An executive presence development plan is essential for cultivating executive presence. This plan will structure your efforts, ensuring you’re focusing on your most critical areas for growth. Importantly, this plan will prepare you to excel not just in your current role, but in any future position as well.
How to create this development plan and begin improving your executive presence? Begin by targeting specific executive presence competencies that you’re most lacking. These are the areas that are currently undermining your executive presence. No matter how well you’re doing in certain other areas, they’re holding you back.
Here are 8 crucial steps to take in identifying areas for growth and crafting an executive presence development plan.
1. Take a Self-Evaluation
You can begin identifying these areas of greatest need by taking an executive presence self-evaluation. In my book Executive Presence: Step into Your Power, Convey Confidence and Lead with Conviction, I share a self-assessment you can take to determine your overall level of executive presence and critical areas for growth. In the book, I also share a self-evaluation for each of the 9 executive presence competencies, helping you reflect in a more in-depth way on qualities you believe you are lacking.
2. Get Feedback From Colleagues
Follow the steps outlined here to solicit valuable feedback. These steps will help create your executive presence development plan.
A. Identify people with a range of perspectives.
Ask a range of colleagues for feedback, including peers, senior leaders, and direct reports. Gaining feedback from people you work with directly is important, but people in other departments will have valuable input as well.
B. Approach the feedback conversation methodically.
Once you decide whom to ask for feedback, request a private one-on-one feedback conversation. Be aware that many people don’t understand the term “executive presence” and may fear they don’t have enough input in this regard. So, provide more context by saying something like this:
“I’m trying to understand how I show up in groups, presentations, and one-on-ones, and how this all contributes to my leadership presence. I have some specific questions for you along these lines, and I’d also love to hear your overall thoughts about my strengths and weaknesses.”
Prepare both general questions and those related to specific areas for growth. General questions like these may bring forth new insights:
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- “What do I most need to improve, in terms of how I lead a project?”
- “When giving a presentation or leading a group meeting, how do I present myself? What should I do better?”
- “How do I undermine my executive presence?”
Meanwhile, targeted questions like the following can help you dig deeper into growth areas you’ve already begun to identify:
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- “How clearly do I present my ideas? Do people understand what I’m saying immediately, or do they sometimes struggle to follow what I’m expressing?”
- “When voicing a decision or position on an issue, how decisive am I?”
- “How confident do I sound in meetings? Do any particular behaviors affect how much confidence I show up with?”
Then, take careful notes during each feedback conversation so you’ll remember the key points. Thank the other person for their feedback, even if it was tough to hear, and ask if you can schedule a follow-up conversation about a month out.
C. Document and track their feedback.
Create a feedback-tracking spreadsheet like the one shown below, creating a column for each person you’re speaking with. After each conversation, summarize the other person’s main points and any specific examples they gave you. Do the same after your follow-up meetings.
Try to hold several meetings with each person you gain feedback from. Space them out so you have enough time to make real progress between meetings (and for them to observe you in action). Try to schedule meetings for every few weeks or once a month. Look at themes and patterns that emerge in the feedback (for example, do leaders perceive you differently than direct reports do? This conveys how you show up in different contexts).
Feedback-Tracking Spreadsheet
3. Work With an Executive Presence Coach
An experienced executive presence coach can help you understand how to work with the insights you’re gaining. An executive coach will walk you through action steps to hone each specific area for growth you’ve outlined in the executive presence development plan. You can also use my 3×3 Executive Presence Model as a framework, referring to my book Executive Presence for strategies to develop each executive presence competency. It shares concrete steps you can start taking today to cultivate each of the 9 executive presence qualities.
4. Set Clear, Measurable Goals
A critical part of any development plan is setting clear and measurable goals. This allows you to track your progress over time and stay focused on specific objectives. When crafting your executive presence development plan, make sure to:
– Define what success looks like.
In each of your targeted competencies. For example, if you’re working on being more decisive, set a goal to make quicker decisions in key meetings, and document the impact this has on your team or projects.
– Break larger goals into smaller, actionable steps.
For instance, if you’re improving communication skills, set micro-goals like reducing filler words, speaking up more often in meetings, or presenting ideas more confidently.
– Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound)
This gives structure to your plan. An example could be: “Increase my executive presence by improving decisiveness in team meetings. I will make quicker, more confident decisions by the end of Q1, receiving positive feedback from at least three colleagues.”
Tracking these goals within your feedback spreadsheet allows you to measure progress and course-correct as needed.
5. Build on Strengths, Not Just Weaknesses
While it’s important to focus on areas of growth, remember that building on your existing strengths is just as crucial. Leverage your natural talents to amplify your executive presence:
– Identify your top strengths
Utilize your self-evaluation and feedback to identify your key strengths. These could be skills like eloquence in presentations, active listening, or empathy in leadership.
– Find ways to showcase those strengths
For example, if you excel at communication, ensure you are leading discussions in meetings or presenting complex ideas in a way that highlights your strengths.
– Seek leadership opportunities
Choose the ones that allow you to leverage your strengths while working on areas of improvement. This creates a balance between reinforcing what you’re good at and addressing the gaps.
6. Develop Your Executive Presence Virtually
In today’s hybrid and remote work environments, developing executive presence virtually is more important than ever. As part of your development plan, consider how you can cultivate and display executive presence in virtual settings:
– Prepare for virtual meetings
Use the same level of professionalism and preparation as in-person meetings. This includes ensuring strong eye contact (through the camera), confident body language, and clear, concise communication.
– Practice vocal leadership on video calls
Being vocal is crucial for executive presence, even in virtual settings. Speak with confidence, participate actively, and offer insightful contributions to group discussions.
– Maintain visibility
Take on leadership roles in virtual projects or meetings. This will help you stay top-of-mind and demonstrate your executive presence despite physical distance.
7. Engage in Executive Presence Role Models
Identifying and learning from role models who exhibit strong executive presence can provide you with a blueprint for success. In your development plan, consider:
– Finding a mentor
Find someone who is known for their executive presence. Observe their leadership style, communication approach, and how they handle high-pressure situations.
– Analyze successful leaders
Within your organization or industry who exhibit the qualities you want to develop. What specific behaviors do they demonstrate? How do they interact with colleagues and handle decision-making?
– Ask for guidance
Utilize models and mentors and ask them how they’ve developed their executive presence and what strategies they recommend for growth.
8. Commit to Continuous Improvement
Executive presence isn’t something you achieve once and forget about; it’s an ongoing process. Committing to continuous improvement ensures that you maintain and enhance your leadership presence over time. In your development plan, build in strategies to:
– Regularly revisit your self-evaluations
Take advantage of reviewing your self-evaluations and feedback conversations. Make this a recurring process, perhaps annually or biannually, to assess your progress and identify any new areas for growth.
– Seek ongoing professional development
Attend leadership seminars, read executive presence books, or take courses that address specific competencies like communication, decision-making, or gravitas.
– Stay open to feedback
Important to be open to feedback throughout your career. Even after significant improvements, leaders who remain open to feedback continue to grow, adapt, and maintain their edge.
Conclusion: Stay Committed to the Process
Crafting and executing an executive presence development plan is not a one-time effort. It requires dedication, self-reflection, and ongoing feedback from colleagues and mentors. As you follow the steps outlined in this article, remember that growth takes time—but with consistent focus and effort, you’ll develop the executive presence needed to excel in your career. Through this process, you will evolve into a more confident, decisive, and commanding leader.
Next Steps:
- Begin by taking your self-evaluation and gathering feedback from colleagues.
- Set measurable goals and track your progress over time.
- Work with an executive coach to fine-tune your plan and continuously grow in your leadership journey.
This enhanced content emphasizes long-term commitment, actionable steps, and adds more dimensions to your executive presence development plan.
Enlist the help of a skilled executive presence coach to create a personalized development plan. Contact Joel today, and he will design an executive presence development plan that meets your individual needs. You can also read through his collection of articles on executive presence. You can bring him into your company to conduct an executive presence corporate training program. You can also purchase his book for your employees: Executive Presence: Step into Your Power, Convey Confidence and Lead with Conviction.
