Leadership Skills Workshops

𝐖𝐡𝐲 𝐝𝐨 𝐬𝐨𝐦𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐠𝐞𝐭 𝐩𝐫𝐨𝐦𝐨𝐭𝐞𝐝 𝐟𝐚𝐬𝐭𝐞𝐫, 𝐡𝐞𝐚𝐫𝐝 𝐦𝐨𝐫𝐞 𝐨𝐟𝐭𝐞𝐧, 𝐚𝐧𝐝 𝐭𝐫𝐮𝐬𝐭𝐞𝐝 𝐦𝐨𝐫𝐞 𝐝𝐞𝐞𝐩𝐥𝐲? Of all the topics people ask me about, executive presence is near the top of the list. The challenge with executive presence is that it’s hard to define. It’s not a checklist you can tick off. It’s more like taste or intuition. Some people develop it early. Others build it over time. More often, it’s a lack of context, coaching, or exposure to what “good” looks like. Here’s what I’ve learned over the years, both from getting it wrong and from watching others get it right. 1. 𝐋𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐦𝐞𝐬𝐬𝐚𝐠𝐞 People early in their careers often feel the need to prove they know the details. But executive presence isn’t about detail. It’s about clarity. If your message would sound the same to a peer, your manager, and your CEO, you’re not tailoring it enough. Meet your audience where they are. 2. 𝐔𝐩𝐥𝐞𝐯𝐞𝐥 𝐭𝐡𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 Executives care about outcomes, strategy, and alignment. One of my teammates once struggled with this. Brilliant at the work, but too deep in the weeds to communicate its impact. With coaching, she learned to reframe her updates, and her influence grew exponentially. 3. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞 𝐬𝐮𝐛𝐭𝐞𝐱𝐭 Every meeting has an undercurrent: past dynamics, relationships, history. Navigating this well often requires a trusted guide who can explain what’s going on behind the scenes. 4. 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐜𝐨𝐧𝐭𝐞𝐱𝐭 Just because something is your entire world doesn’t mean others know about it. I’ve had conversations where I assumed someone knew what I was talking about, but they didn't. Context is a gift. Give it freely. 5. 𝐂𝐨𝐦𝐞 𝐰𝐢𝐭𝐡 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬 Early in my career, I brought problems to my manager. Now, I appreciate the people who bring potential paths forward. It’s not about having the perfect solution. It’s about showing you’re engaged in solving the problem. 6. 𝐊𝐧𝐨𝐰 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐜𝐚𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 Every leader is solving a different set of problems. Step into their shoes. Show how your work connects to what’s top of mind for them. This is how you build alignment and earn trust. 7. 𝐁𝐮𝐢𝐥𝐝 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 Years ago, a founder cold emailed me. We didn’t know each other, but we were both Duke alums. That one point of connection turned a cold outreach into a real conversation. 8. 𝐃𝐫𝐢𝐯𝐞 𝐭𝐨 𝐜𝐥𝐚𝐫𝐢𝐭𝐲 𝐚𝐧𝐝 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧 Before you walk into a meeting, ask yourself what outcome you’re trying to drive. Wandering conversations erode credibility. Precision matters. So does preparation. 𝐅𝐢𝐧𝐚𝐥 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 Executive presence isn’t about dominating a room or having all the answers. It’s about clarity, connection, and conviction. And like any muscle, it gets stronger with intentional practice.

