How to Build Executive Presence and Charisma

𝐖𝐡𝐲 𝐝𝐨 𝐬𝐨𝐦𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐠𝐞𝐭 𝐩𝐫𝐨𝐦𝐨𝐭𝐞𝐝 𝐟𝐚𝐬𝐭𝐞𝐫, 𝐡𝐞𝐚𝐫𝐝 𝐦𝐨𝐫𝐞 𝐨𝐟𝐭𝐞𝐧, 𝐚𝐧𝐝 𝐭𝐫𝐮𝐬𝐭𝐞𝐝 𝐦𝐨𝐫𝐞 𝐝𝐞𝐞𝐩𝐥𝐲? Of all the topics people ask me about, executive presence is near the top of the list. The challenge with executive presence is that it’s hard to define. It’s not a checklist you can tick off. It’s more like taste or intuition. Some people develop it early. Others build it over time. More often, it’s a lack of context, coaching, or exposure to what “good” looks like. Here’s what I’ve learned over the years, both from getting it wrong and from watching others get it right. 1. 𝐋𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐦𝐞𝐬𝐬𝐚𝐠𝐞 People early in their careers often feel the need to prove they know the details. But executive presence isn’t about detail. It’s about clarity. If your message would sound the same to a peer, your manager, and your CEO, you’re not tailoring it enough. Meet your audience where they are. 2. 𝐔𝐩𝐥𝐞𝐯𝐞𝐥 𝐭𝐡𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 Executives care about outcomes, strategy, and alignment. One of my teammates once struggled with this. Brilliant at the work, but too deep in the weeds to communicate its impact. With coaching, she learned to reframe her updates, and her influence grew exponentially. 3. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞 𝐬𝐮𝐛𝐭𝐞𝐱𝐭 Every meeting has an undercurrent: past dynamics, relationships, history. Navigating this well often requires a trusted guide who can explain what’s going on behind the scenes. 4. 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐜𝐨𝐧𝐭𝐞𝐱𝐭 Just because something is your entire world doesn’t mean others know about it. I’ve had conversations where I assumed someone knew what I was talking about, but they didn't. Context is a gift. Give it freely. 5. 𝐂𝐨𝐦𝐞 𝐰𝐢𝐭𝐡 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬 Early in my career, I brought problems to my manager. Now, I appreciate the people who bring potential paths forward. It’s not about having the perfect solution. It’s about showing you’re engaged in solving the problem. 6. 𝐊𝐧𝐨𝐰 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐜𝐚𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 Every leader is solving a different set of problems. Step into their shoes. Show how your work connects to what’s top of mind for them. This is how you build alignment and earn trust. 7. 𝐁𝐮𝐢𝐥𝐝 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 Years ago, a founder cold emailed me. We didn’t know each other, but we were both Duke alums. That one point of connection turned a cold outreach into a real conversation. 8. 𝐃𝐫𝐢𝐯𝐞 𝐭𝐨 𝐜𝐥𝐚𝐫𝐢𝐭𝐲 𝐚𝐧𝐝 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧 Before you walk into a meeting, ask yourself what outcome you’re trying to drive. Wandering conversations erode credibility. Precision matters. So does preparation. 𝐅𝐢𝐧𝐚𝐥 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 Executive presence isn’t about dominating a room or having all the answers. It’s about clarity, connection, and conviction. And like any muscle, it gets stronger with intentional practice.

26% of your promotion depends on executive presence. But no one explains what those words really mean. "She lacks executive presence" might be the most frustrating feedback ever. Because it's rarely followed by what to actually do about it. I've coached hundreds of leaders through this exact challenge. Here are 7 ways to build executive presence: 1. Practise Strategic Silence ↳ Leaders who listen first command more respect ↳ Ask: "What are your thoughts?" - then pause 2. Simplify Complex Ideas ↳ Complex language often masks insecurity ↳ Replace jargon with everyday language 3. Calibrate Your Reactions ↳ Overreacting undermines your credibility ↳ Ask yourself: "Will this matter in 6 months?" 4. Bring Solutions, Not Just Problems ↳ Leaders are remembered for solving problems ↳ Never raise an issue without at least one solution 5. Own Your Authority ↳ Undermining phrases erase years of hard work ↳ Remove words that weaken your message: "just," "kind of," "I think maybe" 6. Own the Room ↳ Your physical presence speaks before you do ↳ Sit tall and take up your full space at the table 7. Expand Your Influence Beyond Your Role ↳ Broader influence gets you bigger opportunities ↳ Volunteer for cross-functional projects Executive presence isn't about changing who you are. It’s about showing up as your real, confident self. ♻️ Repost to help your network ➕ Follow Dora Vanourek for more

