The Road to Executive Level Leadership

The Road to Executive Leadership

With there being a lot fewer executive positions than mid-level management roles, the road to executive leadership is highly competitive. Therefore, it’s abundantly more difficult to climb to this next rung of the corporate ladder. 

However, with the right attitude, work ethic and connections, you can prove your value and earn that coveted executive title and responsibility.

1. Understand And Embody ‘Executive Presence’

It seems as though the concept and practices of executive presence have tremendously increased in value over the years.  Last week we dove deep into what EP really is and found that, at the roots, executive presence is the powerful ability to inspire confidence.

Executive presence includes first impressions of appearance, interpersonal communication skills, and body language.  EP consists of effective listening, effectively maneuvering through office politics and exuding authentic charisma. 

Technical skills might have landed the job, but an executive presence moves a manager up. 

 2. Develop Your Strategic Thinking Skills

Lower levels of leadership focus on the day-to-day execution of the strategy. Executive levels focus on developing a broader view of the organization.

The development of strategic thinking allows you to become aware of the big picture.  Develop more skills in seeing the interconnections between the operating systems and long game strategy. Lean into thinking more strategically and from a systems perspective.

3. Maximize your Influence.

Given that great leadership is about influence, and not authority, you have to learn how to maximize your influence. Your ability to influence others is impacted by how you are perceived. Therefore, you have to figure out how to increase the perception of your value. The single best way to do that is to solve important problems for influential executives. 

4. Step Outside Your Comfort Zone – Network with the Entire Team

To lead at the executive level requires comfort outside of usual routines.  It’s relatively easy to limit our office interactions to those inside our sphere of expertise, however, to build confidence as a leader you’ll want to connect with the entire team.  Start expanding your tribe outside your core area.

Network with people from different parts of your organization in order to learn different business functions or program areas.

Build your reputation outside your comfort zone.  This way if/when opportunities open for advancement, decision-makers already know your name, and know it well.

5. Work With A Leadership Development Coach

As professional athletes know well, a trusted coach can soften the learning curve dramatically. A coach will guide you to clearly see your strengths, blind spots, and competencies. They will also show you how to identify the people and roles that will enable you to thrive.

Some coaches are focused on skill development, others are sounding boards. Find a coach who can do both and make the investment. 

6. Build Self-Awareness For Growth.

This is a big one. It can also be the toughest one to chew on. Building greater self-awareness about one’s leadership presence and effectiveness is a key piece to preparing for an executive-level position. If possible, participate in a 360-degree feedback process.

This process can uncover your leadership strengths to build upon, as well as, identify others’ perceptions of your efficacy.  Disparities included.

7. Be Clear in Your Goals.

If you have a clear goal for your career, let it be known. Ask your immediate supervisor to craft a skill plan for you on exactly what you need to do to get to the level you want. Then start executing. It will take a combination of building relationships, professional training, results you’ve achieved, and lots and lots of emotional intelligence. If you really are in it for the long haul, let it be known.

8. Develop Executive Courage.

It’s usually the tough decisions that move the needle. Therefore, executive courage around action, communication and trust is a critical leadership skill. Like any muscle, the more you flex it, the stronger it becomes. You cultivate executive courage by trying new strategies (even if some fail), engaging in crucial conversations and confronting challenging situations that trigger discomfort.

9. Manage Up

Managing up is a common challenge for emerging leaders. It’s important to manage your own boss, as well as extended relationships with your boss’ boss, board members, C-level executives, etc. These relationships directly correlate with the level of influence you have. Knowing what to communicate, when and with whom, will increase the visibility of your impact as a leader. 

10. Think About What The Company Needs

The end result, on the road to executive leadership, you want to build your business acumen. By showing you can make good judgments and quick decisions, you show preparedness toward the next step in career growth.

An executive is accountable at a whole new level. If a manager wants to move up, they need to think about what the company needs. Have the team you manage to be outstanding. Be known as someone who helps other people succeed. Be someone whose word is impeccable.

What Executive Presence Really Is

Executive Presence - What it really is.

In 2014, Sylvia Ann Hewlett and her team huddled over an extensive collection of data drawn from 14 sectors of corporate America. The goal was to identify, at the corporate level, what Executive Presence really is and why we need it.  

What the data reflected was that Executive Presence is not so much about performance. It’s not about what you do when ‘delivering the goods’ or ‘hitting the numbers’.  It’s about what you signal. 