I got fired twice because I had poor soft skills. Then, I became VP at Amazon, where my job was more than 80% based on soft skills. This was possible because I stopped being an outspoken, judgmental critic of other people and improved my soft skills. Here are 4 areas you can improve: Soft skills are one of the main things I discuss with my coaching clients, as they are often the barrier between being a competent manager and being ready to be a true executive. Technical skills are important, but soft skills are the deciding factor between executive candidates a lot more than technical skills are. Four “soft skill” areas in which we can constantly improve are: 1) Storytelling skills Jeff Bezos said, “You can have the best technology, you can have the best business model, but if the storytelling isn’t amazing, it won’t matter.” The same is true for you as a leader. You can have the best skills or best ideas, but if you can’t communicate through powerful storytelling, no one will pay attention. 2) Writing Writing is the foundation of clear communication and clear thinking. It is the main tool for demonstrating your thinking and influencing others. The way you write will impact your influence, and therefore will impact your opportunities to grow as a leader. 3) Executive Presence Executive presence is your ability to present as someone who should be taken seriously. This includes your ability to speak, to act under pressure, and to relate to your team informally, but it goes far beyond any individual skill. Improving executive presence requires consistently evaluating where we have space to grow in our image as leaders and then addressing it. 4) Public Speaking As a leader, public speaking is inevitable. In order the get the support you need to become an executive, you must inspire confidence in your abilities and ideas through the way you speak to large, important groups of people. No one wants to give more responsibility to someone who looks uncomfortable with the amount they already have. I am writing about these 4 areas because today’s newsletter is centered around how exactly to improve these soft skills. The newsletter comes from member questions in our Level Up Newsletter community, and I answer each of them at length. I'm joined in the newsletter by my good friend, Richard Hua, a world class expert in emotional intelligence (EQ). Rich created a program at Amazon that has taught EQ to more than 500,000 people! The 4 specific questions I answer are: 1. “How do I improve my storytelling skills?” 2. “What resources or tools would you recommend to get better in writing?” 3. “What are the top 3 ways to improve my executive presence?” 4. “I am uncomfortable talking in front of large crowds and unknown people, but as I move up, I need to do this more. How do I get comfortable with this?” See the newsletter here: https://lnkd.in/gg6JXqF4 How have you improved your soft skills?

26% of your promotion depends on executive presence. But no one explains what those words really mean. "She lacks executive presence" might be the most frustrating feedback ever. Because it's rarely followed by what to actually do about it. I've coached hundreds of leaders through this exact challenge. Here are 7 ways to build executive presence: 1. Practise Strategic Silence ↳ Leaders who listen first command more respect ↳ Ask: "What are your thoughts?" - then pause 2. Simplify Complex Ideas ↳ Complex language often masks insecurity ↳ Replace jargon with everyday language 3. Calibrate Your Reactions ↳ Overreacting undermines your credibility ↳ Ask yourself: "Will this matter in 6 months?" 4. Bring Solutions, Not Just Problems ↳ Leaders are remembered for solving problems ↳ Never raise an issue without at least one solution 5. Own Your Authority ↳ Undermining phrases erase years of hard work ↳ Remove words that weaken your message: "just," "kind of," "I think maybe" 6. Own the Room ↳ Your physical presence speaks before you do ↳ Sit tall and take up your full space at the table 7. Expand Your Influence Beyond Your Role ↳ Broader influence gets you bigger opportunities ↳ Volunteer for cross-functional projects Executive presence isn't about changing who you are. It’s about showing up as your real, confident self. ♻️ Repost to help your network ➕ Follow Dora Vanourek for more

