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Executive Presence: The Missing Link Between Merit and Success
Are you “leadership material?” More importantly, do others perceive you to be? Sylvia Ann Hewlett, a noted expert on workplace power and influence, shows you how to identify and embody the Executive Presence (EP) that you need to succeed. You can have the experience and qualifications of a leader, but without executive presence, you won't advance. EP is an amalgam of qualities that true leaders exude, a presence that telegraphs you're in charge or deserve to be. Articulating those qualities isn't easy, however. Based on a nationwide survey of college graduates working across a range of sectors and occupations, Sylvia Hewlett and the Center for Talent Innovation discovered that EP is a dynamic, cohesive mix of appearance, communication, and gravitas. While these elements are not equal, to have true EP, you must know how to use all of them to your advantage. Filled with eye-opening insights, analysis, and practical advice for both men and women, mixed with illustrative examples from executives learning to use the EP, Executive Presence will help you make the leap from working like an executive to feeling like an executive.
240 pages, Hardcover
First published June 3, 2014
896 people are currently reading
4390 people want to read
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Displaying 1 - 30 of 239 reviews
November 17, 2014
I am trying to read more business related books. This one was ok. I found the empirical data to be interesting, but most of the book is for people who are recent graduates and entering the business world for the first time. I found the author's advice to be very basic. Some examples are "look people in the eye when you speak to them", "have a firm handshake", "don't dress like a whore, because it confuses men" and "fat men are ok, unless obese, but women need to be fit and trim", etc. Interestingly, the best part of the book was when the author talked about the difficult situation that women are in - "too nice" or "too aggressive"; "not enough make up" or "too much make-up"; etc., and offered up some ways in which to strike a balance. Unfortunately, however, I was left with thinking how much women are hosed in the workplace. It's no wonder that they continue to lack a seat at the table viz-a-viz their male counterparts.
September 5, 2014
Perhaps this would make a good article, but it is very drawn out and boring as a book.
There isn't new information here - look your best, be your best, and speak your best.
This book agitated me for these 4 reasons:
1) Using Angelina Jolie as a positive example for anything
2) Endorsing plastic surgery
3) Recommending heavy make-up
4) Overuse of the word gravitas and the phrase "show your teeth"
There isn't new information here - look your best, be your best, and speak your best.
This book agitated me for these 4 reasons:
1) Using Angelina Jolie as a positive example for anything
2) Endorsing plastic surgery
3) Recommending heavy make-up
4) Overuse of the word gravitas and the phrase "show your teeth"
October 24, 2014
This book is excellent. Not so much that it's groundbreaking material, but the research and personal stories validate what most of us already know about what it takes to be perceived as a "leader." To get the most out of it, you need to be in the frame of mind that values "what it is" over "how it should be." While the book is not gender specific, author Sylvia Ann Hewlett's research points to the greatest challenges for potential leaders and those challenges happen to fall heavily upon women and minorities. There is little doubt that women face substantial challenges in navigating their way to the top in a culture where male leaders predominate and always have. If you are serious about developing your Executive Presence (EP) this book will be invaluable.
A wide and varied range of subjects is addressed, including the tension between conformity and authenticity. While that is an individual struggle we all confront at some point, the hurdle is a bit higher for women and minorities. "For these historically underrepresented groups are dealing with a double whammy. Not only do they need to shape and mold their identities to fit an organizational culture (something everyone faces), but they're required to 'pass' as straight white men. Why? Because this continues to be the dominant leadership model. Eighty-eight percent of those who sit in corner offices on Wall Street and Main Street look this way." I would add to that - 65% of everyone elected to office as well.
Emotional Intelligence (EQ as coined by Daniel Goleman) is an essential element to developing EP. "EQ is just as important for building trust because demonstrating it shows you have not only self-awareness but also situational awareness." Being able to "read a room" is something I developed through theater experience. A good stage performance requires being able to read the audience and to work off their energy. It's a skill that is needed in every situation whether it's a roomful of people or just one person.
In the section titled "A Narrow Band of Acceptability" she references Carolyn Buck Lane's "Goldilocks syndrome" as it applies to women. "You're never 'just right,'" she explains. "You're too this, you're too that -- and you always will be, because what's behind it is hidden bias. If you don't fit the stereotype of a leader, you're not likely to be seen as becoming one." I often speak of the centuries of institutional bias that affects how we see leaders. Many times it is dismissed out of hand by both men and women who believe that "individual merit" will simply lift the best candidates to the top of the ladder. Gender is magically eliminated as a factor in the face of "most qualified," despite the fact that we continue to have leaders that are predominantly white and male.
Culture and history are enormous factors that affect our perception - and our perception is in fact our reality. "Compounding this stereotypical perception of women is men's inability to perceive their own 'invisible knapsack' of privilege, that kit of inborn traits that grants them access, acceptance, and authority they don't even realize they have and are carrying." There are limits to being self aware and I think this example makes that point.
Without dwelling on it incessantly, the issue of double standards pops up throughout the book. It's the reality of the situation. Observations such as "Behaviors that confer gravitas on a man by demonstrating he can 'show teeth" . . . come off as aggression in a woman." And she provides well known examples of that. "Our survey results capture it perfectly: 31 percent of our respondents said that being 'too bossy' undermines a woman's EP, and 31 percent said being 'too passive' undermines a woman's EP. Go figure."
Much of the research has been conducted by Hewlett's organization, the Center for Talent Innovation (CTI). Toward the end of the book she makes a strong case for the benefit of diversity in any organization. "Innate diversity on teams -- having members who are female, nonwhite, or of non-European origin -- boosts the team's innovation potential by providing critical insight into the needs and wants of overlooked or underserved end users." I think this certainly applies equally to elected representatives and their constituents.
One of the people interviewed extensively for the book is Kent A. Gardiner, chair of the law firm Crowell & Moring LLP. He and his firm are committed at the highest levels to cultivating women and minorities to take top positions in their firm. I applaud his public stance on that issue and his organization's commitment to be intentional through actions rather than just having "good intentions."
I highly recommend this book
A wide and varied range of subjects is addressed, including the tension between conformity and authenticity. While that is an individual struggle we all confront at some point, the hurdle is a bit higher for women and minorities. "For these historically underrepresented groups are dealing with a double whammy. Not only do they need to shape and mold their identities to fit an organizational culture (something everyone faces), but they're required to 'pass' as straight white men. Why? Because this continues to be the dominant leadership model. Eighty-eight percent of those who sit in corner offices on Wall Street and Main Street look this way." I would add to that - 65% of everyone elected to office as well.
Emotional Intelligence (EQ as coined by Daniel Goleman) is an essential element to developing EP. "EQ is just as important for building trust because demonstrating it shows you have not only self-awareness but also situational awareness." Being able to "read a room" is something I developed through theater experience. A good stage performance requires being able to read the audience and to work off their energy. It's a skill that is needed in every situation whether it's a roomful of people or just one person.
