Latest news with #senior executives
Bloomberg
7 days ago
- Business
- Bloomberg
Trafigura's Buyback Headache Grows Amid Fresh Wave of Exits
A fresh wave of senior executive departures is heaping pressure on Trafigura Group 's commitment to buy back its employees' shares, just as a profit boom shows signs of faltering. Trafigura has deferred about 30% of the buybacks that were scheduled for this year, according to people familiar with the matter. Among current and former Trafigura traders, many of whom have the majority of their wealth tied up in the company, conversations have turned to whether the commodity trading giant will delay part of next year's planned repurchases as well, the people said.
Forbes
23-07-2025
- Business
- Forbes
From Contributor To Standout: Build Executive Presence Before Promotion
You don't need to be in the C-suite to be seen as executive material. A survey commissioned by Sally Williamson & Associates found that 89% of senior executives surveyed confirm executive presence as a differentiator while 78% say a lack of executive presence holds people back from advancement. Did you know you can develop an executive presence, even if you don't want to reach the C-suite? Building an executive presence before you get the promotion may be the very thing that helps you earn it. Here are five tips that you can use to cultivate executive presence right where you are, without faking authority or waiting for permission. Speak with clarity, not just confidence. People with executive presence aren't necessarily the loudest in the room, but they are the clearest. Whether presenting in a meeting or giving a project update, focus on clarity, structure, and purpose. Avoid the temptation to overexplain. Executive presence often comes down to saying less with more impact. That means leading with key takeaways, using confident body language, and pausing intentionally. Your goal isn't just to inform; it's to inspire. It's to help others think clearly and act decisively. Pro Tip: Before your next meeting, distill your message into one sentence. This action will sharpen how you're perceived. Show strategic thinking in everyday conversations. You don't need to make boardroom decisions for people to see you as a strategic thinker. Start by connecting the dots between your work and the organization's bigger goals. Pro Tip: Instead of just saying, "Here's what I did this week," you might say, "Here's how what I did this week supports our goal of improving customer retention." This kind of framing helps your managers and peers see you as someone who understands the broader business and contributes to it thoughtfully. Strategic presence isn't about being right; it's about being relevant. It's about being appropriate. Manage your emotions like a leader, especially when things get tough. Emotional intelligence is a cornerstone of executive presence. That doesn't mean hiding how you feel; it means being able to name your emotions, regulate them, and respond with intention instead of impulse. If something frustrating happens (a project derails, someone takes credit for your idea, or a meeting goes awry), executive presence is evident in the response, not the reaction. Pro Tip: Ask yourself, 'What would the leader I want to be known for do in this moment?' When others see that you can stay calm under pressure, they'll start to see you as someone who can lead through anything. Own the room even when you're not leading it. You don't need to have the floor to command attention. You build executive presence by showing up prepared, making thoughtful contributions, and actively listening to others. Pro Tip: When you're in the room, whether virtually or in person, be fully there. Avoid multitasking. Look engaged. Bring curiosity. Ask a well-timed question that moves the conversation forward and focus on making others feel seen first. If you are hesitant to attend on your own, ask a colleague to go with you. Attending events with someone you know makes it more enjoyable and may open the door to meeting new and interesting people. Build influence through consistency, not control. One myth about executive presence is that it's about taking charge. In reality, it's about creating trust. And trust comes from consistency. That means doing what you say you'll do, delivering on time, and being someone people can rely on, not just when things are going well, but especially when they're not. Pro Tip: Offer support without expecting recognition in return. The people who are remembered and respected aren't the ones who dominate the spotlight, but the ones who helps the whole team shine. You don't need a title to lead. Executive presence isn't about waiting to be promoted before you act like a leader. It's about developing the behaviors, mindset, and communication style that signals you are ready for higher leadership responsibilities now. The truth is when you consistently show up with clarity, strategy, emotional intelligence, engagement, and trustworthiness, you become someone others want to follow long before your name appears on the org chart. The next time someone tells you that you have "leadership potential," recognize that you already possess executive presence.
Fast Company
11-07-2025
- Business
- Fast Company
What is fractional leadership, and why is it booming now?
