Demonstrating Executive Leadership Through Your Resume

Demonstrating Executive Leadership Through Your Resume

Innovation — “driving growth, new products, and new methods of delivering value to customers”* — is critical in business but remains difficult to cultivate and quantify. Harvard Business Review recently published an article on five qualities that innovative leaders share. They are:

  • Maintaining a Strategic Business Perspective: At the core of every innovative leader is a thorough understanding of their industry — the broader market, competitive landscape, and customer base — and a clear view on how industry trends will affect their business in both the short and long term.
  • Demonstrating Curiosity: Innovative leaders embody curiosity. They possess a lifelong desire to learn, frequently ask questions, and stimulate new ways of thinking in themselves and others.
  • Seizing Opportunities: Being proactive when presented with an unexpected opportunity is a frequently cited executive leadership quality. Innovative leaders are also able to change direction rapidly but responsibly, and without indulging in over-analysis.
  • Managing Risk: A greater risk-taking tolerance to advance the business is a hallmark of innovative leadership. Experimenting with new approaches is a shared trait, as is the ability to quickly respond when there are setbacks.
  • Leading Courageously: Not averse to conflicts, innovative leaders transform challenging situations into opportunities to demonstrate their decisiveness and are accountable when making difficult decisions.

If those qualities sound familiar, you are probably like my clients: successful, driven, and at the top of your industry. Yet, translating the traits of innovative leaders into a career narrative suitable for a resume remains elusive for many.

Resumes that make a real impact highlight value through career accomplishments — and the metrics associated with those accomplishments. My process for achieving that finished product — the resume — involves a depth of engagement with my clients to help uncover their leadership strengths, differentiators, and successes.

*Visit Harvard Business Review  to read more about innovation and the five qualities that innovative leaders share, or contact me directly to discuss how to extend your executive leadership accomplishments onto your resume.

Your Executive Resume: How to Include 25 Years of Work Experience

Your Executive Resume: How to Include 25 Years of Work Experience

Do you ever watch those “Year in Review” segments on television and marvel at how broadcasters manage to convert the essence of a year into a three-minute story?  Identifying essential content is a crucial skill for journalists because a lot happens in just one year and the duration of their segments must be adhered to—or they lose their audience.

Imagine trying an approach like that with your career and your executive resume: a “Career in Review,” if you will?

It’s not easy.

Many of my clients approach me because they are leaders in their industry, have been with their company for more than ten years, and are struggling to separate the “must include” information from the “nice to include” information in their executive resume. They have achieved great success but need to identify their career milestones and determine a compelling narrative for their executive resume.

When I begin working with my clients, I ask them to take a step back and think about their tangible achievements, such as:

  • The teams they have assembled
  • The sizes of the businesses they have led
  • The brands or products they have developed or launched
  • The complex business problems they have solved
  • The business changes they have steered
  • The technology they have implemented
  • The new strategies they have employed
  • The markets they have penetrated or channels they have expanded

This approach arms me with some of the essential building blocks I need to begin to craft an effective—and concise—executive resume.

If you are looking for a partner to help make you as marketable as possible, contact me today to learn more about how we can work together.

Executive Hiring Looks Promising in 2014

bigstock-Executive-search-concept-in-wo-38538091The executive hiring outlook for 2014 appears to be on an uptick as companies across the globe are preparing to develop and invest in their human capital. If you’ve been considering a career move, now may be an ideal time.

According to the quarterly Boyden Executive Outlook report published by the top-ranked search firm Boyden Global Executive Search, companies are once again investing in executive talent as economies have stabilized and to ensure they succeed in this intensely competitive global market.

“Until recently, companies were limiting hiring to C-level and critical senior roles and remained skittish making long-term plans to expand management teams due to economic uncertainties,” said Trina Gordon, President & CEO of Boyden World Corporation. She says companies particularly in the U.S. and Europe are focusing on their hiring efforts to gain a competitive edge in the market.

Growth forecasted in Consumer/Retail sector

Retailers are looking for leaders with broad experience, as the growth projections for e-commerce and mobile business sectors are significant. We’re also seeing a ‘health halo,’ where the focus on health and wellness is driving new product development and sales as well as hiring.

According to Doug Ehrenkranz, a Managing Partner at Boyden Houston, many consumer packaged goods (CPG) companies are developing innovative products for baby boomers focused on health and anti-aging, so they are looking for food technology and marketing executives with experience creating products for this group. The sporting goods, apparel and footwear industries are seeking leaders with blended finance, sales and marketing capabilities and experience working for larger companies earlier in their careers—especially those with backgrounds in data analytics, says Amanda Worthington, a Chicago-based Boyden principal.

Expect more senior HR roles, too

Lisa Gerhardt, Boyden Global HR Practice Leader, says we can expect growth in the human resources field in 2014 as well.

“Whenever there is change at the CEO level, we often see a change in the HR Director, as CEOs put a lot of emphasis on personal relationships and trust in that position,” she said. She mentioned that there’s a big need to consolidate and shift to a “shared services” or global business services model, and companies will want to bring people on board to help with the transition.

“CEOs and Boards across all industry sectors are looking for experienced and highly strategic HR leaders who can help transform their organizations into more flexible global enterprises and drive bottom-line results,” said Greg Coleman, a Managing Partner at Boyden New York. Coleman said these businesses are creating wellness programs and putting more emphasis on staff development programs—plus, they’re using online platforms to instruct employees across the world.

Chief Digital Officer role is on the rise

As technology and marketing roles increasingly overlap, we’re seeing a merging of CIO and CMO roles. In fact, you’ll start to see the merged role commonly referred to as Chief Digital Officer (CDO). Mobile technology and data analytics are reshaping the business landscape, making digital development a priority. Traditional organizations will need to rely on a transformational CDO to replace legacy systems and processes. According to research by Gartner, 25% of businesses will have a CDO by 2015.

It’s clear that we can expect hiring growth in 2014.Companies realize the importance of bringing on experienced leaders who are adept at managing and embracing change to capitalize on opportunities to remain globally competitive. Hiring strong talent will be a top priority—and necessity—for the long haul.

Do you plan on making a career move in 2014? If so, you’ll need a strong executive resume to set you apart from the competition. Contact me today to get started.