Most people chase “executive presence.” Ironically, that chase is exactly what keeps them from having it. When someone says, “𝘚𝘩𝘦 𝘩𝘢𝘴 𝘦𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘱𝘳𝘦𝘴𝘦𝘯𝘤𝘦,” they are rarely talking about style, charisma, or polish. They are reacting to a pattern of behavior they’ve experienced over time. Here’s what they usually mean: • She listens deeply • She communicates with purpose • She brings unique insight • She stays steady under pressure • She makes hard calls — and owns them • She brings clarity to ambiguity • She trusts her judgment without ego • She shows strength through vulnerability • She lifts others rather than outshining them That’s the point: “Executive presence” isn’t one thing. It’s an aggregation of many behaviors done consistently and well. If you want to build it, you don’t need charisma. You need habits. Here are 7 ways to start building executive presence today: 𝟭/ 𝗕𝘂𝗶𝗹𝗱 𝗾𝘂𝗶𝗲𝘁 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 Trust your experience. Speak less, say more. 𝟮/ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗮𝘂𝘁𝗵𝗼𝗿𝗶𝘁𝘆 Listen to understand. Be clear, concise, and deliberate. 𝟯/ 𝗠𝗮𝗶𝗻𝘁𝗮𝗶𝗻 𝗰𝗼𝗺𝗽𝗼𝘀𝘂𝗿𝗲 Pause before you react. Poise beats perfection. 𝟰/ 𝗕𝗲 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 Presence grows when you stop performing and start being real. 𝟱/ 𝗗𝗲𝘃𝗲𝗹𝗼𝗽 𝗴𝗿𝗮𝘃𝗶𝘁𝗮𝘀 Think long-term. Add insight others miss. 𝟲/ 𝗕𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝘃𝗲 Make the call. Explain your reasoning. Own the outcome. 𝟳/ 𝗜𝗻𝘀𝗽𝗶𝗿𝗲 𝗼𝘁𝗵𝗲𝗿𝘀 Create clarity of direction — and belief in possibility. Executive presence isn’t built by performing. It’s built by alignment — between who you are, what you say, and how you act. When that alignment is consistent, presence takes care of itself. What behavior would you add to the list? ----- Follow me, tap the (🔔) Omar Halabieh for Leadership and Career posts.

Ever felt that post-workshop high? But you wonder if it translates to lasting change? Here's a 5 step process for real impact We've been there. You finish a workshop. Everyone leaves buzzing. Your feedback scores are through the roof. But was it... A "sugar rush" or "nutrient rich" experience? In the 21 years of running sessions in different contexts, I've realised there is a way to deliver energising workshops AND provide lasting value. → 𝗦𝘂𝗴𝗮𝗿 𝗥𝘂𝘀𝗵 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀 Participants leave excited. High feedback scores. Temporary motivation. No real change in behaviour. → 𝗡𝘂𝘁𝗿𝗶𝗲𝗻𝘁 𝗥𝗶𝗰𝗵 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝗰𝗶𝗲𝘀 Participants leave with a plan. Lower immediate excitement (perhaps). Content is processed. Lasting behaviour change. We want to the latter. And here's how: 1️⃣ SET THE CONTEXT ↳ Uncover challenges and hopes ahead of time. Meet people where they're at to unfold what happens next. 2️⃣ ENGAGE DEEPLY ↳ Ensure participants are not just passive listeners. Design for interactivity and cater of different styles 3️⃣ PLAN FOR ACTION ↳ Help them develop a concrete plan to implement what they've learned. Conduct debriefs. Give an action plan. 4️⃣ FOLLOW UP ↳ Provide post-workshop support and resources. Pre-design with the sponsor even if you're not involved in the implementation. 5️⃣ MEASURE IMPACT ↳ Go beyond feedback forms. Capture a baseline, collect evidence in sessions & track outcomes over time. Remember, the true measure of success is not how high your feedback scores are. It's the lasting impact you have on your participants. Let's move away from sugar-rush workshops and towards nutrient-rich consultancies. ~~ ✍️ What do you do to ensure your workshops have a lasting impact? ♻️ Reshare if you found this useful

