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It’s lonely at the top. But if you’re there, you already know that.

You can’t let on that you’re not 100 percent sure that the decision you are about to make is the right decision. Nor can you tell your team you’re just as uneasy as they are about a major transition your company is about to go through. Executive coaching and consultants help.

Nope. You must never let people see you sweat. As a former executive, I know how it feels to put on a brave face when you’re feeling unsure of yourself. You may be feeling that you’re all alone in this. I can assure you that you’re not.

In an interview in the Washington Post, Apple CEO Tim Cook spoke candidly about the challenges of running one of the world’s most iconic companies. “It’s sort of a lonely job,” he admitted.

Surrounding yourself with people who truly have your back can be a game changer, which is why many leaders use executive coaching, and retain coaches and consultants like me.

Here are the top five reasons executives use coaches and consultants.  Read more @ https://forbes.jobs/five-reasons-executive-coaching-consultants-needed/

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The power of philanthropy and giving back to your community produces some of the most rewarding experiences of your professional leadership career. The inherent altruism of giving your time, talent and resources to community organizations amplifies itself and rewards community champions.

I recently had the opportunity to speak to a large group of women philanthropists who asked me to reflect on navigating professional life while being an active social impact advocate. It was a great exercise. I conveyed how the latter actually helped me grow and develop leadership skills at each stage of my career. My engagement in the community and in the social impact arena elevated both my personal and professional brands and stature, provided leadership experience, and expanded my network. It shaped me as a person, a company leader, and as a believer in the power of community. It made me a community champion.

Here are a few takeaways I’d like to share as you champion community causes:

Develop leadership Skills Outside 9-5 Serving on nonprofits boards and volunteering in the community allowed me to gain key skills outside of my day job. From convening diverse stakeholders, to facilitating conversations, to learning how to ask for support and funding – all these opportunities translated into tangible skills I needed to know and own throughout my career. It was in board meetings and part of committees where I was able to develop these skills, I simply didn’t have exposure in my day-to-day. And once I was placed in these situations and learn from them, I was able to run with it. With that confidence and immediate impact, I was able to build and strengthen my portfolio, allowing me to rise in my career quicker.

Moreover, if you are an excellent accountant, marketer, or attorney, you can expand your skills and expedite your experience while providing immense value and expertise to a deserving nonprofit. It may even allow you to be more appreciative of that skill in your day job.

Pro Tip: Think about a skill you want to hone and ask to try it out with a local nonprofit. Want to get better at copywriting? Offer to write material for an annual report. Want to learn how to manage multiple projects and stakeholders all at once? Volunteer with a local nonprofit executive director. The idea here is to fail safely. What a wonderful way to test and figure out what leadership style you like and how you are looking to grow professionally.

Build your own personal board of directors The power of networks is well documented, and I’ve talked about it often in my pieces. But there is something to be said about intentional network building, being part of community organizations is such an opportune place to build the cadre of people who will support you throughout your professional journey. Some of my closest confidants and advisors have come from mutual time with nonprofits and community organizations. I have truly developed a broad and diverse cohort of champions built from service.

Read more @ https://forbes.jobs/5-leadership-lessons-benefits-of-embracing-community/

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Keeping top talent engaged and productive continues to challenge many small and medium-size business owners. The good news is that you don’t need a hefty budget to foster a committed team and retain a key employee.

Here are 10 cost-effective strategies for promoting employee retention.

Mentorship Programs Initiate mentorship programs that pair new hires with experienced employees. This fosters a culture of learning, helps newcomers adjust, and provides a sense of growth and responsibility to existing team members.

Career Development Pathways Create paths for career development within the organization. For instance, you could offer a series of in-house training sessions designed to prepare employees for higher roles within the company.

Reward and Recognition Programs Create specific criteria for rewards or recognition, share companywide, and initiate! When an employee exemplifies superior emotional intelligence in communication during challenging moments, or exhibits standout problem-solving skills, they are awarded 10 recognition points. If they further choose to spearhead a team discussion, sharing specifics of a work experience — the nature of the challenge, their approach, and vital learnings — they earn an additional 20 points.