In the section titled "A Narrow Band of Acceptability" she references Carolyn Buck Lane's "Goldilocks syndrome" as it applies to women. "You're never 'just right,'" she explains. "You're too this, you're too that -- and you always will be, because what's behind it is hidden bias. If you don't fit the stereotype of a leader, you're not likely to be seen as becoming one." I often speak of the centuries of institutional bias that affects how we see leaders. Many times it is dismissed out of hand by both men and women who believe that "individual merit" will simply lift the best candidates to the top of the ladder. Gender is magically eliminated as a factor in the face of "most qualified," despite the fact that we continue to have leaders that are predominantly white and male.
Culture and history are enormous factors that affect our perception - and our perception is in fact our reality. "Compounding this stereotypical perception of women is men's inability to perceive their own 'invisible knapsack' of privilege, that kit of inborn traits that grants them access, acceptance, and authority they don't even realize they have and are carrying." There are limits to being self aware and I think this example makes that point.
Without dwelling on it incessantly, the issue of double standards pops up throughout the book. It's the reality of the situation. Observations such as "Behaviors that confer gravitas on a man by demonstrating he can 'show teeth" . . . come off as aggression in a woman." And she provides well known examples of that. "Our survey results capture it perfectly: 31 percent of our respondents said that being 'too bossy' undermines a woman's EP, and 31 percent said being 'too passive' undermines a woman's EP. Go figure."
Much of the research has been conducted by Hewlett's organization, the Center for Talent Innovation (CTI). Toward the end of the book she makes a strong case for the benefit of diversity in any organization. "Innate diversity on teams -- having members who are female, nonwhite, or of non-European origin -- boosts the team's innovation potential by providing critical insight into the needs and wants of overlooked or underserved end users." I think this certainly applies equally to elected representatives and their constituents.
One of the people interviewed extensively for the book is Kent A. Gardiner, chair of the law firm Crowell & Moring LLP. He and his firm are committed at the highest levels to cultivating women and minorities to take top positions in their firm. I applaud his public stance on that issue and his organization's commitment to be intentional through actions rather than just having "good intentions."
I highly recommend this book
September 22, 2021
Before I dive into the actual review, let me tell you why I've reached for this book (bear with me, this is important):
A few weeks ago I've seen a short (2-3 mins long) video on Twitter. A group of anti-vaccine protesters in the US was being dispersed by Police forces. Police have used (adequate IMHO) force, as the protesters were aggressive and persistent. Nevertheless, a single, civil individual (one of the anti-vacciners) suddenly took full control over the whole situation. How come?
He wasn't particularly big, there was no effect of surprise, he didn't have a striking, booming voice. Nevertheless, his confidence, the way he was looking straight into the eyes of Police officers, his gestures, persistence in his tone - he nearly immediately dominated the space. Everyone was staring only at him.
He didn't use any arguments, he didn't try to convince anyone to any standpoint. He has just FORBIDDEN Police to continue their actions with simple, firm words. But it was all about HOW he did it. The mixture of his posture, presence, voice, body language - calming, not escalating, but also telling straight: I will NOT budge. Despite all the antipathy I have towards the anti-vaxxers, it was hard not to be impressed.
All right, fast forward. I've read the "Executive Presence". It could have been a good book (the initial introduction and the way "gravitas" is presented - they are awesome), but it's totally broken by political correctness and single-sided perspective. It's not a book about Executive Presence, but about EP in the ideal world, where everyone has the same, perfectly uniform ethical code.
Just to give you a glimpse of what you should expect ...
It's like Cialdini's "Influence" without all the manipulative tricks (which can be used in the good and bad causes). It's like a book about NLP, but only for Buddhist monks and Mother Teresa. It's ... naive. Some of the most interesting aspects of EP can be presented with examples of charismatic scoundrels, manipulators, and tyrants. Their "tools" should be studied, so they can be used also in good cause. They had their EP and in many cases, it helped them to succeed.
Frankly, I don't mind adding the aspect of diversity, inclusion, and equ(al)ity to the topic. REALLY. But not in a whiny, politically correct way. I expected some REALLY HARD considerations, topics that are truly controversial and hard to approach. I'll give you an example:
A few months ago, there was a massive action when (primarily US-based) companies were manifesting their openness for the LGBTQ+ community. TBH the whole action looked like more marketing than substance, but one video has made me really thinking. There was a person (born as male), an executive in one of BigTech in the US (IBM or Oracle, can't tell for sure now), who identified himself as "her" and "queer". That had a very visible effect in the video he recorded. (S)he had obviously masculine traits (the line of jaw, etc.) but (as a "queer") dressed in a very flashy manner - colorful hair (wig), heavy make-up, extravagant clothes, etc. It's his/her (I guess) manifesto. The effect was (TBH) comical. If I didn't see the tagline, I'd think it was a clown.
On one hand, (s)he's a self-proclaimed part of a minority, expects respect, wants to be appreciated, has career aspirations like everyone around. On the other hand, this kind of presence ... is against 95% of the rules described in THIS VERY book. Call it a bias, but it did not build trust or inspire, the typical reaction is of a very different nature ... This is an example of a very inconvenient situation, where judgements may vary A LOT. But guess what, such (controversial) topics were not covered in the book. Welcome back to the ideal world.
In fact, the more author wrote about diversity, the scarier it was (remember: it's still a book about EP). E.g. there was an argument that diversity is important because gay people prefer to buy from other gay people, Indian people from other Indian people, etc. So the argument for fighting bias is "because the minorities have their bias" (which should be cultivated, I guess). This is simply insane! And don't get me wrong here - I have nothing against diversity, I'm a full proponent of Martin Luther King's "colorblindness theory". I just think that the way of thinking presented in this book is wrong, shallow, and in the end - harmful.
After 40% of this book, I was fully convinced that it will be AT LEAST 4 stars. But sadly, in ended as a huge disappointment :(
A few weeks ago I've seen a short (2-3 mins long) video on Twitter. A group of anti-vaccine protesters in the US was being dispersed by Police forces. Police have used (adequate IMHO) force, as the protesters were aggressive and persistent. Nevertheless, a single, civil individual (one of the anti-vacciners) suddenly took full control over the whole situation. How come?
He wasn't particularly big, there was no effect of surprise, he didn't have a striking, booming voice. Nevertheless, his confidence, the way he was looking straight into the eyes of Police officers, his gestures, persistence in his tone - he nearly immediately dominated the space. Everyone was staring only at him.
He didn't use any arguments, he didn't try to convince anyone to any standpoint. He has just FORBIDDEN Police to continue their actions with simple, firm words. But it was all about HOW he did it. The mixture of his posture, presence, voice, body language - calming, not escalating, but also telling straight: I will NOT budge. Despite all the antipathy I have towards the anti-vaxxers, it was hard not to be impressed.
