I was recently asked about a corporate phrase that I saw as ‘toxic.’ Let me tell you, I had a LOT to say about this.
I have spent my career in leadership development. Since I was 20 years old, interning at a company, I’ve heard the phrase “executive presence” thrown around. This is a weighty phrase, and can mean so much. But I have my doubts that it is always used correctly or for the right reasons.
Executive presence is hard to define
It comes up in performance reviews and promotion considerations all the time, but I think it’s gone from being an intangible, but well-meaning concept to an overused catch-all phrase to throw around when leaders just can’t get specific about development opportunities.
Executive presence, on a good day
When used in a valuable manner, this can help a leader explain to more junior employees what is expected as they rise the ranks. This encapsulates the way they will be expected to field questions from team members, or present to senior leaders. This can include a certain business acumen where someone understands the business and the downstream impacts of decisions on the spot, while talking with executives. This is in how someone manages bad news or last-minute changes.
Executive presence, when used as a weapon
This phrase can be used when a manager doesn’t have more specific feedback to provide. This hinders the employees’ development if they aren’t actually receiving constructive feedback. It may also be excluding them from things based on something that is archaic or inappropriate. For example, if you have a Black colleague who wears their hair in locs, this should be seen as professional. This is not a reason to attack their ‘executive presence.’ If an ADHDer shares that they prefer to stand in a meeting room, learn more. Maybe they need to move around as a kinesthetic learner. This is a workplace accommodation and should not be held against them either.
Dig deep and provide valuable feedback
Managers, if you ever find yourself saying “well, you just don’t have the executive presence” to your direct reports, I challenge you to name their opportunity areas. It might be uncomfortable to deliver feedback. But it makes you a better leader AND could help your team member grow their career.
If you have a team member who has shared their ADHD diagnosis with you, don’t hold it against them! Help identify specific activities where they should bring more awareness.
Defining Executive Presence
Because this is such a sticky subject, we built out content in our Lead with ADHD program to tackle this! We break down the three pillars of executive presence, and the subcomponents that contribute to perceived success. There are elements that are naturally harder for ADHDers, but there are also ways ADHDers thrive using this formula.
Let Us Help
Are you tasked with leadership development programming around executive presence? Or, are you working with neurodivergent employees to understand how they present to leadership? Mullins Professional Group would love to help you. Reach out and we can help you build something great!