Executive Presence or EP. What is it and where do I get some?

In the simplest terms, executive presence is about the ability to inspire confidence. It includes first impressions of appearance, interpersonal communication skills, and body language.  Executive presence consists of effective listening, effectively maneuvering through office politics and exuding authentic charisma. 

As a leader, you inspire confidence by showing that you are capable and reliable. Which is critical to being trustworthy of supporters.  By contrast, inspiring confidence with your own superiors shows that you have the potential for greater achievements in career growth.

The 3 Main Pillars of Executive Presence

As part of the 2014 study, the group singled out 3 main traits associated with EP.

#1. Gravitas

Gravitas is the projection of credibility and assertiveness with the confidence to convey a clear message.  In comparison, gravitas is the way of signaling impact in a compelling manner.

As an example, the study asked senior leaders who they saw as career role models.  Significantly, the #1 role model identified was Nelson Mandala.  A man that earned his placement through sincerity and understanding the power of symbolism.  Nelson Mandala had gravitas in spades and showed it by routinely connecting at a very human level.

#2. Communication

Communication includes the ability to read an audience. To assess a complex situation and act accordingly. This is the ability to command a room. It’s what you say, when you say it, how you say it, and to whom you say it. Communication is also portrayed through the masterful use of body language and concise speaking skills.

These skills combined show you’re able to communicate the authority of a leader.

#3. Appearance

While the data showed appearance to be the smaller piece of the puzzle, it is still worth significant attention. Appearance is commonly referred to as “looking the part.”

By taking the time to look and feel your best, it shows consideration and respect toward the people you interact with. Appearance also includes dressing appropriately for the environment and occasion which in a corporate setting carries high-level importance.

Why You Need Executive Presence

Ultimately, executive presence determines whether you gain access to opportunity.

There’s a saying in leadership, “All the important decisions about you will be made when you’re not in the room.” It’s true. In particular, whether it’s a decision about an important opportunity, a promotion to a critical role or an assignment to a high-visibility project, it’s likely that you won’t be in the room.

Therefore, the opportunities you gain access to depend on the confidence you’ve already inspired in the decision-makers. Additionally, the more significant the opportunity, the more important executive presence becomes.

How To Build Your Executive Presence

As with any other skill, some people are naturally more gifted at executive presence than others. That being said, everyone can improve their EP with focus and practice.

Cultivate a foundation of quiet confidence.

At its core, executive presence is about confidence, yet “the more confidence the better” isn’t always the way. Presence is confidence without arrogance.

Sadly, confidence is often confused with cockiness however, the truly “present” executive is one who doesn’t need to trumpet his achievements. Instead, he or she has an internal resolve driven by a solid sense of self-worth. As a result, they have learned healthy, effective ways of dealing with challenges and relationships.

Key points to focus on while developing your own executive presence:

  • Learn to operate effectively under stress.
  • Become an excellent listener. 
  • Build your communication skills.
  • Understand how others experience you.
  • Have a vision, and articulate it well.

Most importantly, find your voice as an executive.

Identify your assets and leverage them to the max. Some people are naturally gregarious and can fill a room with their personality. Others rely on their listening ability, sense of timing, and ability to maintain their composure when others get emotional.

In an increasingly diverse world, executive presence will look very different from one executive to another. Just keep building the confidence of others that can step you up as a leader if and when times get tough.

6 Quality Interview Questions

6 quality interview questions

The key to getting a great job offer is portraying an authentic, positive and lasting impression. Whether you’re a seasoned employee or just getting started, these 6 quality interview questions can help the process.

With a professional resume, this is achieved in the first point of contact.  In addition to this, you’ve got to nail the job interview. Asking insightful questions during a job interview demonstrates professionalism, thoughtfulness, and commitment.

That being said, candidates can get lost when it comes to asking the right sort of questions. This blunder shows either a lack of preparation or the stress of the interview. Neither of which leaves a positive impression. 

Like much of life, the failsafe is to be present during the entire interview. Presence shows confidence. Additionally, the best interview questions are oftentimes the ones asked naturally from engagement in the conversation. 

6 Quality Interview Questions

1. What is the history of this position?

It’s valuable to ask about the history of the role. In this case, the answer is useful to know what environment you’re entering.   Furthermore, it shows forethought and attentive care for the position. 

Perhaps this opening was recently created to support company growth. In which case, ask a follow-up question about who owned the responsibilities up to this point, and how the duties will be transitioned.

