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Although education and training requirements vary widely by position and industry, many top executives have at least a bachelor’s degree and a considerable amount of work experience.Education
Many top executives have a bachelor’s or master’s degree in business administration or in an area related to their field of work. Top executives in the public sector often have a degree in business administration, public administration, law, or the liberal arts. Top executives of large corporations often have a master’s degree in business administration (MBA).
College presidents and school superintendents are typically required to have a master’s degree, although a doctorate is often preferred.
Although many mayors, governors, or other public sector executives have at least a bachelor’s degree, these positions typically do not have any specific education requirements.Work Experience in a Related Occupation
Many top executives advance within their own firm, moving up from lower level managerial or supervisory positions. However, other companies may prefer to hire qualified candidates from outside their organization. Top executives who are promoted from lower level positions may be able to substitute experience for education to move up in the company. For example, in industries such as retail trade or transportation, workers without a college degree may work their way up to higher levels within the company to become executives or general managers.
Chief executives typically need extensive managerial experience. Executives are also expected to have experience in the organization’s area of specialty. Most general and operations managers hired from outside an organization need lower level supervisory or management experience in a related field.
Some general managers advance to higher level managerial or executive positions. Company training programs, executive development programs, and certification can often benefit managers or executives hoping to advance.Important Qualities
Communication skills. Top executives must be able to communicate clearly and persuasively. They must effectively discuss issues and negotiate with others, direct subordinates, and explain their policies and decisions to those within and outside the organization.
Decisionmaking skills. Top executives need decisionmaking skills when setting policies and managing an organization. They must assess different options and choose the best course of action, often daily.
Leadership skills. Top executives must be able to lead an organization successfully by coordinating policies, people, and resources.
Management skills. Top executives must shape and direct the operations of an organization. For example, they must manage business plans, employees, and budgets.
Problem-solving skills. Top executives need to identify and resolve issues within an organization. They must be able to recognize shortcomings and effectively carry out solutions.
Time-management skills. Top executives do many tasks at the same time, typically under their own direction, to ensure that their work gets done and that they meet their goals.
|Job Title||Company||Location||Start Date||Salary|
|Project Hsse & Social Performance Manager||Shell International Exploration and Production Inc.||Houston, TX||Aug 25, 2016||$240,100|
|Performance Metrics Manager||H.J. Heinz Company||Pittsburgh, PA||Aug 31, 2014||$200,000|
|Performance Metrics Manager||H.J. Heinz Company||Pittsburgh, PA||Sep 08, 2014||$200,000|
|Performance Improvement Manager-Consumer Products (Multiple Positions)||Ernst & Young U.S. LLP||New York, NY||Feb 03, 2015||$168,300|
|Manager, Total Performance Management (TPM)||Nestle Waters North America, Inc.||Denton, TX||Oct 17, 2011||$150,500|
|Vehicle Performance and NVH Manager||ZOOX, Inc.||Menlo Park, CA||Jan 08, 2016||$150,000 -
|Performance Improvement Manager-TE-AAS (Mult. POS.)||Ernst & Young U.S. LLP||Atlanta, GA||Jun 05, 2016||$149,760 -
|Performance Improvement Manager, SAP APO||H.J. Heinz Company||Pittsburgh, PA||Oct 20, 2014||$145,000|
|Senior Performance Improvement Manager-SAP SNP||H.J. Heinz Company||Simi Valley, CA||Oct 20, 2014||$145,000|
|Performance Improvement Manager, SAP APO||H.J. Heinz Company||Simi Valley, CA||Oct 20, 2014||$145,000|
|Manager of Development, Financial Risk and Perform||Fiserv Solutions, Incorporated||Norcross, GA||Aug 26, 2011||$145,000|
|Performance Improvement (PI) Manager-Enabling Technologies-Oracle Utilities||Ernst & Young U.S. LLP||Los Angeles, CA||Nov 20, 2015||$144,560|
|Performance Improvement Manager||Ernst & Young U.S. LLP||San Francisco, CA||Jun 22, 2011||$125,570 -
|Tax Performance Manager, People Advisory Services||Ernst & Young U.S. LLP||New York, NY||Apr 07, 2016||$125,000|
|Manager, Performance||Integral Development Corporation||Sunnyvale, CA||Nov 01, 2011||$125,000|
|Manager, Business Performance||DTE Energy Corporate Services, LLC||Detroit, MI||Sep 03, 2015||$124,800|
|Performance Improvement Manager||Ernst & Young U.S. LLP||Cincinnati, OH||Aug 14, 2013||$124,600|
|Planning & Performance Manager-Mexico & Belize||American Sugar Refining, Inc.||West Palm Beach, FL||May 01, 2015||$122,720 -
|Retail Performance Manager||Chopard USA Ltd.||New York, NY||Mar 09, 2016||$120,000|
|Performance Excellence Manager||Baker Hughes Incorporated||Houston, TX||Apr 18, 2011||$120,000|
|Business Performance Manager||MWH Americas, Inc.||Broomfield, CO||Oct 04, 2011||$105,123|
|Manager, Planning & Performance Management||Genon Energy Services, LLC||Houston, TX||May 20, 2012||$105,000|
|Performance Improvement-Manager||Ernst & Young U.S. LLP||San Francisco, CA||Jun 01, 2011||$104,350|
|Performance Improvement Manager||Ernst & Young U.S. LLP||San Francisco, CA||Jan 10, 2011||$104,000 -
|Manager, Techops Performance||Delta Air Lines, Inc.||Atlanta, GA||Jul 25, 2013||$103,572|
|Manager, Supplier Performance Management||CCI Manufacturing Il Corporation||Lemont, IL||Sep 17, 2015||$103,334|
|FSO-Tax Performance Advisory-Manager||Ernst & Young U.S. LLP||McLean, VA||Feb 03, 2015||$102,750|
|Business Performance Manager||Direct Energy, LP||Houston, TX||Sep 01, 2012||$100,975|
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