Executive Presence needs to be re-purposed conceptually—-particularly into one that accepts people who may “look different,” may have “accents,” may come across as being “odd balls,” may not look “serious,” and may appear to be “ordinary.”

Intro: One of my coaching clients was prejudged by the CHRO at a major financial organization and told she did not have Executive Presence. The truth is she not only had Executive Presence, but is known for Compassionate Leadership that drives immense profitability.

If you looked at me riding my skateboard, instead of on a stage giving a presentation, you might incorrectly conclude I don’t have executive presence.

Let’s knock it off with the nonsense of perfect appearance.

If we look at the notion of presence from the standpoint of the most evolved psychological state of being, it’s actually what one would want in a leader: Someone who is tuned in to the present moment and their presence is available in all of their interactions.

ExecutivePresence embraces active listening, cultivates insights that drive innovation, and shows authentic appreciation.

You probably have one of these people on your Executive Team already. But you’ve pre-judged that they don’t have the physical manifestation of what you told yourself executive presence looks like.

When you do this, you destroy the self-esteem of your TopTalent. They will leave.

It might be a useful skill to recognize that the assumptions and biases your mind may be clinging to are unworthy of how you and your organization need to continue to thrive.