When you join the C-suite, there’s probably something that keeps you awake at night – how to establish real credibility in your new role without playing a character that isn’t you? We know that the old ‘executive presence’ playbook is outdated; rigid roles, designer suits, old school ties … that version belonged to a very specific type of leader, one that nobody finds particularly serviceable these days.
But it’s important to know what really matters. Your first 90 to 180 days aren’t about perfecting some corporate performance. They’re about building genuine influence through authentic leadership that works whether you’re presenting to the board or leading a Zoom call from your kitchen table.
The New Executive Presence Framework: Beyond Traditional Gravitas
Executive presence has evolved from a rigid archetype to a more nuanced leadership capability. Modern executive presence encompasses is built from foundations that reflect today’s diverse, digitally-connected workplace.
Gravitas Redefined: From Pedigree to Inclusiveness
Traditional gravitas, once characterised by commanding presence and blue-chip credentials, has given way to leadership gravitas rooted in inclusiveness and emotional intelligence. Stakeholders demand leaders who can:
- Create psychological safety
- Demonstrate respect for diverse perspectives
- Build trust through authenticity rather than authority.
Research reveals that inclusiveness and respect for others now rank as the third and fourth most important traits within executive gravitas, reflecting the growing emphasis on diversity, equity, and inclusion across organisations. This shift particularly benefits leaders from underrepresented backgrounds who bring unique perspectives to C-suite leadership.
Communication Evolution: From Commanding Rooms to Commanding Zoom
Executive communication now demands dual fluency: the ability to inspire confidence in person whilst maintaining executive credibility in digital environments. The pandemic accelerated this transformation, making digital executive presence an essential component of leadership transition success.
Effective executive communication today emphasises listening and learning over forcefulness. Leaders who demonstrate curiosity, seek diverse input, and show vulnerability when appropriate build stronger stakeholder alignment than those who rely solely on commanding presence.
Authentic Appearance: Personal Branding Across Platforms
The appearance element has undergone the most dramatic transformation. Whilst maintaining a polished look remains important, physical attractiveness has dropped from the top requirements. Instead, authenticity in personal presentation, both offline and online, has become paramount.
The rise of ‘new normal’ dress codes reflects the influence of tech industry leaders who prioritise comfort and authenticity over traditional corporate formality.
Early-Win Strategies for Leadership Transition Success
So what does all this mean? Theory is great, but you want to establish new role credibility during those still critical first months. Here are proven approaches for rapid influence building:
Think, Act, and Communicate Like a CFO
79% of C-suite respondents indicate that CEOs listen more attentively to CFOs than other executives.1As a newly appointed leader, building trust with your CEO requires developing financial fluency and speaking the board’s language of ROI, cost savings, and revenue growth.
Seek opportunities to co-lead strategic objectives with your CFO, and consider establishing relationships with external CFO networks. This approach builds fast credibility whilst demonstrating your commitment to enterprise-wide thinking rather than functional silos.
Develop Social Savviness Through Adaptive Communication
Stakeholder alignment demands sophisticated social intelligence. Successful executives adapt their communication style to match their peers’ preferences, understanding when to use collaborative language (‘Perhaps we should consider…’) with analytical leaders versus definitive statements (‘We will…’) with driver-type personalities.
This social awareness extends to building ‘worthy rival’ relationships with C-suite peers; demonstrating both competitive drive and collaborative support. Initiate regular sessions with colleagues to gather candid feedback, identifying blind spots that could impair your leadership transition.
Master Digital Leadership Integration
Modern executive influence requires comfort with AI and digital tools. If one doesn’t exist, consider establishing a C-suite community of practice focused on GenAI applications; forecasting financials or conducting market analysis. This collaborative approach builds both technical capability and cross-functional relationships.
Your digital presence extends beyond internal tools to external platforms. Curating an authentic online image allows you to shape perceptions and project competence, particularly valuable for leaders who may not have traditional networking advantages.
Stakeholder Mapping for Accelerated Influence Building
Effective senior executive onboarding begins with systematic stakeholder analysis. Map your key influencers across three categories:
- Internal Champions: Board members, CEO, and direct reports who can amplify your credibility through their endorsement and support.
- Peer Network: Fellow C-suite executives whose collaboration is essential for cross-functional success and enterprise-wide initiatives.
- External Validators: Industry peers, customers, and market influencers whose recognition will enhance your board leadership reputation.
For each stakeholder group, identify their communication preferences, decision-making criteria, and success metrics. This enables targeted relationship building that accelerates trust development.
Navigate Executive Presence as an Inclusive Leader
The evolution of executive presence creates particular opportunities for leaders from underrepresented backgrounds. Women and minority executives often possess natural advantages in the new leadership paradigm, including:
- Inclusive Communication Patterns: Research suggests that women’s natural speech patterns (such as inviting others into conversation) align with modern expectations for collaborative leadership.2
- Authentic Diversity Perspective: Leaders who have experienced being ‘the only one in the room’ bring valuable insights about creating psychological safety and inclusive environments.3
- Resilience and Adaptability: Navigating systemic barriers, whilst exhausting, often develops the emotional intelligence and adaptability that modern C-suite leadership demands.
However, establishing leadership authenticity whilst meeting organisational expectations requires careful navigation. The key is maintaining cultural identity whilst demonstrating executive competence; rejecting the false choice between authenticity and advancement.
The 90-Day Executive Presence Action Plan
Days 1-30: Foundation Building
- Complete comprehensive stakeholder mapping
- Establish regular feedback mechanisms with key influencers
- Begin digital presence audit and enhancement
- Initiate ‘listening tour’ meetings with direct reports and peers
Days 31-60: Relationship Acceleration
- Launch cross-functional collaboration initiatives
- Establish expertise visibility through strategic communication
- Begin external network building and industry engagement
- Implement AI and technology integration projects
Days 61-90: Influence Consolidation
- Deliver early wins that demonstrate executive impact
- Expand board and CEO interaction opportunities
- Establish thought leadership platform through speaking or writing
- Conduct comprehensive feedback review and strategy adjustment.
Managing Time and Energy for Sustainable Presence
Executive credibility building requires sustainable practices that prevent burnout whilst maintaining visibility. Like athletes, executives need balanced schedules that include recovery time. Take control of your calendar:
- Block recurring downtime and mark it as unavailable.
- Challenge long-standing meetings that lack clear purpose.
- Model work-life integration by unplugging regularly and directing your team to do the same.
Remember that sustainable presence outperforms sporadic intensity.
Conclusion: Your Executive Presence Evolution
The modern definition of executive presence creates unprecedented opportunities for authentic leadership. Success in your new C-suite role depends not on conforming to outdated archetypes, but on developing genuine influence through inclusive gravitas, adaptive communication, and authentic presence.
The leaders who thrive in this environment are those who embrace the evolution; using technology to amplify their impact, building diverse relationships to strengthen their network, and demonstrating the courage to lead authentically.
Your individual executive presence isn’t something you master once and deploy unchanged. It’s dynamic, it deepens with experience, adapts to context, and evolves with your growing influence. In your first 180 days, focus on building the foundation for long-term executive success: authentic relationships, credible expertise, and sustainable practices that will serve your leadership journey for years to come.
Sources
[1] https://www.gartner.com/en/articles/executive-presence
[2] https://www.womenofinfluence.ca/2025/06/04/executive-presence-revisited-how-leadership-is-being-felt-not-just-seen/
[3] https://worldconnection.com/blog/executive-presence-through-a-minority-lens/
