The New Rules of Executive Presence: How Leadership Has Evolved for a Changing World

This article was inspired by the insightful discussions and engaging conversations during the ISB Women Power Hour, where I enjoyed exchanging ideas with fellow ISB alums. These conversations reinforced the importance of evolving leadership styles in a dynamic world and how crucial inclusivity, authenticity, and adaptability have become in shaping modern executive presence.

This second article on Executive Presence explores how the concept has evolved in today’s fast-changing business landscape. With the increasing impact of digital transformation, a focus on inclusivity, and the shift towards hybrid work models, the qualities that define effective leadership have transformed significantly.

Although examples are drawn from the BFSI sector, the strategies and lessons presented are equally valuable for leaders across various industries and roles.

In the last decade, global business dynamics have undergone a seismic shift, necessitating a re-evaluation of leadership styles. From unprecedented technological advances to widespread social movements and the reshaping of workplaces due to the COVID-19 pandemic, the traditional image of a leader has evolved dramatically. In the past, Executive Presence (EP) was synonymous with gravitas, strong communication skills, and polished appearances. Leaders who could command attention and navigate boardroom dynamics were revered for their strength, decisiveness, and poise. But as the world changed, so too did the very concept of leadership.

Today, Executive Presence is no longer confined to the traditional markers of success. It has expanded to include inclusivity, authenticity, and the ability to navigate hybrid and virtual work environments. Modern leadership demands that we rethink how we lead and inspire teams. More than just driving business results, leaders must create environments that foster diversity, allow ideas to flourish, and enable innovation to take root.

In this article, we’ll explore the new rules of Executive Presence and how leaders across sectors - especially in BFSI and GCCs - can harness these changes to drive success. These principles, however, transcend industry boundaries and are vital to anyone in leadership roles.

The Evolution of Executive Presence: A Reflection of Global Shifts

The world has changed more rapidly in the past decade than at any other time in recent history. Constant change, social justice movements, environmental concerns, and the global shift toward digital transformation have profoundly reshaped the expectations placed on leaders. These changes have affected how leaders interact with their teams and what their teams expect of them.

Forces Driving the Evolution of Leadership

• Pandemic and Remote Work Transformation:
  The COVID-19 pandemic was a catalyst that forced organisations across the globe to adopt remote work. Leaders had to adjust their leadership styles quickly to maintain connection, engagement, and productivity in an entirely virtual world. Managing teams over digital platforms became critical. In this hybrid environment, leaders who previously relied on physical presence and traditional power dynamics had to adapt to virtual leadership - where empathy and clarity in communication became the linchpins of Executive Presence.
• Social Movements and the Push for Inclusion:
  Social justice movements, including gender equality, have dramatically shifted what is expected of leaders. Today’s leaders are accountable for fostering inclusive cultures where all employees feel respected, valued, and seen. Executive Presence has expanded to include traits like authenticity and respect for diversity, making it essential for leaders to be more than just strategic decision-makers; they must also be inclusion champions.
• Technological Disruption and Digital Leadership:
  Technology has always driven change, but recent years have accelerated the adoption of AI, cloud computing, and data analytics across industries. Leaders must be digitally savvy and adaptive, understanding that the future is not just about keeping up with technology but leveraging it to innovate and stay ahead. This shift demands a new type of leadership presence that balances technical expertise with the ability to inspire teams in a constantly evolving environment.

Redefining Executive Presence in the Modern Era

Executive Presence in the 21st century has expanded beyond the confines of boardrooms and in-person meetings. It’s not just about how you “show up” physically but also about creating a meaningful, authentic connection in all virtual and in-person spaces. The modern EP requires a leader to command attention and create environments where diverse perspectives are accepted and encouraged.

1. Gravitas and Inclusiveness: Leading by Listening
   Gravitas, EP's traditional hallmark, remains relevant but has taken on a broader meaning. It’s not solely about exuding confidence and making tough decisions but also pairing that strength with inclusiveness. Leaders who exhibit presence today actively listen, value different perspectives, and empower their teams to innovate and collaborate.
   
   Inclusiveness fosters innovation because diverse teams bring multiple perspectives, challenging the status quo and generating novel solutions. For instance, in BFSI-focused GCCs, where innovation in areas like cloud solutions and AI integration is critical, diverse teams - expertise and backgrounds - are better positioned to solve complex, global challenges.
   
   
   
   • Practical Insight: Make inclusiveness a pillar of your leadership by inviting feedback and fostering an open-door policy where employees from all levels feel comfortable sharing ideas. By listening more, leaders build trust and uncover solutions that may remain untapped.


2. Authenticity: The Rise of Real Leadership
   Previously, leaders were often expected to conform to a particular “ideal” image - polished, poised, and distant. Today, authenticity is the new marker of EP. Leaders who show up as their authentic selves - with vulnerabilities and a clear sense of personal values - are more relatable and inspire greater team loyalty.
   
   Being authentic means leading with transparency, acknowledging mistakes, and engaging with others personally. Authenticity is a game-changer in industries like BFSI, where trust and integrity are paramount. Employees and customers alike seek leaders who are genuine, honest, and driven by purpose.
   
   
   • Practical Insight: Share personal stories and experiences to build deeper connections with your team. Let them see the human side of leadership, whether it’s acknowledging a challenge or celebrating a personal milestone.


3. Mastering Virtual and Hybrid Leadership The hybrid work environment is here to stay, and leaders must be able to command a room - whether that room is physical or virtual. In virtual settings, EP is less about physical presence and more about clarity, engagement, and empathy. Leaders need to be intentional about running virtual meetings, ensuring every voice is heard and there is a clear direction in communication.
   
