Many executives fall into the trap of surrounding themselves with people who agree with them. This is a phenomenon that one CEO humorously described as “complacency was piped through the HVAC system.” This constant reinforcement, combined with confirmation bias, can stifle innovation, limit diverse perspectives, and cause companies to overlook critical industry trends. The challenge for today’s leaders is to truly listen to the voices that can drive change, instead of paying attention to the ones that echo their own.
Executive Presence Is No Longer Defined by Tradition
For decades, leadership was associated with a specific image—tailored suits, composed speeches, and a demeanor that commanded respect. The prevailing wisdom was that when leaders looked and sounded the part, their ideas would be accepted, their decisions respected, and their authority would remain beyond question.
However, the script is being rewritten today by those in positions of influence. Making an impact that increasingly relies on authenticity and vision rather than on smooth executive presence. “Think of Steve Jobs’ black turtleneck or Mark Zuckerberg’s hoodie—what mattered wasn’t their wardrobe but their vision and impact,” says renowned author and coach Lida Citroën.
Leadership Influence Is Moving Beyond the Corner Office
A new kind of leader is emerging, one defined not by command and control but by collaboration and adaptability. “While traditional models of leadership mapped closely to ideals of executive presence, command, and control, and ‘because I said so’ management, today we see someone different,” Citroën explains.
In The New Rules of Influence, she argues that the rigid structures of old-school leadership no longer serve today’s dynamic business environment. “Many of us have been … taught to wear the right clothes; pause at the right moments; project stoicism, resisting displays of emotion (“don’t cry at work!”); and write our messages out in advance to ensure we hit all the key talking points in perfectly timed choreography,” she noted.
But in an era where transparency and trust drive engagement, these outdated expectations have lost their effectiveness. Leaders who embrace authenticity by connecting with their teams, engaging in real conversations, and demonstrating vulnerability are the ones creating lasting influence.
Positional Authority No Longer Guarantees Influence
Leadership was once a hierarchical journey, where individuals had to wait for a title before earning a voice. But as workplace cultures evolve, so too does the nature of influence.
“As dress codes shifted away from red power ties and nylon pantyhose (thank goodness!) we’re also seeing influence moving from the front of the room to the back,” explains Citroën. Titles no longer dictate impact. Instead, those without formal authority are shaping strategy and driving transformation.
This shift means that leadership potential can emerge at any level, sometimes from those just beginning their careers. Today, someone can offer game-changing ideas and influence decisions even when they’ve barely started climbing the corporate ladder.
How Leaders Can Tune in to the Voices That Matter
The risk for executives isn’t just failing to adapt—it’s failing to listen. Leaders must actively seek out voices beyond their immediate circle, resisting the comfort of agreement.
“Resist the temptation to just listen to the voices that nod fervently as you speak, who applaud on cue, and never question your ideas,” Citroën advises. According to her, exemplary leaders should actively engage with diverse perspectives, challenge assumptions, and welcome constructive dissent.
Enduring Leadership Strategy
One of the most impactful strategies is elevating the quiet voices in the room. “Seek out the quiet voices in the room—the ones holding back, debating whether to speak,” Citroën suggests. “Ask them, ‘How does this vision work for you? What’s missing?’ Then, listen.”
In today’s rapidly evolving business environment, the leaders who thrive will be those who recognize that influence is no longer reserved for the C-suite. It is built through connection, curiosity, and the courage to listen.