If you are interviewing for a position left vacant by someone’s departure, get a sense of what happened.

  • Why did the predecessor leave the job?
  • Where they promoted or internally transferred?

If the predecessor was internally repositioned, ask about direct training potential.

2. How does this position support management and serve direct reports?

Certainly, the answers to this question will help you gain insight into the position and how it fits the framework of the company as a whole.

  • Who is your support?
  • Who will you supervise and guide?

Consequently, understanding this will offer a glimpse of what skills are critical for your success.

3. In the first 6 months, what accomplishments would you like from me?

This targetted question shows your commitment to adding value and delivering on expectations. It’s one thing to understand routine tasks and responsibilities, it’s yet another to fully understand expectations.

Altogether, an interview has a singular goal. To demonstrate your fit for the position.  Inquiring about expectations directly speaks to this goal.

4. Which part of the position has the steepest learning curve? What can I do in order to get up to speed quickly?

For some jobs, learning the technology or the internal company procedures is the most challenging aspect of coming on board. For others, it is about understanding the human network. Therefore, guidance on how to speed up the learning process can give you a significant advantage.

5. How is the feedback process structured?

Feedback is how humans improve. To excel in a new role, you’re going to need analysis as a way of marking the perimeter of success. 

Does this company limit its feedback cycle to the annual reviews? Does the hiring manager make it a priority to deliver just-in-time acknowledgment and suggestions for improvement?

As a result, asking these questions represents your intent to learn and grow with the role.

6. What opportunities will I have to learn and grow?

Does the company offer formal or informal mentoring and coaching? Does it invest in continued education or professional training?

Great companies want to hire people who are dedicated to personal and professional growth. Show your hiring manager that continued development is important to you.

Close the interview on a high note.

As a bonus, there are several questions one must never ask during an interview. 

Asking about money, raises and promotions are taboo and can show yourself as arrogant and self-serving. 

Stay away from company gossip. It matters not what your friends, friend says about the company politics or a piece of news read in a local paper, keep your head in the game of professionalism and acknowledge the interview as an opportunity. 

The goal is to end the interview in a powerful and impactful way. For this reason, maintaining professionalism, acting authentically and these 6 quality interview questions are all part of the equation of your success.

Where Do You See Yourself?

five year career plan

For many people, answering the interview question “Where do you see yourself in 5 years?” can be overwhelming. If this is you in a nutshell, worry not. Hiring managers aren’t really that concerned with the specifics of your answer anyway. 

What they want to know is a glimpse into your ambition, goals, focus, and drive.

They want to know you’ve at least considered your future and what you’d like to accomplish. 

Even if you don’t know exactly where you see yourself in five years, there’s still a right way to answer this question during an interview.

Why ask this?

Asking “Where do you see yourself in five years?” is more about getting insight into your hopes and aspirations. Interviewers are seeking objectives to give an inside look into how you operate and structure your thoughts.

Naturally, a potential employer wants to understand your career goals to assess how their position fits into your grand plan. Companies want trustworthy, detail-oriented, and dedicated team members who are willing to take a leap — not a noncommittal employee who is only sticking around until a better opportunity arises elsewhere.

The question itself can be phrased in a multitude of ways. All of the below examples aim to uncover similar information for hiring managers to review: 

  • What are your long-term career goals?
  • Do you have an ideal job at this stage in your career?
  • What are you looking for?
  • How do you define success?
  • What is most important to you in your career?
  • Do you have goals planned for the next five years?
  • Where will you be in five years?

Tips: Before the Interview

Life gets tricky and, ultimately, no one person knows completely where they will be in five years.  Hiring managers are aware of this. Focus on what your dreams are, where you would like to take your career, and how you plan to do this.

Also, be sure to focus on how you plan to help the company. Show yourself as someone who will add value to the team and help advance the company. 

While developing your answer, keep in mind what the interviewer wants to know when they ask you this question: your work-related goals, ambitions, desired training, and so on. What type of positions do you see yourself occupying? What type of training? Are you interested in leadership positions, or would you like to keep your focus on the technical aspects of your work? Provide direct and relatable answers.

If the answer doesn’t come to you at first, think about how you have grown over the last five years.

Consider the natural flow of progression in your career thus far and what aspects sparked joy and curiosity in your daily efforts.  These aspects are a great benchmark for navigating the direction forward. 

