Executive presence is crucial for effective senior leaders, distinguishing high-potential leaders from those at the C-suite level. While often defined as projecting confidence and gravitas under pressure, I propose a broader understanding based on my coaching experiences with senior leaders.

1. Articulating a Leadership Vision: Senior leaders must clearly express their leadership perspective, explaining why others should follow. This vision inspires greatness in others and addresses the benefits of joining that journey.

2. Strategic Focus: Leaders at this level should prioritize long-term strategy over tactical details. They delegate technical tasks and instead foster a broad perspective, guiding organizational direction and developing talent to ensure future readiness.

3. Engagement and Buy-in: Senior leaders are responsible for creating a highly engaged workforce through shared visions, missions, and values that resonate with employees.

4. Communication: Increased communication opportunities should center on values, reinforcing culture, and promoting feedback to realign vision and objectives.

5. Empathy: A strong emphasis on empathy builds supportive relationships, prioritizing the needs of others over authority. Senior leaders should embody integrity, courage, and fairness.

6. Persuasiveness: Building commitment is key; leaders must inspire others to embrace their vision and believe in the value of their contributions.

7. Management Focus: Senior leaders are positioned to significantly impact their organizations, directing efforts and leading teams effectively.

8. Continuous Improvement: Lifelong learning and knowledge maintenance in their fields allow senior leaders to influence broader functional areas, fostering collaboration for collective success.

9. Energy and Enthusiasm: Senior leaders should maintain high energy and emotional engagement, keeping teams motivated toward their shared vision.

De-emphasizing:

• Self-reliance: Prioritize shared decision-making to enhance organizational capacity and buy-in.

• Authority: Respect the insights of peers and direct reports to inform decisions and directions.

A 360-degree Leadership Effectiveness Assessment (LEA) can be an effective tool for evaluating executive presence.