Read More @ https://forbes.jobs/10-ways-to-heighten-employee-satisfaction-foster-loyalty/

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There are many thoughts and apprehension regarding the topic of cover letters. Should I or shouldn’t I? Yes. No. Maybe so? I don’t know!

Let’s help clear the air.

I would like to share an experience I had as a corporate recruiter, when a software engineering candidate came to me with relevant education but not quite enough experience. The candidate chose to supplement their application with a genuine and authentic cover letter.

They wrote about their personal experience as it related to the hiring team’s projects and mission. I was able to further tell the candidate’s story to the hiring manager who was willing to consider the applicant and application. After a series of interviews and due diligence, the candidate was hired!

This may be an unusual situation, but it illustrates the power of teamwork from everyone involved; an original and honest candidate, an open-minded hiring manager, and a recruiter who listens to their instincts.

My recommendation to candidates facing the cover letter conundrum is to use your own judgement whether to submit one or not. If you decide to provide one, be your genuine, true self. If a cover letter does not feel necessary, use the objective or introduction section of your resume to convey genuine interest. Draw anecdotes that connect relatable personal experience to the role under consideration. Read more @ https://forbes.jobs/cover-letters-can-tip-scale-for-hiring-managers-applicants/

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After nearly three years of pandemic lockdown, the international hotspot for western business in Asia and close U.S. ally – Japan – welcomes new and seasoned travelers with renewed vigor and its refreshingly quirky tech style.

The formality still exists for business travelers but the nation’s cultural exports, from iterations of Comic Con anime to athletic prowess by two-time U.S. Open tennis champ Naomi Otsuka and Shohei Ohtani of the Los Angeles Angels, Japan’s answer to our legendary Babe Ruth, a whole new visceral level of intrigue has evolved. Everyone seemingly wants to turn Japanese.

Our obsession with all things Japanese started before the pandemic and now reaches a fevered pitch. The data is compelling for both multi-national companies and talent:

[forbesjobs]

So many times in my career I wish someone would have told me the real truth. I have, of course, had wonderful mentors and coaches throughout the years, but no one really broke down the unspoken rules, the real facts about ascending in your career and leadership.

I recently participated on a Phoenix Business Journal leadership panel and was asked to offer advise for the emerging leaders in the audience, and while I already had this column in mind before the event, it helped validate a notion I’ve been mulling over for awhile: Young professionals hunger for insight and feedback on how to advance or level-up in their careers.

That in mind, I would like to share five perhaps controversial leadership lessons every aspiring professional should know, taken from my personal experience and through conversations with a diverse set of leaders nationwide.

Your actual job (and No. 1 priority) should be making your manager’s job easier Individuals who are quickly promoted understand that if they make their manager look good, they will themselves reap the benefits. Now, this isn’t a nod to participate in anything superficial or borderline abusive but rather encouragement to anticipate the needs of your boss and company and deliver accordingly. Deeply understanding the overall roadmap no matter what your position in the company will give you a mindset to drive outcomes even if they don’t seem directly tied to you, allowing you to be open to the concept of being fiercely committed to moving your boss’ agenda forward.

You are going to receive many requests from your supervisor to do something that may seem like a waste of time, but they are asking for a reason. Understand that reason and then do it well. Think about things before your manager does, and if you figure things out with their minimal input, you can free up time for them to go farther, faster. And so will you. That’s true leadership. If there’s one thing to remember, it’s this: if your manager doesn’t feel like you are adding value and directly helping them achieve company goals and initiatives, you are eventually mapping out your own exit plan.

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When considering the highest paying jobs in the United States, Forbes.jobs readers of a certain age no doubt conjure images of corporate raider Gordon Gekko uttering, “Greed, for lack of a better word, is good,” in the 1987 film classic Wall Street. The helicopter, beach house, the high-flying affluent lifestyle tempted stockbroker protege Bud Fox to the point of incarceration in pursuit of riches.

Which is another reason you’ve enlisted our help. Unlike Fox, you have a sterling reputation to uphold and would like to secure one of the highest paying positions possible in your field. Turns out, according to the U.S. Bureau of Labor Statistics “Occupational Outlook Handbook,” that if you’re in medicine, the legal field, or sciences, you are in line for a hefty salary.