“Smile more” isn’t executive presence advice. It’s a tell. It usually means this: “We can’t quite picture you at the next level yet.” After 25 years in corporate leadership and 9 years coaching women into VP and C-suite roles, I’ve learned something uncomfortable: Executive presence is rarely about personality. It’s about signal. Here’s what decision-makers are actually watching for long before a promotion conversation ever happens. ⏸️ You don’t rush to fill space Senior leaders pause. Not to think. To choose. Silence reads as control. Speed reads as anxiety. 🧭 You regulate the room before you try to lead it When things go sideways, people look to you first. Not for answers. For steadiness. If you escalate emotionally, you lose authority even if you’re right. 🧠 You invite challenge without needing to win Defensiveness is the fastest way to shrink in a room. Curiosity signals strength. “Tell me more” does more for your credibility than a perfect rebuttal. ⚡ You decide before certainty shows up At VP level, waiting for 100% clarity isn’t prudence. It’s a red flag. Leaders are trusted to move at 70–80% and adjust publicly. 👁️ You influence even when you’re not speaking Posture. Stillness. Eye contact. Presence is often most visible when the mic is off. 🧩 You answer for the room, not just the question Executives don’t just respond. They connect dots out loud so others can follow their thinking. No one gets promoted because they were more pleasant. They get promoted because others already experience them as a leader before the title changes. If you’re working toward the next level, don’t ask “How do I come across?” Ask: “What signal am I sending when the pressure is on?” Pick one behavior to practice this week. The room will notice before you do. 🔖 Save this before your next high-stakes meeting ➤ Follow Jill Avey for leadership insight without the performative advice

𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗣𝗿𝗲𝘀𝗲𝗻𝗰𝗲 ≠ 𝗙𝗮𝗻𝗰𝘆 𝗖𝗹𝗼𝘁𝗵𝗲𝘀 If you ask 10 people to define 𝘌𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘗𝘳𝘦𝘴𝘦𝘯𝘤𝘦... ... you’ll likely get 10 different answers. Or maybe… the sound of crickets. 🦗 It's a skill that’s often praised but rarely explained. I once had a client whose manager told them: “You need to develop executive presence.” That was it. No specific guidance or coaching. But here’s the truth: 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗣𝗿𝗲𝘀𝗲𝗻𝗰𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝗺𝘆𝘀𝘁𝗲𝗿𝘆. It’s not just about expensive clothing, loud voices, or taking up space in a room. 𝗜𝘁’𝘀 𝗮 𝘀𝗲𝘁 𝗼𝗳 𝘀𝗸𝗶𝗹𝗹𝘀—𝗮𝗻𝗱 𝗶𝘁 𝗰𝗮𝗻 𝗯𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗱. I’ve seen leaders transform from hesitant, unsure, and overlooked... To commanding, clear, and compelling. Here are 𝟭𝟬 𝗖𝗵𝗮𝗿𝗮𝗰𝘁𝗲𝗿𝗶𝘀𝘁𝗶𝗰𝘀 𝗼𝗳 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗣𝗿𝗲𝘀𝗲𝗻𝗰𝗲, and tips on how you can build them:  1. 𝗚𝗿𝗮𝘃𝗶𝘁𝗮𝘀     ➤ The ability to project confidence under pressure     ✔ Tip: Slow your speech, breathe deeply, and own your expertise.       2. 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 (𝗡𝗼𝘁 𝗔𝗿𝗿𝗼𝗴𝗮𝗻𝗰𝗲)     ➤ Believing in your ability 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 diminishing others     ✔ Tip: Prepare thoroughly. Confidence comes from knowing your stuff.       3. 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗼𝗳 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻     ➤ Getting to the point, clearly and persuasively     ✔ Tip: Use simple, compelling language. Cut the jargon.       4. 𝗗𝗲𝗰𝗶𝘀𝗶𝘃𝗲𝗻𝗲𝘀𝘀     ➤ The courage to make tough calls—and own them     ✔ Tip: Make timely decisions with the best available info. Perfection is the enemy of progress.       5. 𝗔𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰𝗶𝘁𝘆     ➤ Being real, not rehearsed     ✔ Tip: Align your words, values, and actions. People follow 𝘺𝘰𝘶, not your persona.       6. 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲     ➤ Reading the room and adjusting accordingly     ✔ Tip: Observe before you speak. Listen deeply. Respond with care.       7. 𝗣𝗼𝗶𝘀𝗲 𝗨𝗻𝗱𝗲𝗿 𝗣𝗿𝗲𝘀𝘀𝘂𝗿𝗲     ➤ Staying composed when things go sideways     ✔ Tip: Practice mental resets—pause, reframe, and choose your next move.       8. 𝗩𝗶𝘀𝗶𝗼𝗻     ➤ Painting a compelling picture of the future     ✔ Tip: Share the "why" behind your decisions. Connect people to purpose.       9. 𝗖𝗿𝗲𝗱𝗶𝗯𝗶𝗹𝗶𝘁𝘆     ➤ Earning trust over time through consistent action     ✔ Tip: Do what you say you’ll do.      10. 𝗣𝗿𝗲𝘀𝗲𝗻𝗰𝗲     ➤ Showing up fully—physically, mentally, emotionally     ✔ Tip: Turn off distractions. Make others feel seen, heard, and valued. You don’t have to be born with these traits. You need 𝗱𝗲𝘀𝗶𝗿𝗲, 𝘄𝗶𝗹𝗹𝗶𝗻𝗴𝗻𝗲𝘀𝘀, and 𝗶𝗻𝘀𝗽𝗶𝗿𝗲𝗱 𝗮𝗰𝘁𝗶𝗼𝗻. Executive Presence is not about impressing others. It’s about 𝗶𝗻𝘀𝗽𝗶𝗿𝗶𝗻𝗴 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 in your leadership. What do you think Executive Leadership means? #ExecutivePresence #LeadershipDevelopment #LeadWithConfidence #PresenceOverPolish

