High-demand Capabilities Every Leader Must Master

High-demand Capabilities Every Leader Must Master

Affecting every aspect of industry, the global pandemic has leveled once-thriving businesses while demanding extraordinary productivity from others.

The resulting tumult has exposed the underpinnings of organizations and tested leaders like never before. Our new mode of business and world of work has caused some leaders to realize their defining strengths are of less consequence in the present environment and others to find what had once been considered their peripheral capabilities suddenly—and highly—valued.

In my latest article for Forbes—”High-demand Capabilities Every Leader Must Master and Market”—I examine three major leadership gaps that Harvard Business Publishing recently identified, as well as the capabilities that have crystalized from these gaps:

Leading through uncertainty | Pushing through ambiguity to navigate complexity—and, ultimately, adapt.

Cultivating trust | Creating shared purpose and unity by inspiring engagement, empowering performance, and leveraging the individuality of employees to strengthen the organization.

Reskilling for opportunity | Assessing talent requirements through a future-focused lens and fostering an environment where teams continuously engage in the process of innovation and build digital fluency.

Additionally, the ability to demonstrate command of topline industry trends and metrics and anticipate change—to predict, not react—is now a coveted and marketable skill.

Leaders who can incorporate these high-demand High-demand Capabilities Every Leader Must Mastercapabilities into their career narrative and who lend credence to their personal brand through supporting evidence will continue to hold the upper hand in the job market. It is also important for leaders to think about how they have built these same capabilities among their senior team, as well as deeper within the leadership ranks.

If you are an executive embarking on a new job search read more at Forbes, or contact me to discuss your executive job search strategy.

Marketing Yourself for Your Executive Job Search

Marketing Yourself for Your Executive Job Search

The key to marketing yourself for your executive job search is balancing self-promotion and humility. But when it comes to personal branding and messaging, many executives downplay their strengths and successes and find active expression of individual achievements somewhat awkward and unnatural. They are more comfortable including basic facts and figures on their resumes, yet employers need a cohesive narrative to connect the dots and recognize value.

Compounding the aversion to self-promotion is a respected character trait on the leadership spectrum — humility — which can seem at odds with tooting one’s own horn too vigorously. While projecting humility is an admirable quality — employees who perceive altruism from their managers tend to be more engaged and innovative — effectively translating business value into words is paramount when positioning yourself for your next role. The job market is far too fast-moving and competitive for hiring executives to interpret a candidate’s restraint as anything other than a direct reflection of leadership ability and performance.

In my latest article for Forbes—“How to Balance Hype and Humility in Your Job Search”—I examine the reasons many senior leaders struggle to promote themselves, including:

  • They are focused on the aggregate effort
  • They are cautious in the delivery of their communications
  • They are already at the top of the pyramid

I also provide examples of how to self-promote without broadcasting arrogance. Marketing yourself both effectively and authentically is an exercise in balance. If you are too self-aggrandizing, you run the risk of transmitting arrogance and a contrived narrative. On the other hand, if you’re too reticent, you potentially engage in self-sabotage, underselling yourself and downplaying your stature, influence and worth.

Gravitas can be portrayed in career marketing documents when done correctly through discerning content selection, word choice, writing style and voice. The key is to remain fact-based while expressing leadership strengths and impact.

Read more about how to strike the right balance of self-promotion and humility by visiting Forbes, or contact me to discuss your executive job search strategy.

Leader to Senior Leader: Making the Jump

Leader to Senior Leader: Making the Jump

Advancing from leader to senior leader can be frustratingly elusive. Many people reach a point in their careers where they see others seamlessly making the jump to top functional roles and wonder what they are doing wrong. While a certain level of self-analysis is beneficial, its escalation to self-doubt is counterproductive.

Sometimes, career advancement is a matter of gaining the right experience and knowledge and, other times, it’s a matter of building skills that can be difficult to define and harder yet to develop, such as executive presence, strategic agility and influencing decisions outside your sphere of authority.

Regardless of the precise formula, the road to senior leadership begins with taking ownership of your own development and engaging in high-value development activities that will put you on the right path.

In my latest article for Forbes—”Leader to Senior Leader: Making the Jump”—I provide a roadmap for achieving senior leadership at your current job through such activities as:

  • Asking for feedback
  • Stepping beyond your role
  • Focusing on the right things
  • Actively observing
  • Communicating your ambitions

If you’re at a point in your career where more senior opportunities are limited internally, and upward mobility is not in your foreseeable future, it may be time to explore your options externally.

How you position yourself for a step up from leader to senior leader is crucial to your job search success. Since your resume serves as a prospective employer’s first impression of you and reveals you how view your career, you want to be sure that it effectively transmits your fit for a more senior assignment. Simply put, your resume’s content should reflect the job you want, not the job you have.

Read more about making the jump from leader to senior leader at Forbes, or contact me to discuss your executive job search.

Are You Prepared for Your Executive Job Search?

your executive job searchFollowing are excerpts from a leadership article I recently penned for Forbes. To read the full article, visit Forbes.

Preparing for your executive job search by activating some powerful marketing strategies will equip you with the foundation you need to launch yourself into the contemporary job market.

But finding the time to pause, determine what you want, take stock of what you bring to the table, and create compelling  executive job search assets (such as your resume and LinkedIn profile) presents a challenge for many, regardless of level or industry.

Today’s job market can be extremely intimidating to those poised for an executive job search. I have found that the best approach is to treat your search with the same level of discipline that a marketer applies to the launch of a new brand. In fact, there are numerous parallels between “Marketing 101” and a job search, with you as the “brand” and your future employer as the “target audience.”

  • Know Your Objectives
  • Do Your Research
  • Perform a Personal Brand Audit
  • Build Your Team
  • Determine Your Positioning and Craft Your Messaging
  • Create Your Job-Search Assets
  • Reignite Relationships and Network

While it’s difficult to pinpoint exactly how long it will take to land your next job, one thing is certain — you need to be prepared before you actively engage in your executive job search.

If you are looking for a partner to help you prepare for your executive job search, contact me to learn more about how we can work together.