6 Ways for Executives to Elevate Their Careers

Congratulations, you have made it to the C-Suite. You landed your dream job that acknowledges your past professional accomplishments and provides lucrative financial rewards. After celebrating your new milestone, the furthest thing from your mind is to plan the next phase of your career strategy. However, in a dynamic job market, it’s critical that you are continually planning the next move so that in 3 to 5 years you can continue to grow.

By being proactive, and not reactive, in your career strategy will put you and your family in a position of strength and stability, whereas being reactive will mean that you’re acting from a position of weakness which puts you and your family at risk.   Being proactive entails looking for opportunities to strengthen your skills, visibility, and relationships and that’s what this blog is about.

I recently caught up with Lead5 advisory board member Bob Collins who has 3 decades of executive leadership in human resources, including leading staffing at top international brands.  He shared with me 6 ways to ensure that you are always operating from a position of strength as you continually navigate your executive career.

1. Understand that the 6-month mark is important. As an executive, your first 6 months in your job will require pouring a 100% plus of your energy into your role and ensuring that your first year in the position is a success.   Past the 6-month mark, it’s time to widen your lens and invest at least 5% of your energy into your career. At each anniversary date, you should increase this time investment and broaden your focus. Initially, this could mean additional training or education.   It could also mean taking on speaking engagements and networking to exchange knowledge with other executives in your field.   Importantly, these activities not only will help you deliver results for your current firm, but they will also keep your skills relevant and sharp in the marketplace. It will also allow you to build and strengthen your network of colleagues and expand your visibility to those who could play a vital role in your organizational advancement.

2. Always have a long-term career strategy. You should be continually defining, refining, and working your long-term career strategy.   What is the vision of your ideal role?   Are you an industry-specific executive or is there a new industry you’d like to pursue?   This career plan will help guide the choices you make in your career development and prevent you from becoming complacent or stagnant. Just as successful leaders believe that every business plan must have a viable talent plan that describes how the plan is to be implemented, a thoughtful career strategy needs to have a business plan on how to achieve the stated objectives with the required skills to execute it. The time to determine your skill gaps is now before the next phase of career strategy unfolds.

3. Be marketable even if you’re not in the marketplace. This starts with taking on challenges that align with your career plan.   For example, if you’re a CFO with a Fortune 500 firm and you aspire to become a Fortune 100 CFO, a good place to start is networking with Fortune 100 CFOs and doing a gap analysis between your skills and theirs.   Obviously, it will take time to close any gaps and that’s why this career plan is a long-term – not short-term – strategy.    Being marketable also entails continually optimizing your CV, sharing expertise with those who need it, and sharing thought leadership either by speaking engagements or written publications.  Strive to become the person people in your field want to know because of the success you are creating for your company.  Also, cultivate your desire to learn and stay on the cutting edge of your field so that you are consistently advancing the profession in the most critical areas.

4. Develop a continual networking strategy. With your current career demands, it’s not feasible to network with every contact that you have.   But you can take a look at your most important contacts and segment them.   Who are the contacts you should be reaching out to once a month for lunch or simply exchanging emails?   Who are the contacts you should reach out to once a quarter?  What you don’t want to do is wait until you need them and then start reaching out to contacts you haven’t communicated with for years.    Lead5 is a service that provides executives with key executive contacts.   Lead5 also informs its members when important hires like CEOs are made.   That’s a good time for you to do some outreach, sending a short note to a newly appointed CEO, congratulating him/her and mentioning that one day you’d love to share how you can help.

5. Don’t be complacent. The average tenure for a C-suite executive is 3-5 years at the same company. While things could be going extremely well for you now, recognize that all companies have downturns, leadership shifts, and ownership changes.   While it’s your duty to pour your energy into making your firm a success, don’t neglect yourself in the process.   The most successful executive always carves out time to invest in themselves.   As I mentioned above, this benefits your current firm and it keeps you relevant in the marketplace.

6. Don’t neglect development opportunities within your current firm. Executives too often believe that to get ahead that they must switch firms.   While that is sometimes the case, remember that your current firm appointed you for a reason.   While you’re helping your current firm achieve its mission, make a point to find allies who champion your long-term career vision (assuming that this vision is aligned with the company vision, of course).  This will open up doors at your current firm that help you proactively achieve your career plan.

Key Takeaways:

As an executive, if you’re not continually proactive in your career approach, then you’re in a reactive state which puts you in a position of weakness.

How do you shift into this proactive state and position of strength?   As detailed above, look for opportunities that improve your skills, visibility, and relationships.  These three things will keep you highly marketable as you continue to evolve on your leadership path.

 Use Lead5 to uncover hidden executive opportunities and gain the intel required to land your next prominent role.   Lead5 has been the executives trusted partner for 5 years.   

Try it for 14 days today. 

 

 

Effective Outreach: Timing Is Over Half the Battle

My name is Josh Wimberley and for over 2 decades I’ve helped top executives land prominent roles at leading companies.  Before founding Lead5, I was Senior Partner and Practice Leader at a leading executive search firm.  Both of these experiences have taught me that timing is over half the battle for qualified executive candidates.

Why is timing so important?  When an executive leaves a firm, this leaves a hole that must be filled, and the sooner this role is filled, the better.    Candidates must realize that it’s in the firm’s best interest to hire the best, most qualified candidate, quickly.   Firms understand that there’s already an inherent learning curve that any executive must scale before being effective, and lengthy hiring processes only exacerbate this hole in executive leadership.