I got fired twice because I had poor soft skills. Then, I became VP at Amazon, where my job was more than 80% based on soft skills. This was possible because I stopped being an outspoken, judgmental critic of other people and improved my soft skills. Here are 4 areas you can improve: Soft skills are one of the main things I discuss with my coaching clients, as they are often the barrier between being a competent manager and being ready to be a true executive. Technical skills are important, but soft skills are the deciding factor between executive candidates a lot more than technical skills are. Four “soft skill” areas in which we can constantly improve are: 1) Storytelling skills Jeff Bezos said, “You can have the best technology, you can have the best business model, but if the storytelling isn’t amazing, it won’t matter.” The same is true for you as a leader. You can have the best skills or best ideas, but if you can’t communicate through powerful storytelling, no one will pay attention. 2) Writing Writing is the foundation of clear communication and clear thinking. It is the main tool for demonstrating your thinking and influencing others. The way you write will impact your influence, and therefore will impact your opportunities to grow as a leader. 3) Executive Presence Executive presence is your ability to present as someone who should be taken seriously. This includes your ability to speak, to act under pressure, and to relate to your team informally, but it goes far beyond any individual skill. Improving executive presence requires consistently evaluating where we have space to grow in our image as leaders and then addressing it. 4) Public Speaking As a leader, public speaking is inevitable. In order the get the support you need to become an executive, you must inspire confidence in your abilities and ideas through the way you speak to large, important groups of people. No one wants to give more responsibility to someone who looks uncomfortable with the amount they already have. I am writing about these 4 areas because today’s newsletter is centered around how exactly to improve these soft skills. The newsletter comes from member questions in our Level Up Newsletter community, and I answer each of them at length. I'm joined in the newsletter by my good friend, Richard Hua, a world class expert in emotional intelligence (EQ). Rich created a program at Amazon that has taught EQ to more than 500,000 people! The 4 specific questions I answer are: 1. “How do I improve my storytelling skills?” 2. “What resources or tools would you recommend to get better in writing?” 3. “What are the top 3 ways to improve my executive presence?” 4. “I am uncomfortable talking in front of large crowds and unknown people, but as I move up, I need to do this more. How do I get comfortable with this?” See the newsletter here: https://lnkd.in/gg6JXqF4 How have you improved your soft skills?

There seems to be a growing trend lately. Attend a few public speaking courses. Learn storytelling structures. Speak on a few stages. Suddenly everyone becomes a “communications expert.” I say this carefully because there are many excellent speakers and trainers who genuinely transform lives. But leadership communication is not performance alone. Being articulate is not the same as influencing a board. Being entertaining is not the same as leading through crisis. Being charismatic is not the same as earning trust under pressure. Communication is not only what happens on stage. It is what happens: • when your team loses confidence • when a senior stakeholder challenges you • when conflict enters the room • when transformation stalls • when morale drops • when the room goes silent after your proposal That is communication too. Over the years, I have coached leaders through business transformations, boardroom tensions, crisis situations, cross-cultural conflicts, retrenchments, and high-stakes stakeholder environments. What I learnt is this: Executive presence is contextual. A leadership style that works in a startup may fail in a regulated environment. A polished presenter may still lose trust internally. An introverted leader may carry enormous influence without theatrics. Because communication is not a universal performance template. It is the alignment between: • who you are • how you think • how you lead • how others experience you • what your stakeholders need • and whether people trust you when pressure rises This is why I believe leaders should be thoughtful about who they learn communication and executive presence from. Not because someone is known or has a social media following. But because leadership communication is deeply tied to lived experience. Can the coach help you navigate politics, ambiguity, conflict, and executive pressure? Or are they only teaching stagecraft? Because leadership communication is not merely about becoming a better speaker. It is about becoming a leader people believe. What do you think leaders underestimate most about communication today? #Leadership #ExecutivePresence #Communication #Coach #Career #storytelling

