How to Transition to the C-Suite

Research from the Corporate Executive Board (CEB) in 2020 estimated that 50% to 70% of executives fail within 18 months of taking on a C-level role, regardless of whether they were an external hire or promoted from within. Some common challenges for these leaders include a failure to: read the political situation and build necessary relationships and coalitions; establish the cultural changes their strategic agenda requires; get the organization to abandon old habits and behaviors; and create a strong sense of organizational purpose.

It may not always be the fault of the individual executive—as boards can make wrong selection choices and underestimate how difficult the transition may be. However, in too many cases, lack of success is due to a lack of preparedness. Would-be C-level executives need to understand the true nature of the roles they aspire to and take time to develop the necessary leadership skillsets—and mindsets.

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Discover a world-renowned C-suite training program, Leadership at the Peak

Europe Dates: Dec 9-13, 2024; and March 17-21, 2025, at Saint-Gervais-les-Bains, France.

USA Dates: Oct 14-18, 2024; plus 7 further sessions through to March 24-28, at Colorado Springs, CO, USA.

Format: In-person

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The mindset, perspective, interpersonal skills, and networking ability required to be an effective leader at the top are very different from the competences needed to reach the C-suite in the first place. Becoming a candidate for a top executive role is largely to do with an individual's stellar performance to date. That performance, however impressive, will have been set within a broad organizational context, where the overall purpose and strategic direction are established. As a C-level leader, the organization will be looking to you to set the purpose and direction, and to be the guide.

A white paper from the Center for Creative Leadership (CCL)^®—based on work with many thousands of senior executives around the world—suggests that prospective senior leaders should aim to develop their capabilities in 5 key areas: building an effective executive team; developing resilience; promoting collaboration; expanding personal influence; and encouraging feedback and engagement. Building the skills to excel in these areas can smooth the difficult transition to a C-level position and greatly enhance a leader’s long-term chances of success.

The 5 Key Capabilities of a C-level Leader

1. Building an effective executive team: C-level leadership is about setting a path for others to follow. Overemphasizing your own contributions can be a mistake. It is crucial to have capable individuals alongside you to share the workload effectively. You and your colleagues on the senior executive team need to set aside individual agendas, and work together towards a shared vision.

2. Developing resilience: Life as a top executive is invariably demanding, at times 24/7 full-on, and potentially very stressful. To thrive, leaders must care. Mental and physical wellbeing are the foundations of leadership effectiveness. Nourishing your body, and getting adequate sleep and exercise can improve your energy levels, your overall mood, and encourage performance.

3. Promoting collaboration: As a C-level leader in a complex business environment, you cannot rely on your own actions and decisions alone to get things done. Collaboration with others is crucial. A leader’s role is to map out the path for the team to take, help them navigate barriers, and build the right connections and relationships both externally and within the organization.

4. Expanding personal influence: Gone are the days of ‘command and control’—at the C-level, more than anywhere, influence and persuasion are key skills required to achieve your goals. Personal influence to build consensus around strategic plans, inspire commitment, and energize the team to succeed requires a senior leader to be trusted. For this, credibility and authenticity are the watchwords. Aligning your actions and words, actively listening to others, and intentionally creating space for open dialogue will help strengthen your personal influence and ensure your people feel valued and motivated to get the work done.

5. Encouraging feedback and engagement. It is well documented that the business world is riddled with poor levels of employee engagement. Your success as a C-level leader will depend on developing a high-performing, fully engaged team. Giving regular feedback—not just occasional praise or criticism on extremes in performance—can help to build engagement and trust on your team by helping them feel seen and valued for their contributions to the enterprise.

As a senior leader, you will play an enormously important role in the success of your organization. Yet your personal achievement may seem less tangible than it did when you were a star performer at a more junior level. Now, your effectiveness as a leader will very much depend on the performance of others. Being able to excel in the 5 ways listed above can provide a firm foundation for a successful transition life in the C-suite.

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About the Center for Creative Leadership (CCL)^®         

^{“At the Center for Creative Leadership, our drive to create a ripple effect of positive change underpins everything we do. For 50+ years, we’ve pioneered leadership development solutions for everyone from frontline workers to global CEOs. Consistently ranked among the world’s top providers of executive education, our research-based programs and solutions inspire individuals in organizations across the world—including 2/3 of the Fortune 1000—to ignite remarkable transformations.”}