Executive presence is often described as something hard to define, yet it’s considered essential for leadership. In simple terms, it’s about how you show up — how others perceive your confidence, communication and ability to lead under pressure. It can come down to how you speak, dress, listen or even how you walk into a room. But what happens when the way you naturally lead doesn’t match the image others expect?
While this topic affects women individually, companies also play an important role in the outcome. Businesses that foster leadership environments where authenticity and presence coexist will not only support their female talent but also build stronger, more well-rounded leadership teams. The reflections in this article are intended to support both women navigating these challenges and organizations ready to help them thrive.
Are you comfortable in your own skin (or a company-branded T-shirt)?
As women, we often walk a fine line to be seen as competent without being labeled “too much.” The issue isn’t our clothing or hairstyle. It’s when people begin to confuse leadership with a certain look, excluding those who don’t fit the mold.
In my experience, executive presence in Utah comes with some unexpected layers. It often looks more like high-end athleisure than a traditional power suit. This shift moves us away from old corporate stereotypes, but it also creates new, unspoken expectations — ones that can still leave people out. When I moved from Europe to Utah, I had to change almost my entire wardrobe. What had felt professional before suddenly felt too formal or out of place.
What looks like leadership changes depending on where you are and when. Fashion, norms and expectations aren’t fixed. But the pressure to fit remains. As a woman, I found myself in company-branded T-shirts that felt anything but empowering: shapeless, unflattering and far from the confidence boost executive presence is supposed to bring. While men can often pull off the casual-yet-authoritative look, for many women, the balance between comfort, professionalism and presence is far more complicated.
The necessity of authenticity
Authenticity is often praised, but in practice, it can be used against you. At its core, authenticity means staying true to your values, personality and communication style — even when it’s uncomfortable. But sometimes, showing up as your real self leads to unfair judgment.
In many workplaces, women are not criticized for lack of performance, but rather for how they were perceived to embody — or not embody — executive presence. A woman that shares her ideas with genuine passion and emotion might be seen as overly sensitive. Another, who adopts the communication and style of male executives, could be told she is trying too hard, making her seem less authentic. These responses, though often subtle, reflect the complex and sometimes conflicting expectations placed on women in leadership.
I’ve experienced this firsthand. During a difficult time for the company, I responded with empathy, only to be told that my emotional awareness made me less prepared for a higher-level leadership role. These judgments aren’t always spoken aloud, but they show up everywhere — in meetings, in reviews and even in wardrobes.
These experiences remind us that an executive presence isn’t a fixed standard. It shifts from country to country, and even within the same region. What’s seen as strong leadership in Salt Lake City might look completely different just past the point of the mountain. The meaning of “presence” often depends on time, place and culture.
The first steps to establishing an authentic executive presence
The real issue isn’t whether women must choose between executive presence and authenticity. It’s about rethinking outdated expectations so that leadership reflects true ability, not just appearance. And that brings us to the next question: what can we do about it?
For many women, finding the balance between executive presence and authenticity is an ongoing challenge. It’s not just a personal concern — it’s something organizations also need to recognize and support. But before companies can step in, women benefit from having practical ways to strengthen their leadership presence without feeling like they have to compromise who they are.
Developing executive presence without compromising authenticity takes intention, and it starts with confidence — both in how you present yourself and how you own your leadership style. The key is not to copy someone else’s approach just because it seems like the “right” way to lead. If your executive team wears T-shirts every day, but that makes you feel like you’re wrapped in a potato sack, skip it. The same goes for other leadership trends that don’t reflect who you are. Just because everyone at the retreat is doing cold plunges at 4 am, doesn’t mean you have to freeze yourself to earn credibility.
Instead of following trends that don’t feel right, focus on what makes you feel powerful and self-assured. Choose clothing, communication styles and leadership habits that come naturally and reinforce your confidence. A big part of this is identifying women you admire — whether they work with you or outside your organization — who lead with both presence and authenticity.
Utah has a variety of publications, networks and resources for women to utilize to meet and connect with mentors and other inspiring women, leaders who’ve found that balance. Look for those who stand out to you. Even from afar, there’s a lot to learn by observing how they lead with confidence and authenticity.
Balancing executive presence with authenticity doesn’t happen overnight. It’s not something you can master by reading one article or five books. Leadership is more like a rollercoaster than a straight path. Some days you’ll feel confident and in control. Other days, you’ll question yourself. The key is to keep refining your presence, embracing growth and allowing yourself to lead in a way that feels right for you.
What the company can do to encourage women
While women can take proactive steps, organizations play a powerful role in shaping what leadership is supposed to look like. Too often, companies fall back on old patterns without realizing it, making it harder for women to grow without feeling pressured to conform. Creating environments that value diverse leadership styles isn’t just the right thing to do, it’s essential for long-term impact and stronger teams.
One way companies can support women is by redefining what leadership looks like. Authority isn’t about being the most vocal person in the room or wearing a blazer. It’s about making an impact, thinking strategically and inspiring others to do their best work. When organizations recognize this, they make space for women leaders who may not fit traditional molds but still bring tremendous value.
Company culture also plays a big role. In Utah, where leadership often shows up in high-end sneakers and designer sweatpants, women shouldn’t feel pressured to spend money just to fit the image. A strong leader isn’t defined by the cost of their outfit, but by the confidence they bring to the table. When companies allow flexibility in dress codes and culture, they help women show up as their best selves instead of trying to match someone else’s idea of what a leader should look like.
Beyond culture, mentorship and sponsorship programs can make a real difference. Women need access to mentors who have successfully navigated these challenges and know what it means to lead with presence and authenticity. Companies should create structures that connect emerging women leaders with those who model both. These programs should go beyond general career advice to offer honest, experience-based guidance on how to build presence while staying true to who you are.
Finally, leadership training programs need to evolve. Instead of focusing only on public speaking or how to speak with more authority in group settings, companies should offer development that helps leaders build confidence, navigate bias and strengthen an authentic presence that builds trust.
Keep this in mind as you grow into leadership; you don’t have to wear someone else’s version of leadership to succeed. Find what works for you, embrace your strengths and remember that real executive presence comes from showing up confidently as yourself, not as a version of what you think a leader should be. The best leaders don’t just fit the mold; they reshape it.
Key takeaways for women
- Confidence grows from authenticity, not imitation. Trying to follow someone else’s leadership style — whether it’s how they dress, speak or carry themselves — can backfire. Focus instead on what makes you feel capable and grounded.
- Authenticity doesn’t mean ignoring workplace norms. It means finding a way to express your personality and leadership style in a way that fits your environment without losing who you are. Adaptability is a strength, but it shouldn’t come at the cost of your identity.
- You don’t have to do this alone. Learning from women who balance executive presence with authenticity can offer a valuable perspective. Look for role models, observe what works and stay connected to your own sense of leadership.