In executive search, I’ve seen leaders win (and lose) game-changing opportunities based on one thing: how they show up. You could have the right experience, the best metrics, and a glowing résumé…But if your presence doesn’t communicate leadership, trust, and influence? You’re not getting the role. That’s why I’m a big fan of Gartner’s Executive Presence Wheel of Influence—because it breaks presence into what it truly is: Image → What people believe about your reputation Impressions → How you make people feel through your tone, clarity, and energy Impact → The legacy of your interactions—what changes because of you Leaders with strong executive presence are 76% more likely to be promoted than those without it. (Source: Center for Talent Innovation) Yet, executive presence isn’t just about how you look-it’s about how you influence. The 3 Pillars of Executive Presence: If you want to lead, inspire, and command a room, you need to master these: 1. Image: What people think about you -Your reputation, credibility, and personal brand shape how others perceive your leadership. Executives with a strong brand are 45% more likely to be trusted by their teams. (Source: Edelman Trust Barometer) 2. Impressions: How people feel about you - Your body language, tone, and communication set the tone for how others react to you. * A study by Harvard Business Review found that 55% of executive presence comes from how you communicate. 3. Impact: What people do because of you - Leadership isn’t about being the loudest voice in the room—it’s about inspiring action. Companies led by influential leaders see 37% higher employee engagement. (Source: Gallup) When I mentor senior leaders, I often ask: 🟠 Do you project clarity under pressure? 🟠 Are you leaving your team inspired or just informed? 🟠 Does your personal brand match how people experience you? How to Strengthen Your Executive Presence Today -Build a strong reputation – Be known for something specific in your industry -Refine your communication – Clarity, confidence, and storytelling matter - Create lasting impact – Lead with authenticity, inspire action, and be remembered Executive presence can be taught. It can be shaped. And it can be mastered. But it requires self-awareness, feedback, and most importantly—practice. Let’s normalize talking about this. Your title might get you in the room—but your presence decides if people will follow your lead. #ExecutiveSearch #LeadershipDevelopment #Mentorship #ExecutivePresence #CareerGrowth #LSInternational

Feedback is a gift — except when it’s wrapped in ambiguity. “𝒀𝒐𝒖 𝒍𝒂𝒄𝒌 𝑬𝒙𝒆𝒄𝒖𝒕𝒊𝒗𝒆 𝑷𝒓𝒆𝒔𝒆𝒏𝒄𝒆” is a classic example. It sounds insightful but offers no map, no metrics, no next step. What if the real work starts by decoding what that feedback was trying to say? If you are the one that received such feedback, start here: 🔅𝐐𝐮𝐚𝐥𝐢𝐟𝐲 𝐭𝐡𝐞 𝐝𝐞𝐟𝐢𝐧𝐢𝐭𝐢𝐨𝐧: Articulate what you mean by executive presence and ask what would they add or subtract to that definition. For eg, "Bob, To me, Executive Presence is an authentic way to command the room. How do you see it?" 🔅𝐃𝐞𝐟𝐢𝐧𝐞 𝐭𝐡𝐞 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐮𝐫: Ask what would be the behaviour to demonstrate that you have it. Eg: "Bob, I take care to prepare well for important stakeholder conversations and pay attention to the audience in the room. I also network with my stakeholders before the meeting. What else do you find missing? What behaviour will demonstrate to everyone that I have worked on it?" 🔅𝐌𝐚𝐩 𝐭𝐨 𝐭𝐡𝐞 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤: Find the link between the behaviour stated and the input, process, output, as highlighted in the framework. Now you know what needs to be built. More on the framework in my blogs in comments. 🔅𝐃𝐞𝐟𝐢𝐧𝐞 𝐌𝐞𝐚𝐬𝐮𝐫𝐞 𝐨𝐟 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 (𝐌𝐨𝐒): Define your MoS and share it with your manager/stakeholder who gave you the feedback in your next catchup and share progress against it. Ask their feedback. If you are the one working directly on Executive Presence (without feedback) and are getting overwhelmed, know that: 🔅It's a 𝐣𝐨𝐮𝐫𝐧𝐞𝐲 not a one-day miracle. 🔅Each element in the Executive Presence framework is like a muscle and needs 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞. 🔅While going to the visible elements directly looks like a shortcut, you will not be able to sustain it. So work 𝐡𝐨𝐥𝐢𝐬𝐭𝐢𝐜𝐚𝐥𝐥𝐲. If you are still asking where to start: 🔅𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐭𝐡𝐞 𝐚𝐫𝐞𝐚𝐬 you already are good in the framework and keep whatever you are doing well already. 🔅For the areas that need improvement, c𝐨𝐧𝐬𝐜𝐢𝐨𝐮𝐬𝐥𝐲 𝐛𝐮𝐢𝐥𝐝, 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞 & 𝐫𝐞𝐟𝐢𝐧𝐞 by taking one area of focus every quarter. 🔅Ask for 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 from those who care enough. 🔅𝐆𝐞𝐭 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐟𝐫𝐨𝐦 𝐚 𝐜��𝐚𝐜𝐡 𝐨𝐫 𝐦𝐞𝐧𝐭𝐨𝐫. #coaching #executivecoaching #presence #feedback

