The WWWWW of Executive Presence: What is it?

Executive presence is conceptual in the sense that we cannot buy it off the shelf or order it from an online store.  It is not a commodity like toothpaste that promises us “a ring of confidence.”  Although it is true that increased personal confidence is one of the hallmarks of someone with executive presence.  

Happily, however, we can all develop our executive presence!  It starts with the way we think about ourselves and the all-important impressions we make daily on those around us:  our managers, our colleagues, our direct reports and not least our external stakeholders.  The first and most essential ingredient to executive presence is developing our conscious awareness of self, others and the environment in which we work.

Building a strong, confident executive presence is career-accelerating.

Have you ever realised that you cannot not communicate?  Everything we say and do communicates something to those around us.  For example, a manager who is always quiet, reflective and deeply listening in the weekly executive team meetings is still communicating loudly.  Depending on how the other individuals in the team receive these messages, inevitably thoughts such as, “’she is unsure and timid,’ ‘she is not prepared, ‘she does not contribute at all,’ and ‘why is she here?’ will be in the various heads around the table.  

In essence, executive presence is the combined perceptions that others form about us.  We can shape these perceptions positively and well.  With heightened self-awareness we can shape and manage others’ perceptions of us in the most positive ways. 

You may think that developing your executive presence goes against your desire to be authentic at work; that you don’t want to be someone you are not.  If you are only starting to develop your presence, or if you wish to modify or radically change your current executive presence, you can do so entirely within the parameters of being ‘authentic.’  You can remain true to your own beliefs, values and strengths as you build your unique executive presence.  

Look out for our next article on the WWWWW of Executive Presence (What, Who, When, Where and Why); we will be covering the ‘Who’ of executive presence. 

Would you like to enhance your executive presence?  People Results offers the Executive Presence Half-Day workshop in Brisbane, Sydney, Melbourne and Perth on a regular basis.  Our July workshop dates are:  

• Executive Presence for Women - Sydney on 16th July 2014 
• Executive Presence for Women - Melbourne on 29th July 2014 

Please contact People Results for workshop dates in other States.

Executive Presence: Looking the Part, Sounding the Part

He looked the part.  In fact he surpassed ‘looking the part;’ he was the part!  The ‘he’ being a 30-something professional (His profession will not be revealed so his privacy is protected.)   He was dressed in a bespoke light grey-blue suit, not a hair or eyebrow out of place, with a freshly-scrubbed look about him despite the time being 6.30 in the evening. 

As he walked the few steps to the lectern, the audience members’ eyes followed him, anticipating a brief and friendly welcoming speech.  It would be the typical ‘This is who we are and this is what we do.’  Fifty to 60 professionals and managers were seated in the function room.  Most people in the audience were in the corporate, government and higher education sectors.  All possessed the ability to influence - if not the authority to make - decisions about suppliers.

 

All he had to do was to capture the audience’s attention and interest about his firm for a few minutes.  Ideally his short introductory presentation would be both impressive and memorable!  At the very least, it would have to be competently delivered.

Executive Presence:  Looking the Part and Sounding the Part.

From behind the lectern, the presenter started to speak as he looked down at his notes.  He kept looking down as he read word for word in a tentative and deliberate manner.  It was as if he was learning this information himself for the first time.  Had he only just joined the firm that week?  Why was he having to read this basic information word for word?  Why did he not try to connect with us, his audience, and engage our attention and involvement?   He plodded on, continuing to look down as he spoke in a cautious ‘I’m feeling my way” manner. Many audience members were thinking, “Why is he not making eye contact?” “Why does he not know this information off the top of his head?”

Mercifully it was only a short speech and the audience members’ pain stopped as soon as he sat down.   What can be said of this presenter’s preparation, presence and performance?

On the positive side, he was well presented and looked very professional and self-assured.  As the audience, we were looking forward to the evening.  There was plentiful goodwill in the room.  But when he started to speak, these good impressions were overturned.  They were contradicted - and even shattered – because of his poor preparation and inept oral presentation.

Would this poor speaking performance reflect on the brand, reputation and professionalism of the firm?  In all probability, the answer is “Yes.”  Poor impressions will linger in the minds of the audience members but hopefully not for all time.  They will remain until other more positive impressions and judgments accumulate over time and replace them. 

It is true that we can’t ever go back and make a second ‘first impression.’ If we have hit the wrong series of notes the first time round, they linger in the ears and minds of those we are communicating with for some time. In executive presence terms, all the various elements of personal presentation, of how we speak and interact with others and our actions should align and reinforce each other.   

At People Results, our mission is to develop leaders who confidently think, speak and act.  Can we be of assistance to you and your team?   We look forward to your telephone call or email.

Lynne Lloyd 

Managing Director 

People Results 

1300 167 981

enquiries@peopleresults.com.au

www.peopleresults.com.au 

People Results' Programs relevant to the above article:

Executive Presence Half-Day Workshop 

Executive Presence for Women Half-Day Workshop 

Confident Presentation Skills One-Day Workshop 

Over 50: Being Seen, Being Heard and Being Employed!

