How do you grow as an executive manager?

To grow as an executive member, focus on developing leadership skills, fostering effective communication, staying adaptable to change, seeking mentorship, and continuously expanding your knowledge of your industry. Regularly reflect on your experiences and actively seek feedback to identify areas for improvement.

One of the key aspects is to foster your own team! People will support your growth, not only due to soft factors like loyalty, but substantially due to hard factors, as they improve their skills and deliver more with less effort. This gives you also more time to develop and deploy mid- to long term strategies, rather than fire-fighting daily issues.

Your first priority is to help your colleagues grow, and everything start with the creation of a corporate culture that defines the company values which has to be absorbed by everyone and transmitted outward. Motivating on a daily basis is not easy, especially considering that the goal is always profit. Providing feedback, setting goals, delegating, follows suit, even though continuing to learn personally remains the first of these objectives.You can learn from everyone, even from younger colleagues. It's not being older or more experienced that qualifies you as a perfect manager; you can (and must) also learn from the many bright young minds that exist in every company. Saying "you were right, and I was wrong" is a sign of management too.

Recognise that individual success is intricately connected to the support and cooperation of others. Consequently, the ability to lead oneself and others is a fundamental skill that significantly contributes to overall success. Distinguish Between Power and Influence: Understand the distinction between power, which is inherent in the position one occupies, and influence, which emanates from one's character and actions. Strive to be a person whom others choose to follow, as influence yields results beyond the capabilities of mere positional power. Be resolute in making decisions and taking the necessary steps to implement ideas effectively. Action transforms concepts into tangible and impactful outcomes.

Learn, unlearn, relearn Personal growth is strongly interrelated to growing as a leader and executive. Leave your confort and fear zones and embrace learning and growth zones of your development. Accept your mistakes and learn from your failures. Be close to your people and ask for feedback from your direct reports. Stay on the lifelong learning path and continuous work on quality excellence in and out of office. Be an ambassador for your company, take responsibility for your actions and foster ownership culture in your organization. Measure your success within your business relationships to internal and external stakeholders and clients. Abandon your ego and narcissistic tendencies and embrace collaboration and team work even at top level.

Crecer como Directivo es un DESAFIO, ya que es importante estar aprendiendo de otros gerentes ejecutivos de las otras áreas, y de amigos personales con roles similares en otras compa{ias. El networking, y el café semanala con algun par es muy importante, en especial con aquellos que tienen más experiencia, diferentes perspectivas o diversos orígenes. Encuentre mentores, entrenadores o modelos a seguir que puedan ofrecerle orientación, apoyo e inspiración. Únase a redes, comunidades o asociaciones de gerentes ejecutivos donde pueda intercambiar ideas, ideas y mejores prácticas. Asista a eventos, talleres o cursos que puedan exponerlo a nuevas tendencias, innovaciones o desafíos en su campo

If you're not always learning, you fall behind. You can learn from people in your network, job, industry or life. You can learn from the writings of those you admire in books and from their content in other media. Learning from experts in your field and others can be life changing. I would also say to be careful who you learn from. Bad habits and customs can be passed along through the formal and informal education of any group of people. So it is important to have both an open mind and a high standard for what you learning from others. In this way, you can learn from others successes and failures.

To grow as an executive you have to be prepared to also view the world from other people perspectives. Learn the art of Networking not only within your organisation but also outside your organisation with other experts in different fields. Be inclusive and diverse and be able to adapt quickly by learning new skills set. Be a connector leader where you create an environment that is safe for your co-workers to collaborate and effectively communicate.

It's very simple. Have a holistic approach in learning about the good and bad practices of the managers before you joined. Then do a deep study of the good practices and keep following them to become a good executive. Ignore the bad practices or examples, but keep them in mind so that you don't fall into similar situations.

In-person meeting and events are critical. In an all-remote world now, even more than it was before COVID. Don’t spend all your time online while reading papers while you can meet their authors.

Additionally look externally at competitors and partners to try to determine how your goals compare in terms of KPIs being measured and other parameters that may help steer you towards success.

Continuous learning, effective communication, strategic thinking, mentorship, and prioritizing team development are key to growing as an executive manager. Further, stay updated on industry trends, embrace feedback for refinement, foster a positive work culture, and adapt to challenges for ongoing professional development. Additionally, cultivate strong decision-making skills, build a diverse network, and demonstrate resilience in the face of adversity. Balancing a results-driven approach with empathy contributes to well-rounded executive leadership.

I have always personally believed in aiming for the moon while working on goal setting. This helps in keeping mine and the team's morale high. I like to create two sets of SMART goals, one which is practically achievable and another which we dream of achieving. And often, we end up closer to dreams only because we dare to place those bets.

In addition to formulating SMART goals, the vision statement should include a long-term, highly ambitious goal that may be unattainable but remains inspiring. In addition, the adoption of Objectives and Key Results (OKRs) can serve as a robust strategy to provide every level of the organisation with a comprehensive and cohesive goal-setting framework.

It's important to set goals to become a successful executive manager. You have to understand clearly about your boss's expectations and then plan out a strategy for executing the plan or goals. The plan must be realistic and easy to achieve. You must have a time frame to complete the plan. Then communication plays a vital part. You must effectively communicate with your boss and your subordinates about the strategies that you are going to make to achieve your goals. Any doubts from both sides should be cleared and if necessary some alterations to your plan. With this in mind you can go ahead and this is how you can become an effective executive manager.

