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Views
56,130
Likes
3,012
Comments
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Duration
104.066666s
VPF 0.7563
Caption
Executive presence isn't a personality trait. It's a skill, and it's learnable. #executivepresence #leadershipdevelopment #careergrowth #executivecoaching #professionaldevelopment
Transcript
The people that move up fastest in their career are not always the smartest workers. They're not always the hardest workers. They are individuals that make you feel a certain way when you are around them. I have spent 20 plus years in my career across recruiting, talent and executive leadership. I've sat in the meetings with executives where promotion decisions are made and there is an absolute pattern to this. Executive presence. These individuals all have really amazing executive presence. And executive presence is not a personality trait. It is the way you make people feel when you are around them. It is exuding confidence, not arrogance. It's being able to take an organization that is going through rough waters and bring calm to the storm. It is the ability to build trust across organizations and a lot of times trust with people that don't report directly to you. It's building a reputation for yourself that other people want to be around. Those are the personality patterns that get you promoted. Like it or not, this is a huge piece of why and how people move up very quickly in their career. This is executive presence. It is a learnable skill. It's not easy to learn. It is incredibly difficult to change communication patterns that you have had for a decade or longer, but it can be done. I would love to help you with that if you are interested in this, but I want you to be really thoughtful about the brand that you are building for yourself. Do you exude in other people trust, calm, confidence, impact, etc. That's what you're looking for. Drop into the comments any questions you have and certainly good luck out there.
Hook analysis
brand_fit: with_changes“The people that move up fastest in their career are not always the smartest workers.”
Pattern
contrarian_inversion
Format
—
Topic
—
Sub-topic
executive presence and promotion decisions
Content angle
promotions are decided by how you make people feel, not by output
CTA
Drop your questions in the comments (soft offer of coaching help)
Narrative structure
belief broken -> insider credential -> name the mechanism -> define it in a list -> 'it's learnable' -> comment CTA
AU transplant
yes
Transplant note
Nothing country-specific: no visa law, no salary bands, no US job boards. The 'I've sat in the rooms where promotion decisions are made, and there's a pattern' credential move transplants cleanly to 'I've sat in Australian hiring panels / here's what Australian hiring managers actually score'. Would need re-pointing from internal promotion (our reader isn't in corporate yet) to interview presence and hiring-manager conversations — the same claim works as 'the candidate who gets the offer isn't the most qualified, it's the one who makes the panel feel a certain way'.
Brand fit note
The opening is a textbook contrarian inversion — belief (smartest/hardest workers rise) broken immediately — so the hook shape is on-voice. The body is not. After the hook it becomes exactly what the doc tells us to cut: 'exuding confidence, not arrogance', 'bring calm to the storm', 'build trust', 'the brand that you are building for yourself'. A generic LinkedIn career coach could have written every one of those sentences unchanged. No mechanism (nothing you could do on Monday), and the only number is '20 plus years' — no cost accounting. To ship it we would need subdivision teaching (executive presence splits into what? how you open a meeting, how you handle being wrong, how you deliver bad news) plus real numbers, and the contempt pointed at the system that never taught this rather than left vague.