How to Define Your Leadership Identity & Grow Your Executive Presence?

The business case  

Often, executives and managers come to me with the desire to enhance their leadership and executive presence.

Initially, they tend to seek quick tips and solutions, rather than the deep transformational work that coaching truly offers.

However, leadership development isn’t about adopting a one-size-fits-all set of traits—it’s about defining the kind of leader you want and need to be.

Different industries, company cultures, teams, geographies, and business challenges require distinct leadership styles.

At the same time, personal values play a crucial role—some leaders thrive through collaborative empowerment, while others succeed through decisive action and strategic foresight.

Coaching helps you clarify the leader you aspire to be while also understanding the leadership style required by your organization, team, and business environment.

This is where the concept of situational leadership comes into play—adapting your approach to meet the needs of different contexts and individuals.

That’s why, before diving into leadership skills development, I guide my coachees through a leadership definition process, where they:

1. Identify their core values—the guiding principles that shape their leadership approach.

2. Assess their company culture & industry dynamics—to align leadership style with organizational needs.

3. Evaluate contextual needs—considering colleagues, challenges, and opportunities for adaptation.

4. Define their unique leadership blend—integrating authenticity, strategic influence, and adaptability.

By taking the time to intentionally design their own leadership identity, leaders gain clarity, confidence, and a strong foundation for growth—one that fosters not just presence, but impact.

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The tool  

The LPI® 360 assessment - Measuring Leadership in Action.

Once you have defined the kind of leader you want to be, the next step is to assess how your current leadership behaviors align with that vision.

The tool I frequently use for that purpose is the Leadership Practices Inventory® (LPI), a research-based assessment that provides leaders with valuable insights into their leadership behaviors.

The 360 assessment will allow leaders to evaluate themselves while also gathering feedback from their manager, direct reports, peers, or any other chosen colleagues.

Developed by James Kouzes and Barry Posner, the LPI measures leadership across five fundamental practices that highly effective leaders demonstrate:

1. Model the Way – Do you lead by example? Great leaders clarify their values and align their actions with them.

2. Inspire a Shared Vision – Can you articulate a compelling future and rally others around it?

3. Challenge the Process – Do you embrace innovation, take risks, and learn from experience?

4. Enable Others to Act – Are you fostering collaboration, building trust, and empowering your team?

5. Encourage the Heart – How do you recognize and celebrate the contributions of others?

Through this tool, leaders gain concrete, actionable feedback on their leadership behaviors, helping them refine their approach and amplify their impact. This tool is especially effective in identifying both strengths and areas for growth, guiding leaders toward more intentional and influential leadership.

By using the LPI® 360 assessment, leaders not only gain clarity on how they show up today but also uncover opportunities to evolve into the leaders they aspire to be. Armed with these insights, they can take meaningful steps toward a leadership style that is both authentic and impactful—driving success for themselves, their teams, and their organizations.

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The quote  

Leaders don’t create followers; they create more leaders - Tom Peters.

This quote resonates with me as I truly believe leadership isn’t about commanding authority—but rather about empowering others.

The best leaders don’t seek to accumulate followers, nor build a group of obedient doers; they cultivate independent thinkers, strong decision-makers, and develop future leaders.

In my coaching work, I often see executives and managers focus on executive presence as a way to stand out. While presence is important, leadership isn’t just about how you show up—it’s about the impact you leave behind. A great leader lifts others, creates a culture of ownership, and ensures their influence extends beyond their own actions.

As you define your own leadership style, ask yourself:

→ How am I developing the people around me?

→ Am I fostering growth, trust, and accountability within my team?

→ Am I building a legacy of leadership that will outlast my direct involvement?

By embracing this mindset, you transform leadership into a movement that drives success, innovation, and lasting impact.