Do you have what it takes to break into the C-Suite?

Stepping up to the C-Suite is more than just a change in title-it's a leap in responsibilities, influence, and expectations. But what does it truly take to rise through the ranks? Today, I'll uncover the essential competencies and mindset that separate potential C-level leaders from the crowd.
Highlights:
What executive recruiting taught me about C-level searches.
Leadership competencies distilled from my days at *Google & Spencer Stuart*.
Navigating the waters of decision-making, handling ambiguity, and offering critical feedback.
Practical insights for both hiring managers and future leaders.
Before clicking that 'Apply' button or making a crucial hire, pause and think: Do you have what it takes to thrive at the top? Equip yourself with the right knowledge, mindset, and strategy to make informed decisions. Dive in to uncover all this and more!
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[@shabraya1]

My new favorite aunty (mentor) 🥰

[@markkogzhang1230]

I had been confused for a very long time where I should be heading in life after a lot has happened. I've had several degrees under my belt and yet I still long for something more where I can truly navigate through complexities and find purpose as I drive others into a collective success. Despite all the uncertainties, one thing remains sure, my dream of being a Fortune 500 CEO; not because of the fame or the fortune but because it is one of the rarest jobs I believe I'll surely succeed in.
Thank you so much for your insightful video. I am glad I started following you on Meta.

[@jumpshot25]

Outstanding! I totally agree!

[@masm3608]

Thanks for all the Job advice you give.

[@marlenejulien2476]

Thank you. You were a great help!

[@djibrilsadio5484]

Outstanding.
From Sénéga

[@Dr.Max_theSpear]

Wow. This is captivating. I sent you a message requesting for your help.

[@ggmanj]

Great🎉

[@anahitkhachatryan1648]

Such beautiful woman

[@goldengilmaky6788]

What if the company promotes leaders based solely on monetary returns (profits)?

[@5-DLeadership]

Consider questioning that approach by asking the extent to which that is a true meritocracy. Possibly point to leaders who hit the numbers but have low satisfaction and high attrition on their team and ask what that cost is. Push a little and even engage HR.