During the interview

Answering “Where do you see yourself in five years?”

When answering this question, be honest and be yourself. Sharing what you think the interviewer ‘wants to hear’ may seem like a good idea, but if it’s out of alignment with your truth, you can get in trouble down the road if you do get hired. Plus, it’s much easier to be yourself than to try to be someone you’re not.

Be specific and keep it work-related.

The interviewer doesn’t need to know that you plan on having two kids and a white picket fence in five years. Keep your answers to-the-point and about your work goals and visions.

An example response:

Let’s say you’re interviewing for an HR position at an organization and are asked, “Where do you see yourself in five years?” You might answer as follows:

“I’d like to expand my horizons by jumping in feet first and learning as much as I can, as quickly as I can, with the organization. From there, I’d seek out opportunities — at least one to two a year — to expand my knowledge through training and educational opportunities to support my job. I’d love to participate in at least one project geared toward leadership training if the opportunity arises. I also understand that the organization has a strong volunteer team, and I’d like to be an active participant in that team, as well. At some point, I’d also like to be considered for a supervisory or management level role.”

Keep it primarily work-related, show ambition, show that you’ve done your homework, and provide quantifiable goals. The key is to be confident, honest, clear, and succinct, and, of course, to answer the question.

What Not to Say.

Whatever you do, do not respond with, “I don’t know.”

To answer “I don’t know” shows that you haven’t given any thought to your future with the company or life in general. Again, one of the main reasons this question is asked is to find out if you have goals, ambition and a good work ethic and that you’ve considered how you might handle the position should you be hired.

So there you go. While the chances are good that you’ll be asked this question at some point during your career, the ball is in your hands to answer like a touchdown pass from inside the red zone. 

Need to get ready for job search success?  Our team at Power Writers Canada is here to help.

We offer Resume updates, Cover Letters, LinkedIn Optimization, Recruiter Services, and Professional Career Coaching.

Book a free 15-min consult here https://calendly.com/powerwritersusa-ca

How To Choose a Career Coach

Choosing a career coach

With the closing of the decade, we’re seeing all sorts of 10-year reflection content on social media right now.  Have you seen it?  Perhaps it’s the end of an era that sparks the human interest to compare and assess using time as the main reference. Whatever the reasoning now is a great time to check in on career goals. Here are our tips on how to choose a career coach, should you be so inclined.

What A Career Coach Can Do

Some of you would have been in school at the crack of 2010 and are now well seated in your chosen careers.  Others may have changed directions several times and are looking back at an intersection of self-discovery and career interests. Looking forward, consider the benefits of sourcing, vetting and connecting with a career coach who can help you identify goals for the next 10 years of career growth.

6 Tips for Choosing a Career Coach

1. Define The Problems.

Ask yourself: Why do I need a career coach? If you’re not clear, take out a piece of paper and write down every question that comes to mind about your career transition.  Once you understand your needs, you can identify the best type of coach for the job.

If you’re interested in changing career directions: Find a coach who is experienced in career reinvention.

If you are looking to stay in your field but need help navigating the job search process: Find a coach who has strength in resume writing or has exceptional referrals to a professional resume writer.  Additionally, this coach should also have good tactics for job searching via social media and other job-hunting avenues.

2. The Interview

Yes, of course, it’s recommended to interview potential coaches! This is your career. You’re in the driver’s seat so vet ay potentials and set up some meetings.

Keep in mind, some coaches offer a free introductory call, while others only do so unless you sign on for three months or more. Also, it’s common for people to work with career coaches on a shorter-term basis, such as three sessions for job-search coaching or six sessions to complete a career exploration package.

Smart questions to ask during the interview:

  • How would you describe your coaching style?
  • What should I expect from our work together?
  • What are your fees, packages and/or recommended routes?
  • Can you share some of your success stories? (Listen to see if the coach tends to work with people like you.)

3. Choosing The Services Best Suited to You.

Coaches charge in a variety of ways: by the hour, by the month, by the task or some combination of all three. Some ask for a multi-session commitment; others go session-by-session.

Some offer full branding packages that include reworking a resumé, LinkedIn profile and cover letters while others offer each of those services a-la-carte.

Ask a lot of questions and be sure the coach is clear about what you’ll get for your money before you start work together.

