Despite how they look on paper, executive candidates might not have the exact skills you're looking for when the CEO search begins. Although minor differences between words can seem annoying, Inc.com contributor Bubba Page notes that just giving someone the title of a "manager" doesn't make them skilled in leadership, which requires awareness on the part of the company looking to fill a c-level staff opening.
Of the six different points Page presents, most have to do with the ways that "leaders" respond in different situations, as well as the way they position themselves in regard to their workers. According to him, managers are less assertive and more inclined to facilitate the dynamics of the group than take responsibility themselves. While a leader in Page's view sits at the head of the group, with staff looking up to him or her for guidance, this structure also allows employees to follow their example for a productive workplace.
"Leaders who are proactive typically have a calm demeanor and roll with the punches," he writes. "They also have confidence that their teams can overcome any challenge that may arise. This creates a less stressful environment for teams, knowing there is a plan of action and contingencies in place for when things don't go as planned."
Organizing an executive structure this way doesn't always come naturally to companies: they have to develop the skills themselves during the many years of their experience. The professional judgment of an executive recruiter will give businesses the resources to identify the executives who fit a client's needs and view their credentials as part of a bigger picture.
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