All right, fast forward. I've read the "Executive Presence". It could have been a good book (the initial introduction and the way "gravitas" is presented - they are awesome), but it's totally broken by political correctness and single-sided perspective. It's not a book about Executive Presence, but about EP in the ideal world, where everyone has the same, perfectly uniform ethical code.
Just to give you a glimpse of what you should expect ...
It's like Cialdini's "Influence" without all the manipulative tricks (which can be used in the good and bad causes). It's like a book about NLP, but only for Buddhist monks and Mother Teresa. It's ... naive. Some of the most interesting aspects of EP can be presented with examples of charismatic scoundrels, manipulators, and tyrants. Their "tools" should be studied, so they can be used also in good cause. They had their EP and in many cases, it helped them to succeed.
Frankly, I don't mind adding the aspect of diversity, inclusion, and equ(al)ity to the topic. REALLY. But not in a whiny, politically correct way. I expected some REALLY HARD considerations, topics that are truly controversial and hard to approach. I'll give you an example:
A few months ago, there was a massive action when (primarily US-based) companies were manifesting their openness for the LGBTQ+ community. TBH the whole action looked like more marketing than substance, but one video has made me really thinking. There was a person (born as male), an executive in one of BigTech in the US (IBM or Oracle, can't tell for sure now), who identified himself as "her" and "queer". That had a very visible effect in the video he recorded. (S)he had obviously masculine traits (the line of jaw, etc.) but (as a "queer") dressed in a very flashy manner - colorful hair (wig), heavy make-up, extravagant clothes, etc. It's his/her (I guess) manifesto. The effect was (TBH) comical. If I didn't see the tagline, I'd think it was a clown.
On one hand, (s)he's a self-proclaimed part of a minority, expects respect, wants to be appreciated, has career aspirations like everyone around. On the other hand, this kind of presence ... is against 95% of the rules described in THIS VERY book. Call it a bias, but it did not build trust or inspire, the typical reaction is of a very different nature ... This is an example of a very inconvenient situation, where judgements may vary A LOT. But guess what, such (controversial) topics were not covered in the book. Welcome back to the ideal world.
In fact, the more author wrote about diversity, the scarier it was (remember: it's still a book about EP). E.g. there was an argument that diversity is important because gay people prefer to buy from other gay people, Indian people from other Indian people, etc. So the argument for fighting bias is "because the minorities have their bias" (which should be cultivated, I guess). This is simply insane! And don't get me wrong here - I have nothing against diversity, I'm a full proponent of Martin Luther King's "colorblindness theory". I just think that the way of thinking presented in this book is wrong, shallow, and in the end - harmful.
After 40% of this book, I was fully convinced that it will be AT LEAST 4 stars. But sadly, in ended as a huge disappointment :(
September 19, 2024
This is an updated version of a book that the author had already published in 2014.
I have no clue why I ended up reading this, but I did.
The book offers a lot of anecdotes and examples, and some of them carry some interesting insight, but the content overall is rather shallow, just like the concept of “Executive Presence” itself.
Sure, looks and demeanors do matter in the workplace, but how much time should you be spending thinking about it, as opposed to “doing your actual job”? I’m usually 100% about substance, although I understand that fluff sometimes matters, too.
I was reminded of “Dune” by Frank Herbert, which I consider almost like a manual on leadership: in Dune, the protagonist grows up and understands the importance of the performative side that is embedded in a leadership position. How much a leader decides to “perform” vs. how much they decide to focus on truth and substance, that’s a personal choice. But no real leader can ignore the part of their job that goes under “appearance”, “colleagues’ perception of me”, “non-verbal communication”.
Having said this, I’m giving this book an even lower rating because of the author’s obsession for making everything about her. Of course, everything ends up being about how oppressed and disadvantaged women are in the workplace. AND people of color, although the author talks about them less, and with less heartfelt passion than when she talks about how hard it is to be a woman in the corporate world — like her!
I’ll be very brief on this subject: not only I find all this DEI stuff useless, but also counterproductive: in fact, many examples brought forward by the author, paradoxically, prove exactly my point, even if she never picks up on it. For example, a woman of color is disappointed because no male executive will provide the candid feedback that she would need, for fear of their words being misconstrued as offensive, racist or even sexually suggestive. The author reads this as “it’s so hard being a woman…” but in reality what she is describing is an instance of DEI having sabotaged itself, or defied its own stated purpose, by creating an environment where people are literally afraid of what they say to their colleagues.
How about getting back to focusing on “how good one actually is at their job” and maybe on their character, internal stature, maturity, seriousness and reliability? And quit the gender and race talk altogether?
Or is it too much to ask, in this world of 50 year old teenagers?
I have no clue why I ended up reading this, but I did.
The book offers a lot of anecdotes and examples, and some of them carry some interesting insight, but the content overall is rather shallow, just like the concept of “Executive Presence” itself.
Sure, looks and demeanors do matter in the workplace, but how much time should you be spending thinking about it, as opposed to “doing your actual job”? I’m usually 100% about substance, although I understand that fluff sometimes matters, too.
I was reminded of “Dune” by Frank Herbert, which I consider almost like a manual on leadership: in Dune, the protagonist grows up and understands the importance of the performative side that is embedded in a leadership position. How much a leader decides to “perform” vs. how much they decide to focus on truth and substance, that’s a personal choice. But no real leader can ignore the part of their job that goes under “appearance”, “colleagues’ perception of me”, “non-verbal communication”.
Having said this, I’m giving this book an even lower rating because of the author’s obsession for making everything about her. Of course, everything ends up being about how oppressed and disadvantaged women are in the workplace. AND people of color, although the author talks about them less, and with less heartfelt passion than when she talks about how hard it is to be a woman in the corporate world — like her!
I’ll be very brief on this subject: not only I find all this DEI stuff useless, but also counterproductive: in fact, many examples brought forward by the author, paradoxically, prove exactly my point, even if she never picks up on it. For example, a woman of color is disappointed because no male executive will provide the candid feedback that she would need, for fear of their words being misconstrued as offensive, racist or even sexually suggestive. The author reads this as “it’s so hard being a woman…” but in reality what she is describing is an instance of DEI having sabotaged itself, or defied its own stated purpose, by creating an environment where people are literally afraid of what they say to their colleagues.
How about getting back to focusing on “how good one actually is at their job” and maybe on their character, internal stature, maturity, seriousness and reliability? And quit the gender and race talk altogether?
Or is it too much to ask, in this world of 50 year old teenagers?
December 31, 2020
The perfect guide to work in a toxic system instead of actively trying to change it!
"Never try to be someone you're not," Hewlett argues as she tells you to lose weight, change your voice, and stop wearing glasses.
"It's ridiculous for someone with curves to go into an audition hiding them. It signals a lack of awareness, even an immaturity on your part".
"Volunteering embarrassing details of her seemingly flawless life, owning up to her seventy-pound weight gain during her first pregnancy." Oh, the shame of being pregnant and *gasp* gaining weight???? What a skank!!
