Julia Wuench* says most people aren’t association ‘executive presence’ with what it actually means.
Have you ever thought that you needed to work on your executive presence? If so, what did you think the term ‘executive presence’ actually meant?
The phrase ‘executive presence’ for many conjures ease of authority, matter-of-factness and emotional stoicism—traits that are often associated with white, heterosexual men.
But really, executive presence isn’t those things.
It comes down to being able to authentically gain buy-in from others based on your unique leadership style, and there are countless ways to do that.
There’s nothing wrong with being an authoritative leader…if it’s authentic.
Every leader has their own style and for some, being an authoritative and commanding leader actually is authentic and effective.
But for those who don’t naturally feel the need to command respect and authority from their teams, or even for those who don’t feel the need to inspire their people at every turn, the term executive presence can feel daunting or inauthentic.
It can feel as though it’s encouraging leaders to abandon their own personalities and leadership styles to fit the ‘executive presence’ mould.
Instead, it’s important to encourage diversity in leadership styles, many of which have proven to be better for productivity and employee morale than the standard ‘boss-type.’
A better approach to leadership
Instead of encouraging executive presence as we know it, it’s time to break traditions and instead, encourage our leaders to find their own styles that feel authentic and motivating to others.
For those at the top, it’s important to understand that there are an array of leadership styles out there and while some can be more effective than others in certain industries and environments, each of them does have its own pros and cons.
While there are plenty of known leadership styles, some of the most successful leaders out there fall into these categories:
- Humble: The humble leader is modest and fair.
They rely on consistency to produce reliable outcomes and often work in collaboration with their teams instead of above them.
- Energizing: An energizing leader is upbeat and encouraging.
They motivate their team and strive for workplace happiness.
- Resolute: Resolute leaders frequently take risks and challenge the status quo to produce better results.
- Connected: The connected leader is always thinking of ways to connect teammates with helpful people and resources.
Each of these styles, as well as the many others that are out there, vary greatly.
Each can work well in a variety of environments and with different team dynamics.
It’s important for those in managerial roles to remember not to strive to become a certain type of leader but instead, to naturally align with the style that feels authentic to them.
Authenticity in leadership is vital to building trust among teams.
Instead of working on executive presence, consider the benefits of authenticity and leadership styles that are true to a leader’s unique morals, beliefs, and personality.
*Julia Wuench is the Founder and CEO of The Authenticity Guide and a Business Insider Most Innovative Coach.
This article first appeared at forbes.com.