To a driving upbeat soundtrack, the short promotional video showed images of people enjoying the outdoor lifestyle and amenities of the vibrant city of Brisbane and its surrounding countryside.   At the beach, on the bay, dining in sophisticated restaurants and on-trend cafes.   A city which is reaching out to promote itself in China, Europe and the USA as the newest “world city” represented itself as all about people and families.  What was not shown?  Not one person in the video appeared to be over the age of 40!

It’s a funny sensation (and not in a good way) when you watch and listen to a video presentation of the lives of people in your city and community and you are not there.  You are not airbrushed or in the background somewhere, no, you are entirely absent!

Ageism in Australia is endemic and pervasive.  The keen observer will notice that ageism seems to be more evident in Australia than in other countries such as the USA, U.K., China and many European countries.    It is certainly true that older Australians (particularly anyone over the age of 50) finds it extremely difficult to get a job.  Age discrimination in employment is widespread, deep and almost intractable.  

Age discriminationt keeps many talented older Australians out of work.

In the ‘Weekend Australian’ on March 229-30, an article with the headline “Plan for over-55s to work for dole” supported its message with one man’s story.  His name is Christopher Chapman; he is 64.  Five years ago he was retrenched from a Sydney law firm.  Despite all his experience in the law, for five long years, Christopher has not been able to get a new position.  He has found the labour market practices “cruel and discriminatory.”  He has been living on the pitifully-low Newstart allowance. How humiliating for him; how unjust, wasteful and short-sighted that employers and recruiters have rejected this man’s candidacy over and over again.

Is age discrimination really endemic in all sectors and organisations across the Australian economy and geography? Yes it is!  But it is hidden from open view.  In any overt manner it is difficult to get the direct evidence to be able to prove that you have been discriminated against because you in an older age group. However, there are a few employers who have been pathfinders for not discriminating against people on the basis of age or for that matter on the basis of disability and other factors.  A stand-out example is Wesfarmers Limited, in particular their Bunnings hardware stores.  This iconic Australian business has lived its diversity inclusion employment policies.  Bunnings got them in place early without being forced to do so.  Hiring older workers has proven to be smart business strategy on many levels for them.  The Bunnings' internal culture is like an extended family with the young, middle and older employees all helping each other and being part of a positive team culture.  

It has ever been the case that young people want (and need) to step up and take over from older incumbents in all areas of government and public institutions, the economy and society.  This generational succession is the way it should be.  However, it should not mean older people are locked out of getting paid employment. 

Our Australian Government wants and needs older Australians to work longer because we are living a lot longer.  The age for qualification for the age pension has increased and will likely increase again soon.  We cannot, on the one hand, say to older Australians “you must keep working after age 65 if you can’t be self-supporting” without them having a hope of being employed because they keep crashing into the barrier of age discrimination. 

The voice of older Australians needs to be clearer and louder to get the attention of State and Federal governments, in commence and industry and throughout all of society’s institutions.  We must insist on being seen, being heard, being valued … and being employed!

Have you experienced age discrimination?  Or are you close to someone who has experienced it?  
How do you want your voice to be heard?

Lynne Lloyd 

Managing Director 

People Results 
Executive Coaching and Talent Development 

Telephone 1300 167 981 

Email:  enquiries@peopleresults.com.au 

Web:  www.peopleresults.com.au 

So You Have To Give a Group Presentation: Ten Top Tips

Yes, you can become a calm, clear and confident presenter.

1. Remember to breathe deeply before you commence and to remain conscious of your breathing throughout your presentation. Voice only works with air.  If you are breathing from the top of your chest, there is simply no way you will be able to produce a clear, strong voice.

2. Open strongly and close strongly.  These top-and-tail parts of your presentation are what the audience absorbs best and remembers the longest. 

3. Choose a clear, logical structure that you and the audience can follow.

4. Select only the most important and persuasive points and present them in order of importance.  Do not try to tell everything about your topic.

5. Talking too fast means that audience comprehension drops dramatically.  Be vigilant and self-checking for when your pace increases. Combined with feeling anxious, talking quickly results in shallow breathing from the top of the chest.  Deliberately stop speaking for a moment and take some air into your body.  

6. Think of the people in the audience as your customers.  Focus on how you can help them (…to understand, to change, to solve a problem, to improve, to gain certain benefits).

7. Make your messages come alive by peppering your presentation with vivid stories and examples to illustrate key points.

8. Add light and shade by varying your pace (fast-moderate-slow) and the loudness and softness of your voice. 

9. Occasionally stop talking after a key point or question and silently look around your audience, giving everyone the time and head space to take in your message. 

10. Keep driving home your core message(s) by using repetition, linking one key point to another, recapping on previous points and summarising what you’ve covered.

The above ten tips and techniques (along with many others) are covered and practised in People Results' Confident Presentation Skills One-Day workshop which has been running for a number of years.  Hundreds of managers and professionals have completed this experiential program and graduated with flying colours. 

If you or someone you know or who reports to you wishes to become a competent, confident presenter, People Results has workshops coming up in April in Brisbane and Rockhampton.

Please note we also deliver this Program in-house for clients in groups of 8 to 12 team leaders, managers and executives.  Contact us at People Results for more information on 1300 167 981 or enquiries@peopleresults.com.au