Of course many of these fields require advanced degrees and tons of training before you’re turned loose to conquer the world. Still, check out a few of these highest paying jobs and related fields:

PHYSICIANS AND SURGEONS The 2021 median pay for this group was $208,000 per year, or $100 per hour, according to BLS. Nearly 762,000 work in the U.S. in an industry that is expected to grow 3 percent during the next decade as older doctors retire.

To become a physician or surgeon and earn one of those highest paying jobs requires a bachelor’s degree as well as a medical degree, which takes an additional four years to complete, the report says. And depending on the medical specialty, doctors also need to complete a 3- to 9-year internship and residency program. It’s a long slog to strike gold.

The BLS report includes many medical specialties, including neurologists, cardiologists, obstetricians, internal medicine, anesthesiologists, maxillofacial surgeons, orthodontists, orthopedic surgeons, among others.

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You’re at least 10 years along in your desired profession, considered an expert in your field, won awards and garnered praise from your cohorts, grown your career accepting new positions and challenges along the way. Now it’s time to take the next step to the VP ranks or C-Suite and seek out elite, exhilarating executive jobs.

As we all know, not all paths are direct, often they meander. But there are a few proven steps you can take to land those illusive executive jobs with great pay and benefits. Consider the following:

Establish your personal brand, narrative Do this now, before you start looking for your ideal executive positions. This is a multi-layered dynamic that entails both your professional experience and personal passions, volunteer work, family life. It’s a balancing act that combines your leadership and executive skills with warmth and compassion for the world around you.

Ask yourself a few key questions: – How would I describe my career path or arch as a 30-second elevator pitch? – How would I tell a longer version with personal anecdotes sprinkled in – birth of your first child, continuing education, milestones, etc.? – How do I give back to my community? How does it align with my career? – How can I combine all of these elements in an executive bio? How does that read?

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A specialized recruiter can make all the difference if you consider on average each corporate leadership or upper management opportunity can attract 250 resumes. And of those, just four to six candidates will be called for an interview with, of course, only one receiving an offer.

Despite the competitive applicant environment for senior-level positions, a recent executive recruiter survey revealed that 69 percent of corporations in the United States are struggling to find top talent, an increase from 14 percent in 2010. 

Clearly there is a bridge that needs to be crossed. Whether you’re in C-suite territory or in the project management space, here’s how an industry-specific recruiter, with intimate inside knowledge and experience, can give you the inside track on your next career move. 

Knowing the Lingo Every industry has a culture and language all its own, so enlisting the assistance of a recruiter who lives and breathes the field in which you’re seeking employment is key, explains Brent Orsunga, founder of Pinnacle Growth Advisors, a recruiting firm specializing in supply chain and logistics.

“This is what I do. I study this as if it’s my sport,” says Orsunga, who has 21 years experience in recruiting with 14 of those strictly in supply chain and logistics. “The verbiage and lingo I completely understand. But put me in accounting or healthcare, I’m not going to understand the nuances that I do being focused on supply chain.” 

There’s also a network that comes with this experience.

“When you’re in an industry for a decade plus, you have a very large network. It’s not always about what I know, it’s about who I know,” Orsunga says. 

Inside Scoop Access to a large network of companies and personnel comes with its perks that can be passed on to candidates. Sure, you can do a lot of online job searching but results are unpredictable in a process that lacks a personal touch.

“Maybe you luck out and an AI tool scanned something that let your resume get through the screening process,” says Jessica Corral, the co-founder of Headfarmer, a boutique firm specializing in recruitment and consulting of human resources, accounting, finance and technology.

Sometimes the perfect position never makes it into the virtual space and is kept on the down-low with only recruiting firms being privy.

“Some are not advertised and maybe not planned upon. For example, if a company is thinking about implementing a new software and I know someone who has experience with that software, they may not have been thinking about hiring someone but because I knew that talent was there, they may,” Corral says. “We can help the candidate and client cherry pick the best of the best.”

[forbesjobs]

Those who have reached the upper echelon of the corporate world know that the C-suite level has its well-deserved perks. But if you are looking to make a move – either lateral or vertical – the process can be overwhelming, even for the most experienced executives, which is where a recruiter can help.

