Your reason for up-leveling to the
CEO role will be analyzed by the selection committee.
In the early stages of your consideration for the CEO role, your CV will be socialized among the many stakeholders and while 100% agreement may not be required to seal your offer, there will be many perspectives you will need to address during the selection process.
From a functional point of view, the new CEO must work with their new team—all who have their own agendas. The CFO, CLO, CMO, CTO, CCO, CRO must also agree on the new leader’s appointment.
Additionally, the recruiter, the board of directors, key shareholders, and other stakeholders will all be consulted. The closer you get, the harder they’ll look.
Your motivation for making the transition to the CEO level will be closely scrutinized.
When your motivation for up-leveling matches your value proposition, you’re on the path to an offer.
You must have a believable and achievable value proposition and it must be backed with evidence you can do the job and that you want to do the job.
If it’s done correctly, your candidacy will be compared against the other candidates’ competencies in a logical and defensible process. A skills matrix works well for this type of objective process.
Learn more about what you should be taking into consideration when up-leveling and view our sample matrix here.
After a summer long seaside work retreat in Nova Scotia (CANADA), my colleague, Maddison Shears, recently returned to the Beaches—a lake side community in downtown Toronto…it’s not all work at Westgate! Maddison is soon gearing up for her next level of SCUBA training. She recently discovered that there are some wreckages to explore in Lake Ontario.
