BlueSteps Career Management and Executive Search Blog
The BlueSteps Career Management Blog is written with a C-level audience in mind on career management topics ranging from executive compensation, executive resumes, and interview tips to networking, executive job search, and gaining visibility as a professional in one’s industry.
The BlueSteps Executive Search Blog links senior executive candidates to actual retained search recruitment insights from AESC member executive recruiters, BlueSteps career advisors and other guest writers.
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Executives face unique challenges and obstacles when attempting to make a career transition to a new role or industry, but there are steps you can take to get your foot in the door. Preparing yourself to change executive jobs requires in-depth research, thoughtful insight into your skills, expertise and value/unique differentiators.
Once the foundation is set, you need to develop a strategic job search plan that combines rebranding yourself with proactive networking in your target market for information, as well as insight that may help you get your foot in the door ultimately leading to opportunities.
The role of the Chief Technology Officer came about in the 1980s, becoming prominent in the 1990s with the conception of the big internet companies. Tom Berray in The Role of the CTO: Four Models for Success explains that, for businesses, the “CTO role is a low-cost addition to the organization [that] can help reap potentially high pay-offs by identifying and elevating critical opportunities”. Finding a great CTO that meshes with a company’s corporate identity however, can seem more a challenge than discovering a unicorn might.
For managers across the spectrum, the Millennial generation work force is growing in numbers. Forbes suggests that 80% of hiring managers have a view their Millennial employees have narcissistic tendencies, but that this may stem from different generations not understanding each other and their thought place of what a workplace should be. Traditional team based management structures are under threat by an evolution in work environments.
Although there is no exact formula for becoming a “great executive leader”, there are many common traits, strengths, and skills that the majority of great executive leaders possess. Learning how to acquire, develop and utilize these attributes can dramatically improve your career performance and help you to stand out among other executive candidates.
In order to set yourself apart and excel as an executive leader, you must be:
There’s nothing that will derail an otherwise stellar career trajectory than a new job that isn’t the right fit. Suddenly, the choice becomes whether to accept unhappiness and continue down what you know is a dead-end road, or deal with having a short stint to explain to your network, on your resume, and during interviews.
One way to avoid accepting a wrong-fit opportunity is to avoid being offered one to begin with.
It may sound great to have a slew of job offers to turn down, but this amounts to, at best, a waste of time (both yours and the prospective employers) and at worst, extreme temptation to make the wrong move.
Pray, who doesn’t want to be a board director? Images that come to mind include being in the driving seat, excitement at the opportunity to steer direction of the company etc. I did some research on the topic recently and below is a compendium of my findings and thoughts.
Change in orientation: While we have typically associated the board director position with a celebrity or a highly accomplished professional et al (essentially a person with a halo effect), in reality, the orientation of the role is increasingly towards a person with the right skills.
The boardroom is one of the places where character and experience reign supreme. Landing a role as a board member can be a prestigious and lucrative venture but board opportunities are rare.
Consider this, there are fewer than 4,000 U.S. companies listed by Nasdaq. According to CFO.com, each of those companies has an average of 9.2 board members with 1.5 of those being inside directors. Therefore, the total number of seats available for outside directors is approximately 30,800.
What is the most difficult question during the interview process? It’s not “Why are you the best candidate for the job?” “Tell me about yourself,” or even “What is your greatest weakness?” The hardest question during the interview process is “What is Your Salary History?” The question is challenging because it can have a major impact on your earnings and, sometimes, even the likelihood of being hired. If your current salary is lower than what the standard salary for the role is or what you are truly worth, you may end up getting an offer than is lower than you deserve.
Within every industry, there is a select group of executives who always seem to be in the spotlight. These leaders regularly speak at industry events and are consistently interviewed in well-known industry publications. You may even be envious of their spotlight—but it’s not the spotlight they’re after, it’s the branding.
While these leaders, some may even call them thought leaders, possess a wide variety of characteristics that make them likeable and successful, they share one, significant strength: the ability to brand themselves.