Leadership Presence–The “It” of Leadership
Bo Carrington
We all want it, seek it in and from others and happily follow it. So what is the “it” that is so desired by most? The “It” we’re talking about is leadership presence. Unfortunately the “it” is hard to define and even harder to emulate because unlike leadership in general, presence is not a series of things we do; it is instead a state of being that impacts others in a meaningful way. Leadership presence is what separates good leaders from great leaders. Research shows that the manager or executive with strong leadership presence is generally better situated for significant career growth than their peers with lower leadership presence.
So what is Leadership Presence and why is it important?
Think for a moment; a manager walks into the room and automatically something changes. Most can’t describe what just happened, or what caused it without using words other than describing it as an “it.” What we hear from them is “There’s just something about that guy/gal, not sure what “it” is, but whatever “it” is, I like it. Has the manager ever done something for those in the room… maybe, maybe not; yet something (the “it”) compels them to like, trust and follow him and seek to be around him.
Leadership presence (LP) is the “it” that creates that instant impression. LP immediately creates a positive and inspiring, confident feeling within a person. It leads people to automatically want to trust the manager, and to follow wherever the manager wants to lead.
Aside from what it does (which is often used as a descriptor like the previous paragraph), LP is better defined as a group of traits that when combined produce a positive reaction in others which can in turn create a feeling of attraction then movement or action. LP is produced through a combination of authenticity, confidence, humility, ability to communicate, and courage.
Now that we know what LP is at a high level, let’s break it down to a usable level and start with authenticity. We hear this word a lot in leadership development. Claims that we have to be authentic are true, and while it sounds easy, that’s far from the truth for many. You don’t just decide to be authentic and instantly become authentic. Authenticity is something that exists within the character of a person and is demonstrated naturally by their behaviors and subsequently, their impact on others. Some “try” to be authentic, but conceptually if one has to try, then they by definition are not being authentic. That, however, does not mean you can’t work on your authenticity. Authenticity is about being real, not only in the minute, but all the time. As a leader we develop our authenticity by first knowing ourselves. This self-knowledge allows a leader to hold true to being themselves by giving the leader something to contrast their behaviors with. Through work and constant internal and external feedback a person can become more authentic. Authenticity will develop as your character intentionally develops.
Confidence is a key determinant in having strong LP. Confidence is a strong attractant that helps others believe in things that are far outside their personal range of confidence. It’s as if people seek to tap into the confidence of the leader to fill their own void. The kind of confidence required for LP is not an egocentric kind, but is instead a quiet confidence grounded in humility. A different kind of humility that the demure or meekness typically associated with humility, but a humility that come from a leader that knows him or herself. This self-knowledge allows the leader to know that their confidence is grounded in reality. It’s that comfort that drives the leader while also keeping the leader grounded.
This humility mentioned also allows followers to feel good about themselves and helps them feel valued. A leader demonstrating humility allows room for others to feel safe being themselves. It tells people that they matter which in turn compels people to believe the leader cares about them. It creates an “others oriented” perception which moves the spotlight off the leader and onto others. Humility has numerous ways of showing up as its own trait, which means it is a behavior that can be developed through intentional development efforts.
All of the traits described so far are typically conveyed through communication, both verbal and nonverbal. Therefore the heightened ability to communicate with others is essential in the LP equation. While a leader may exhibit behaviors relating to the other traits, the power of being able to connect, convince and inspire is immeasurable in the mix. Leaders with strong LP are outstanding communicators and not just through their words, but through all aspects of communication. They demonstrate strong empathy, they recognize that all communication is personal and thusly adjust to meet the needs of their audience.
The final trait is at the top of the list that most people use to define LP, courage. Courage is a natural outcome of the combination of all the other four traits described. Courage is very much like the confidence described, it is something that people seek out in order to fill their own void so it to becomes a natural attractant. Real courage is not situational, it is consistent. We see courage demonstrated regularly in the work place, however the difference between the two is its origin. Courage is a natural outcome from a desire to do what is right and with the right motivation. People see it and trust that the leader’s motives come from an “other’s” orientation.
Many feel that having a strong leadership presence is the “be all to end all” in leadership and leadership development. It is incredibly important but not always required in terms of it being strong. However, if you really want to impact others, and your own leadership effectiveness, spend a little time considering your personal presence and see if there is something you might need to stop doing, start doing or do differently and begin there.
Remember, while this magical concoction of intrinsic and extrinsic traits–like many things within leadership–sounds fairly simple, they may not necessarily be easy.
