Private and Confidential

Moving to the C-Suite

July 2016

David FinkeStephanie FujiiArt HopkinsTuck RickardsJackie Ross

Private and Confidential 2

Some context: what we do

LeadershipAdvice

And Insights

Private and Confidential 3

What we look for: sample C-suite experience and competencies

Less Important Critical

Relevant Domain Experience

Relevant Functional Experience

GM/P&L

Strong Growth Orientation

Agile/Nimble/Entrepreneurial

Visionary/Innovative/Thought Leader

Operational/Execution Oriented

Commercial

Strong Communication Skills

Culture Fit

Private and Confidential 4

And how this translates to CEO level roles

CEO essence (statistically significant differences of highest magnitude)

5.46.6

Embrace the right risks Capitalize on opportunities

Competitive • Self-assured Achievement-oriented Emotionally stable • Calm Strong in their convictions

6.06.5

INITIATIVE

Independent thinkingOpen to change • Imaginative Innovative • Conceptual thinker

5.05.5

INFERENCE

Forward-thinkingFree from worry • Optimistic Lively • Seek varied activities

5.76.1

INFERENCE

Visualize the futureForward-thinking, forward action

Original thinkersCurious, develop a unique point of view

Driven and resilientAmbitious, intrepid, resilient

Inclusive • Read others effectively Team-oriented • Rely on others Warm • TrustingEnjoy others’ company

5.25.6

INFLUENCE

Forthright • Outgoing Socially confident Enjoy selling • Expressive

5.76.3

INFLUENCE

Thick-skinned • Express opinions Utilitarian • Take the lead Assertive

6.46.8

INFLUENCE

Catalyze othersSet the agenda

Send clear messagesCommunicative and open

Team buildersHigh EQ; read, engage, and organize others

Six other groups of traits also distinguish CEOs from their executive peers on a statistically significant basis:

INITIATIVE

Senior Executive Average (1–10 scale) CEO Average (1–10 scale)

Private and Confidential 5

What this means for your CV and LinkedIn profile: best practices

1-3 line summary of relevant domain, functional and GM experience can be helpful – know your value proposition relative to the market

Use a well organized resume format (e.g. HBS template) summarizing the company (with description and basic metrics if needed), role and success metrics

A “portfolio” of different experiences – across industries, functions can help show well rounded GM and leadership potential

Describe overall contributions to the business and how it performed – speak as an owner of the business

LinkedIn profile should reflect full chronology of CV – join relevant groups and associations and get thought leadership perspectives online – even if just sharing relevant industry pieces

Don’t be perceived as a “hopper” – you need to show trajectory and impact – work to group and explain short stints caused by strategic exits etc.

Get involved with industry associations, non profit boards, standards committees early – great learning experience and shows leadership and governance potential

Product management is the new “Brand Management” – i.e. product and platform experience in a digital company is viewed as “academy” learning experience with a broad 360 remit and impact on the business – much as P&G brand roles were viewed as great GM grooming roles in the 80s and 90s.

Private and Confidential 6

Call and respond

What is executive search, retained search and exclusive search? Why/when should you take a call? What are the motivations of the recruiter on the other end of the

line? What uncomfortable questions should you be prepared to answer? What piqued your interest about this? What relevant experience do you have for this? Why are you thinking about leaving? Why did you leave? Were you fired? What is your current compensation? Who do you report to? Who are your peers? What is the org structure? Are you open to relocation? What is the worst thing I would hear about you? Who would be your best references?

Private and Confidential 7

Interviewing like a GM

While you have one resume you should have a “cover letter” in mind for each opportunity – how does this role fit with your overall career goals, search strategy, capabilities and interests

Do your research – know the company, organization and find common connections if you can Be prepared to do a very tight chronology of your background – explaining transitions and major

accomplishments Expect a competency based interview – be prepared to have stories that show how you work, and that

point to leadership and GM potential Many companies value both entrepreneurial/growth experience and larger company experience with

scope and complexity. Speak to both if you can – shows versatility and ability to scale Develop mentors and sponsors who can serve as references – be prepared to share these real time for

big opportunities Be real – be able to articulate development areas, career mistakes and lessons learned Be hungry – have passion, ambitious goals Be collaborative and a team player – this also speaks to leadership potential Be prepared for tough questions: why did you leave? were you fired? current compensation? will you

relocate? what is the worst thing I would hear about you?