The F'n audacity for the author to actually tell women to go to a vocal coach to make them sound more appealing to men.
My favorite part of the book is when Hewlett tells people of color to learn more about white culture "to add to the conversation."
"21 percent of the senior executives we surveyed believe that being overweight detracts from a woman's executive presence."
Hewlett advises overweight people to pay attention to how healthy you look and do exercises to please the office men.
My issue is not Hewlett's acknowledgment of sexism and bigotry in the office, but her failure to strongly critique the system's unfair expectations. Her fatphobic language is literally all over the book; it's gross as hell. My mouth was open for most of the book, and in shock, she actually wrote these words down. I kept expecting her to propose wiring mouths shut to stop overeating.
This was just so, so insulting.
"Never try to be someone you're not," Hewlett argues as she tells you to lose weight, change your voice, and stop wearing glasses.
"It's ridiculous for someone with curves to go into an audition hiding them. It signals a lack of awareness, even an immaturity on your part".
"Volunteering embarrassing details of her seemingly flawless life, owning up to her seventy-pound weight gain during her first pregnancy." Oh, the shame of being pregnant and *gasp* gaining weight???? What a skank!!
The F'n audacity for the author to actually tell women to go to a vocal coach to make them sound more appealing to men.
My favorite part of the book is when Hewlett tells people of color to learn more about white culture "to add to the conversation."
"21 percent of the senior executives we surveyed believe that being overweight detracts from a woman's executive presence."
Hewlett advises overweight people to pay attention to how healthy you look and do exercises to please the office men.
My issue is not Hewlett's acknowledgment of sexism and bigotry in the office, but her failure to strongly critique the system's unfair expectations. Her fatphobic language is literally all over the book; it's gross as hell. My mouth was open for most of the book, and in shock, she actually wrote these words down. I kept expecting her to propose wiring mouths shut to stop overeating.
This was just so, so insulting.
January 26, 2024
This definitely has useful tips, experience and research to share. That being said, most of the advice and research shared seemed to tell us that women and minorities need to act more like the stereotypical white male leader to be successful -_- At least the author addressed the double standards minorities face and went pretty in depth.
It ended up feeling like the author couldn't make up her mind on which advice to give though, and perhaps leaned too much on real life examples as a result. This then just clouded the message with too much individual and situational advice that wasn't relevant to me.
It ended up feeling like the author couldn't make up her mind on which advice to give though, and perhaps leaned too much on real life examples as a result. This then just clouded the message with too much individual and situational advice that wasn't relevant to me.
November 23, 2014
Executive Presence (EP) is another way of describing your personal image, and is here defined as a mixture of three pillars - act with composure (gravitas), practice how and what you say (communication), andbe mindful of how you dress (appearance). EP is held to a different standard for women, minorities, and LBGT communities, mostly due to the high percentage of white men who hold high level management positions. The real-world examples lend a tangible weight to the points at hand, but the message is not in any way new.
I'm still not sure I really understand what "gravitas" is, except not losing your composure when shit hits the fan. The take-home message is to remain cool and logical even if your company makes a horrible mistake and you have to save face with the media for your shareholders (a la BP Gulf of Mexico oil spill, from which the CEO apparently showed much gravitas). For communication, lose your accent, drop the pitch of your voice, and practice those acronyms and business lingo. Drive home the take-away message and don't bombard those corporate bosses with the details. For image, don't wear long fingernails, don't dress too sexy, don't wear hooker heels. Makes sense right? But the author also recommends wearing lots of makeup, wearing business heels, dyeing your hair when you go gray, and plastic surgery.
The last chapters are a 180 from the entire message of the book. Don't be fake. If you can't lose your accent completely, embrace it. If you choose not to wear heels, know that you'll be perceived as less of a leader because you're short, but embrace your differences. If you don't want plastic surgery, your boss may see you as past your prime, but take advantage of being perceived as experienced. Try to conform but don't if it makes you noticeably uncomfortable, because everyone will see you as a poser.
I have never felt at a disadvantage in my education or career because of my race or gender but this book makes me think I should have. As a logical person who attempts to navigate the workplace with merit-based fairness, I'm uncomfortable thinking I'm judged otherwise. I don't mind "playing the game" to some extent, but this level of corporate conforming is not something I'll choose to pursue.
I'm still not sure I really understand what "gravitas" is, except not losing your composure when shit hits the fan. The take-home message is to remain cool and logical even if your company makes a horrible mistake and you have to save face with the media for your shareholders (a la BP Gulf of Mexico oil spill, from which the CEO apparently showed much gravitas). For communication, lose your accent, drop the pitch of your voice, and practice those acronyms and business lingo. Drive home the take-away message and don't bombard those corporate bosses with the details. For image, don't wear long fingernails, don't dress too sexy, don't wear hooker heels. Makes sense right? But the author also recommends wearing lots of makeup, wearing business heels, dyeing your hair when you go gray, and plastic surgery.
The last chapters are a 180 from the entire message of the book. Don't be fake. If you can't lose your accent completely, embrace it. If you choose not to wear heels, know that you'll be perceived as less of a leader because you're short, but embrace your differences. If you don't want plastic surgery, your boss may see you as past your prime, but take advantage of being perceived as experienced. Try to conform but don't if it makes you noticeably uncomfortable, because everyone will see you as a poser.
I have never felt at a disadvantage in my education or career because of my race or gender but this book makes me think I should have. As a logical person who attempts to navigate the workplace with merit-based fairness, I'm uncomfortable thinking I'm judged otherwise. I don't mind "playing the game" to some extent, but this level of corporate conforming is not something I'll choose to pursue.
April 5, 2025
Book rec from Mengsha!
Executive Presence, “EP” for short, is what makes or breaks a person in corporate America.
I appreciated how Hewlett shed light on the frustrating Goldilocks problem finance women face in terms of behavior, age, and appearance.
Behavior- When asked what undermines a woman’s EP, 31% said being too bossy, but 31% said being too passive. We’re really getting somewhere, aren’t we?
If a woman shows teeth, she’s a bossy bitch. If she doesn’t, she’s a passive doormat.
Age- Ah, a woman’s age. Either too young or too old, never quite right. After dozens of interviews, Hewlett found that the sweet spot for a woman’s age was three years between the ages of 39 and 42. True tragedy
Appearance- A woman’s first impression is based on make up: the more makeup, the more attractive, competent, likable, and trustworthy they seem (93). As someone who goes to the office almost barefaced, I guess things will have to change…
The best strategy for women may be “leading from behind: wait, step back, and let others go first before you.”
Executive Presence, “EP” for short, is what makes or breaks a person in corporate America.
I appreciated how Hewlett shed light on the frustrating Goldilocks problem finance women face in terms of behavior, age, and appearance.
Behavior- When asked what undermines a woman’s EP, 31% said being too bossy, but 31% said being too passive. We’re really getting somewhere, aren’t we?
