To cultivate strong working relationships with clients, customers, and employees, leaders and coaches must develop various competencies. One of the most critical aspects is presence. Investing time in enhancing one’s leadership or coaching presence can significantly influence the success or failure of a client, team, or organizational engagement.

Being psychologically present—fully engaged and attentive during conversations—can help establish deeper human connections amidst the myriad distractions we face today. Simply occupying a seat at the table is not enough; true engagement communicates genuine presence.

Active Participation & Mindful Engagement

Presence is an active endeavor that requires both time and energy. It involves verbal communication but also non-verbal cues that indicate your interest in what others are saying. In our fast-paced environment, achieving psychological presence may seem challenging due to constant distractions.

While it’s natural to plan your response during discussions, effective leaders and coaches recognize the importance of pausing this instinct to allow others ample opportunity to express themselves fully. How are you fostering profound connections with your clients, team members, or employees on a psychological level? This deep connection creates an atmosphere where individuals feel valued and understood, ultimately boosting teamwork and productivity.

The Role of Active Listening

A coach who embodies psychological presence actively listens during conversations, attuning themselves to both verbal expressions and non-verbal indicators that reveal emotions and concerns; whether joyful or challenging. This principle applies equally to leaders; by practicing mindfulness in interactions, they encourage open dialogue while creating a safe environment for team members to share their thoughts without fear of judgment.

Demonstrating Care Through Presence

Why is this important? Demonstrating genuine care fosters trust and collaboration within teams. Exhibiting psychological presence necessitates a high level of self-awareness. This involves recognizing your own emotional state and understanding how it influences those around you. Coaches and leaders who cultivate this awareness are better equipped to manage their reactions, ensuring they offer support instead of heightening the existing tension or stress in their environment.

Engagement Through Authenticity

By staying grounded in the present moment, coaches and leaders can connect with their people more genuinely. This state of presence nurtures trust and rapport, paving the way for open dialogues about challenges or innovative ideas. When coaches and leaders embody psychological presence in both their thoughts and actions, they foster an environment where collaboration flourishes, allowing everyone to feel empowered to make meaningful contributions.

For leaders, embracing presence often means adopting an open-door policy or even stepping outside traditional office boundaries, accepting the vulnerability that may accompany such actions. A leader who embodies this presence actively engages by asking questions such as, “How can I best assist you?”, or “What’s on your mind?” Sometimes, being present simply means offering silence and a listening ear.

The Necessity of Presence in My Work

In my professional practice, demonstrating presence is not optional; it is essential for making an impact. Whether I am consulting, coaching teams, or speaking to an audience, my goal is to be psychologically engaged—not just physically present. If we consider that presence is the polarity of absence, which one do you embody?

For those who work remotely or lack a traditional office space, establishing presence becomes even more critical. Since 2020, 95% of my work occurs via phone or video conferencing. Regardless of how I communicate—face-to-face or virtually—I must always remain fully present. Many clients may not see me visually during our interactions; however, they can certainly sense if I am lacking in engagement.

The Relational Nature of Presence

Ultimately, presence is relational; it requires ongoing practice both within and beyond the workplace context. No matter the distance—be it physical time zones or virtual platforms—presence is indispensable for effective collaboration with internal and external partners.

When you think about your role as leader or coach, where do you fall on a psychological presence scale? Rate yourself on a scale of 1 [low] to 10 [high]. If you find yourself on the low side of presence, there is good news! Presence is a skill. And because presence is a skill, when practiced, presence becomes strengthened.

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