Executive presence is not a measure of performance…it’s a measure of image. This famous quote was offered by Sylvia Ann Hewlett, founder of the Center for Talent Innovation. And it makes sense because first impressions are the gatekeepers of acceptance.
Gravitas. Dignity. Importance.
The seriousness of your bearing. The solemnity of your comportment. The tailoring of your suits. The brand of your shoes. Back-in-the-day these were the attributes that conveyed your importance and your right to rule.
They were ‘observable external cues’ that signaled how lofty your station in life was. Traditional assessments of executive presence were silent but visible signs of importance and power. But these silent signs spoke volumes: “I demand respect and submission. I am a leader. Trust me.” And people did just that—even if it wasn’t wholly deserved.
Judging a book by the cover
The old school perception was simple: ‘read’ the cover. Buy the book. Conventional wisdom relied on a set of perceived attributes to qualify leaders. Thanks to their appealing appearance, prospective CEOs assumed unfathomable levels of power over thousands of people and billions of dollars. And as long as they conformed to the ‘ideal’ executive presence of a leader, the compatibility of their leadership style was not always assessed.
New book, new cover
The year is 2025 and executive presence and leadership development are….? Well, let’s just say, this ain’t your grandpa’s playbook.
Today executive presence and leadership development are not just being redefined. They’re being entirely transformed, morphing into something that is nearly unrecognizable and rather unsettling for old school executives.
According to the Harvard Business Review, “There is also a growing recognition that leadership development should not be restricted to the few who are in or close to the C-suite. With the proliferation of collaborative problem-solving platforms and digital ‘adhocracies’ that emphasize individual initiative, employees across the board are increasingly expected to make consequential decisions that align with corporate strategy and culture. It’s important, therefore, that they be equipped with the relevant technical, relational, and communication skills.”
Relational. Authentic. Emotionally Intelligent. Empathetic.
These are the invisible, internal attributes of a leader that employees want to follow today. Why? Because human beings are more willing to trust and submit to a leader who treats them like human beings.
The suit and the shoes notwithstanding, even executives who are quiet and unimposing may actually prove to be commanding leaders and dynamic visionaries, if given the chance.
It’s no longer so much about how a leader looks. It’s more about how their leadership style feels—how it’s experienced. Does it feel trustworthy, safe, adaptable? If so, that leader is likely to be a contemplative listener with an approachable demeanor. They may be capable of guiding the company with a steady hand through complex situations and may offer clarity, calm, and control during times of crisis.
Speaking of “by the book”
The Campfire Leadership Style by Magnovo’s CEO Rob Jackson is at the vanguard of ushering in a profound transformation in both executive presence and leadership development training.
Magnovo’s approach mirror’s Jackson’s magnum opus which offers insights on diverse leadership styles including competent leaders with calmer relationship styles—that is to say, those who don’t fit in the pigeon holes of old paradigms.
For example, regarding the leader who is also a “patient friend”, Jackson writes “Even though it is easy to confuse leadership with authority, there are many ways where you can be a leader without having to force your authoritative role onto your subordinates.”
Our leadership training techniques and tools include active listening skills; coaching and mentoring styles; incorporating transparency and psychological safety into the corporate culture.
Even our relationship building tools such as our charitable team building and DiSC personality discovery workshops are customized to build socially conscious teams and increase empathy and emotional intelligence. The goal: making your company one of the leaders of corporate social responsibility in your region.
Trust. Connection. Adaptability. Reliability. These are the interconnected pillars upon which Magnovo is built.
