Reach potential by developing executive presence
It is likely that you have a sub-optimized source of leadership and executive talent within your organization. Tapping into this source of talent could help solve some of your leadership and succession challenges. In a “war for talent” it could give the edge over your competitors. Who is this sub-optimized talent? It’s your subject matter experts and leaders who “lack executive presence”.
Executive presence is one of the most common development needs for leaders and subject matter experts within organizations. We often roll our eyes and throw-up our hands when we hear the term because everyone means something different, and it’s not clear what can be done about it.
Think about the 9-box performance and potential grid that many companies use for talent planning discussions. Think about the people who are rated as high-performers with low potential. Some of these individuals are considered low potential because of their level of executive presence. They bring great value, and you would love to promote them, but their executive presence is holding them back.
But, what if we could do something about it? What if these leaders could improve their executive presence?
Core Principle - People can develop in almost any area if 1) they know what “good” looks like, 2) they can pinpoint where they are today in comparison, and 3) they are motivated to change.
Executive presence can be defined clearly. There have been several attempts to define executive presence. The Bates Model of Executive Presence is the best example. It breaks down executive presence into three dimensions - Character, Substance, and Style. These three dimensions are made up of 15 facets that range from Appearance to Integrity and Authenticity. Many believe that executive presence is all about superficial issues, but the core of a leader and how they express it are ultimately key drivers of how others perceive them.
The best way to understand the model is to apply it. List the names of leaders on your leadership team or a team you work closely with. Note your perception of each leader’s executive presence (high, medium, or low). Then take a look at the Bates Model. For each leader, which of the 15 facets do you perceive as strengths, and which do you perceive as opportunities for development? Imagine how their impact and potential would improve if they were able to make progress on their development opportunities.
Executive presence can be improved. Executive presence is based on perception. Leaders have high executive presence only if others perceive that they do. This is not that different from other leadership capabilities. Leaders are only considered strong in creativity if others perceive that they are. If they have lots of great ideas, but never share them, they are not perceived as creative. Leaders’ behaviors drive how others perceive traits like creativity and executive presence. Mindsets, beliefs, and attitudes drive behaviors.
Often people struggle to improve executive presence because they don’t know specifically enough what they are doing well and where they need to improve. The Bates ExPI is a 360 feedback assessment that measures how a leader is perceived on the 15 facets of the Bates Model. It pinpoints where the biggest improvement areas are around executive presence. Improvement is similar to other leadership capabilities once leaders understand their specific needs. Mindsets, beliefs and attitudes that get in the way of change need to be challenged. Leaders need a development plan, accountability, and commitment to making behavior changes. This isn’t easy, but it is possible.
What should business leaders and HR professionals do about executive presence? One option is to do nothing. If nothing is done, nothing will change...possibly. Those strong performers with low potential may keep working in your organization and adding value. They will probably never live up to their untapped potential. Or, some of these leaders may leave your organization and go somewhere else where they feel there is more opportunity.
Another option is to bring executive presence into your talent management approach. Include a model like the Bates Model in your talent review and succession planning meetings and use it to pinpoint strengths, development needs, and action plans. Educate leaders and employees about the model and incorporate it in performance and career discussions when it makes sense. Do webinars or workshops about executive presence and personal brand.
A third option is to conduct a Bates ExPI assessment for employees and provide coaching.
Core Principle: People often become “stuck” in ways of behaving for three reasons: a) they don’t have a clear vision for change, b) their current perspective doesn’t allow them to see a path forward, or c) they’re avoiding unpleasant experiences.
Coaching is a powerful way to address these three ways of becoming “stuck” and moving forward. Coaching can help leaders challenge mindsets, beliefs and attitudes that are holding them back. Coaching can also provide structure and accountability to facilitate behavior change.
Recommendations:
Incorporate an executive presence model like the Bates model in your talent management approach
Identify leaders whose potential is limited by their executive presence, get clear on their needs, and identify action plans
Educate leaders about executive presence
When the stakes are high, assess executive presence using the ExPI, and provide leaders with coaching and development experiences