Executive Presence: Why It Matters & How to Build It Among a Diverse Group of Leaders

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Why it Matters to
Everyone & How to
Build it Among a
Diverse Group of
Leaders
EXECUTIVE
PRESENCE?
March 18, 2015
Monica Marcel
Founding Partner
Christal Morris
Global Director, Inclusion & Diversity
Monica Marcel
Founding Partner
Christal Morris
Who We Are

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Session
Objectives
Learn importance of different
executive presence models to
grow and sustain one’s career
Learn what other organizations
are doing to embed executive
presence into their D&I strategies
Why Diversity & Inclusion
Professionals Should Care about
Executive Presence
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Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
Spend3minutessharingyour
ideasonthesequestions
© 2015, Language & Culture Worldwide, LLC
WhattypeofpeopledoyouWhattypeofpeopledoyou
seewhoare developedfor
executiveroles?
Whataresome
termsorbuzzwords
youhearabouthow
itisdeveloped?
Howisit
evaluatedor
measured?
Executive Presence in
Your Organization
www.LanguageAndCulture.com

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Did you know?
• 30% of Fortune 500 CEOs are 6’2” or taller, compared to 3.9%
of general population.
• 268 senior executives surveyed said “executive presence”
counts for 26% of what it takes to get promoted.
• People of color are 37% more likely than whites to feel that
they need to compromise their authenticity at work in order to
conform to conventional standards of executive presence.
• 81% of women say they’re unclear about how to act on
feedback they are given regarding leadership development
(partly because it’s contradictory).
• Deep sounding voices correlated to $187,000 in salary among
a study of 792 male CEOs.
• 40% of African-Americans—and a third
of people of color overall—feel like
outsiders in their corporate culture,
compared with 26% of Caucasians.
Bates Executive Presence Model
Authenticity
Integrity
Concern
Restraint
Humility
Practical Wisdom
Confidence
Composure
Resonance
Vision
Appearance
Intentionality
Inclusiveness
Interactivity
Assertiveness
“Does not shy
away from making
his/her opinions,
views, and
reactions known.”
“Knows how to de-escalate
emotions and focus
discussion.”
“Shares the life lessons that
underlie his/her views and
beliefs.”
http://www.bates-communications.com/bates-model-of-executive-presence-white-paper

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Entry ticket
Performance against goals and objectives
Common denominator in the promotion process
Confirms your ability to take on more responsibility
Must grow to stay above the bar as it is being raised
Coleman’s P-I-E Model for Executive Presence
PERFORMANCE
“Exceptionally Well”
10%
IMAGE
“Emulate Leaders”
30%EXPOSURE
“Need Sponsors”
60%
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Significant impact on your career
Makes you visible to those who can influence your career
Can be enhanced by a network of mentors
Bosses and Champions
Is the message sent before you speak
Includes many areas…walk, dress, demeanor
Answers the question “I’m Ready” or “I’m not Ready”
The language of serious players at or near the top
Is conservative and traditional in style and dress
SOURCE:
Based on book by Harvey Coleman - “Empowering Yourself - The
Organization Game Revealed”
http://www.hcoleman.com/products/Books/EmpoweringSelf/default.htm
Towers Watson’s Approach
 The Center for Talent Innovation (CTI) conducted a 2012 study on
Executive Presence
 They held interviews and focus groups with a nationally
representative sample of 2,202 U.S. college-educated men and
1,727 women of various ethnic backgrounds and in white-collar
occupations
 What is Executive Presence? Their research found that EP depends
on three things:
Source: No Ceiling, No Walls, Leading Women, 2013; Executive Presence: How to Crack the Code, Center for Talent Innovation, 2012.
© 2013 Towers Watson. All rights reserved.
towerswatson.com
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Communication
28%
Appearance
5%
Proprietary and Confidential. For Towers Watson and Towers Watson client use only.
Gravitas
67%

