What executive presence means in 2025

You know that leader who listens more than they talk? They’re not “too soft” - they’re showing executive presence.

“Listen and learn” just made it onto the official executive presence checklist, right next to “command the room.”

I had to read the research twice to believe it. Let me show you what changed:

New research reveals executive presence has shifted

The Centre for Talent Innovation studied executive presence by asking senior leaders what actually matters. They did this twice - in 2012 and 2022. And there has been a big shift.

Executive presence breaks down like this:

• How you act: 67%

• How you speak: 28%

• How you look: 5%
  
  

Old rule: Command and control wins

What “acting like a leader” meant in 2012:

• Be confident

• Be decisive

• Show integrity

Classic command-and-control.

New rule: Inclusive leaders get promoted

But in 2022, something remarkable happened.

“Integrity” dropped off the top 3 (now just assumed as baseline).

The new #3? Inclusiveness.

This trait wasn’t even measured 10 years ago. Now it’s essential.

Why this massive shift?

Simple: Research connects the dots between diverse teams and better results. So companies want leaders who can build those teams.

Look at what happened at Cisco. When CEO Chuck Robbins took charge in 2015, he transformed their culture from traditional tech command-and-control to truly inclusive leadership. The results? A 50-50 gender split in leadership, #1 best place to work globally in 2019, and yes - the financial results followed.

One of the many things he implemented? Monthly all-hands meetings where people actually talk openly about tough business topics. Real inclusion in action.

You can implement this yourself: When did you last have an open conversation with your team about the real challenges you’re facing? The external pressures, the demands from leadership, the obstacles in your way? More importantly - can you involve them in finding solutions?

Speaking up used to mean speaking over

“What speaking like a leader” meant in 2012:

• Command the room

• Be forceful

• Have superior speaking skills
  
  

Now listening is as important as talking

2022 speaking rules:

• Yes, speak well

• Yes, command attention

• But also: Listen and learn

• Plus: Be authentic

“Be authentic” is now officially on the executive presence checklist.

That collaborative style that comes naturally to many of us? No longer a weakness, but what modern leadership looks like.

Want proof? Look at Leena Nair. When she became Chanel’s CEO in 2022 - their first Indian leader, first woman of colour, with zero fashion experience - she didn’t pretend to know everything.

Instead, she listened. Visited offices, retail locations, factories. Sat with workers and asked questions. Really wanted to understand before making any changes.

That’s modern executive presence: being secure enough to admit what you don’t know.

Want to try this yourself? Be open about your knowledge gaps. Use them as strengths, not weaknesses. Ask curious questions.

Even when you think you know the answer, try asking: “What’s one risk I’m not seeing?” or “What would our customers think about this decision?”

Always seek to expand your understanding. Your team has perspectives you don’t - that’s why they were hired.

3 more ways to show modern executive presence today

1. Bring out the quiet voices. Next meeting, ask someone who hasn’t spoken: “What’s your take on this?”

2. Show you’re listening. Try: “That’s interesting, tell me more...” It demonstrates both curiosity and leadership.

3. Drop the mask. Warm person? Be warm. Data-driven? Be data-driven. Your natural style is now your advantage.

Here’s the brilliant part: These new requirements - being inclusive, listening, being authentic - often come more naturally to women. Research shows we tend to excel at collaborative leadership.

But let’s be honest: The foundations haven’t disappeared. Confidence, decisiveness, and commanding attention still matter. They’re still the baseline.

The good news? Now you can use your natural strengths (collaboration, empathy, authenticity) to amplify that baseline. It’s no longer “act like them” - it’s “add your strengths to the fundamentals.”