With more than 3.4 million C-level executives currently employed in the United States, according to the U.S. Bureau of Labor Statistics, an executive recruiter who is at ease navigating these crowded waters may be what you need.

If you’re on the fence about enlisting the assistance of an executive recruiter, here are reasons that could convince you to take the leap.

The Benefits An experienced recruiter comes with a network and relationships in the industry at that lofty level. A recruiter who has been a practitioner in that space brings even more to the table, like Matt Eberle, owner of Biltmore Executive Group, an executive recruiting firm that specializes in C-suite positions in accounting, finance and technology industries.

“It’s going to be someone who can naturally talk to C-level people because they have been immersed in the executive skills arena for some time,” says Eberle. “Having that experience has separated me from someone who’s not an accountant or finance professional.”

Making a Match Eberle and his team do resume revisions and keep up with industry trends. However, the ability to offer career advice at a deep level is also a crucial tool in an executive recruiter’s arsenal.

If daily in-person collaborations with large teams or racking up frequent flyer miles aren’t your thing, a recruiter will make sure any interview you do will never be with a company requiring those commitments, or even raise them to you in an interview when you may be vulnerable.

Also, when a firm seeks candidates with experience in specific software or with a certain system and you have it, the recruiter will put your resume front and center.

[forbesjobs]

Think it was Chinese philosopher Cofucius who once said, “The man who moves a mountain begins by carrying away small stones.” A solid career option if you can manage it, but we are fairly certain the deep-thinker wasn’t concerned with a job search.

What is clear is the sentiment of his statement. To do something great – like make the next progression in your career – requires many steps over time, on a consistent basis. Striding to the corner office does not happen overnight, but takes diligence, discipline and perhaps even a few missteps.

Modern writer, best-selling novelist Haruki Murakami, also subscribes to the long-view of work philosophy, and even takes it a step further. He a devotee to the “Rule of Five” principle, where workers and individuals commit to taking five small steps everyday toward a larger goal. In his case, finishing an iconic novel like 2002’s Kafka on the Shore, which later earned the World Fantasy Award for best novel.

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Leaders everywhere ask me about managing mental health issues in the work place; either for themselves or the people under their charge. It’s been a pressing issue since the onset of the pandemic in early 2020, and an ongoing conversation as we enter a new office environment and expanded leadership roles and responsibilities.

Most are encouraged when I tell them that they truly can take control of their own wellbeing, that being a leader means taking care of themselves physically and emotionally first and foremost. I am passionate about guiding, advising, and coaching others to be their absolute best – to create high performance teams – and by implementing a few simple tools leaders are better equipped to delve deeper and extract the best possible results from themselves and the people around them.

With that, I have developed my top mental health strategies for the new year, which provides leadership parameters that focus on intent, purpose and taking a holistic approach to workplace wellness.

• Set healthy boundaries and prioritize yourself. There’s an often-cited adage: “self-care is not selfish,” and while somewhat cliché, its premise is often taken for granted by many leaders. We are taught to be selfless, to put others needs above ours, and to serve. As someone who has spent the majority of my career in social impact, I would go a step further and say that there’s sometimes a badge of honor to burnout for the sake of “the cause.” No more.

The best way for you to show leadership and be your best for others is to make sure you are healthy and mentally fit. A great place to start that journey is to start to create healthy boundaries: with coworkers, with loved ones, with friends and begin seeing “no” as a door to opportunity. It sounds counterintuitive, but I would encourage you to not feel guilty about saying no to obligations, spending time doing exactly what you want to do, and putting your needs above others.

[forbesjobs]

It’s no secret that it’s an employee-focused market where competition to find the best and brightest is fierce, and snoozing means losing.

To stay competitive in this climate, companies are constantly seeking and implementing ways to attract top talent. But that’s only the start of the battle. To maintain high performance teams and reach increasing goals, there must also be a strategy in place to retain the talent they worked so hard to lock in before they take their experience and skills to a competitor.

Here’s how they are getting the job done.

Communication is paramount From the first interview to well into employment, communication plays perhaps the biggest role in attracting and retaining top talent. “When I ask candidates about what they would like to see from a leadership team, the number one thing is always communication in one form or another,” says Mavi Lenon, the founder of Orange County, Calif.-based Mauve Talent Group whose extensive recruiting background also includes years as a hiring manager. “I feel leaders are not communicating enough to their staff to keep them engaged, retained and there.”

