The Hardest Choices Define You: Understanding How Integrity Shapes Executive Presence

On my first date with my husband, he asked me a simple but powerful question: “What is the highest-held value you learned from your family?” Without hesitation, I replied, “Integrity.” That principle has guided me throughout my 20 years of coaching leaders across industries. I’ve witnessed firsthand that the most effective leaders are those who lead with integrity. They not only achieve greater success but also find deeper fulfillment.

Integrity is more than just a core value—it’s also the foundation of executive presence. Integrity shapes how leaders make decisions, engage with others, and, most importantly, how they’re perceived by their teams and stakeholders. Executive presence is often seen as a combination of confidence, communication skills, and gravitas, but without integrity, these elements fall flat. Integrity ensures that the impression leaders create is one of trustworthiness, dependability, and ethical responsibility.

How do your decisions and actions reflect your core values? How might others perceive your integrity in leadership?

The Role Of Integrity In Executive Presence

Executive presence is often associated with a leader’s ability to project authority, confidence, and poise in high-pressure situations. But underneath those essential ingredients of executive presence is integrity—the ability to inspire trust and confidence through ethical behavior, transparency, and consistency.

When leaders are anchored in integrity, they build trust that goes beyond words. Their teams, peers, and stakeholders recognize that what you see is what you get. Integrity ensures that the trust they build through communication and presence is authentic and enduring. Without integrity, even the most charismatic leader will struggle to build lasting relationships and maintain credibility.

In what recent situations have you been called to act with integrity under pressure? How did your choices influence your leadership presence?

The Benefits Of Leading With Integrity

Building Trust And Loyalty

When people know they can rely on you to make ethical decisions and act consistently with your values, they’re more likely to follow your lead and engage in open, productive collaboration. And trust isn’t just a feel-good sentiment—it’s a performance driver. According to Harvard Business School, employees in high-trust environments are 50% more productive and 76% more engaged.

Leaders who consistently act with integrity foster a sense of safety and loyalty in teams, which directly influences how well a leader can engage and mobilize them. Teams feel safer, more connected, and more motivated to collaborate when they believe in the moral compass of their leader. A Harvard Business Review study found that 94% of employees prefer to work for a company where integrity is visibly demonstrated by leadership.

What steps can you take to create a high-trust environment within your team? How can you ensure that trust is maintained through consistent actions?

Achieving Long-Term Success

We know cutting corners for short-term gains may seem tempting, but integrity is what sustains long-term success. Gallup reports that companies with high-integrity cultures enjoy 20% higher profitability. Leaders who maintain their values create environments where innovation and collaboration flourish, paving the way for sustainable growth. A key aspect of executive presence is the ability to create a vision and move the organization toward it over time. But if that journey is built on decisions that compromise integrity, the foundation crumbles.

Boards recognize this, too. A Wall Street Journal study found that CEOs viewed as acting with integrity lead companies that outperform competitors by up to 12%. Integrity drives innovation, collaboration, and strategic decision-making, all of which are critical for sustained organizational performance. Integrity isn’t just about doing the right thing—it’s a competitive advantage.

Have you ever been tempted to compromise integrity for short-term success? What strategies do you use to stay aligned with your values when faced with difficult decisions?

Personal Fulfillment

Leadership is often a lonely and high-stakes role. When you lead with integrity, you align your actions with your core values, which creates not only organizational success but also personal fulfillment. Leaders who stay true to themselves, make decisions with clarity, face challenges with confidence, and avoid the burnout that often comes from internal conflict.

Integrity As The Measure Of Executive Presence

One of my clients, C, faced a significant test of her integrity when her boss pushed for financial decisions based on flawed data. As an expert in her field, she knew the data was unreliable, which would compromise the reliability of the results. When she raised her concerns, her boss, who also controlled data quality, dismissed her warnings and made it clear that her concerns were unwelcome.

C was torn. She respected her boss but knew that her own integrity was at stake. During our coaching sessions, we explored her options. She eventually decided to raise her concerns again, framing the issue around how it was negatively impacting the team, organization, and clients. Her boss refused to take action and implied that she might be better suited for another job if this was an issue she couldn’t overlook.

Feeling conflicted, C sought advice from her personal board of advisors, including an old mentor. They reassured her that her concerns were valid and that her integrity should be her guide. C agonized over it but ultimately went to HR. Although she never knew the outcome of HR’s private investigation, C decided to leave the company when a new opportunity arose. “Sleeping at night and being able to look my children in the face is more important than the paycheck,” she told me. Her decision to leave a higher-paying position to protect her integrity is a powerful example of how integrity shapes executive presence. Her new role, in a more values-aligned organization, allowed her to lead with authenticity.

How do you define success in your career? Is it based on title and salary, on staying true to your values and integrity, or something else?