What is executive presence – really? If there’s an “it factor” in leadership, it’s this. But what do people actually mean when they say someone has executive presence? You can’t just tell someone: “Be more charismatic.” “Display gravitas.” “Find your mojo.” Okay… thanks. Now what? In my work with executives, this phrase often shows up when they’re evaluating future leaders, especially those being considered for the C-suite. And when you dig into what they really mean, it comes down to a blend of 3 major leadership competencies: 🔹 Strategic Perspective 🔹 Powerful Communication 🔹 Inspiring and Motivating Others Let’s break them down: 1️⃣ Strategic Perspective One of my mentors, Neil Rackham, used to say: “If words could sue for defamation, strategy would be making its lawyers rich.” Why? Because the word “strategy” gets used to mean everything and ends up meaning nothing. In practical terms, strategic perspective means focusing on the “What”, not the “How”. If you want to show up more strategically, start asking: • What are we solving for? • What’s the objective? • What does success look like?   The most damaging label in business? “Non-strategic.” Asking better “what” questions helps you avoid it and lead at a higher level. 2️⃣ Powerful Communication It’s not just about being “a good communicator.” Great leaders are: • Clear: They don’t think aloud in meetings. They’ve thought it through. • Succinct: They use an economy of words to express a point and then stop. • Interesting: Because if you’re boring, people stop listening. And no, business communication isn’t the place for long-winded storytelling. Start with the point. Then back it up. 3️⃣ Inspiring and Motivating Others The highest-performing leaders don’t just inform, they make an emotional connection. Not with over-the-top emotion but by showing real energy, concern, and conviction. People don’t act because of logic alone. They move because they feel something. Executive presence isn’t one thing. It’s a superpower made of three skills you can develop. Which one are you working on right now? 👇

The Myth Behind Executive Presence For years, “executive presence” was something I knew I needed. But I didn’t know how to achieve it. What I was told: - Speak with confidence – but never with arrogance - Own the stage when you speak, and move with intention - Vary your tone – let your voice rise and fall to reinforce what matters. And. And. And. Translation? Be perfect. And be someone else. Now don’t get me wrong. We can (and should) be working to become our best self, but few of us are born with the skills I shared. And the good news? All of these skills can be learned. But they are not what matters most. What matters most isn’t polish or performance. It’s impact. In my experience, executive presence comes down to three things: 1. Clarity Executives don’t confuse people. They: - Are extremely clear - Speak in simple terms - Get to the point without over-explaining - Are consistent in their messaging over time Clarity and consistency signal confidence and competence—more than any posture or wardrobe ever could. 2. Conviction Presence shows up when you: - Have a point of view - Make decisions to ensure people know where you’re headed - Stand firm, even in difficult times You don’t need to be the loudest voice in the room. You need to be grounded in what you believe and why. 3. Steady Under Pressure True presence is calm and inspires confidence. It looks like: - Emotional steadiness, especially in difficult times - Thoughtful responses instead of reactive ones – always listening first vs defending - The ability to own the room—even in times of uncertainty People trust leaders who are dependable. The bottom line: If people listen when you speak, trust your judgment, and feel confident following you—you have executive presence. Everything else is secondary. The leaders who change organizations don’t all look or sound the same. They think clearly, act decisively, and lead with conviction. So, when you think of some of the strongest leaders you’ve worked with – how would you describe executive presence?