When you think of those in CEO and other C-level positions, you probably imagine the household names that started million and billion-dollar companies. You probably also think that unless you started your own enterprise, you could ever reach the level of CEO, COO or similar. The fact is, this isn’t true. There are a number of career routes that can lead you to the top leadership positions, which of course aren’t limited to only the CEO.
The C-suite and roles that sit within it are evolving as the modern workplace changes in line with technology and the ever-changing requirements of a 21st-century workforce. The current likely roles to be found in C-suites include:
We’ll take a look at the many routes to roles in the C-suite, and the many ways you can reach the highest rungs of the career ladder.
The Tenured Executive: This path is traditionally the most usual route to C-suite roles. Those who tread this path have been with the organization for a long time, often over a decade. During their career, they will have gained institutional knowledge, experience, and been promoted up through the company into more responsible and demanding roles - until the only place left to go is into the C-suite. The key to this path is patience. These days it is more common for people to move around to achieve their career aspirations, especially if their employer’s timeline isn’t fitting in with their own career goals.
The Free Agent: In this case, outside appointees are recruited directly into the C-suite. A free agent is almost always sought after by organizations to lead change due to pressure from investors. In most cases, the organization that procures the services of a free agent does so because the existing executives do not have the skills or experience needed to support the organization. To be successful as a free agent, one needs to be worth the risk of being selected as an outsider, have the necessary skills required of someone at such a high level of seniority, and have a track record of success.
The Leapfrog Leader: This is where a member of an organization is promoted to a top role from two or more levels below in the organization. Expected successors are bypassed, and leaders of such organizations are taking a risk on potential and generally rewarding leaders who have proven themselves resourceful, wired for change and reinvention. This is a rarer method but does happen occasionally. There is the danger of upsetting other high-ranking leaders within the organisation by appointing high-ranking executives in this way.
The Consulting Path: About 5% of CEOs over the last 10 years used to be management consultants. Even though this represents an unconventional career trajectory, one 10-year study shows that companies run by a consultant-turned-CEO perform 20% to 30% better compared to their counterparts.
Interim to Permanent: This is another less traditional path to the C-suite, although it is one that we’ve seen becoming more frequent over time. Of 1200 interim placements made since 2002, we have seen an astonishing 50% of interim placements become permanent. This figure is likely helped by the flexibility we offer. With us, any initial interim management agreement can be turned into a permanent position at any time of the interim management contract.
Executive Investors to Permanent: This path is also less common that other routes. As an Executive Investor you will have devoted money, time and expertise to your portfolio. When the opportunity arises to move into a C-suite position within one of your investments, you are able to hit the ground running thanks to your in-depth knowledge and experience in a way that other external candidates couldn’t.
In conclusion, it is fair to say that the non-traditional paths are becoming less non-traditional. Either way, there are certainly plenty of options for individuals to rise into the highest rank of an organisation, and to do so in a way that ensures they are well-equipped for the demands of such an important and integral leadership role.
Are you struggling to effectively fill your C-Suite positions? CEO Worldwide can help. Browse our 5,600+ vetted Executive Consultants, 13,300+ vetted Interim Executives or 2,700+ vetted Executive Investors today!
We won't just do social media strategies. Social Hire will work collaboratively with your team to ensure your business gets genuine value from us and that your team gets the most out of the service. Our experienced social media managers are motivated to make a enhancements to your social media marketing and reaching targets in a way that realistically makes a difference to your business goals.
What the Social Hire gang loves is making a difference for our clients, and we don't want to waste your, or our resources on campaigns that aren't right for your organisation, if it doesn't get your organisation the difference you need - we take a different approach. When your business utilises social media management, Social Hire get your brand the exposure it needs and offer your business the lift it needs to improve.
Isn't it time to stop making difficult personnel choices that don't work well for your online marketing?
The social media marketers in our company are the best in the business at helping our partners enhance their online marketing. We outline and implement cutting-edge social media marketing plans that help our customers realise their organisational objectives and further their social media presence. Our experienced team of digital experts do your social media strategy creation and management in an uncomplicated monthly plan that is cost-effective and is genuinely useful, whatever results you demand from your marketing team.
We're a company that helps our customers further their social media presence by providing social media marketing on a monthly basis.
You might like these blog posts Stop the Annual Performance Review Event, Try This, 5 Ways to Get More Leads for Your Small Business, 9 Types of Visual Content for Instagram, and Are You Tailoring Your Business’s Communication Strategy To Meet Job Seekers’ Needs?.