A Test Of Integrity: Choosing The Right Offer

Another client, L, had recently been laid off and was in job search mode. Within six weeks, she had several job offers on the table. Excited and relieved, she accepted the highest-paying and highest-level position in an industry she loved, joining the executive team of a well-known company. The CEO made her all kinds of promises during the recruitment process, assuring her that she’d be treated as a key player in the organization.

However, before L even started, the CEO began asking her to make herself available for meetings and calls, despite their explicit agreement that she wouldn’t need to work until her start date. This was the first of several instances where the CEO broke his word. The constant disregard for the commitments he had made started to weigh on L, and she began to question whether this was the right fit.

After much reflection and our coaching sessions, L realized that no matter the title or paycheck, integrity was a non-negotiable value for her. She declined the offer and accepted a different job—one where she was respected, treated as an integral part of the team, and where integrity was a key organizational value. L’s decision highlights the importance of staying true to your values, even when the stakes are high. It’s not just about the job title or salary—it’s about whether you can look yourself in the mirror and feel good about the choices you’ve made.

What role does integrity play in your decision-making process when evaluating new opportunities? How can you ensure your next move aligns with your personal and professional values?

Recognizing Integrity In Leaders

Integrity in leadership isn’t always flashy—it’s often the quiet, consistent force that upholds executive presence. While confidence and decisiveness are visible markers, integrity makes them meaningful. Here are a few signs to look for:

Consistency Between Words And Actions

Leaders who act with integrity align their decisions with their stated values. They don’t just talk about principles—they live them. A person with integrity will follow through on commitments, even when it's inconvenient or difficult. According to The Center for Creative Leadership, 90% of top-performing leaders cite consistency and integrity as critical traits.

Transparency And Accountability

Leaders with integrity are open about their decisions and take responsibility for their actions. A leader with integrity will stand up for fairness and transparency, even when it’s unpopular or comes with personal risks. They’ll advocate for the right course of action, whether it’s ensuring ethical business practices, standing up for an employee, or challenging a flawed decision. A study by the Corporate Executive Board found that leaders who take accountability and demonstrate integrity are five times more likely to foster motivated, engaged teams.

Moral Courage

Integrity often requires making hard, sometimes unpopular choices, especially in the face of pressure. Leaders with executive presence stand firm in their values and encourage others to do the same. Harvard Business Review identifies moral courage as one of the top traits linked to successful leadership.

Honesty In Communication

People with integrity are direct and honest. They give credit where it’s due, accept responsibility for their mistakes, and are clear about their intentions. They don’t manipulate facts or use half-truths to justify their actions.

Fair Treatment Of Others

Integrity shows in how a person treats others—especially when no one is watching. Leaders with integrity are fair, respectful, and considerate, regardless of someone’s rank or status. They show empathy and make decisions with a sense of equity.

What examples of integrity have you seen in leaders you admire? How have they influenced your own leadership approach?

Addressing A Lack Of Integrity

When a leader’s integrity comes into question, it’s essential to act. Start by observing behavior over time. Patterns of inconsistency or lack of accountability will reveal the truth. If you feel comfortable, begin by having a candid, private conversation. Frame the issue around shared values and the impact on the team or organization. In serious cases, particularly when ethical concerns are involved, formal channels like HR may be a wise choice.

Leaders who value integrity welcome feedback, seeing it as a chance to grow. Those who resist may be giving you the clarity you need about their commitment—or lack thereof—to leading with integrity.

If you suspect that a leader in your organization is acting without integrity, it can be a sensitive and challenging situation to navigate. Here’s how to approach it constructively:

Gather Evidence And Record Patterns

Before jumping to conclusions, observe the leader’s actions and decisions over time. Integrity lapses are often revealed through consistent patterns of behavior. Consider these questions:

• Are they frequently making promises they don’t keep?
• Are they withholding critical information or misleading others?
• Do they regularly prioritize personal gain over the organization’s or team’s well-being?

Be sure to focus on facts rather than assumptions or hearsay, as integrity issues can sometimes stem from misunderstandings.

Reflect On The Impact

Think about how this lack of integrity affects the team or organization. Consider whether the behavior is damaging trust, creating an ethical dilemma, or impacting performance. Leaders without integrity often cause confusion, low morale, and tension in the workplace. Reflect on how the behavior may be influencing the organization’s culture and values.

Address The Issue Privately (If Appropriate)

If you feel comfortable and safe doing so, consider having a private conversation with the leader. This approach requires tact and diplomacy, as the leader may not be fully aware of the impact of their actions. Frame your conversation around the values of the organization or team, and share specific examples that illustrate the behavior you're concerned about.

For example, “I’ve noticed a few situations where decisions didn’t seem fully aligned with the values we’ve set as a team. Can we discuss how we can ensure more transparency and accountability moving forward?”