If a woman shows teeth, she’s a bossy bitch. If she doesn’t, she’s a passive doormat.
Age- Ah, a woman’s age. Either too young or too old, never quite right. After dozens of interviews, Hewlett found that the sweet spot for a woman’s age was three years between the ages of 39 and 42. True tragedy
Appearance- A woman’s first impression is based on make up: the more makeup, the more attractive, competent, likable, and trustworthy they seem (93). As someone who goes to the office almost barefaced, I guess things will have to change…
The best strategy for women may be “leading from behind: wait, step back, and let others go first before you.”
August 21, 2025
Hewlett opens strong, emphasizing the three pillars of executive presence: gravitas, communication, and appearance. Each is useful and well explained, supported by her team's research and real-world case studies, but none of the insights felt really that groundbreaking.
The book is at its best when offering practical career advice, particularly for those navigating workplace bias. However, this is also where I personally started to disengage. Much of the content shifts toward guidance for minority professionals in corporate roles. Valuable, but at times contradictory, urging readers to conform to traditional norms while
simultaneously stressing the importance of authenticity.
If you're early in your leadership journey, this book offers clear, actionable pointers. But if you're more experienced or looking for deeper insights, it may come across as anecdotal, repetitive, and somewhat dated.
The book is at its best when offering practical career advice, particularly for those navigating workplace bias. However, this is also where I personally started to disengage. Much of the content shifts toward guidance for minority professionals in corporate roles. Valuable, but at times contradictory, urging readers to conform to traditional norms while
simultaneously stressing the importance of authenticity.
If you're early in your leadership journey, this book offers clear, actionable pointers. But if you're more experienced or looking for deeper insights, it may come across as anecdotal, repetitive, and somewhat dated.
March 26, 2024
2.5/5
This book is too long for what its about. Basically, to climb the corporate ladder, just be yourself and have common sense. Unless youre a minority or a women or lgbt. I will be reading Dale Carnegie again instead
This book is too long for what its about. Basically, to climb the corporate ladder, just be yourself and have common sense. Unless youre a minority or a women or lgbt. I will be reading Dale Carnegie again instead
March 2, 2025
Meh. Last chapter on communication was good. I was thankful for that (and that it was the last chapter!)
April 17, 2022
If you are looking for senior leadership position in corporate, here a quick read for focus action items to look inward for bringing or demonstrating your gravitas.
July 24, 2014
First, I received a free copy of this book in exchange for a review here. And I am really glad I won it. I'm not sure that I would have sought out this gem otherwise. It's incredibly approachable prose with enough recent, high-level examples to maintain credibility. But the focus for each example is always on the point, not the people, so it doesn't devolve into a name dropping session.
When I started reading, I could immediately see how it might help me in the workplace where there is much jockeying for position in the face of leadership changes and budget cuts. But beyond that, I see immediate applications for the international MBA students I teach. This book has only affirmed some of my teaching approach but also encouraged me to emphasize it more. While I did not use the terms "gravitas," "communication" and "appearance," I have been teaching the concepts. This equips me with the language to frame it more clearly.
And just as Hewlett suggests that good leaders need to be credible, she shares some of her mis-steps in the first chapter. Her humility and the "teeth" she shows to clamber out of tough situations, they just made me want to read even more. The tone and the content make Hewlett approachable, someone who I would love to sit down with for a cup of coffee and have on my side in an administrative shake-down.
One of the best business (communications) books I have read in quite some time.
When I started reading, I could immediately see how it might help me in the workplace where there is much jockeying for position in the face of leadership changes and budget cuts. But beyond that, I see immediate applications for the international MBA students I teach. This book has only affirmed some of my teaching approach but also encouraged me to emphasize it more. While I did not use the terms "gravitas," "communication" and "appearance," I have been teaching the concepts. This equips me with the language to frame it more clearly.
And just as Hewlett suggests that good leaders need to be credible, she shares some of her mis-steps in the first chapter. Her humility and the "teeth" she shows to clamber out of tough situations, they just made me want to read even more. The tone and the content make Hewlett approachable, someone who I would love to sit down with for a cup of coffee and have on my side in an administrative shake-down.
One of the best business (communications) books I have read in quite some time.
November 29, 2020
I've read a number of professional development books and, quite honestly, this one was painful to get through. The author detailed the three pillars of EP- gravitas, communication, and appearance, describing how appearance attributes to only ~5% of your total EP. Despite this low contribution, I felt the central theme of appearance constantly being revisited, and how gravely important it is to improve yours (eye roll). In a time where diversity and inclusivity is encouraged, I felt this book missed the mark. The book could have been summed up in a few pages or an article: assimilate to the male, white, C-suite culture, and "show your teeth." There are other, more valuable, and less demeaning books young women could garner influence from to continue to develop in a professional career.
June 2, 2025
2.75. Reason it’s not 3 is only cuz it’s outdated. So much emphasis on how women must make it. Still, the book had useful takeaways such as the common blunders that can impact your executive presence (EP). It also focuses on self awareness as you advance in your career-what values do you want to embody for yourself and for the audience you’re working with?
So many books are now out there about self awareness especially by leadership gurus like Adam Grant and Mel Robbins. But this book helps break down what defines “EP”. Otherwise, you’re not missing much if you don’t add this to your thought leadership reading list.
So many books are now out there about self awareness especially by leadership gurus like Adam Grant and Mel Robbins. But this book helps break down what defines “EP”. Otherwise, you’re not missing much if you don’t add this to your thought leadership reading list.
March 3, 2018
Well worth the read. Her concepts are well defined, and her priorities based on research. She offers actionable approaches (and at the end, some guidelines) for managing the impression you make on three key areas: gravitas, communication, and appearance. The first part of the book is written in a way that, in my opinion, is useful to anyone. I have already put some of what I learned into action, and have seen it make a difference. The second half of the book is focused on the special problems of women, people of color, and other non-traditional leaders. That part is less directly useful to me (as a white male), but was fascinating as providing very clear examples of the kind of extra difficulties experienced by someone who doesn't look like the expected phenotype for a leader in our society (i.e. non-white-males). And I did find that part of the book to provide useful extra examples of the principles in the first half of the book.
October 13, 2023
Book tldr:
"If you want to succeed in business CONFORM"
Seriously she lost me when she said that Wall Street bros were being more assertive when on synthetic testosterone. It def tracks that finance bros are roid raging out but why are applauding that? Not to mention how anyone queer or a minority could never be themselves in this framework.
Also if I had a dollar for every time she lauded a big oil executive I could have bought a better book.
I recommend this book to people who don't mind losing their soul to get ahead.
"If you want to succeed in business CONFORM"
Seriously she lost me when she said that Wall Street bros were being more assertive when on synthetic testosterone. It def tracks that finance bros are roid raging out but why are applauding that? Not to mention how anyone queer or a minority could never be themselves in this framework.
Also if I had a dollar for every time she lauded a big oil executive I could have bought a better book.
