Executive Presence Assessment
See A Leader The Way The Room Does
The LEAD NOW! Executive Presence and Influence Assessment measures 32 specific behaviors across four dimensions of how a leader shows up, how they decide, how they manage their emotions, and how they inspire. It turns the most common feedback in leadership, and the least specific, into evidence a leader can actually act on.
What The Assessment Measures
Presence Is Made Of Behaviors You Can Measure
Executive presence is how a leader is experienced by the people around them: how they show up, how they decide, how they manage their emotions, and how they inspire. It feels intangible, which is why the feedback leaders get about it is usually vague. The LEAD NOW! Executive Presence and Influence Assessment removes the guesswork. It gathers perspectives from supervisors and colleagues through a focused 20 minute survey and evaluates 32 specific behaviors across the four dimensions of the Executive Presence Model, producing both the ratings and the written feedback that show exactly how a leader's presence is landing.
360 Feedback
Perspectives from the people who work with the leader most, captured in a 20 minute survey that respects their time while giving you data you can trust.
32 Observable Behaviors
Specific, visible behaviors across four dimensions, not vague competency scores. These are the behavioral signals that define how presence is actually experienced.
The Full Picture
Quantitative ratings and open ended written feedback together, so you see both the pattern in the numbers and the story behind them.
Insight You Can Act On
Data built to become a development plan, pointing to the specific behaviors where change will show up fastest to the people watching.
What The Assessment Measures
Four Dimensions Show Where Presence Is Won Or Lost
The 32 behaviors are organized across the four dimensions of the Executive Presence Model. Each answers a different question about how a leader is experienced, and together they show where presence is working and where it is quietly costing the leader ground.
How You Show Up
The presence a leader brings before they say a word: composure, credibility, and the signals the room reads first
How You Decide
How a leader thinks and chooses under pressure: the clarity and visible judgment that make others willing to follow the call.
How You Inspire
How a leader moves people: the ability to connect, and to make others want to act rather than simply comply.
How You Manage Emotions
How a leader holds steady when the stakes rise, setting the emotional tone for everyone watching.
What You Get
You Leave With Behaviors To Change, Not A Report To File
The value of the assessment is not the data. It is what the data lets a leader do differently. Every engagement is built to end with a clear, specific plan of action.
A Report That Shows The Gap
Quantitative ratings across the 32 behaviors and four dimensions,that show the distance between how the leader sees themselves and how others see them.
A Facilitated Debrief
A guided session with a practitioner who turns the numbers into understanding, so the leader leaves knowing what the data means and where to focus.
A Development Plan
A focused plan naming the specific behaviors to work on, and how progress gets measured, so the change is visible to the people who gave the feedback.
When Leaders Reach For It
Three Moments Where Presence Data Changes The Call
A Leader You Cannot Afford To Lose At The Next Level
You have a leader who is respected and capable, yet somehow not landing as an executive. The assessment shows you which behaviors are creating that gap, so the coaching that follows is targeted rather than general, and you can see the change when it happens.
A Leadership Layer That Needs A Shared Standard
You are developing a group of senior leaders and want presence to mean the same thing across all of them. Deployed across a cohort, the assessment builds a common language and consistent behavioral expectations, whether you pair it with individual coaching or a group debrief.
A Readiness Decision You Want To Get Right
You are weighing who is ready for a larger role and you want evidence, not impressions. The assessment replaces the "not quite there yet" verdict with the specific behaviors a leader can develop before the next opportunity, and the before and after proof that they did.
Give A Leader Feedback They Can Finally Act On
Whether it is one leader who needs to land at the next level, or a group of senior leaders who need a shared standard, the EP&I Assessment turns how presence is experienced into evidence a leader can act on. Schedule a consultation and we will help you place it where it will matter most.
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What Leaders Ask Before Choosing This Assessment
What is executive presence?
Executive presence is how a leader is experienced by the people around them, across four dimensions: how they show up, how they decide, how they manage their emotions, and how they inspire. Because it is a set of observable behaviors rather than a single trait, it can be measured, which is what this assessment does. For a fuller look at the model behind it, see the Executive Presence Model.
How do you measure executive presence?
You measure it the way it is experienced, through the people around the leader. The LEAD NOW! Executive Presence and Influence Assessment gathers the leader's self ratings alongside 360 feedback from supervisors and colleagues across 32 specific behaviors in four dimensions. The result combines quantitative ratings with written feedback, and the most useful signal is often the gap between how a leader sees themselves and how others see them.
Can executive presence be learned, or are you born with it?
It can be learned. Presence feels innate because we experience it as a whole, but it is made of specific behaviors, and behaviors can change. The reason development so often stalls is not that presence is fixed. It is that the feedback is too vague to act on. When the feedback names specific behaviors, leaders improve, often within weeks on the behavior itself and over a few months as the perception of the people around them catches up.
How is the LEAD NOW! EP&I Assessment different from other executive presence assessments?
Two things set it apart. First, it measures 32 observable behaviors rather than broad traits, so the feedback points to something a leader can actually do differently. Second, it is built to end in a facilitated debrief and a development plan, not a score. The purpose is not to rate a leader. It is to change how they are experienced.
Is the LEAD NOW! EP&I Assessment customizable?
The instrument itself is not customizable, and for good reason. The 32 behaviors and the four dimensions come from research and validation that make the results reliable and comparable from one leader to the next. What is fully customizable is the application. The debrief, the development plan, and the coaching focus are tailored entirely to the leader and their situation.
Who sees the feedback?
Individual rater responses are kept confidential. The leader receives aggregated ratings and anonymized written feedback, which is what makes the input candid and worth acting on.