   In hybrid work environments, connecting with remote teams is as important as leading those who are physically present. This requires flexibility, digital fluency, and a commitment to keeping remote employees engaged and valued.
   
   
   • Practical Insight: Improve your virtual presence by mastering digital communication tools, ensuring inclusive meetings, and ensuring remote team members are equally recognised for their contributions. Regular check-ins and team-building activities that include remote workers can bridge the gap between in-office and virtual teams.


4. Diversity as a Strategic Imperative Diversity isn’t just a moral imperative - it’s a strategic one. Research consistently shows that organisations with diverse leadership teams are more innovative, adaptable, and successful in navigating global markets. Leaders who prioritise diversity in their talent pipelines ensure that their organisations are equipped to solve the complex challenges of today’s fast-paced business world.
   
   This is especially true in industries like BFSI, where the global nature of business demands that leaders understand and empathise with diverse customer bases. Whether implementing fintech solutions that cater to diverse consumer needs or innovating worldwide, diverse teams provide the perspectives necessary to stay competitive.
   
   
   • Practical Insight: Create targeted mentorship and sponsorship programs that support the development of diverse talent. Build leadership pipelines that ensure diverse voices are heard and elevated into decision-making roles.

How BFSI Leaders Can Apply the New Rules of Executive Presence

The BFSI sector, which has long been a pioneer of digital transformation, is a perfect example of how the new rules of Executive Presence are reshaping industries. Leaders in BFSI are expected to guide their organisations through increasingly complex regulatory landscapes, drive technological innovation, and meet rising customer expectations - all while managing teams across multiple geographies and time zones.

In this environment, leadership is about more than just financial understanding - it is about fostering trust, driving innovation, and cultivating a culture where people from all backgrounds can thrive. By embracing the new rules of Executive Presence, leaders in BFSI and other sectors can build resilient, future-proof organisations ready to tackle the challenges of the modern world.

Case in Point: The Role of Inclusive Leadership in a Leading GCC

A leading Global Capability Centre (GCC) for a multinational financial institution exemplifies how inclusive leadership can drive success. Tasked with delivering advanced cloud solutions, the GCC adopted a leadership approach emphasising diversity and inclusivity. By encouraging diverse viewpoints and fostering a collaborative culture, the GCC was able to innovate more rapidly, delivering cutting-edge solutions while also improving employee satisfaction and engagement.

This example underscores the power of inclusive leadership. When leaders prioritise diversity and empower their teams, the results are technological innovation, a more robust organisational culture, and higher employee retention.

Future-Proofing Leadership: Where Are We Headed?

The future of leadership is about adaptability. Leaders who can blend traditional leadership traits - like gravitas and decisiveness - with modern qualities like empathy, inclusivity, and authenticity will be best positioned to succeed in the years ahead.

As industries evolve, Executive Presence will no longer be about how a leader fits into an existing mould. It will be about how they can break that mould, create new pathways, and lead with a human touch in an increasingly digital world.

Key Takeaways for Leaders Across Industries

1. Embrace Inclusivity: Leaders who actively foster diverse teams and listen to different perspectives drive innovation and creativity within their organisations.
2. Lead with Authenticity: Real leadership comes from being genuine, transparent, and relatable. By showing up as your true self, you inspire deeper connections with your team.
3. Master Hybrid Leadership: In the era of hybrid work, a leader’s presence must transcend physical spaces. Ensure you’re equally effective and engaging in both virtual and in-person environments.
4. Prioritize Diversity as a Strategic Asset: Diverse teams bring unique perspectives essential for solving complex challenges and driving global innovation.

Building a Future-Ready Workforce: Upskilling for the Digital Age

A critical component of successful digital transformation is ensuring that your workforce is equipped to handle the technologies of tomorrow. As AI, ML, and cloud computing become integral to business operations, employees must continuously upskill to remain relevant.

Investing in employee development is beneficial for individual growth and organisational agility. In my experience, leading digital transformation initiatives is most successful when paired with comprehensive training programs that prepare employees for the changing landscape. For example, during a significant cloud migration project, we developed tailored training programs to ensure that teams across departments understood how to work with cloud-based tools and how these tools would impact their day-to-day operations.

• Actionable Insight: Create a comprehensive upskilling program for your workforce, ensuring employees at all levels understand how to leverage new technologies. Foster a culture of lifelong learning where continuous development is encouraged and rewarded.

Sustainability in Digital Transformation: Long-Term Thinking

Sustainable growth should be at the core of every digital transformation initiative. Leaders must ensure that new technologies meet immediate business needs and align with the company’s long-term vision. Sustainability is more than economic viability - it also involves environmental and social responsibility.

For instance, cloud computing offers cost savings and opportunities to reduce a company’s carbon footprint by minimising the need for physical data centres. Similarly, when used responsibly, AI and ML can streamline operations, reduce waste, and improve efficiency.

• Actionable Insight: When evaluating new technologies, consider their long-term sustainability in terms of business outcomes and environmental impact. Ensure your organisation’s digital transformation aligns with broader, responsible, sustainable growth goals.

Conclusion: Leading Through Disruption to Achieve Sustainable Growth

Navigating digital transformation in the age of disruptive technologies is no small feat, but with exemplary leadership strategies, challenges can be turned into opportunities. By embracing visionary thinking, fostering a culture of inclusivity, overcoming resistance, and ensuring that innovation is sustainable, leaders can guide their organisations through this period of rapid change. As we move further into the digital age, the key to success will not be avoiding disruption but leading through it. Leaders who can harness the potential of AI, ML, and cloud computing while managing the human dynamics of change will drive long-term, sustainable growth.