4. Ready Yourself to Win.

Coaching sessions are generally about an hour long and to the betterment of both parties, you want to go in prepared.  Ready any questions or specific topics of direction.  Organize relevant documentation. Speak your mind. Be honest about the process, if the coach is doing (or not doing) something that doesn’t sit right, share and help the relationship achieve full potential.

Additionally, maintain open lines of communication regarding any personal challenges impacting your career plans.  The goal is to craft a realistic action plan.  To do this, all facts should be on the table.

5. Respect The Process.

To achieve a deeper understanding, many coaches use one or more industry-specific assessments.  Techniques such as personality tests and interest inventories help you identify your strengths, interests and best work options.

Now, while these are helpful, they can’t always provide you with “the answer.”

All career changes involve a process of assessment, reflection, research, and testing. As well as hard work and patience. This all takes time before you gain real and lasting clarity. 

6. Manage Timeline Expectations.

There is no clear timetable for a career change. It truly depends on you, your goals, the state of the economy and a thousand other variables. From a coach, you may only need a couple of brainstorming sessions, or you may get into the process and realize you’d prefer a few months of support.

Just know, you are going to hit plateaus and they will be frustrating. Be patient and loving to yourself.

Ultimately, the key to a good coaching relationship is finding the right coach for your specific needs and then working together effectively.  Some coached are available to advise clients in person; others use a mix of phone, video conferencing and in-person meetings. 

Ideally when vetting a potential coach think about what best suits your style of work ethic and daily practices. On our team at Power Writers Canada, we have exceptional career coaches available. Reach out if you would like a recommendation and contact details.

Whether you are anticipating a new career direction, seeking advice on the job search or planning for semi-retirement, a good coach can help you reach goals faster and more successfully than by going it alone.



Building Your Senior Management Team

Senior-level team building

In the startup stage of every enterprise, it’s a matter of survival to create the most cost-effective operating system.  Naturally, this requires owners to do as much as possible on their own. But with growth comes a massive shortage of time which means eventually, building your senior management team will need mandatory.

Especially if your plan is to take the business to the next level.

Building the best team demands matching people’s strengths to specific jobs.  So while your best buddy from grade school may feel like the right choice, you’ll still need to cross-reference strengths and skills to job requirements prior to signing an offer letter.

When assembling a senior team, you’ll want to take the time and consider all the critical areas of your business. At the rudimentary level, we’ve assembled a thorough recap of senior-level roles. 

A Breakdown of the Roles.

Chief Executive Officer (CEO). 

Basically, and without much exaggeration, the CEO is the boss of everyone and everything (but reports to the Board of Directors). Realistically, you’ll either be the CEO or hire someone more suited to the depth of the role. Which is not entirely uncommon. 

Owners are oftentimes ‘too close to the center’ when it comes to determining the company’s executive strategy. Therefore, hiring your own boss is fundamentally in the company’s best interest. 

Your CEO will have the ability to rise above the daily details and decide where the industry and business are headed. An exceptional CEO must be a remarkable strategic thinker.  They must be able to decide the company’s best route for navigating the future market conditions. 

That being said, the CEO’s ultimate skill is in hiring and firing. It is essential to assemble the right management team as support for your CEO. As a result, your chosen CEO will need to be able to identify and hire the best, fire the ones who don’t work out, and run the show all the same.

Chief Operating Officer (COO)

A COO handles a company’s complex operational details. Think about UPS moving three billion packages in the two weeks before Christmas: The company’s COO ensures the business can deliver day after day. Their team creates the systems to track the measurements and take action when the company isn’t delivering as expected.

When ensuring smooth operations become a big part of your business, it’s time to hire someone who revels in measurements, operations, and details.

President

To be honest, the role of a president is a little less specific than other executive team members. Presidents can oversee staff functions–human resources, finance, and strategy–while the COO oversees daily operations. In some organizations, the title of president is a synonym for COO, especially in smaller companies. Sometimes, the president fills gaps left by the COO and CEO. Other times, the title goes to someone you want at the strategy table but who doesn’t have an obvious C-level title.

Additionally, not every enterprise needs a president as many find this title fully covered by the efforts of a CEO and COO.  All things to consider when looking at your own enterprise.

Chief Financial Officer (CFO)

Plain and simple, your CFO handles the money. They create budgets and financing strategies. They figure out if it’s better for your business to lease or buy. Then they build the control systems that monitor your company’s financial health. Money is your business’s blood, and in entrepreneurship, cash flow is everything.

If you don’t know the difference between cash flow and profit–go find yourself a CFO.

