Lots of people dream of climbing the so-called corporate ladder and shaping the future of an organization in executive-level roles. They see themselves as powerful, well-rounded leaders with the ability to streamline processes, boost revenue and overcome adversity in the business world.
Many of these dreamers are ready for the transition. They have solid experience in middle management. They understand business operations in finance, marketing are more. They make sound decisions. And they inspire teams to exceed company goals and deliver tangible, financial growth.
But just because you are ready to join an executive team doesn’t mean that employers will line up at your doorstep with job offers in hand. No. Job searching isn’t usually like that. In general, you have to find opportunities, pursue them and make offers come your way. If you want to take the leap from mid-level to upper management, you have to intensify your job hunt. Let’s start at the beginning:
Determine what companies want and need.
If you read through several job announcements for top-tier positions (typically posted on company Web sites or presented by recruiters), you may notice a few things. First, most upper-level roles have the same set of basic requirements, such as strong leadership and problem-solving abilities, management experience and knowledge of business or nonprofit operations.
Second, if you review job postings from different corporations, you’ll notice that each organization has its own set of qualifications that match the culture, vision or goals of the company. One business might require a master’s degree in business administration and foreign language skills. Another may only consider candidates with experience managing budgets over $2 million.
Also, each organization will have specific requirements that are harder to articulate in job announcements and Web sites. Read carefully. What words do they use? What kind of personality are they seeking? Assess the culture of an organization before you contact the chief executive or board of directors.
Market yourself – the right way.
Once you identify the tangible and intangible requirements for a specific opportunity (or speculate on the qualifications of unadvertised roles), it’s time to evaluate yourself as a candidate, and then revise your presentation for executive-level roles.
Think of your resume, cover letter and online profile (if you have one) as materials in a marketing campaign. They should be consistent. Engaging. Accurate. And they should “speak” in a language that aligns with the organization you have in mind. Generally speaking, visionary companies seek visionary leaders. More pragmatic businesses prefer hands-on, roll-up-your-sleeves executives. If your experience and personality match the culture of a company, and you market yourself well, you’ll capture attention right away.
Increase your visibility.
The more people you know, the quicker you will land a senior executive position. Develop a strategic networking plan. Reach out to recruiters and decision makers in your field. At the same time, improve your visibility (and value) in your current workplace by volunteering for high-profile projects, task forces and committees. Always look for new opportunities to lead, grow and meet new people.
Are you truly ready to transition to an upper management role? Be a trailblazer. Step up your presentation. Bolster your networking efforts. Target specific companies, and market yourself in a way that makes them stop in their tracks.
Eve Nicholas: Eve.GetAJob@gmail.com.
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