Introduction
“Executive presence” has become one of the most sought-after leadership capabilities—and one of the least understood. It is a popular topic for coaching, yet most organizations can’t really define what the term encompasses, let alone what inclusive executive presence should look like. The result is that organizations try to fit people into a box of narrow, subjective norms. These norms can unintentionally favor certain groups while limiting others, causing inauthentic and ineffective leadership.
Modeled by the Few, Imposed on the Many
Executive presence has long been shaped by a vague mix of “gravitas,” polish, confidence, “fit,” and leadership style—criteria that reflect dominant cultural norms more than objective standards. These ideas don’t arise in a vacuum. They’re formed through years of watching and imitating the people who hold power in our organizations. A 2023 Harvard study, How To Fix the C-Suite Diversity Problem, found that corporate C-suites remain overwhelmingly white and male. When the leadership ranks lack diversity, it’s no surprise that many emerging leaders feel disconnected from traditional messages about what executive presence is supposed to look like. The danger is that these norms begin to feel natural, objective, and universal – even when they’re culturally specific and rooted in bias.
Presence Without a Prototype
The challenge for organizations is fostering strong leadership without prescribing a single way it must look. A more inclusive definition of executive presence focuses on impact rather than image—such as the ability to inspire confidence by remaining calm, clear, and intentional under pressure. Those behaviors can show up differently across leaders, yet all demonstrate the steady, grounded presence needed in moments of stress. This reframes presence from a subjective, appearance-based judgment into a set of observable, measurable capabilities that organizations can evaluate consistently and fairly.
Action Steps to Redefine Executive Presence
The first step in redefining executive presence is to expand the visual and behavioral representation of leadership. Organizations must expose employees to a wider range of leaders whose styles, backgrounds, and communication approaches all successfully inspire confidence. By elevating diverse role models across internal platforms—town halls, storytelling, panels, project teams, and leadership communications—the organization begins to shift its collective mindset toward a more inclusive definition of leadership.
This expanded representation reframes executive presence around impact rather than appearance. From there, organizations can anchor presence in clear, measurable behaviors, such as:
- Clarity of communication
- Emotional Intelligence
- Strategic Thinking
- Ability to Influence
Conclusion
Redefining executive presence isn’t about lowering standards—it’s about grounding them in what truly drives leadership effectiveness. When organizations move away from appearance-based expectations and toward behaviors that inspire trust, clarity, and confidence, they unlock a more authentic and diverse pipeline of leaders. Executive presence becomes something anyone can cultivate, not something only a few can perform. By broadening what leadership looks like and anchoring presence in observable, meaningful behaviors, organizations create space for leaders to show up as their best, most impactful selves. Ultimately, inclusive executive presence strengthens not only individuals but the culture and performance of the entire organization.