I recommend this book to people who don't mind losing their soul to get ahead.
December 31, 2024
For many who come from educated backgrounds, this material is redundant. But in my experience, there are many people who thwart their chances of advancement because they simply do not understand the importance of how they show up - what the author calls “executive presence.” This spells out in no uncertain terms what it takes to stand out and go the distance professionally. I recommend this for anyone struggling to figure out why they keep getting passed over.
July 19, 2023
This book would have made an interesting article or essay. I did find the stories interesting, but the author used them as filler and it took a long time to get to the point or to any useful information in each chapter. One chapter just felt like all she was doing was complaining about how hard it is to be a woman in the workplace and gave the reader no advice or suggestions, just gripes. There really were some useful guidelines in there, but they were repetitive and few and far between. Seriously, it would have made for a very informative article in Forbes, not such a lengthy book.
November 29, 2017
Incredibly pleased about Sylvia’s nod to authenticity particularly for people of color. Bravo!
October 15, 2025
I don’t know why but I thought this book would have recommendations and exercises but instead it’s just story time over and over and over again. Don’t personally love, but I’m sure others do!
March 15, 2021
I was about to write a review but saw other readers writing similar critiques as I had in mind! this user said it all, exactly my thoughts on the book.
https://www.goodreads.com/review/show...
https://www.goodreads.com/review/show...
March 8, 2022
I thought the chapter on feedback was great. The rest of it was OK, but I also felt like the book didn’t age well in terms of DEI, even though it’s relatively recent.
April 29, 2025
A must-read for women early in their careers—and for men, to better understand what we often face on a daily basis.
July 31, 2019
(The English review is placed beneath Russian one)
Если быть честным, книга слабая. Уже дойдя почти до середины и решив уже закрыть книгу, меня всё же успела заинтересовать тема, что располагается в середине книги. Не сказать, что это что-то новое, но всё же она реже встречается в подобной литературе по самопомощи. Так что, если кто-то как я, уже решит бросить, прочтя все те скучные (с моей точки зрения) истории различных топ-менеджеров, я всё же рекомендую ознакомиться с серединой книги, т.к. именно тут находятся советы, которые можно применить на практике и по существу, самое интересное располагается только тут, т.е. начало и конец книги представляют довольно водянистые темы, которые мало что могут сказать конкретного.
Переходя непосредственно к вопросам, о которых идёт речь, стоит упомянуть и их актуальность, и их противоречивость. Вот автор пишет: ваш внешний вид, как выговорите и ваша репутация, являются главным капиталом, которым обладает работник. Нужно особо подчеркнуть, что речь не идёт о знаниях и навыках, а речь идёт именно о стиле. Автор пишет, что её акцент заметно снижал её благоприятные возможности на работе, т.к. говорил окружающим о её, не очень удачном, бэкграунде (как я понял, акцент выдаёт то место, где родился и вырос человек, а значит можно определить благополучие района и, следовательно, возможный уровень образования, доход семьи и пр.). Мы можем добавить к этому сам стиль общения, т.е. слова, которые используем (жаргон, обсценная лексика). Сюда же и неправильное ударение и т.д., что так же негативно сказывается на нашем образе или как нынче любят говорить, на собственном бренде человека, на «Я-бренд». Мысль, безусловно, интересная.
Далее автор логично пишет о внешнем виде, включая лишний вес, который как бы сигнализирует окружающим, что человек не в ладах с самоконтролем. Эту идею я уже встречал в книге «Как стать генеральным директором», в которой автор пишет, что человек, который курит, тем самым отправляет окружающим коллегам месседж, что он подвержен слабостям и не он контролирует ситуацию, а его контролируют разные силы (табак в данной случаи; но где табак там и выпивка, опасные связи и пр.), а значит и возникает вопрос доверия этому человеку. Как пишет автор, избыточный вес особо критичен для женщин. Кстати, нужно заметить, что книга в основном ориентирована на женщин, т.к. в большинстве случаев будут рассматриваться проблемы, с которыми сталкиваются именно женщины (и меньшинства).
Интересным замечанием автора является голос женщин, который на повышенных тонах создаёт эффект истерики (а, следовательно, истерички, которой управляет не разум, но эмоции), что также может крайне негативно сказаться на построении карьеры. В качестве примера автор приводит знаменитую историю Маргарет Тэтчер, у которой как раз была эта проблема и которую Тэтчер с успехом решила, пройдя соответствующие мероприятия (тренинги). В общем, женщина должна особо обращать внимание на свой голос и лучше всего это делать с привлечением стороннего человека (друзей, родных, коллег, которым доверяешь), т.к. сама женщина не может оценить звучание собственного голоса по естественным на то причинам.
Ещё один интересный, хоть и очевидный вопрос, это вопрос одежды. Автор пишет, что ни в коем случаи нельзя использоваться излишне вызывающую, сексуальную одежду, т.к. это может не только отвлечь внимание присутствующих мужчин (на совещании/презентации), но и серьёзно повредить репутации. Лучше выбрать что-то стильное, но консервативное (как я понял). Сюда же можно добавь вопрос косметики. Что странно, автор пишет, что женщин оценивали тем лучше, чем больше косметики они использовали. Возможно, я что-то не так понял, но это утверждение довольно странное (хотя, люди пишут, что автор также не советовала применять излишне много косметики, ибо это также плохо, как и отсутствие). И заодно сюда же, аргумент в пользу пластических операций. По мне, так же спорный совет. И последнее из этого раздела, что мне показалось интересным, это эмоции. Слёзы, это ядерная бомба для карьеры. Возможно, это кого-то и тронет, но в большинстве случаев приведет к фатальному результату (пусть и не сразу), пишет автор.
Это то, что было в середине и что только и вытянуло книгу из явного минуса. Концовка похожа на начало - крайне мутное, не конкретное и не интересное. Речь пойдёт о сексизме и расизме и всё то, что нынче на слуху у каждого гражданина США. И вопрос не в том, согласен я или нет, а в том, что плохо написано.
To be honest, the book is weak. Already having come almost to the middle and having already decided to close the book, I was still interested in the topic that is located in the middle of the book. Not to say that this is something new, but still it is less common in such literature on self-help. So, if someone like me decides to quit reading all those boring (from my point of view) stories of different top-managers, I still recommend to get acquainted with the middle of the book, because it is here that there are tips that can be applied in practice and in fact, the most interesting thing is located only here, i.e. the beginning and the end of the book are rather vague topics that have little to say concretely.
Turning directly to the issues in question, it is worth mentioning their relevance and inconsistency. The author writes: your appearance, how you speak, and your reputation are the main capital of the employee. It should be emphasized that this is not about knowledge and skills, but about style. The author writes that her accent significantly reduced her opportunities at work, because it was about her not very successful background (as I understand it, the accent is given by the place where the person was born and grew up, so it is possible to determine the well-being of the area and, consequently, the possible level of education, family income, etc.). We can add to this the very style of communication, i.e. the words we use (jargon, obscene vocabulary). Here, too, the wrong stress, etc., which also has a negative impact on our image or as nowadays they like to talk, on the "Self-brand". The idea is certainly interesting.
