Executive Presence: A Biased Standard or a Leadership Imperative?

What comes to mind when you hear the term “executive presence”? For many, it conjures up images of polished, well-spoken professionals who command a room with confidence. But who decided what executive presence looks like? And more importantly, is this standard equally accessible to everyone?

For Black professionals, executive presence isn’t just about leadership skills—it’s about navigating unspoken rules that often work against us. It’s about balancing visibility with safety, assertiveness with approachability, and authenticity with assimilation.

The Bias Built into Executive Presence

At its core, executive presence is defined by three key elements:

• Gravitas (How you carry yourself) – confidence, decisiveness, emotional intelligence

• Communication (How you express yourself) – clarity, persuasion, adaptability

• Appearance (How you present yourself) – professional attire, body language, demeanor

On the surface, these qualities seem neutral. But in practice, they are often evaluated through a biased lens.

Consider this:

✔ A white leader who speaks directly is seen as assertive. A Black professional who does the same may be labeled aggressive.

✔ A white executive in business casual attire is seen as relatable. A Black leader in the same outfit may be perceived as “not polished enough.”

✔ A white employee who remains calm under pressure is viewed as composed. A Black professional doing the same may be seen as “lacking urgency.”

The same behaviors are interpreted differently based on race, gender, and cultural background. This creates a double bind for Black professionals: follow the rules of executive presence but be prepared for them to shift when applied to you.

The Role of Upbringing and Exposure

Executive presence isn’t just about talent—it’s also about access. Many aspects of leadership presence come from:

✔ Having mentors who teach you the unwritten rules of corporate spaces

✔ Being invited into rooms where executive behavior is modeled

✔ Growing up in environments where networking and leadership skills were nurtured

For Black professionals, especially those who are first-generation corporate leaders, these experiences are not always guaranteed. We are often learning executive presence while simultaneously unlearning survival mechanisms that don’t serve us in the workplace.

Shifting the Focus: Influence Over Image

For too long, Black professionals have been taught to focus on looking the part rather than owning the room. But true executive presence isn’t about the right suit or the perfect handshake—it’s about strategic influence:

🔹 Visibility: Taking on high-impact projects that showcase expertise

🔹 Confidence in Communication: Learning how to challenge ideas without being dismissed as “difficult”

🔹 Relationship-Building: Securing sponsors and advocates who amplify your voice

🔹 Resilience: Navigating bias without internalizing it

Redefining Executive Presence for Ourselves

So, where do we go from here? The solution isn’t about rejecting executive presence—it’s about redefining it so that it works for us. Instead of trying to fit into a biased mold, we should be asking:

✔ How do we show up as powerful and authentic leaders?

✔ How do we challenge perceptions while maintaining influence?

✔ How do we teach the next generation of Black professionals that executive presence isn’t about assimilation—it’s about ownership?

It’s time to move beyond performance and step into power.

What has been your experience with executive presence? Do you feel the standards are fair, or do they reinforce bias? Let’s start the conversation.