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If you have the ambition to become an executive, you should lay out a few strong arguments for your interviewer. Stop for a moment and think about it. A leadership position sounds promising, but it also corresponds with not only a lot of work, but also with great responsibility. Perhaps you already have some experience as a team leader?

Are you really ready for a leadership position? Ask yourself the following questions:.


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Did you answer yes to most of these questions? If so, you seem to be ready for a leadership position. Do you have the necessary requirements? Few people are born leaders, but luckily leadership can be learned. Regardless, there are still important basic requirements you must already bring with you.

Regardless, there are still important basic requirements you must already bring with you. Unlike your employees, whose competence lies in their expertise, you need specific social skills as an aspiring executive. From now on, you will focus on leadership tasks and other tasks that you will delegate to your co-workers.

If You Want More Innovation, You Need a New Performance Management Process

Here you will find the properties that executives need:. They embody different roles — they are the bosses , organizers, motivators, and role models. Write down your own leadership skills and list some examples in which you demonstrated these skills successfully.

Ideally, if you are applying for a management position, you would have already gained some experience in staff management. You may have already coordinated a team or headed a department when your superior was out sick. I was not only responsible for the coordination of the project, but also the delegation of the responsibilities. Through regular meetings and feedback sessions with staff, I managed to resolve problems and conflicts at an early stage to optimize individual processes. This way, I could bring the project to completion, even three weeks earlier than scheduled.

Coincidentally, I had connected with the head of the team some weeks before this. We were both visiting the Denver office at the same time and had an informal I brought up my goal remember lesson 1? When the shuffle happened, he reached out to me and asked if I wanted the opportunity.

I said yes. Remember when I said management decisions need to be made quickly? This was one of those moments.

What Is Talent Management–and Eight Reasons Why You Want It

When a manager leaves a team, people can feel jarred and uncertain. Leadership then has to move forward quickly to mitigate these effects. Opportunities like this come up often, especially in fast-growing companies.

Soon I had jumped into a new team, a new domain, and a new set of challenges. I had a lot to learn, so I looked for inspiration from role models I had admired in the past, like my former manager. My first few months felt daunting. How on earth did my role models manage to do it all?! He found that while managers with four or less direct reports were still writing code pretty frequently, managers with five or more reports were writing zero lines of code. This result astounded me but also put into perspective how much I struggled to write code when I had exactly four direct reports.

About a year into management, I felt burnt out. I was wearing three different hats, and each deserved more attention than they were getting.

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The Individual Contributor Hat It was very important for me to continue coding. In my mind, an ideal manager could unblock team members on any problem, apply a critical eye to every technical decision, and suggest a more effective way to implement any requirement. Stepping away from the code felt like it could block my personal technical development—an area which already felt stagnant because I was spending a lot of my time wearing the two other hats.

This type of work was the most appealing aspect of leadership for me—the ability to have influence at a more strategic level and see the bigger picture of software development.

6 Steps You Can Take to Become a Leader Who Attracts Followers

It took up way more of my time than I had anticipated. As a non-manager, most of your exposure to management work is through s and performance evaluations with your own manager. In that former role, these tasks took a much smaller part of my time. However now on the other side, even with a small team of four, they ended up taking quite a bit of time.


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  5. Looking back, I remember one particular day. I had many manager-related tasks scheduled, and on the way to work I suddenly realized that these tasks did not scare me anymore.

    The A-Ha moment

    In fact, I felt confident that the day would go well. This should have been a turning point—managing was no longer a daunting role.


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    4. And yet, I dreaded the day that was ahead of me.