Then the author logically writes about the appearance, including excess weight, which seems to signal to others that the person is not in harmony with self-control. I've already met this idea in the book "How to Become CEO: The Rules for Rising to the Top of Any Organization", in which the author writes that a person who smokes, thereby sends a message to colleagues around him, that he is subject to weaknesses and is not in control of the situation, and he is controlled by different forces (tobacco in this case, but where tobacco is there and drinks, dangerous relations, etc.), and therefore there is a question of trust to this person. As the author writes, overweight is particularly critical for women. By the way, it should be noted that the book is mainly focused on women, as in most cases the problems faced by women (and minorities) will be considered.
An interesting remark of the author is the voice of women, which creates an effect of hysteria (and, consequently, hysteria, which is controlled not by the mind, but by emotions), which can also have an extremely negative impact on career development. As an example, the author refers to the story of Margaret Thatcher, who had such a problem and who successfully solved it with the help of appropriate activities (trainings). In general, a woman should pay special attention to her voice and it is best to do so with the involvement of an outsider (friends, family, colleagues you trust), because the woman herself cannot appreciate the sound of her own voice for natural reasons.
Another interesting, though obvious, question is the question of clothing. The author writes that you should never use excessively provocative, sexy clothing, as it can not only distract the attention of the men present (at the meeting/presentation), but also seriously damage the reputation. It is better to choose something stylish but conservative (as I understand it). Here you can also add a question of cosmetics. Strangely enough, the author writes that women were evaluated the better the more cosmetics they used. I may have misunderstood something, but this statement is quite strange (although people write that the author also did not advise to use too much cosmetics, because it is as bad as not using it at all). And here too, the argument in favor of plastic surgery. In my opinion, the same controversial advice. And the last of this section, which I found interesting, is emotions. Tears, it's a nuclear bomb for a career. Perhaps it will touch someone, but in most cases it will lead to a fatal result (albeit not at once), the author writes.
This is what was in the middle and what just pulled the book out of the obvious minus. The ending is similar to the beginning - extremely vague, not concrete and not interesting. It is about sexism and racism and everything that every citizen of the USA hears about now. And the question is not whether I agree or not, but that it is badly written.
Если быть честным, книга слабая. Уже дойдя почти до середины и решив уже закрыть книгу, меня всё же успела заинтересовать тема, что располагается в середине книги. Не сказать, что это что-то новое, но всё же она реже встречается в подобной литературе по самопомощи. Так что, если кто-то как я, уже решит бросить, прочтя все те скучные (с моей точки зрения) истории различных топ-менеджеров, я всё же рекомендую ознакомиться с серединой книги, т.к. именно тут находятся советы, которые можно применить на практике и по существу, самое интересное располагается только тут, т.е. начало и конец книги представляют довольно водянистые темы, которые мало что могут сказать конкретного.
Переходя непосредственно к вопросам, о которых идёт речь, стоит упомянуть и их актуальность, и их противоречивость. Вот автор пишет: ваш внешний вид, как выговорите и ваша репутация, являются главным капиталом, которым обладает работник. Нужно особо подчеркнуть, что речь не идёт о знаниях и навыках, а речь идёт именно о стиле. Автор пишет, что её акцент заметно снижал её благоприятные возможности на работе, т.к. говорил окружающим о её, не очень удачном, бэкграунде (как я понял, акцент выдаёт то место, где родился и вырос человек, а значит можно определить благополучие района и, следовательно, возможный уровень образования, доход семьи и пр.). Мы можем добавить к этому сам стиль общения, т.е. слова, которые используем (жаргон, обсценная лексика). Сюда же и неправильное ударение и т.д., что так же негативно сказывается на нашем образе или как нынче любят говорить, на собственном бренде человека, на «Я-бренд». Мысль, безусловно, интересная.
Далее автор логично пишет о внешнем виде, включая лишний вес, который как бы сигнализирует окружающим, что человек не в ладах с самоконтролем. Эту идею я уже встречал в книге «Как стать генеральным директором», в которой автор пишет, что человек, который курит, тем самым отправляет окружающим коллегам месседж, что он подвержен слабостям и не он контролирует ситуацию, а его контролируют разные силы (табак в данной случаи; но где табак там и выпивка, опасные связи и пр.), а значит и возникает вопрос доверия этому человеку. Как пишет автор, избыточный вес особо критичен для женщин. Кстати, нужно заметить, что книга в основном ориентирована на женщин, т.к. в большинстве случаев будут рассматриваться проблемы, с которыми сталкиваются именно женщины (и меньшинства).
Интересным замечанием автора является голос женщин, который на повышенных тонах создаёт эффект истерики (а, следовательно, истерички, которой управляет не разум, но эмоции), что также может крайне негативно сказаться на построении карьеры. В качестве примера автор приводит знаменитую историю Маргарет Тэтчер, у которой как раз была эта проблема и которую Тэтчер с успехом решила, пройдя соответствующие мероприятия (тренинги). В общем, женщина должна особо обращать внимание на свой голос и лучше всего это делать с привлечением стороннего человека (друзей, родных, коллег, которым доверяешь), т.к. сама женщина не может оценить звучание собственного голоса по естественным на то причинам.
Ещё один интересный, хоть и очевидный вопрос, это вопрос одежды. Автор пишет, что ни в коем случаи нельзя использоваться излишне вызывающую, сексуальную одежду, т.к. это может не только отвлечь внимание присутствующих мужчин (на совещании/презентации), но и серьёзно повредить репутации. Лучше выбрать что-то стильное, но консервативное (как я понял). Сюда же можно добавь вопрос косметики. Что странно, автор пишет, что женщин оценивали тем лучше, чем больше косметики они использовали. Возможно, я что-то не так понял, но это утверждение довольно странное (хотя, люди пишут, что автор также не советовала применять излишне много косметики, ибо это также плохо, как и отсутствие). И заодно сюда же, аргумент в пользу пластических операций. По мне, так же спорный совет. И последнее из этого раздела, что мне показалось интересным, это эмоции. Слёзы, это ядерная бомба для карьеры. Возможно, это кого-то и тронет, но в большинстве случаев приведет к фатальному результату (пусть и не сразу), пишет автор.
Это то, что было в середине и что только и вытянуло книгу из явного минуса. Концовка похожа на начало - крайне мутное, не конкретное и не интересное. Речь пойдёт о сексизме и расизме и всё то, что нынче на слуху у каждого гражданина США. И вопрос не в том, согласен я или нет, а в том, что плохо написано.