Chief Marketing Officer (CMO)

Many current business battles are battles of marketing. Especially when corporate strategy hinges on marketing strategy. As a result, companies have been bringing in a marketing expert at the C-level rather than as a traditional vice president role. 

The CMO owns the marketing strategy–and that often includes implementation of the sales strategy. Your CMO will learn your industry inside out and help you position your product/service, differentiate it from your competitors’, enlist distributors, and make sure customers learn to crave your product.

If your business’s success depends mainly on marketing, you need a CMO. That could be you–but only if you have time to keep up with competitors, oversee the marketing plan, and still do the rest of your job–and do it well.

Otherwise, you need to look for the person with the right kind of buzz for the job, ready to keep up on what’s hot and what’s not.

Chief Technology Officer (CTO)

This role is only really significant if your business or industry is impacted by technology. Specifically, if your company’s chosen programming language affects the overall company strategy. In this case, you may need a CTO.

Is your enterprise tech-based? If so, delve into your professional network and find yourself a strategic thinker rooted in the tech industry. If you are not tech-based, you can sit this hiring process out and keep the focus on the above mentioned senior-level roles.

Building Your Senior Management Team

Ultimately, trust your instincts when interviewing and hiring. You have successfully grown your business to the level of needing an executive team, which is a major win all in itself.

As always with leadership; hire smart, fire fast, keep working that strategy to get the work done.

If you need inspiration for job postings at the Executive and Senior-Level, we’ve got some great site resources available in our Career Help section.

7 Success Tips to Setting Career Goals

7 steps to setting career goals

With the beginning of every new year and now a new decade, many are looking within and setting career goals for short and long-game success.  Have a read for 7 success tips to setting career goals at any time of year!

Setting goals is a significant component of the career planning process. To have a successful and satisfying career, it’s best to define your goals and devise a strategy to achieve them. Having a career action plan is like a roadmap that will guide you from choosing a satisfying occupation to progressing through an extended and successful career.

How Setting Goals Affects Your Career Success

Look at your career action plan as a 2-sided approach with both long and short-term goals. Without a doubt, the more specific you can be about each step will greatly increase your probability of achievement.

Especially if or when barriers get in the way.  Life moves quick and ultimately we never know what experience is just around the corner. Your plan can be your peace of mind in the event of sudden unexpected changes.

The Difference Between Short and Long Term Goals

Consider a short-term goal as obtainable in approximately six months.  Long-term goals look ahead to roughly three to five years to achieve. Naturally, the timelines are somewhat fluid. Sometimes you can crack a short-term goal in fewer than three months and other times a long-term one may reach fulfillment towards the end of a decade.

Just ask Bill and Melinda Gates how long it’s has taken to eradicate Polio in 3rd world regions or how many years they’ve been working on developing clean and safe nuclear power plants for global benefit.

To achieve each long-term goal, you must first accomplish a series of short-term goals.

For example, let’s say you aspire to become a doctor. That may be your ultimate long-term goal, but before you can tackle it, you must achieve a few others, such as complete college (four years), medical school (another four years), and a medical residency (three to eight years).

Along the road to reaching those long-term goals, there are several short-term goals to clear as well. Such as, excelling in entrance exams and applying to college, medical school, and eventually residencies. Since grades matter when it comes to achieving those goals, it is necessary to break your short-term goals down even further, like earning a high-grade point average and remembering to eat healthy along the way.

7 Ways to Increase Your Chances of Reaching Your Goals

Your hard work will play the most prominent role in your success, but if you don’t formulate your goals correctly, it will be much more challenging to accomplish them. Ideally, your short-term and long-term goals meet the following criteria:

#1: Have specific goals. You might say, “I want to be successful.” Well, who doesn’t? But can you define what success means? Success to one person may mean becoming CEO of a company while to another person it may mean getting home from work no later than 6 p.m.

#2: Your goals must be measurable. Have a timeframe for achieving your goals and a way to determine when you have reached them.

#3: Don’t be negative. Your goal should be something you want rather than something you want to avoid. It is much better to say, for instance, “I want to improve my skills over the next four years so that I qualify for a better job” than “I don’t want to be stuck in this job for another four years.”

#4: Be realistic. Your long-term goals must be compatible with your abilities and skills. Stating “I want to win a Grammy Award” if you can’t sing or play an instrument will set you up for failure.

