 2024. If you’d like to help one person step up for a promotion or your entire team partner more effectively with internal groups, give us a call. We’ve got the solution you need.

We’re here when you need us!

Want a free 15-minute consultation with us to see how we can help you or your leaders? Book a call now!