Mastering the 7 C’s: A Research-Based Framework for Executive Presence

The concept of leadership effectiveness has evolved significantly in recent years, moving beyond traditional notions of authority and command toward more nuanced understandings of influence and trust. While terms typically associated with leadership, such as “commanding attention” or “professional magnetism,” may sound impressive, they often overlook the more fundamental elements of what actually makes some leaders more effective than others. Recent research provides insights into this, offering evidence-based approaches to understanding and developing the influence and trust in effective leadership, which is what researchers and psychologists call executive presence. 

Defining Executive Presence 

Executive presence has evolved significantly from traditional notions of commanding authority. Research now defines it as “the ability to win the confidence of those around you” (Hewlett, 2024). This is a definition that feels both achievable and aspirational for today’s leaders. 

The concept of executive presence has shifted from the original three elements of gravitas, communication skills, and appearance (Hewlett, 2012) to reflect broader organizational transformations, particularly post-COVID. Forbes (2024) identifies seven core dimensions of executive presence termed the “7 C’s”: Composure, Connection, Charisma, Confidence, Credibility, Clarity, and Conciseness. 

How Leadership Expectations and Executive Presence Have Shifted 

The past several years have fundamentally transformed what we expect from leaders. Here’s how leadership has evolved (Hewlett, 2024): 

Inclusion matters more than pedigree. While confidence and decisiveness remain important, today’s leaders must create psychological safety and champion diverse perspectives (Hewlett, 2024). It’s about building respect, not just commanding it. 

Communication means collaboration, not commands. Strong presence still matters, but modern leaders listen to learn, communicate authentically across virtual platforms, and prioritize genuine connection over authority (Hewlett, 2024). 

Authenticity beats conventional appearance. Traditional dress codes and rigid professional standards have given way to authentic self-presentation (Hewlett, 2024). Leaders who are honest about who they are build stronger, more trusted teams. 

The Evolution of Leadership  

Practical Skill Development: Mastering the 7 C’s 

Understanding leadership shifts is helpful, but building executive presence comes down to practicing specific skills. The 7 C’s framework gives you concrete areas to work on (Forbes, 2024). Here’s how to grow each one: 

Composure: Think about moments when you’ve lost your cool. What triggered you? Maybe it was feeling challenged, criticized, or out of control. Practice how you’d respond differently next time. Both mentally and physically rehearse staying calm until it becomes natural. 

Connection: Be present. Make eye contact. Ask others how they’re doing and listen to their answers. If you sense someone’s checked out, ask questions to bring them back into the conversation. 

Charisma: Focus on the person in front of you. Don’t rush to fix things or jump in with your own stories while they’re talking. Just be there and show you care by really understanding their perspective. 

Confidence: Stand tall, look people in the eye, and speak clearly. Try recording yourself in a meeting (with permission) and review what you notice. Ask trusted colleagues for feedback and pick just two things to work on at first. 

Credibility: Drop words like “just,” “maybe,” or “I think.” Speak with strength and share facts your audience will trust. Remember, people want to hear what you have to say. 

Clarity: Before you speak, ask yourself: “Can I say this in 10 words or less?” If your main point is buried in explanation, people will miss it. 

Conciseness: Share the 3 main things your listener needs to know, then stop talking. People remember impactful words better than long explanations. 

The Business of Executive Presence  

Organizations with leaders who demonstrate strong executive presence show measurable performance benefits, including increased innovation, enhanced problem-solving, and higher employee engagement. Financial evidence supports this as companies on Fortune’s 100 Best Companies to Work For list, ranked on employee trust ratings, achieved a 3,174% return from 1997 to 2024 (Great Place to Work, 2025). 

Authenticity Matters  

Executive presence development faces significant accessibility challenges across demographic groups. Research shows 81% of women receive contradictory feedback about executive presence due to inconsistent guidance (Forbes, 2015). Additionally, 41% of professionals of color report pressure to compromise authenticity to conform to organizational standards (Hewlett, 2012). 

This creates what Hewlett terms the “forceful-but-unlikable chasm,” where women demonstrating decisiveness risk negative perceptions, while diverse professionals face pressure to minimize cultural markers for credibility. 

Effective development requires alignment with authentic identity rather than imitation. As Hewlett observes, “authenticity is the new currency of leadership” (2024). Sustainable executive presence emerges when leaders combine genuine self-awareness with deliberate skill development. 

Putting it All Together  

Executive presence represents an essential competency for modern leadership effectiveness. Organizations benefit measurably from leaders who develop these capabilities, and individuals who invest in authentic development position themselves for greater impact. In today’s leadership landscape, where inclusion, authenticity, and effective communication drive performance, executive presence development is fundamental to meaningful leadership. 

The 7 C’s framework provides a research-based approach to this development, offering leaders concrete skills to practice while maintaining their authentic identity and values. 

References

Forbes. (2015). Study on women’s executive presence feedback challenges. Forbes. http:// www.forbes.com/sites/hennainam/2015/12/02/why-executive-presence-is-harder-for-women-leaders/

Forbes. (2024). The Hidden Secret of Executive Presence. Forbes. http://www.forbes.com/councils/forbescoachescouncil/2024/11/13/the-hidden-secret-of-executive-presence/

Great Place to Work. (2025). Employee trust fuels financial success at the 100 Best Companies to Work For in 2025. Great Place to Work Research. http://www.greatplacetowork.com/press-releases/employee-trust-fuels-financial-success-at-the-100-best-companies-2025

Hewlett, S. A. (2012). Executive presence: The missing link between merit and success. HarperBusiness. Hewlett, S. A. (2024). The new rules of executive presence. Harvard Business Review, January-February 2024. http://hbr.org/2024/01/the-new-rules-of-executive-presence