Executive Presence: The Hidden Leadership Advantage That Drives Business Results
By Joel Garfinkle
Executive presence is one of the most misunderstood—and yet most essential—qualities in leadership. It’s the unspoken factor that shapes how leaders are perceived, how effectively they influence others, and how quickly they’re trusted with larger, more impactful responsibilities. And while many say, “You know it when you see it,” the reality is more complicated. What happens when you don’t see it? How do you develop it? And why does executive presence consistently rank among the top three themes addressed in executive coaching?
After coaching over 1,400 senior leaders and conducting more than 750 executive presence workshops, I’ve seen this firsthand: developing executive presence is a powerful lever for both individual transformation and business impact.
The “But” Factor in Talent Reviews
Let’s start with a familiar scene: a talent review meeting. You’re reviewing senior leaders—high performers, technically competent, deeply experienced. But at some point in the discussion, a common refrain emerges:
- “She’s smart, but she doesn’t step up in meetings.”
- “He’s great with clients, but struggles to assert himself with the executive team.”
- “She’s strategic, but people don’t see her as a leader.”
Everything after the “but” signals a lack of executive presence. These leaders are often passed over for promotion—not due to a lack of competence, but because they haven’t yet cultivated the presence that inspires confidence at the next level.
Untapped Talent: Hidden Leaders Flying Under the Radar
Many of the leaders I coach fall into a category I call “untapped talent.” They’re capable, skilled, and respected by their teams, but they’re not seen. Often introverted or modest, these leaders are misunderstood as lacking confidence or ambition. In reality, they’re frequently more confident than people assume—they just haven’t been taught how to project that confidence in a way that’s visible and compelling.
When these quiet achievers learn to speak with more clarity and conviction, claim their space in meetings, and advocate for their ideas, something remarkable happens: their influence skyrockets. Their presence is felt. And the organization begins to tap into a deeper well of talent that had previously gone underleveraged.
One client, a senior engineer, had been passed over for leadership roles for years. Through executive coaching, we focused on three key areas:
- Communication – speaking with concise clarity in meetings;
- Confidence – using a more assured tone in high-stakes settings;
- Influence – proactively engaging stakeholders and asserting her voice.
Six months later, she was leading a high-visibility initiative and receiving public recognition from senior leadership.
Defining Executive Presence: A 3×3 Framework
Because executive presence can seem abstract, I’ve developed a practical model that breaks it down into three domains and nine measurable competencies:
- Gravitas
- Confidence – Advocating for ideas and showing up as a trusted voice
- Commanding – Taking ownership and leading in uncertain moments
- Charismatic – Bringing energy and enthusiasm that draws people in
- Authority
- Decisive – Making timely, high-stakes decisions
- Bold – Taking a stand and challenging assumptions
- Influential – Persuading others and aligning stakeholders
- Expression
- Vocal – Speaking up in meetings and contributing actively
- Insightful – Asking strategic questions and sharing critical thinking
- Clear – Communicating with structure, brevity, and purpose
This framework gives leaders—and their organizations—a shared language for what executive presence actually looks like. It also helps identify where development is needed and where strengths can be leveraged.
Why Executive Presence Matters for the Business
Developing executive presence isn’t about style—it’s about business results. Leaders with strong executive presence move strategy forward. They inspire trust, align cross-functional teams, and accelerate decision-making. Here’s how organizations benefit:
- Faster decision-making and execution – Decisive, confident leaders reduce bottlenecks and move teams forward.
- Improved succession planning – Leaders with presence are seen as ready for bigger roles, strengthening your leadership pipeline.
- Higher engagement and retention – Teams want to follow leaders who project clarity and confidence.
- Better communication with the C-Suite and Board – Leaders are more prepared to present compelling ideas with influence and gravitas.
- Greater impact during high-stakes transitions – Whether navigating M&A, rapid growth, or cultural change, leaders with strong presence rise to the occasion.
Executive Presence in High-Pressure Environments
During periods of rapid growth, change, or crisis, executive presence becomes even more critical. Under pressure, leaders often revert to old habits—deferring, staying silent, or second-guessing themselves. But these are the moments that call for clarity, conviction, and bold leadership.
That’s why developing executive presence needs to happen before the crisis hits. Leaders must build the foundation of presence so they can show up with strength when it matters most.
Executive Coaching—and Group Coaching—As Development Tools
Most leaders I coach arrive with one piece of vague feedback: “You need to work on your executive presence.” And they’re frustrated—because no one has told them what that actually means. Executive coaching brings clarity, structure, and a plan of action. It helps leaders turn a vague concept into concrete growth.
But it’s not just one-on-one executive coaching that’s effective. Group coaching can be a powerful way to develop executive presence across a cohort of leaders—especially those at the same level, such as directors preparing for VP roles. It combines training, peer learning, and experiential exercises that reinforce key competencies like communication, influence, and confidence.
Group coaching also reinforces cultural alignment. When you tie executive presence development to your organization’s leadership competencies and values, it creates a common standard for what leadership looks like—and helps leaders rise together.
Final Thoughts
Executive presence is not a one-time achievement—it evolves with every new role and level of responsibility. As leaders step into unfamiliar territory, their presence must keep pace. That means continually building the clarity, confidence, and influence needed to succeed at the next level.
And for organizations looking to future-proof their leadership pipeline, executive coaching—both individual and group—is one of the most strategic investments you can make.
Because when leaders show up with presence, they don’t just lead. They inspire.