Delegation is not an independent activity. Empowered employee is the result of an effective delegation. 1. Before you decide to delegate you should have your second line prepared to take over the responsibility. 2. Each member has a specific skill set ; delegate to their strengths. 3. Trust them and let them know you believe in their capabilities. 4. Ask them to set their own targets and timelines. 5. Endorse their capability to all stakeholders so that others support them. 6. Be available if they have questions. Encourage them to ask questions. 7. Let them block some time with you to review progress. Help them understand the criticality of their contribution to the project and others.

Delegation is challenging, no doubt on it but at the same time provides us a chance to sense the capability of your team. It boost the confidence and provide opportunities to showcase the strength of individual.This is basically a must have skill for a manager & responsibility to develop a second line. This should be necessarily an important criteria to elevate a manager to the next level.

At the start when I took the responsibilities of managing employee I was not good at delegating. However, after feedback from my mentor I started delegating, this helped me have more time to learn new activities but also help me see the growth in my employees. Making them learn and help them become leader themselves, this is really rewarding.

If you ask anyone who has worked with me, they will say one of my sayings is, "With empowerment comes accountability." I firmly believe that you need to delegate and empower your staff; if they make mistakes, own that, and if they are successful, they get to own that, too. Without empowering your staff, you will not only have no time for yourself, but over time, you will have no staff.

Delegar es mucho más que solo transferir tareas. El verdadero empoderamiento radica en generar conciencia sobre las responsabilidades y tareas, permitiendo al empleado elegir participar activamente en ellas en lugar de solo asignarlas. Cuando se logra éste enfoque, el empleado no solo ejecuta la tarea, sino que se compromete con ella de manera consciente, lo cual impulsa una mayor responsabilidad y dedicación ya que la tarea se convierte en una elección propia. De esta manera, el resultado es un ganar-ganar: El manager libera tiempo y fomenta la confianza y el empleado se siente valorado, lo cual aumenta su motivación y desempeño.

The pathway to growth in executive management is paved with continuous learning. Embracing a philomathic approach has not only enriched my development but also invigorated teams to stay curious and open to new knowledge. The ever-evolving technology landscape in particular necessitates a lifelong learning mindset, turning every challenge into a learning opportunity and every interaction into a lesson. This nurturing of a culture of learning has propelled both personal and collective growth, echoing the sentiment that in the realms of leadership and management, the learning never ceases.

One of the things I have found most useful as an executive and CEO is embracing coaching and professional opportunities to build my knowledge and growth. Seeing yourself as a lifelong learner means you are always open to learning; for me, the first step is attitude.

Embrace learning as a life-long learner. Whether reading books that enhance executive skills, or taking the time to learn completely new concepts, exercising the brain is as important as physical exercise. Executives must stay ahead of trends and issues. Dedicating time to read, listen to a podcast, or attending courses is critical to an executive’s self development. Additionally, availing yourself of every opportunity to learn from others strengthens relationships and bolsters one’s network.

The General Manager continually faces challenges. “Learn to keep learning” would be the maxim I would frame to place prominently in my office. The learning curve of a manager is far from classic because apart from continuing education knowledge and professional certificates, he always has to assimilate information to complete his knowledge in terms of people management and/or in the various compartments of the organization. Thanks to mentorship, seminars, conferences or other professional meetings, exchanges with other managers, specialized literature and even... new markets to conquer, we have as much material to accumulate useful knowledge in the exercise of team or company management.

Continuous learning for executive managers ensures staying informed, adapting to change, enhancing leadership skills, refining problem-solving abilities, inspiring teams, and building a strong professional network. It’s a cornerstone for ongoing success in dynamic business environments.

1. Define your values. Identify the values that are non-negotiable for you as an executive. This defines how you hire, groom, reward people. 2. Always have a very strong second in line. Hire people who are more knowledgeable than you & believe in similar values. 3. Don't be afraid to ask questions/for help, when you don't have the answer. Someone else may have the answer. It encourages everyone to feel comfortable in asking for help when needed. 4. Trust & delegate. Learn to delegate early on in your career. It gives you time to think & foresee the path ahead. 5. Always have a vision of what you want to achieve in 2-3, 5 & 10 years. It helps define where you should spend more time & energy. 6. Don't Stop Learning. 7. Simplify processes.

Practicing self-discipline, being consistent, and remaining an approachable and empathetic leader ensures your constant growth as an executive manager. Deep diving into team dynamics and discovering values that resonate with the team will maintain your executive management initiatives in sync with the team's aspirations. Evolving your vision of the company’s role in the industry and the world remains your primary responsibility as an executive leader. Similarly, ensuring that your company’s products continue to bring value to its customers in a fast-changing world should be your North Star.

Take good care of yourself, in particular your mental and physical health. It is all too easy to forget this in our 60-hours-plus working weeks. When I was starting a group leader, a wise person once told me that this should be my top priority. If I would keel over due to a burn-out, my group would go down with me. So taking good care of yourself = taking good care of your employees. Moreover it helps to make better decisions. In my case it means taking time to go to fitness classes and yoga every week, no matter the stack of work on my desk.

You will grow only when you will be able to create next line of people under you. Secondly understanding the objective of your company clearly and aligning yourself accordingly.

The key for me was to develop listening skills - and some humility. It is not all about you! Leadership skills are obviously paramount, but without humility and the ability to listen to those around you - and especially your team - these will come to nought. Above all, remember to look in the mirror and see if you have developed "I am a big Manager" syndrome. Those convinced of their own importance are doomed to fail. 👍😎🗿