Advancing to a different level in your career. Learn about skills you need to move up to a specific level (usually referring to the C-Suite) or how to plan and prepare for moving up to a higher position.

As a Director or VP, one of the key questions you need to ask yourself is, do I really have a passion to advance to a C-level executive position? You cannot allow yourself to be purely driven by money or status, but rather ask the question, “Will I be happy, and fulfilled, in reaching the C-suite?” From the time we start our careers, we all naturally want to be at the top of the heap, but unfortunately, for many, achieving this objective results in a material decrease in job satisfaction.

At the end of the year, we often reflect on our goals for the New Year and beyond. As you think about your career goals, you may consider focusing on incorporating something you're passionate about.

Know Your Passion
It probably will not surprise you to know that the majority of people are not passionate about their work. In the United States, 77% have no job passion (Deloitte LLP, 2010); in Japan the number is 60% (The CONNECTYOU Report, 2009).

Perhaps the only task harder than reaching a C-level position in the first place is recapturing that rank after you’ve had to step down a rung on the corporate ladder. Yet that’s the dilemma many executives have faced in their careers and usually not by choice.

How did this happen to me?

One or more factors probably play a key part in this situation, including:

BlueSteps chats with AESC executive search consultants about the latest trends for CFOs and finance executives. In this article, we focus on whether or not it's possible for CFOs to make the transition to CEO. Download the full white paper, "Executive Search & Career Forecast: Inside the Chief Financial Officer Role" for more.

cfo_career_white_paper-coverJames Langston and Julie Kanak, Diversified Search/AltoPartners, USA

When I began my first career, I found myself in what may have been the most fortunate situation I could have wished for – working in a place where, if you wanted and could do a job, you deserved to be given that job. Yet there was a catalyst.

The top executive enjoyed spotting talent. He actively looked for it. He felt that people who were guided into the things they did best – because they enjoyed doing them – were certain to exceed the company’s expectations...and their own.

Being in-transition, as an executive, can be a pivotal point in your life, and an incredibly challenging one. However, this period of your career can be made shorter and easier by taking a few precautionary steps to plan ahead. With new opportunities opening up for new executives in transition, this webinar is aimed at helping executives prepare for, and attact, opportunities of their own.  

It’s almost August – a month associated with vacations in many parts of the world—and  a good time to contemplate the meaning of life from new viewpoints. As you break away from your everyday routine to view the big picture, be sure to give nonprofit board services some consideration. An educated guess would put the number of registered nonprofits worldwide at about 10 million—and in the United States alone there are 1.5 million charities, according to the National Center for Charitable Statistics. This includes about one million charitable organizations (501 c 3s), more than 100,000 private foundations, and nearly 400,000 other nonprofits ranging from chambers of commerce, to civic leagues, to fraternal organizations.

Businesses are crying out for great leaders causing organisations to commit significant resources to leadership development. While much is said about the effectiveness of leadership development, the question is how effective is leadership development when it does not start as a practice early in a person’s career? 

Today’s challenging business times require extraordinary leadership, and increasingly companies across the globe are heavily invested in finding and empowering leaders. They compete for the best people outside of the organisation and also realise that their strength lies in a well-developed talent pool. Yet, they still fall behind in truly building the leadership capacity they need for the future.

The 'Glass Ceiling' for female executives has been well documented in recent history. But an equal number of cultural, individual, and organizational factors have been known to impede the professional progress of those in the Asian ancestry too: so called the 'Bamboo Ceiling.' If you feel affected by this boundary, what can be done to break through it?  

With the rise of social media and easy publishing tools, 2015 is going to be the year of self-promotion through thought leadership. What does this mean for your career management strategy? It means that candidates who are looking to stand out will need to go beyond their personal brand to demonstrate their specific industry or functional area expertise.

This post will highlight the emerging trends you can join in on next year to showcase your thought leadership expertise out to your intended audience (executive recruiters and hiring managers). These include writing effective content, keyword optimization, publishing your content and tools to help expand your network.