Approach the conversation with the assumption that the leader may want to improve or be unaware of the impact of their actions.

Use Organizational Channels

Many organizations have established channels for reporting ethical concerns, such as HR departments, ethics hotlines, or integrity officers. If the situation is more severe or involves unethical or illegal behavior, using these formal mechanisms ensures that the issue is addressed with confidentiality and proper procedure. Be clear, factual, and respectful when reporting concerns.

Reflect On Your Role And Options

If the leader’s lack of integrity persists, it’s important to consider your own values and how comfortable you are remaining in that environment. Some leaders choose to address these issues by advocating or pushing for change from within, while others decide that the misalignment with their values is too great and choose to leave. If staying compromises your own integrity, it might be time to reassess your position in the organization.

Lead By Example

In environments where leadership lacks integrity, one way you might be able to inspire change is to model the behavior you wish to see. Demonstrate integrity in your own actions—show transparency, follow through on promises, and hold yourself accountable. Sometimes this can inspire others, including those in leadership, to adopt higher standards.

If you observe a lack of integrity in your workplace, how would you feel comfortable addressing it? What steps can you take to lead by example in those situations?

Post-Layoff Integrity: Showing Humanity After A Difficult Decision

One of the most challenging situations that tests a leader’s integrity is when they know someone will be impacted by a reduction in force (RIFF). It’s difficult to see that person daily, knowing they won’t be around much longer. Maintaining integrity in this situation involves more than just making the decision—it’s about how you handle the aftermath.

Once the documents are signed, don’t walk away. Be human—reach out to the individual, check in on how they’re doing, and offer support. If you can give a positive reference or help them network, do it. According to LinkedIn, 85% of jobs are filled through networking, so extending your network to them can make a huge difference. This act of kindness shows that you see them as more than just an employee and reinforces your own integrity as a leader.

How To Promote Integrity As A Core Organizational Value

To create an environment where integrity is central to the culture, leaders need to do more than just model the behavior—they must actively embed integrity into the organization's fabric. Here are some strategies for promoting integrity as a core value:

Lead By Example

While on its own leading by example isn’t enough, it’s also a great place to start. Leaders must consistently demonstrate integrity through their actions. If leaders are transparent, admit mistakes, and make decisions based on ethical considerations, employees will follow suit.

Establish Clear Values

Organizations should have clearly defined values that are communicated consistently. Integrity should be a key part of this value set. It should be visible in company communications, performance evaluations, and in everyday interactions.

Reward Integrity

Recognize and reward employees who demonstrate integrity. This could be through formal recognition programs or informally acknowledging integrity in team meetings. When employees see that integrity is valued and rewarded, they’re more likely to emulate it.

Take Swift Action When There Are Lapses

When lapses in integrity occur, it’s crucial to address them promptly and transparently. Failing to take action can damage the organization's credibility and trust with employees, clients, and stakeholders. Swift corrective measures not only hold individuals accountable but also reinforce that integrity is non-negotiable within the company.

Provide Training

Offer training programs that emphasize ethical decision-making, transparency, and accountability. When employees are equipped with the tools to make decisions based on integrity, they’re more likely to do so.

Create Safe Spaces For Honest Conversations

Encourage employees to speak up when they see lapses in integrity, and provide channels for them to do so without fear of retaliation. Whether through anonymous reporting tools or open-door policies, creating safe spaces for discussion reinforces a culture of integrity.

It’s also essential to note the legal implications of addressing—or failing to address—integrity lapses. Leaders should ensure they are compliant with relevant laws and regulations when taking action. Promoting a culture of integrity does not mean allowing people to act unlawfully or escape accountability. Instead, it’s about ensuring ethical behavior is upheld, with clear consequences for those who violate the organization’s standards or legal requirements.

How Integrity Elevates Executive Presence

Executive presence is often defined as the ability to project confidence, authority, and poise. However, true executive presence is grounded in integrity—the ability to build trust and inspire others through ethical behavior. Integrity gives leaders the moral authority to lead, and it creates a sense of security and loyalty within teams.

How does integrity influence your ability to project authority and confidence? What specific actions can you take to reinforce your executive presence through integrity?

Integrity isn’t just a virtue—it’s the foundation of executive presence. Leaders who stay true to their values and operate with integrity build trust, inspire loyalty, address ethical concerns, and guide their organizations to long-term success. Whether navigating difficult decisions or fostering transparency, integrity ensures that executive presence is more than a façade—it’s real, lasting, and deeply effective.

True executive presence requires that we lead with integrity, regardless of the challenge. As you move forward in your leadership journey, how can you regularly check in with yourself to ensure that your actions align with your integrity and values?

If you’re looking to build a culture of integrity within your leadership team or organization, we recommend working with an expert coach and/or an established training and facilitation service provider to help you achieve just that.