A senior leader walked into our Executive Presence training visibly frustrated. “Vikram, I am tired of watching less capable people get promoted ahead of me.” The room went silent. And honestly? Many leaders secretly feel this way. Before the training, he believed his problem was organizational politics. After spending time observing him in simulations and leadership discussions, a different reality emerged. Every time pressure increased, he unconsciously shrank into execution mode. He spoke like someone seeking approval. Not someone carrying authority. He overloaded conversations with detail. Softened his recommendations midway. Avoided tension in the room. Waited too long before speaking. Explained his work beautifully. Rarely shaped the direction of the conversation. The painful part? He thought this behavior made him look humble and collaborative. Senior leadership interpreted it differently. They saw someone reliable. Not someone ready to carry larger uncertainty. That distinction changes careers. Post the training, he said something powerful: “I spent years proving I could do the job. I never realized leadership was evaluating whether I could psychologically hold the next level.” That insight changed everything. Over the next few months: • he stopped hiding behind over preparation • started speaking with clearer ownership • disagreed without emotional hesitation • entered meetings with steadier energy • learned to tolerate visibility without discomfort And slowly, leadership started responding differently. Because at senior levels, promotions are not only based on capability. They are based on one invisible question: “Does this person already feel like power?” Most high performers are not under promoted because they lack competence. They are under promoted because their presence still asks for permission. #ExecutivePresence #Leadership #CareerGrowth

Sharing an approach I’ll be using to kick off the facilitation of an HSE Leaders Forum tomorrow that I hope others might find valuable. Instead of starting with the usual introductions (name, job role etc), I want to focus on the reason we are there: discussing innovative ways to solve the challenges participants are facing in their workplaces or industries. Each participant will introduce themselves by sharing a challenge framed as a "How Might We?" (HMW) statement. This simple method encourages participants to: 1️⃣ Clarify the Challenge: Turning a health and safety challenge into an opportunity helps focus the conversation on possibility. 2️⃣ Spark Collaboration: Open-ended, opportunity-focused challenges invite diverse perspectives and ideas. 3️⃣ Create Immediate Value: Sharing key challenges helps everyone see where they can contribute and connect meaningfully - on the things that matter. "How might we better communicate critical risk management expectations with subcontractors?" "How might we reduce working at height activities in our business?" "How might we assure critical risk controls in real-time?" I’ve found this approach aligns discussions with what really matters, and leaves participants with actionable insights. If you’re planning a collaborative session, this could be a great way to shift from introductions to impactful conversations right from the start. Feel free to adapt this for your own forums or workshops; I’d love to hear how it works for you and if you have any other facilitation tips. #SafetyTech #SafetyInnovation #Facilitation #Learning

No one tells you how invisible you can feel in high-level meetings. You’re smart. You’ve done the work. But in the room with senior leaders? It’s like your presence disappears. You second guess when to speak. You wonder if your updates land. You leave calls thinking: Did I even make an impression? I’ve been there. And here’s what helped me shift from passive observer to recognized leader without waiting for a promotion. 7 daily habits that built my executive presence: 1. Be clear and concise Make your point in 30 seconds or less. 2. Have your camera on Presence starts by being seen visually and mentally. 3. Speak early Don’t wait for the “perfect” moment. Set the tone by jumping in early. 4. Own your introduction Go beyond title. Show purpose: “I lead [X] and focus on [Y goal].” 5. Ask one strategic question a day Not to impress to challenge. “What’s the biggest risk we’re not seeing?” 6. Master one-liner updates Think: “Revenue up 8%, driven by retention. Risks: churn and spend.” 7. Close conversations with intent Always clarify next steps or ownership. “What’s next?” is a power move. None of this is about faking confidence. It’s about acting with confidence to show them the the leader you already are Before anyone gives you the title. ♻️ Share to help someone who needs to hear this