It starts with being clear about the hiring process, like whether multiple interviews will be required and if so, a projected timeline for those to happen, and when candidates should expect to hear back from the company. Touting a good communication plan between manager and employee, explaining reviews and how often they occur and even asking where a candidate wants to be in five or 10 years are part of a solid recruitment package, Lenon explains.

And, it may sound like a no-brainer, but making sure that the job description provided to the candidate matches the actual job they will be doing is vital. For example, Lenon talks about a candidate who was presented with one job description by the hiring manager and a second list of duties by the CFO that the original one did not have.

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The success of any business often relies on the strength of its general manager, or GM.

GMs are responsible for leading teams, setting a company’s strategic direction, and helping drive business growth. Talents include a wide range of technical, managerial, financial, and interpersonal skills. The general manager is a key cog in a company’s machine, and if the right person is in the role, the organization can thrive.

So what qualities make someone an exceptional candidate for general manager? Are measuring soft skills a contributing factor? What separates average general managers from the truly great ones?

Consider five core competencies of a successful general manager:

They show strong team leadership skills First and foremost, a general manager needs to be able to guide and direct a diverse group of individuals – their team, or many distinct teams – towards a common goal. Team leadership isn’t just about barking orders and ensuring deadlines are being met, though.

Truly great team leadership is on display when a GM helps to create a positive work environment that inspires employees to trust each other, which enables them to collaborate better and also helps drive innovation. A successful GM manages, motivates and coaches team members toward shared goals. This is where the magic happens and companies are propelled forward.

[forbesjobs]

CEO frameworks, insights revealed during 2023 Boot Camp

Last week PrimeGenesis gathered a half-dozen CEOs for a day to share insights and learning. The CEOs came from agriculture, manufacturing, real-estate, commercial printing, media, and hospitality. The frameworks shed light on the CEOs’ thoughts across strategic, organizational and operating leadership as well as personal leadership, influence and impact. The overriding idea is that CEOs must own purpose and results: mission (why), vision (what), and culture (how).

Strategic leadership is about focus. The fundamental questions are where to play and how to win. How to win choices in turn all flow from the enterprise’s core focus.

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Required Reading: Leaders reap lessons from important works

The recent workplace upheaval brought on by the pandemic creates a pause for leaders at any stage in their careers to take stock and evaluate where they’ve been – and where they’re going. It’s a time for self-reflection and process improvement for their organizations.

To that end, Forbes.jobs presents a collection of summer “required reading” for executive leaders. Some are on the leading edge of modern thinking, others are business school stalwarts. Enjoy!

Adrift: America in 100 Charts By Scott Galloway The New York University Stern School of Business professor and popular lecturer delves into a post-pandemic America, where misinformation, workplace attitudes and a push-back from recent business and societal norms threatens to upend the nation’s leadership position across the globe. Prof. Galloway charts the nation’s post-World War II path to present day through visually insightful illustrations and essays that all executives can learn a lesson from. 320 pages.

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Rise of big data, AI brings new C-level opportunity: Chief Analytics Officer

 Forbes.jobs Staff

As the world of data and analytics has grown during the past few decades – beyond the headlines and into boardrooms – the position of the Chief Analytics Officer, or CAO, has garnered more attention and, subsequently, become more prevalent.

This C-level officer is responsible for leading all of the company’s analytics efforts, which include business/data analytics, statistical analysis, predictive modeling, data mining, data science, machine learning, AI, business intelligence, and other analytical functions, while also being a strategic level business executive in the organization. The CAO usually reports to the President or CEO, but in some organizations will report to the CIO/CTO, Chief Strategy Officer, or possibly the CMO if the company’s analytics is heavily focused on marketing.

Forbes.jobs Founding Recruiter Crosly & Associates, a leading retained executive search firm in the analytics and data science industry based in Deerfield, Ill., has completed dozens of searches for client companies seeking Chief Analytics Officers. For the past eight years the company has been empirically tracking the growth of the CAO position and has published the results each year. Here are the results of the 2023 study.