How to Raise Your Profile as a Leader (Without Feeling Fake)

Let’s be honest. As a leader, you’re probably used to this scenario: you’re delivering excellent work, your team’s performing well, yet when opportunities for progression come up, you’re overlooked. Or you’re in meetings where your contributions don’t quite land.

The uncomfortable truth many accomplished leaders face is that doing great work often isn’t enough. There’s a gap between performance and perception – between the value you create and how visible that value is to the people who matter.

But here’s the challenge: many thoughtful, capable leaders feel uncomfortable with the idea of “raising their profile”. It can feel inauthentic or political – especially if you believe quality work should speak for itself.

So how do you bridge that gap without compromising who you are? This guide offers practical ways to build visibility that feel true to your values and leadership style.

Why Visibility Matters More Than You Think

If you've read my blog on PIE Theory, you'll already understand that performance accounts for only about 10% of career progression. The remaining 90% comes from image (how others perceive you) and exposure (who knows about you and your work).

Visibility isn't about self-promotion for its own sake—it's an essential leadership responsibility. Here's why:

Your ideas can't create impact if they aren't heard. No matter how brilliant your insights or solutions, they need to reach the right people to drive change.
Your team deserves recognition. As a leader, being visible helps showcase your team's achievements and secure the resources and support they need.
Strategic decisions happen in your absence. If you're not present (physically or in people's minds) when important conversations take place, your perspective won't shape outcomes.
Leadership influence extends beyond direct authority. Your ability to effect change often depends on relationships and reputation across the organisation, not just within your team.

Visibility, properly understood, is about ensuring your contributions and capabilities are appropriately recognised—creating the conditions for greater impact, not just personal advancement.

What Stops Leaders from Raising Their Profile

If visibility is so important, why do many capable leaders struggle with it? Understanding these barriers is the first step to overcoming them:

Fear of Being Perceived as Inauthentic

Many leaders worry that actively managing their visibility means pretending to be someone they're not. This is especially true for those who value authenticity and integrity; the thought of "self-promotion" feels at odds with these principles. I've lost count of the number of clients who've told me they feel queasy at the thought of "putting themselves out there."

The "Merit Myth"

There's a persistent belief that great work will inevitably be recognised. A sort of "build it and they will come" mentality. While quality performance is essential, the reality of busy organisations means important contributions often go unnoticed without some intentional visibility. I see this time and again with coaching clients who are baffled that their hard work isn't translating to progression opportunities.

Lacking Visibility Strategies That Feel Authentic

Even when leaders recognise the importance of visibility, they often lack practical strategies that feel comfortable and aligned with their values. The steps between "keeping your head down and working hard" and "becoming more visible" aren't always clear. It's one thing to know you need more exposure, it's quite another to figure out how to get it.

Prioritising Urgent Over Important

Building visibility requires consistent attention over time—something that's easily crowded out by daily operational demands. Without deliberate effort, raising your profile becomes a future-you problem.

Cultural and Personal Discomfort

Most of my clients are based in the UK. Which means that culturally, drawing attention to achievements can feel a bit too much like bragging for comfort. Early experiences and messages about "not showing off" can create deep-seated resistance to visibility activities.

Navigating these challenges is precisely where leadership coaching can help; providing personalised strategies that respect your values while helping you achieve the visibility your leadership deserves.

5 Ways to Raise Your Profile Without Feeling Fake

Connect Your Visibility to Value

The most authentic form of visibility comes from focusing on the value you create rather than on yourself. This subtle but powerful shift transforms self-promotion into service:

Share insights that genuinely help others solve problems
Communicate project outcomes in terms of business impact
Offer to present solutions to challenges other departments face
Frame visibility efforts around organisational goals, not personal progression

When visibility activities connect directly to value creation, they feel purposeful rather than self-serving. You're not saying "look at me", you're saying "look at this solution that might help us."

Share Credit Strategically

One of the paradoxes of leadership visibility is that generously highlighting others' contributions actually enhances your own profile. This approach demonstrates confidence, builds loyalty, and showcases your ability to develop talent:

Publicly acknowledge team members' contributions in meetings with senior leaders
Create opportunities for your team to present their work to wider audiences
Mention specific colleagues' input when sharing successful outcomes
Build a reputation as someone who develops others and celebrates their success

This approach feels natural for many leaders who are uncomfortable with self-promotion but happy to champion their teams. The added benefit? Those whose success you celebrate become advocates for your leadership.

Speak Up in the Right Rooms

Strategic contribution in cross-functional settings delivers disproportionate visibility benefits:

Volunteer for cross-departmental initiatives that address organisational priorities
Prepare thoughtful contributions for senior leadership meetings
Ask insightful questions that demonstrate your strategic thinking
Offer to facilitate discussions on topics where you have relevant expertise

The key is quality over quantity. One well-considered observation that advances the conversation creates more positive visibility than frequent comments with less substance.

Use LinkedIn Without Being Cringey

Professional platforms offer visibility beyond your immediate environment, but many leaders avoid them for fear of appearing self-important or cringey. Here's how to use LinkedIn authentically without making yourself or others want to hide under a desk:

Share articles and insights relevant to your industry with brief, thoughtful commentary
Congratulate and support colleagues' professional milestones
Post occasional updates about your team's projects (with their permission)
Engage with content from thought leaders in your field
Write short, practical posts sharing a specific lesson or observation from your experience

The focus should be on adding value to professional conversations, not broadcasting achievements. This approach builds your external profile while providing useful content to your network.

Talk to People Who Are Already Visible

Learning from leaders who navigate visibility effectively provides both practical strategies and expanded networks:

Schedule coffee meetings with respected leaders across your organisation
Ask about their career journey and approach to leadership
Seek advice on specific challenges you're facing
Express interest in their current priorities and explore potential collaboration

People generally love talking about themselves and their experiences. You'd be surprised how many senior leaders are willing to share their time if you just ask.

These conversations build relationships with influential figures while providing insights into how they approach visibility. Lots of successful leaders are flattered by genuine interest and willing to share their experience.

Where to Start if This Feels Uncomfortable

If the prospect of raising your profile feels about as appealing as a root canal, begin with small steps that align with your natural strengths:

Start with written communication if verbal contributions in large meetings feel challenging
Focus first on internal visibility with colleagues and stakeholders you already know
Identify one senior leader whose work you admire and request a brief meeting
Choose one project with clear business impact and ensure its outcomes are appropriately communicated
Reflect on past successes where your contributions weren't fully recognised and consider what would have made the difference

The key is to start somewhere, anywhere, rather than nowhere. Baby steps still move you forward.

Remember that building visibility is a gradual process, not an overnight transformation. Small, consistent actions aligned with your authentic leadership style create sustainable results without triggering discomfort or resistance.

Want Support with Visibility and Impact?

Navigating the balance between raising your profile and maintaining authenticity is a common challenge for thoughtful leaders. If you'd like personalised support to enhance your visibility in ways that feel genuine and effective, start with a free call to explore personalised coaching support

The most effective leaders understand that visibility isn't about self-promotion—it's about ensuring their value and vision can create the greatest possible impact. With the right approach, you can raise your profile while remaining completely true to yourself.