LEADERSHIP PRESENCE

In the ever-evolving landscape of leadership, one trait consistently stands out as critical for effective leadership: leadership presence. This elusive quality, often referred to as "executive presence" or "commanding presence," is not about power for its own sake, but rather about the ability to authentically connect, engage, and inspire others. In this blog, we delve into what leadership presence is, why it matters, and how it affects both leaders and their followers.

What is Leadership Presence? Leadership presence is a blend of personal and interpersonal skills that when combined, send the right signals to others. It involves how a leader carries themselves, communicates, and interacts with others. It's not just about what you say, but how you say it and the non-verbal communication that accompanies it. Leaders with a strong presence are often described as confident, competent, and calm under pressure.

Why Does Leadership Presence Matter? Inspires Confidence: A leader with a strong presence instills confidence in their followers. People are naturally drawn to leaders who appear confident and capable. Facilitates Effective Communication: Good leadership presence includes being an effective communicator. This doesn't mean just speaking well but also listening actively and empathizing with others. Enhances Decision-Making: Leaders who have a commanding presence are often more decisive.

Their clarity in communication and confidence helps in making and implementing decisions effectively. Impact on Leaders: Career Advancement: Leaders with a strong presence are more likely to be noticed and considered for higher positions.

Increased Influence: A commanding presence allows leaders to be more persuasive and influential in their interactions. Better Crisis Management: Leaders with a strong presence remain calm and collected during crises, enabling them to manage challenging situations more effectively.

Impact on Followers: Increased Engagement and Productivity: Followers of leaders with a strong presence are more engaged, motivated, and productive. Trust and Loyalty: Such leaders inspire trust and loyalty, which are crucial for team cohesion and morale. Professional Growth: Followers often learn and grow from observing and interacting with leaders who exhibit a strong presence.

How to Develop Leadership Presence:

​ 1.Self-awareness: Understand your strengths and areas for improvement.

2.Body Language: Practice confident body language and strong eye contact.

3.Effective Communication: Develop clear and concise communication skills.

4.Emotional Intelligence: Cultivate empathy and the ability to read and respond to others' emotions.

5.Continuous Learning: Seek feedback and be open to learning and personal development.

Conclusion: Leadership presence is more than just an innate charisma; it is a set of skills and behaviors that can be learned and honed.

By developing a strong leadership presence, leaders can profoundly impact their own effectiveness and the success of their teams. Remember, the goal is not to become someone you're not, but to authentically embody the best version of yourself as a leader.

Call to Action: We invite you to reflect on your leadership presence. What are your strengths in this area, and what could you improve? 

 






​A GROWTH MINDSET:
​
A growth mindset is characterized by the belief that abilities and intelligence can be developed and improved over time through effort, learning, and perseverance. Individuals with a growth mindset see challenges, failures, and setbacks as opportunities to learn and grow.

They are more likely to embrace new experiences, take risks, and put in sustained effort to achieve their goals. They understand that success comes from hard work, learning from mistakes, and continuously pushing themselves beyond their comfort zones.

People with a growth mindset
tend to:
1.Embrace challenges and view them as opportunities for growth.
2.Emphasize effort and hard work as essential for improvement.
3.Persist in the face of setbacks and failures.
4.Learn from criticism and see it as a way to improve.
5.Find inspiration in the success of others and use it to motivate themselves.


A fixed mindset is characterized by the belief that abilities, intelligence, and talents are inherent traits that cannot be significantly changed.

Individuals with a fixed mindset tend to avoid challenges that could potentially expose their shortcomings, as they fear failure or looking incompetent.
They often stick to their comfort zones and avoid putting in extra effort because they believe that their abilities are already fixed and cannot be improved upon.People with a fixed mindset tend to: Avoid challenges to protect their self-perception of competence

 Believe that effort is not worth it, as their abilities are predetermined.
Give up easily when faced with difficulties or failures.
Feel threatened by the success of others, as it reflects on their own inadequacy.
Ignore or reject criticism, as it threatens their self-image.

It's important to note that individuals can exhibit both mindsets in different areas of their lives or even in different situations. However, fostering a growth mindset is often associated with better overall development, higher levels of achievement, increased resilience in the face of challenges, and a more positive attitude towards learning and self-improvement.

We understand that developing a growth mindset involves recognizing and challenging fixed mindset beliefs, reframing challenges as opportunities for growth, valuing effort and persistence, seeking out learning experiences, and embracing the idea that improvement
is possible through dedication and hard work.

Most people vacillate between both types of mindsets, that's normal to a degree, but being mindful regarding a growth mindset will set the stage for more opportunities and how to create success from them. Good luck on the growth mindset journey:)

​How could you get what you want, but not what you need? 

Introduction: Navigating the complex interplay of desires and necessities can be challenging. My experience in a Silicon Valley-based program, Wantology, emphasized this, revealing the often overlooked difference between what we want and what we truly need.
Case Study: I had been coaching a senior executive facing a pivotal career moment. Despite a strong network and impressive credentials, they encountered a significant organizational shake-up. Prioritizing salary over other aspects, they secured their financial demands in the reorganization. However, the role's transformation led to a loss of authority and purpose, resulting in dissatisfaction.
Realization: Through emotional intelligence-based coaching, it became clear that their fundamental need was to feel valued and impactful, qualities not fulfilled by monetary compensation alone. Their true worth stemmed from making a difference and feeling aligned with their core values.
Resolution: Ultimately, they transitioned to a role that resonated with their intrinsic values, even at the cost of a lower salary. This shift towards aligning with their authentic self was pivotal in finding true fulfillment.
Conclusion: This experience underscores the importance of distinguishing between our wants and needs. While our wants are often influenced by external factors like status and wealth, our needs are deeply rooted in our values and beliefs. Understanding and aligning with these core aspects leads to more meaningful and satisfying life and career choices.





Alycia Setlin ACC BCC MS - Consultant -Coach Innerwork Dynamics