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Challenges…
Based on LCW’s research into how Executive Presence models intersect with D&I goals
“You leada dual life, you absolutely do.Thereis
aninhibition.You justdon’twanttotalk aboutit.
AndI’dneverdreamofwearinga sarito work.”
“Theremightbeissues ofpersonalstyleor“Theremightbeissues ofpersonalstyleor
‘executive presence’that couldbe holding
someoneback,butthatpeoplefeelawkward
aboutaddressing—oftenbecause theyfear
seemingracistiftheydo.”
“Mystyle isdirect.Inthe
backofyour mind, you
wonderandworrywhether
you’re perceived asbeing
demandingand
confrontational.”
“Thelessyou gettobe
yourself,thelesslikely
othersare toremember
youforhigh-visibility
assignmentsandtheless
visible youwillindeed
become.”
“Male supervisorsdiscourage
feedbackbecause theyfearan
‘emotionalreaction’andare
concernedthatperceived
favoritismtowardsfemale
employeesmayopenthemupto
a sexual harassmentlawsuit.”
“You’re like a
chameleon,
constantly
changingtheway
youare.”
Why D&I Professionals Should Care about Executive Presence
1. Women, people of color and LGBT identifying individuals report
disproportionately that they cannot be themselves and also be viewed as
having Executive Presence
2. Women and people of color are less likely to get the feedback they need to
develop executive presence (than are white males).
3. Organizations are likely to miss out on great talent they need to innovate, if
they do not expand the organization’s ideas of what executive presence
looks & feels & shows up as.

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282828
WHAT AM I
supposed to do?
Action Planning for...
D&I Professionals
Line Managers
HR
Don’t automatically accept “just doesn’t have it”
Enable and require feedback to women, people of color, LGBT
identifying individuals, and those with disabilities
Enable and require feedback to women, people of color, LGBT
identifying individuals, and those with disabilities
Promote the use of objective criteria when building
pipelines—to minimize subjectivity during talent review
Remember the role that sponsorship plays NOW in
building visionary executives for TOMORROW
Track positive results
Your Role in Tackling ‘Executive Presence’ Challenges in the
Organization
29
Check your biases

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Strategies for Developing Your Own Executive Presence
1. You must wear your clothes, your clothes must not wear you
2. You must have intellectual curiosity and vigor in your thought
3. You must be observant
4. Behave as the leaders behave, or find yourself a place that is more in
keeping with your personality
5. Be a community organizer
6. Become an expert in your field
7. Learn how to socialize
Source: Diversity Inc. http://www.diversityinc.com/ask-the-white-guy/executive-presence-guide/
And remember:
Minimize your communication, gravitas and appearance blunders.
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THANK
YOU
Questions?
Monica Marcel
Monica.Marcel@LCWmail.com
Founding Partner
Christal Morris
Christal.Morris@towerswatson.com
www.towerswatson.com

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Executive Presence: Sources & Articles
• https://hbr.org/2012/10/too-many-people-of-color-feel/
• http://www.economist.com/news/business/21620197-getting-top-much-do-how-
you-look-what-you-achieve-look-leader
• http://fortune.com/2013/04/18/a-game-plan-for-aspiring-minority-executives/
• https://hbr.org/2013/09/great-leaders-who-make-the-mix-work
• http://www.diversityinc.com/ask-the-white-guy/executive-presence-guide/
• http://www.bates-communications.com/bates-model-of-executive-presence-
white-paper
• http://www.hcoleman.com/products/Books/EmpoweringSelf/default.htm
• Livingston, R., & Pearce, N. (2009). The Teddy-Bear Effect: Does Having a Baby
Face Benefit Black Chief Executive Officers? Psychological
Science DOI: 10.1111/j.1467-9280.2009.02431.x
• Women in Leadership, Harvard Business Review, 2013; No Ceiling, No Walls,
Leading Women, 2013; Executive Presence: How to Crack the Code, Center for
Talent Innovation, 2012.
• Executive Presence: How to Crack the Code, Center for Talent Innovation, 2012;
Do You Have ‘Executive Presence’?, Forbes, 2012.

Executive Presence: Why It Matters & How to Build It Among a Diverse Group of Leaders

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Executive Presence: Why It Matters & How to Build It Among a Diverse Group of Leaders