As unbelievable as it seems to me, I have recently passed my 27th year in the executive coaching field. Then when I look in the mirror and notice the grey hair on my head and goatee I realize I may have amassed the experience that many crave when they enter the profession like I did at the ripe old age of 30. I can remember growing a beard when I started, back in 1983, to hopefully look more mature. All I accomplished was to appear like a young rookie with a scraggily beard!
After so many years as a coach I have had the privilege and pleasure of hiring, training, mentoring and observing a significant number of bright, young, promising coaches. And some were maybe not so young, but still new to the work and looking ahead with great hopes. Many times I have been asked about what characteristics I look for when I search out the next generation of coaches to add to our organization. The answer has always been the same. It does not matter if it is our youngest generation (we have coaches in their late 20’s and early 30’s) or those that can compete with me on the age scale; presence is always the factor that separates a great coach from a good or poor coach.
Presence is elusive in definition as much as it is in character. You know it when you see it show up in front of you and many wonder what it is that is different with this person but they can’t seem to put their finger on it. When they do we often hear folks say that it is something that is innate in someone and not something that can be developed. I don’t agree. Presence is a characteristic that each and every one of us can add to our portfolio and continue to massage as a profound strength in our character.
Excellent executive leaders also carry this key characteristic in their leadership briefcase. I have an exceptional executive coaching friend, Valerie Williams in New Jersey (www.valwilliams.com) that recently wrote her latest book, (she has written several books on leadership), titled The Influence Puzzle®: 6 Aspects of Powerful Executive Presence. This book and Valerie’s coaching process moves leaders through their own development path toward defining and developing their leadership presence. Valerie says, “Executive skill development alone is the old leadership paradigm. It is insufficient. The new leadership paradigm goes far beyond skill development to focus on leading and influencing people at a much deeper level. The new leadership paradigm is combining higher level leadership skills with the strategic use of your leadership presence. Skill development is a good start. However, it is not enough for today’s complex business challenges. The most strategic tool you have is not a skill; it’s your presence.”
You can tell the difference. Leaders that exercise their executive presence stand apart from other executives. Are you one of those leaders that stand out? If not, you are likely a leader that still depends solely on your leadership or technical skills to lead your organization. Valerie goes on to say, “If you still believe that leadership skills alone will get you where you want to be, then you may never achieve all that you could be. Executive effectiveness in this business environment requires a much deeper level of development - one that goes beyond traditional executive development. Success today requires a thorough exploration of how your own personal presence drives results.”
When we ask participants in our leadership workshops to name the people in their lives that have had the most impact on them they universally pick leaders with characteristics that describe presence. Take a moment to think of those people on your list that have made a difference in your life. What about you? Will your name show up on the minds of these participants and the people you lead?
