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The specific skill set required of the C-suite differs, but all require a sophisticated set of social and interpersonal skills that can take one of several forms, for instance, the ability to foster relationships and build teams; the ability to motivate diverse workforces; the ability to influence policies and strategies as well as modify and manage the perceptions and actions of constituents.
Even in the C-suite, it may be too soon for a CEO to get involved in important matters, so an executive needs to be competent at some level of socialization. And after all, in todays global business, business owners need to understand the mindsets, motivations, and even cultures of the world. Perhaps this is as much because of the legacy of other national leaders, from former French president Charles de Gaulle to, yes, Saudi Arabian Sheik Kamal Adels basic character (to the extent that we can suss that out).
On the basis of our research, we created a detailed, objective description of each position. EPI Suite software includes many built-in features that make it easy to estimate variables such as potential impact, remuneration, travel, and financial information. We also included supplementary information that would not be covered by any of the built-in features. For example, we added a description of the expected characteristics of the organizational culture, which allowed us to describe managerial temperament (such as people-orientation, flexibility, and involvement in decision-making), and we further described the roles of the CEOs outstanding leadership attributes (characteristics of character that distinguish the CEO from his or her peers).
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Teams that are growing need to manage changing dynamics within their organization that can include managing disruptive individuals, handling internal politics, and managing members who violate policies or who fail to rise to certain expectations. As groups grow,they must add new members and hold them accountable for their success and performance. This places new demands on the organization to develop stronger social skills. These are experiences that some individuals may resist as disruptive. To help groups cope with the new dynamics, we have created the ResponseCoordinator Suite. This suite features a private dining/living room, four bedrooms, a kitchenette, private terrace, and widescreenTV. The Response Coordinator Suite can accommodate up to 15 people. Its function is to provide a space where the team can reflect on and process the issues they face and cope with these issues before implementing their responses.
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Our study did not measure every qualification imaginable. Rather, we examined what C-suite executives really expect in order to guide job seekers through the interview process, to reduce bias when theyre making decisions, and to help them make better and more inclusive choices. Regardless of what else you might consider or how you might package yourself for a job, these capabilities are fundamental to a successful career.
If they want people to understand what theyre doing, C-suite executives must first be willing to pay attention to the work itself. And to be able to use their social skills to navigate the workplace, executives must be able to recognize what makes people tick. Otherwise, they risk making poor decisions and hindering their ability to connect.
The following graphics and tables summarize our analysis of 1,000 job descriptions for each of the four leaders across key components of typical C-suite roles. All percentages were derived from the data, which are weighted (some units are more common than others) based on the frequency with which each role was listed in the sample. (We kept the sample size a little small to make sure our findings were not unduly influenced by outliers; were they too large, the discussion would have been skewed.)
Firms indicated strong influence over the leaders long-term prospects from diverse sources, including the CEO (who often serves as HR head) and higher-ups at the firm. Again, the board of directors is more influential when the candidate is closer to the C-suite and when the firm is a long way from the candidate’s current role. (For more about how we worked with the data, see the sidebar About the Research .)
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