To be honest, the book is weak. Already having come almost to the middle and having already decided to close the book, I was still interested in the topic that is located in the middle of the book. Not to say that this is something new, but still it is less common in such literature on self-help. So, if someone like me decides to quit reading all those boring (from my point of view) stories of different top-managers, I still recommend to get acquainted with the middle of the book, because it is here that there are tips that can be applied in practice and in fact, the most interesting thing is located only here, i.e. the beginning and the end of the book are rather vague topics that have little to say concretely.
Turning directly to the issues in question, it is worth mentioning their relevance and inconsistency. The author writes: your appearance, how you speak, and your reputation are the main capital of the employee. It should be emphasized that this is not about knowledge and skills, but about style. The author writes that her accent significantly reduced her opportunities at work, because it was about her not very successful background (as I understand it, the accent is given by the place where the person was born and grew up, so it is possible to determine the well-being of the area and, consequently, the possible level of education, family income, etc.). We can add to this the very style of communication, i.e. the words we use (jargon, obscene vocabulary). Here, too, the wrong stress, etc., which also has a negative impact on our image or as nowadays they like to talk, on the "Self-brand". The idea is certainly interesting.
Then the author logically writes about the appearance, including excess weight, which seems to signal to others that the person is not in harmony with self-control. I've already met this idea in the book "How to Become CEO: The Rules for Rising to the Top of Any Organization", in which the author writes that a person who smokes, thereby sends a message to colleagues around him, that he is subject to weaknesses and is not in control of the situation, and he is controlled by different forces (tobacco in this case, but where tobacco is there and drinks, dangerous relations, etc.), and therefore there is a question of trust to this person. As the author writes, overweight is particularly critical for women. By the way, it should be noted that the book is mainly focused on women, as in most cases the problems faced by women (and minorities) will be considered.
An interesting remark of the author is the voice of women, which creates an effect of hysteria (and, consequently, hysteria, which is controlled not by the mind, but by emotions), which can also have an extremely negative impact on career development. As an example, the author refers to the story of Margaret Thatcher, who had such a problem and who successfully solved it with the help of appropriate activities (trainings). In general, a woman should pay special attention to her voice and it is best to do so with the involvement of an outsider (friends, family, colleagues you trust), because the woman herself cannot appreciate the sound of her own voice for natural reasons.
Another interesting, though obvious, question is the question of clothing. The author writes that you should never use excessively provocative, sexy clothing, as it can not only distract the attention of the men present (at the meeting/presentation), but also seriously damage the reputation. It is better to choose something stylish but conservative (as I understand it). Here you can also add a question of cosmetics. Strangely enough, the author writes that women were evaluated the better the more cosmetics they used. I may have misunderstood something, but this statement is quite strange (although people write that the author also did not advise to use too much cosmetics, because it is as bad as not using it at all). And here too, the argument in favor of plastic surgery. In my opinion, the same controversial advice. And the last of this section, which I found interesting, is emotions. Tears, it's a nuclear bomb for a career. Perhaps it will touch someone, but in most cases it will lead to a fatal result (albeit not at once), the author writes.
This is what was in the middle and what just pulled the book out of the obvious minus. The ending is similar to the beginning - extremely vague, not concrete and not interesting. It is about sexism and racism and everything that every citizen of the USA hears about now. And the question is not whether I agree or not, but that it is badly written.
December 12, 2017
This book has been circulating around the Risk Management group at work, but I found it really forgettable. While it was short already, it could have been summarized with:
“Be calm under fire. Don’t stand out with your business clothes or accent until you’ve made it big. Then you can do whatever you want. “
Preaching reformation of an accent as a business technique was especially strange for me. The examples of good and bad executives throughout the book lacked substance
“Be calm under fire. Don’t stand out with your business clothes or accent until you’ve made it big. Then you can do whatever you want. “
Preaching reformation of an accent as a business technique was especially strange for me. The examples of good and bad executives throughout the book lacked substance
January 24, 2019
Solid. This author would be worth reading more of. Concrete, applicable thoughts and tactics for increasing executive presence. The focus on appearance was especially interesting. There were many references back to survey data, and I’m not sure that was all that compelling (N=264, and often the author would call out 5% differences as if they meant something important). But the larger points of the book still stood [despite what I considered to be noise about percentages of respondents who thought X or Y]. Worth reading.
August 8, 2014
A right balance between hard facts and real life stories
A right balance between hard facts and real life stories
This is the first book of Sylvia Ann Hewlett I read. The book is extremely well written and easy to read and to understand, even for a non native English speaker like me. the three "pillars" of Executive Presence (EP) are well introduced and explained:
1. Gravitas: how you act
2. Communications skills: how you speak
3. Appearance: how you look
Sylvia then explains with hard quantitative and qualitative data and real life stories the key aspects of each pillar of the EP and how you can develop them. She does not stop there. She also presents the key blunders and how to overcome or avoid them. Most tips and advices provided in the book are common sense things but very often forgotten, in particular if you're on a hot seat or under the spotlight.
However and in my opinion, the book is more focused on the corporate world, in particular the C-Suites job, and the political world. Like most of the books on leadership and manage, the not-for-profit and public sectors are missing. That is why I am giving 4 stars rinse 5 stare.
I think authors should take time to study the not-for-profit and public sectors. There are probable a lot to learn from leaders and managers of these sectors.
A right balance between hard facts and real life stories
This is the first book of Sylvia Ann Hewlett I read. The book is extremely well written and easy to read and to understand, even for a non native English speaker like me. the three "pillars" of Executive Presence (EP) are well introduced and explained:
1. Gravitas: how you act
2. Communications skills: how you speak
3. Appearance: how you look
Sylvia then explains with hard quantitative and qualitative data and real life stories the key aspects of each pillar of the EP and how you can develop them. She does not stop there. She also presents the key blunders and how to overcome or avoid them. Most tips and advices provided in the book are common sense things but very often forgotten, in particular if you're on a hot seat or under the spotlight.
However and in my opinion, the book is more focused on the corporate world, in particular the C-Suites job, and the political world. Like most of the books on leadership and manage, the not-for-profit and public sectors are missing. That is why I am giving 4 stars rinse 5 stare.
I think authors should take time to study the not-for-profit and public sectors. There are probable a lot to learn from leaders and managers of these sectors.
June 8, 2014
I won this book through Goodreads and was eager to read a woman's take on what might be lacking in the workplace to hold people back. I found the format of the book a bit underdeveloped. Short stories if notable people littered the book to provide examples of the issues advanced but lacked closure or any real tie to the discussion. Often there wasn't even a closing sentence to sum up the section. Many of the propositions advanced were very simple and I found myself wondering who the book was written for. It certainly wasn't for anyone with half a brain who is already working in a corporate environment. And did the author really suggest smiling more to make people at work like you? I agree that people should be positive at work, but women are constantly trying to overcome the odd social expectation that they smile constantly, something I don't believe should correlate to their career success. Although I tried to overlook the use of just about every mind numbing cliche possible, it was difficult for me to take the author seriously when she wasn't even able to articulate her theories in plain English. This coming from someone who included communication as one way to get ahead.
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