Imagine you’re in the audience at an all-hands meeting. Your company has big news: an acquisition, a merger, or a new investment. It’s exciting and unsettling all at once. The first question that pops into your head is likely “What’s in it for me?” followed closely by “Will I still have a job?” How this announcement is handled will have far-reaching effects—not just for everyone in the room, but for the organization and its leaders as well.
The CEO takes the stage, always so sure of herself. Her stance is strong, her voice clear. She scans the room, as if trying to connect with each person individually. She delivers the news with confidence, without excessive emotion. It’s clear that this has been thoroughly considered.
She hands the mic to the COO to explain the details. He starts with a bit of self-deprecating humor, jokingly acknowledging his spotty history with details. His tone is firm yet personal; it’s clear he’s thought about how this will affect the team. He earnestly assures everyone that no one will be left behind. The CEO is all business; the COO is all people. The message lands well.
These two leaders have very different styles, yet both are highly effective. Each engenders trust, though in distinct ways. They are credible, but not in the same manner. Both are confident without being arrogant. They embody the role of senior leaders, yet nothing about them feels performative. What they both possess is executive or leadership presence, a quality that has been essential to their success.
Authenticity: Leading with Vulnerability
Much has been written about executive presence, often emphasizing the 4 C’s (or, sometimes, more than four): Communication Skills, Confidence, Charisma, and Credibility. Without a doubt, these are essential traits. Beneath them, though, lies something deeper—a profound authenticity. It is the sense that the leadership role and the person behind it are one and the same. There is no façade, no persona; this person is consistently themselves, no matter the context.
It takes a lot to get to that place as a leader. Being authentic means embracing vulnerability. Without a façade to hide behind, you have to stand on that stage, run that meeting, or deliver that feedback as your true self—every time. It can be uncomfortable to be so deeply human.
Developing Your Authentic Leadership Style
You are who you are. (See my thoughts from earlier this year on unlocking leadership self-awareness.) Still, to be a leader with presence, you will need to develop some key skills. The 4 C’s above are an excellent place to start. Keep in mind:
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There is no one right way to communicate. Find your own style of delivering information clearly. You may lean toward data and details, or you may be more of a storyteller. Both are effective as long as they get the points across. No matter your style, remember to explain the “why,” the reason for what you’re communicating.
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Confidence must be earned and deeply felt, or it risks coming off as arrogance, which is, by nature, shallow. Real confidence develops mainly from reflection, from having failed or succeeded and then paused to make sense of our role in it. In this way, our confidence is formed by all the experiences we have, not just the positive ones.
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Charisma comes from being real and present—it’s not about being more. Start with curiosity. If you’re curious about the people you interact with every day, you’ll naturally listen better to what they have to say. Active, engaged listening leads to meaningful, memorable, charismatic connections.
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Your professional image, which builds your credibility, should align with both your sense of self and the environment in which you operate. I was told by a long-ago mentor to always dress in a way that shows respect—to my team, my peers, and my clients. That allows for lots of choice, because the people and the contexts change. If you come from a place of respect first, though, your professional image will naturally exude credibility.
Think about your own leadership presence. When you ask others to follow you, are you standing in your authentic self as you make that request? If not, what do you need to change?