Your employees have wishes. Not for ping-pong tables or pizza Fridays, but for a small shift in your leadership. Unfortunately they probably aren't going to tell you what they really need. According to research, 58% avoid giving honest feedback to their boss—because they don’t believe it will make a difference (SHRM, 2023). Their silence isn’t compliance, or lack of engagement. It’s protection. Fear of retaliation, power dynamics, or simply not wanting to "rock the boat" prevents employees from speaking up. How you can grant your employees' wishes without magic wands? Here are five powerful shifts. 🌟 1. Lead from clarity. When priorities shift weekly, employees get lost in the fog. They don’t need the full strategy brief—but they do need to understand the why behind the change. 👉 What to do: Pause before pivoting. Write out your reasoning. If you can’t explain it clearly, the team won’t follow it confidently. Clarity fuels progress. 🌟 2. Keep your promises. Even small promises—“I’ll get back to you next week”—carry weight. When those are forgotten, trust begins to unravel. 👉 What to do: Calendar your commitments. Follow through, or circle back if something shifts. When your word holds weight, so does your leadership. 🌟 3. Invite their perspective. Your employees have insights you can’t see from the top. But if disagreement feels dangerous, those insights stay buried. 👉 What to do: Normalize feedback. Encourage respectful dissent. Create safe ways to speak up. Your best ideas might be stuck behind a culture of silence. 🌟 4. See them and the value they bring. People want to contribute more than what's in their job description. They want to make a difference, but you have to pay attention. 👉 What to do: Ask for their ideas. Celebrate them when they step up. Example: At Diageo, a multinational beverages giant, employees saved $7.8M just by sharing what they already knew. 🌟 5. Build trust with your actions. Trust doesn’t come from slogans or values painted on the wall. It comes from the way you show up—especially in the small moments. 👉 What to do: Be present. Listen more than you speak. Acknowledge gaps. Every interaction is a chance to either build trust—or burn it. ✨ Conclusion According to Gallup, companies that actively seek employee feedback experience 14% higher productivity and 21% higher profitability. No fairy dust required. One small but powerful action is more sustainable than Ping Pong Tables and Pizza. Do you have more to add? Let’s learn from each other 👇 #LIPostingDayApril  #Leadership  

Ever notice how some leaders seem to have a sixth sense for meeting dynamics while others plow through their agenda oblivious to glazed eyes, side conversations, or everyone needing several "bio breaks" over the course of an hour? Research tells us executives consider 67% of virtual meetings failures, and a staggering 92% of employees admit to multitasking during meetings. After facilitating hundreds of in-person, virtual, and hybrid sessions, I've developed my "6 E's Framework" to transform the abstract concept of "reading the room" into concrete skills anyone can master. (This is exactly what I teach leaders and teams who want to dramatically improve their meeting and presentation effectiveness.) Here's what to look for and what to do: 1. Eye Contact: Notice where people are looking (or not looking). Are they making eye contact with you or staring at their devices? Position yourself strategically, be inclusive with your gaze, and respectfully acknowledge what you observe: "I notice several people checking watches, so I'll pick up the pace." 2. Energy: Feel the vibe - is it friendly, tense, distracted? Conduct quick energy check-ins ("On a scale of 1-10, what's your energy right now?"), pivot to more engaging topics when needed, and don't hesitate to amplify your own energy through voice modulation and expressive gestures. 3. Expectations: Regularly check if you're delivering what people expected. Start with clear objectives, check in throughout ("Am I addressing what you hoped we'd cover?"), and make progress visible by acknowledging completed agenda items. 4. Extraneous Activities: What are people doing besides paying attention? Get curious about side conversations without defensiveness: "I see some of you discussing something - I'd love to address those thoughts." Break up presentations with interactive elements like polls or small group discussions. 5. Explicit Feedback: Listen when someone directly tells you "we're confused" or "this is exactly what we needed." Remember, one vocal participant often represents others' unspoken feelings. Thank people for honest feedback and actively solicit input from quieter participants. 6. Engagement: Monitor who's participating and how. Create varied opportunities for people to engage with you, the content, and each other. Proactively invite (but don't force) participation from those less likely to speak up. I've shared my complete framework in the article in the comments below. In my coaching and workshops with executives and teams worldwide, I've seen these skills transform even the most dysfunctional meeting cultures -- and I'd be thrilled to help your company's speakers and meeting leaders, too. What meeting dynamics challenge do you find most difficult to navigate? I'd love to hear your experiences in the comments! #presentationskills #virualmeetings #engagement