How do you make timing work for you as an executive candidate?  

Here’s a few tips I can offer:

1.  Perform your outreach as early as possible.  Do not wait until the position you seek is flooded with CVs.    Have your CV ready to go and understand that services like Lead5 have completely transformed the executive recruiting industry.   Lead5 lists executive positions long before comparable services, and Lead5 has more unlisted executive positions than any other competitor.

2.  Services like Lead5 will grant you instant access to unlisted executive jobs including the hiring contacts associated with the search.  It’s important to review those key contacts and discover if you know these individuals, or if you know someone in your network who can properly introduce you.

3.  Be prepared for the firm’s call.  Understand their business strategy and how you can help them take their firm to the next level.   Also have a picture of what your goal compensation package will look like.

Use Lead5 to uncover hidden executive opportunities and gain the intel required to land your next prominent role.   Lead5 has been the executives trusted partner for 5 years.  

Try it for 14 days. 

Lead5 FAQ and Getting Started Guide

Welcome to Lead5!  I’m Vince Martin, Chief Product Officer at Lead5.  You’ve taken the first step in landing your next prominent executive position.   To help you receive the most value from our service, please review the following FAQ.  If you have additional questions, please contact us at: info@lead5.com

What is the mission of Lead5?

To equip executives for the modern executive job search.  80% of executive positions are never posted.   Lead5 empowers our members by uncovering these hidden executive roles and providing our members with the insider intel required to land these prominent positions.

Who does Lead5 serve?

Lead5 serves an exclusive community of members ranging in level from Directors/VP’s to CEO’s.  Our members have compensation starting at $200K.   We personally vet every membership to ensure that our service is the right fit for the seasoned executives that we serve.

How is Lead5 different from other services?

1. Lead5 grants you immediate access to the hidden executive job world. We understand that executives are busy, and so we vet members on the backend to ensure expediency.

2. Timing is critical to landing executive roles. With our proprietary AI, we deliver hidden positions 45 days faster than average, giving you a competitive advantage.

3. Lead5 was founded by a former Senior Partner and Practice Leader of a leading executive search firm. We know this landscape better than anyone, and our service is built on this expertise.

How do I get started?

Go to lead5.com and click ‘subscribe.’  We will ask you some basic employment and contact information to ensure that we offer the most tailored experience possible.   We offer several subscription plans.   We are confident that you will see value in our service and offer a 14-day trial.

Do I need to upload my resume/CV?

No.   Lead5 is an active (vs. passive) opportunity search service.   We provide you with the contact information for the actual hiring official(s), allowing  you to submit your resume/CV directly to them.   Our system bypasses middlemen and ensures that your search is effective and confidential.

How do I get the most value from Lead5?

After subscribing, we recommend that you set up a personalized dashboard that takes less than a minute to create.    We will ask you for 5 data points that will help us deliver to you the most relevant positions and competitive intel.

 Is my information confidential?

 Yes.  We never share any details of our member community with anyone.

 What is the meaning of the name Lead5?

Lead5 represents the 5 filters through which executive leaders manage their careers.  The 5 filters include industry, function, and region, along with the additional filters of market cap and ownership structure unique to the executive job search.  Together these 5 filters form the lens through which executives view their career trajectory.  Make sure and set your My5 filters to ensure your Lead5 membership is targeted with intel and data specific to your background and experience.

What is the difference between a ‘potential opportunity’ and a ‘verified opportunity’?

Lead5 provides our executive members with unlisted potential opportunities and unlisted verified opportunities.

The average executive search takes 150 days.  Lead5 has proprietary algorithms that identify potential opportunities often before the formal search process kicks-off.  Therefore, a potential opportunity represents the earliest possible window when a candidate can insert themselves into the search process.   If the company decides to recruit for this type of opening, our candidates are there first.

Lead5 also identifies verified opportunities that are being actively sourced by the company.  We provide key company, investor, or recruiter contacts for direct access for these opportunities.  In total, Lead5 creates awareness of executive openings that for decades have been hidden and only offered to executives on a need-to-know basis.

What are user-generated comments on Opportunity Posts?

Lead5 members have the ability to post confidential comments to opportunities such as recruiters assigned to particular search projects, whether or not a company is considering internal candidates, or other general intel related to the opportunity.  Lead5 works best as an active community engaged and sharing leads and data.  If you know of updated intel on a particular opportunity please post a comment, add an opportunity, or email the Lead5 team directly at info@lead5.com.

What is the Recruiters section on Lead5?

The Lead5 Recruiters section is an aggregate list of the top 50 retained executive search firms in the United States along with highly credible boutique search firms with specific expertise by industry and function.  Lead5 regularly audits these recruiters for updates and additions/deletions.  Each recruiter is coded by their specific area of focus across industry, function, and region. This gives Lead5 members the ability to discover which recruiters they should be in contact with for their particular job search.

Can I invite others to become members of Lead5?

Yes, you have 10 invites per member of Lead5.  We ask that you keep invites specific to C-level executives or those with the potential to aspire to be C-level executives.  If you run out of invites and would like more please email the team at info@lead5.com and we will evaluate this on case-by-case basis.

Use Lead5 to uncover hidden executive opportunities and gain the intel required to land your next prominent role.   Lead5 has been the executives trusted partner for 5 years.   

Try it for 14 days today.