Transitioning from a managerial role to an executive position is a significant career milestone that requires a shift in focus, responsibilities, and mindset. While managers are primarily concerned with team performance and operational goals, executives must navigate the complexities of organizational strategy and vision. This article explores the key differences between these roles and provides insights into how aspiring executives can successfully make this transition.
Focus and Time Horizon
One of the most notable differences between managers and executives is their focus and time horizon. Managers typically concentrate on team performance, process optimisation, and achieving short to medium-term goals. Their primary concern is ensuring that their team operates efficiently and meets its objectives. In contrast, executives are responsible for the long-term strategic direction of the organisation. They must think beyond immediate operational concerns and focus on shaping the future of the company.
Decision Scope and Interactions
The scope of decision-making also varies significantly between managers and executives. Managers make decisions that impact their department or team, while executives make cross-organizational decisions that affect the entire company. This broader scope requires executives to interact with a wider range of stakeholders, including board members, investors, and clients. Effective communication and relationship-building skills are essential for executives to navigate these interactions successfully.
Problem Solving and Strategic Responsibilities
Managers are often tasked with immediate and tactical problem-solving. They address day-to-day issues and ensure that their team can operate smoothly. On the other hand, executives must tackle broad and strategic challenges. They need to identify long-term opportunities and threats, develop strategies to address them, and guide the organisation towards its vision. This requires a deep understanding of the industry, market trends, and the competitive landscape.
Delegation and Time Allocation
Effective delegation is a critical skill for both managers and executives, but it takes on added importance at the executive level. Executives must delegate operational tasks to their managers and focus on high-level strategic activities. This shift in time allocation allows executives to concentrate on activities that drive the organisation’s long-term success. Tools like the Eisenhower Decision Matrix can help executives prioritize and delegate tasks effectively.
Staying High-Level and Adding Value
One of the challenges for new executives is learning to stay high-level and avoid getting bogged down in details. While it can be tempting to dive into the minutiae, executives must trust their managers to handle operational issues. By staying high-level, executives can focus on adding value through strategic thinking and decision-making. Reflecting on experiences where staying high-level added value can help executives develop this skill.
Action Plan for Aspiring Executives
Aspiring executives can take several steps to prepare for their new role. First, they should develop a deep understanding of the organisation’s strategy and vision. This involves staying informed about industry trends, market dynamics, and the competitive landscape. Second, they should build strong relationships with key stakeholders, including board members, investors, and clients. Effective communication and relationship-building skills are essential for success at the executive level. Finally, aspiring executives should focus on developing their strategic thinking and decision-making skills. This can be achieved through continuous learning, seeking mentorship, and gaining experience in cross-organisational projects.
Conclusion
Moving from a managerial role to an executive position is a significant career transition that requires a shift in focus, responsibilities, and mindset. By understanding the key differences between these roles and developing the necessary skills, aspiring executives can successfully navigate this transition and contribute to the long-term success of their organization.
How Harrisons can help…
Harrisons offers a range of services that will help your managers move from managers to executives and support the achievement of your organisational objectives, including:
- Training workshops
- Executive coaching
- 360 degree feedback surveys and interviews
- Employee engagement surveys
- Emotional intelligence and other psychometric assessments
Call Harrisons on 1300 001 447 if you’d like to discuss your needs.
Claire Harrison is the Founder and Managing Director of Harrisons, a flourishing HR consulting business that sprouted in 2009 from Claire’s passionate belief that inspiring leaders and superstar employees are the key success factor to any business. With over 20 years’ experience, Claire has worked as a HR Director of multi-national organisations, as a Non-Executive Board Director, and a small business owner. Claire’s corporate career includes working with companies such as BHP, Westpac, Fonterra and Mayne Nickless.