More and more senior executives are stepping out of high-powered roles and opting to work for multiple companies on an access pay-as-you-go basis as fractional leaders. This raises the question: Why are executives taking this step, and why is it booming now? Post-pandemic shifts have altered how senior leadership thinks about time, value, and work. The profound shift in how we worked allowed senior leaders to reflect on their lives. It also encouraged more reflection, which gave rise to a desire to have more meaningful and purposeful work. It fostered a sense of agency—to decide what work they do, when, and with whom. The rise of fractional leadership As leaders sought to regain more control over their working lives, many viewed fractional leadership as the logical next step to achieve this freedom in their careers. But what is fractional leadership—and why is it still gaining momentum? Fractional leaders work in part-time, high-impact roles across multiple companies. They are self-employed and operate on an access pay-as-you-go basis, often supporting a portfolio of organizations and adjusting their support based on each company's needs at any given time. They frequently sit at the head of various functions, such as finance, marketing, or technology. Organizations often hire them to help grow the company during stages when it doesn't require a full-time leader in that area. Most fractional leaders have previously held full-time C-suite positions, but have transitioned into fractional roles while seeking more purpose and autonomy. For some, it's the allure of a better work-life balance and no longer being tied to the nine-to-five. They want to work around family priorities and travel desires. For others, the variety offered by fractional work is appealing. Working with three to seven businesses at exciting stages of growth can provide more challenge and excitement than some full-time roles. Typically, fractional leaders have long careers in full-time C-suite roles, but fractional work offers them the chance to make a positive impact on growing small to medium-sized businesses. They feel like they can have a greater impact on a small organization than within the constraints of a large corporation. Why is the fractional boom in the C-suite happening now? The concept of the C-suite has remained largely unchanged since the 1980s. Many view it as a static structure. However, we're now facing a seismic shift as global megatrends begin to reshape how we work. Adopting experienced, agile leaders may be essential for businesses navigating challenges like climate change, political and economic instability, demographic shifts, and energy scarcity. Fractional leadership allows businesses to be more agile by accessing the skills needed to address these megatrends. This includes bringing in leaders with experience in managing new technological changes, like AI implementation. Most fractional leaders also have access to a network of peers who can help inform decision-making when responding to global challenges. Fractional leadership has grown from the realization that full-time presence in an office isn't always necessary to perform valuable and important work. A few years ago, many companies were reluctant to hire leaders who couldn't be physically present daily. Even with efforts to return-to-office mandates, the modern workplace has demonstrated that presence doesn't necessarily equate to impact. Fractional leaders will mirror the culture of each business they work with to build trust and rapport. That might mean being onsite regularly with those full-time back in the office, to matching a hybrid or remote work structure. For years, we've seen the rise of the independent contractor economy. Small businesses have tapped this model for services like design, marketing, and accounting. The idea isn't new. Fractional leadership is the next evolution of this trend. It will enable businesses to access the right talent at the right time to support growth without the overhead of a full-time hire but through a committed relationship for as long as the business needs. This shift is also influenced by advancements in technology, which facilitate unbundling traditional job roles. Organizations are adopting more adaptive, problem-focused work models instead of conventional job-centric thinking. Fractional leadership provides the opportunity to outsource these unbundled roles, providing businesses with access to dynamic, fit-for-purpose skill sets. It will also allow senior leaders to integrate work with their personal lives. The future of work with fractional leaders? Right now, we are witnessing the rise of a blended workforce. It's no longer the norm to be a full-time employee working nine-to-five, five days a week in a physical office. Instead, the workforce comprises employees, fractional leaders, project freelancers, and gig economy workers—all contributing valuable work. The onset of AI is only going to accelerate this trend of unbundling roles. Fractional leaders will be ahead of these trends, from working with multiple companies, they'll be able to help businesses prioritize the human skills needed to grow a business alongside this blended future. While businesses rely on fractional leaders, freelancers, and gig economy workers, the next question for businesses to tackle is how to shift their thinking from leading their employees to leading their whole blended workforce effectively. If they can learn to do this, business leaders can look forward to a more agile and nimble workforce to weather the future.
