Chelese Perry, Founder and CEO of Chelese Perry Group is an ICF Certified Executive Coach, Life Coach and Leadership Consultant.
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Professional women of color are judged not only on their performance but also on their presence in leadership positions. Research supports that the judgment criteria for people of color and women are challenging to interpret or embody for many reasons, but primarily due to the "code" being written by white men for white men.
My goal is not to provide the blueprint for people of color and women to crack the code on how to master executive presence but instead to explore ways to support organizations to train their management to model inclusive practices related to executive presence and actionable feedback.
Let's first better understand what's happening in the workplace for women and women of color. A 2022 study from McKinsey & Company titled “Women in the Workplace” illuminates a few trends:
"Women leaders want to advance, but they face stronger headwinds than men. Women leaders are as likely as men at their level to want to be promoted and aspire to senior-level roles. In many companies, however, they experience microaggressions that undermine their authority and signal that it will be harder for them to advance. For example, they are far more likely than men in leadership to have colleagues imply that they aren't qualified for their jobs. And women leaders are twice as likely as men leaders to be mistaken for someone more junior. Women leaders are also more likely to report that personal characteristics, such as their gender or being a parent, have played a role in them being denied or passed over for a raise, promotion, or chance to get ahead."
This is exacerbated for women of color and other underrepresented groups: “41% of women of color want to be top executives, compared with 27% of White women. As of 2022, 25% of C-suite executives are women, but only 5% are women of color.”
Women are often unjustly undermined and therefore lack equitable “presence” at the executive level. And it appears women and other underrepresented groups are not given actionable feedback compared to their white male counterparts because they are not viewed as executive material.
So how can organizations establish executive presence metrics through an inclusivity lens? Doing this could be a powerful approach to leadership that acknowledges the importance of diversity, equity and inclusion (DEI) in the workplace. It involves cultivating a leadership style that is not only authoritative and influential but also respectful, inclusive and considerate of different perspectives and experiences. Here are seven fundamental principles to consider when aiming to master executive presence through a DEI lens:
Self-Awareness
Begin by developing a deep understanding of your own biases, assumptions and privileges. Reflect on how these factors may influence your interactions with others and your decision-making process. This self-awareness is crucial for recognizing and addressing any unconscious biases that may hinder inclusivity and your interpretation of whether someone embodies executive presence.
Active Listening And Empathy
Practice active listening skills to genuinely understand the perspectives and experiences of others. Cultivate empathy and strive to put yourself in others' shoes, considering their unique challenges and opportunities. This will help you create an inclusive environment where individuals feel heard, valued and understood. Executive presence can and does have multiple interpretations if met with openness and curiosity. Why does it have to be cookie-cutter?
Inclusive Communication
Tailor your communication style to be inclusive and accessible to diverse audiences. Use clear and concise language, avoid jargon and adapt your communication to accommodate different learning styles and cultural backgrounds. Encourage open dialogue and create a safe space for others to express their opinions and ideas without fear of judgment, reprisal or being corrected or embarrassed.
Collaboration And Team Building
Foster a collaborative environment where diverse talents and perspectives are recognized and valued. Actively seek out and promote diverse voices in decision-making processes and encourage teamwork and cooperation. Recognize and leverage the strengths of each team member, creating opportunities for everyone to contribute and excel. This will build confidence more broadly among diverse groups while also providing more opportunities for their executive presence muscles to grow and be observed. This also provides opportunities to give feedback with specific examples of what is going well and what isn't.
Consistency And Authenticity
Be consistent in your actions and decisions to build trust and credibility. Demonstrate your commitment to inclusivity through your behavior and decision-making. Authenticity is key, as people can sense when leaders genuinely commit to creating an inclusive culture versus simply paying lip service to the idea.
Continuous Learning And Growth
Recognize that inclusivity is a journey and commit to continuous learning and growth. Stay informed about best practices, trends and DEI research. Engage in ongoing education, attend workshops and seek feedback from colleagues and team members to identify areas for improvement.
Advocacy And Sponsorship
Act as an advocate for underrepresented groups within your organization. Use your position of influence to sponsor and mentor individuals from diverse backgrounds, actively supporting their career development and advancement. Provide the critical feedback needed for diverse talent to master executive presence. Champion diversity and inclusivity initiatives, both within your organization and in the wider community.
Final Thoughts
By integrating these principles, leaders can create a more inclusive and equitable work environment where all leaders have the potential for presence at the executive level. Remember that mastering executive presence through an inclusivity lens is an ongoing process that requires dedication, self-reflection and a genuine commitment to diversity, equity and inclusion.
I invite you to reflect on the following leadership question: How can I model executive presence by being a leader who provides consistent feedback practices and equitable leadership regardless of gender or race?
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