The-other-peopleHave you ever watched someone walk into the room and at the sight of them, you were clear that they were someone you needed to know?  And, have you ever wanted to be that person or more importantly help your employees be that person at a networking event? That’s presence and while it’s easy to recognize, it can be challenging to define.  Yet, when one has it, they are the key to an organization building a strong brand that will attract more clients and boost market share.

It starts with confidence and personal conviction that they are more than enough – they are brilliant, talented and they are clear of the value they add.  It becomes obvious in all that they do and it positions them to lead others.

After having spent many years helping organizations with their talent optimization and retention strategies by helping them to  better position their organizations, it first comes down to understanding the various components of presence:

Personal Presence – an exhibition of personal confidence, personal power and a powerful personal image.  It’s a realization that one is talented and understands their value. Those with personal presence consistently stand out from the crowd. It’s about self-reliance and belief that who they are is more than enough to lead any team, perform any job, achieve any goal. As a leader, those who have personal presence inspire others to lead effortlessly.   They are sharp, cutting edge and  understand business etiquette and  do everything effectively and with purpose.

Team Presence – an ability to effectively lead others by example and in authenticity so that they want to support what they have helped to create.  When the leader of the team has presence, they transfer it successfully to every person serving with them. By definition, the leader is personable, present and particularly focused on engaging their team to create results. They care and it shows.  They lead unapologetic-ly and take the team’s needs into account. They are honest and fair and like-able.  They understand the importance of each member’s contribution and motivate them to successfully participate.

Organizational Presence – this one is all about the organization’s mission, vision and goals.  To exude presence here, each contributor is a team player, the step up to lead or support as needed.  They are a SME – Subject Matter Expert who is able to serve as a brand ambassador to attract new clients and help the organization gain experience growth.

For your organization to develop presence in your talent, you must have a clear, strategic development plan that is both substantive and influential. To help your talent leverage their presence on behalf of your organization, try these three tips:

  1. Use strengths-based assessments to determine the core strengths and values of each person. I’m not talking about DISC or even Myers-Briggs – those assessments are largely personality based and tend to change when the circumstances in the lives of the subject change.  I’m talking about assessments that explore the innate abilities and strengths of your people.  We use Kolbe A, B and C as well as Fascinate to help our clients clarify and build strategy around their talent.  We’ve seen over and over how these assessments are game changers for the productivity and efficiency of the organization.  (Our clients who engage us to conduct these assessments, see a lift of on average 48% in these areas within weeks of assessment, debrief and strategic alignment.) One of the best talent management strategies is to define and leverage the core strengths of those you’ve already invested in to serve your clients.
  2. Develop their strengths weekly, monthly, quarterly, semi-annually and annually.  Basically, always be thinking about how to further develop your people.  The more you invest in your people, the more your people will work for your company.  When talent feels appreciated and like their contribution does matter, they are engaged, empowered and equipped to move the needle each day in their positions. Ways to develop their strengths include training workshops, projects, job shadowing, roundtables, think tanks, executive coaching and group coaching.
  3. Consistently Celebrate the contribution they make to your organization. A little pat on the back can go a long way to building what I like to call “ride or die” employees.  You know those who feel appreciated, empowered and equipped that will ride with you until they retire or the wheels fall off, whichever comes first.  When I worked in Corporate America and I managed the efforts of others, I celebrated the big and little contributions and my team excelled and had the best results in the entire department.  It seems so simple but you’d be floored by the number of companies I consult for that have NEVER done this and as soon as it do, how it shifts everything including their results!

Now, I want to hear from you:  What else can you do to get and keep your talent optimized and growing your organization?  Share your two cents in the comments below.

©2014 by Darnyelle A. Jervey. All Rights Reserved. Darnyelle A. Jervey, MBA, is the CEO of the Amethyst Consulting Group. Amethyst Consulting Group is a division of her parent company, Incredible One Enterprises, LLC that specializes in talent optimization. We help corporations and organizations optimize their emerging, expanding and executive talent so that they advance their organization.  Let’s face it, your organization likely has three problems: process, profit and people.  And since we are being honest, you’ll likely admit that a process or profit problem is really a people problem in disguise.  Through understanding the power of talent optimization, you can build stronger leaders that are engaged, empowered and equipped to move the needle in your organization.  To start optimizing your talent, visit today.


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