#5: Your goal must be reachable within your time frame. Break a long-term goal down into smaller goals. It is better to take baby steps than one big giant leap.

#6: Pair each goal with an action. For instance, if your goal is to become a writer, sign up for a writing class. 

#7: Be flexible. Don’t give up if you encounter barriers that threaten to impede your progress. Instead, modify your goals accordingly. As an example, say you need to continue working but this is keeping you from going to college full-time. Be flexible. Although it won’t be possible to finish your bachelor’s degree in four years, you can still enroll in school part-time and take a bit longer.

The point is, goals can become actuality with patience, perseverance and a solid plan. Need help?  Our team at Power Writers Canada is here to help. We offer Resume updates, Cover Letters, LinkedIn Optimization, Recruiter Services, and Professional Career Coaching.

Book a free 15-min consult here https://calendly.com/powerwritersusa-ca Toggle panel: Yoast SEO

Executive Job Search Strategy

7 steps to an executive job search

Remember when you were early in your career and you’d apply for a job then go home and wait?  You knew you had all the required skills and experience, so it was just a matter of time. A few days go by and the call comes in. The next day is the interview.  3 days later you have the job and you start next week. Well, those days are long since gone! Nowadays if you don’t have an executive job search strategy, you come close to setting yourself up to fail.

Truthfully, now that you’ve positioned your career higher up the salary chain, those quick job search turnaround days are non-existent. The path to senior and executive-level job placement is an extended process that requires patience and good strategy.

Pro Tip: Manage Expectations

The challenge is to manage expectations that meet the reality of your job search. On-average an executive-level job search requires 4 months to 1 year from the initial point of contact to an actual first day of employment.

The average time it takes to find a job depends on many factors such as:

  • Time of year
  • Geographical demand for your skills
  • Whether you encounter ageism
  • Experience and salary requirements
  • Professional network
  • Job search skills

Time of Year

Q4 is traditionally the slowest hiring period so don’t go rushing into October with high hopes of December placement. However, in contrast, the busiest season for hiring is the first quarter. Manage expectations and remain positive to keep pushing on through slower times of the year.

Geography

All across the country, there are region-specific industry dominants. Depending on your career path, your advancement could depend on your flexibility towards a potential move of house and home.  Consider your chosen industry and region when outlining your timeline for ideal job placement.

Experience & Salary

Aim for your goals, however, do a little research into the companies you are applying to. You want to ensure they have the capacity and need for your set of skills and salary requirements.  Are they in an upswing or decline?  Have their social media channels just blasted news of a hiring fair? These elements can either hinder or expedite the hiring process and in turn, your job search strategy.

Your Network is Gold.

We’ve mentioned this in previous posts and it’s worth rehashing. Your network is solid gold.  At the Senior and Executive career levels, your LinkedIn profile should already be well polished with several years of connections to draw from. When it comes to job searching, this is your ideal go-to for making quick work of landing a job with ease and accuracy. 

Your job search skills.

How’s your job search game?  Ultimately, your drive dictates how fast a job can be obtained.  The steps are defined, now it’s on you to get organized and progress with confidence.

A quick note on ageism.

If you’ve been in the workforce for a while, the chances are good that you’ve seen or experienced age discrimination at work—as two out of three workers between ages 45 and 74 have at some point, according to AARP. From a recruiter’s perspective, there are concerns that older employees not only require increased salaries but will be with the company for a shorter period.   Recruiters and hiring managers are looking for the big picture. 

Ageism can slow your job search process by the assumption that retirement is near.

If you are in a category susceptible to ageism, be prepared to talk about how much longer you plan to work.  Make sure you’re up to speed on technology and current education, as applicable.

Additionally, find the right company by considering what work environment is ideal for your own daily routine. Some company cultures trend younger – startups, for instance- and you may not want to be significantly older than everyone else in the room.  Or that could be exactly what you seek. Either way, due diligence is highly beneficial.

Resume specifics: To show yourself in the best light, hire a professional resume writer to modernize and retool your resume. Seriously, at this stage, a professional is a value-added investment to career advancement.

Extensive work history can begin to look muddled on a resume, as can the skills section after a few decades of career growth. Allowing a professional to optimize your resume, and LinkedIn for that matter will give you the leg up with ATS and recruiter processes.

Here is a link to our schedule at Power Writers Canada so you can see availability and book a free 15-min consult. https://calendly.com/powerwritersusa-ca