Quick-Guide-to-Evaluating-An-Effective-Executive

Top-level positions are the key people working to improve the overall company. These individuals man some of your company’s highest posts, and when they’re effective, you can see their influence to every staff and employee.

However, once an executive lacks a trait to make things work, the whole company is witness to the ineffectiveness. An Altimeter Group report found out that only 43% of respondents has a company culture with a high level of trust and empowerment, and also highly supportive of employee engagement and advocacy.

Unfortunately, according to a Gallup study, 82% of companies fail to find the right talents for the executive job. Good top talents are rare, which is why it’s more important to find the right individual for the high job, which in return, helps your employees stay focused on their goals and motivated.

 

Searching for an Effective Executive

Looking for the right top-level management positions to employ is no easy feat. It requires thorough processing and a pool of prospects provided by a credible recruitment consultant which helps your company match with the right candidates.

Apart from the experience and skills, an effective executive must suit your company’s processes and be a good role model to your employees.

 

The Qualities of an Effective Executive

 

1. Motivating – great relationship builders

Effective executives promote a great relationship of accountability, trust, and complete openness with each and every employee. They are great motivators who engage employees to be the best in what they do.

 

2. Assertive decision makers

Effective executives are bold and responsible decision makers when it comes to improving productivity and accomplishing outcomes without any biases and prejudices.

 

3. Develop strengths and results contributors

Effective executives continuously develop their strengths to build your entire workforce. They focus on valuable results instead of concentrating  on specific activities.

 

4. Confident and humble

Effective executives are confident winners even when the going gets tough. They are not affected even when obstacles happen, as the plan and strategy must always go on. Likewise, they are great listeners of others’ point of view

 

5. Flexible and vision-oriented

Effective executives are flexible when there is a change in the environment. They take action and adjust to the current situation. They are great visionaries and have a clear drive on leading the company to greater heights.

 

How to Evaluate an Effective Executive

In line with the qualities of an effective executive, you have to keep these tasks in mind to evaluate their performance.

 

1. Observe how they put plans into action

Executing plans into action requires an inclusive decision-making process and open communication between top level management and the entire working body. Executives are doers, and the action plan is their best foot in moving the company forward.

During planning sessions, the executive must pinpoint individuals who will be accountable for projects, strict enforcement of deadlines, employees who may and may not approve the project, and employees who are and not affected. They must seek differing opinions, pinpoint red flags and possible problems, ensure each plan is actionable, set limitation conditions, and decide based on facts.

When putting plans into action, it’s necessary for executives to review the status of the company—from hired employees, new projects, to processes. Apart from being a decision-making entity, executives should also know how to delegate tasks properly.

 

2. See how they act on opportunities

Executives have the first hindsight on looming opportunities for the improvement of the company. While changes always include implementation problems, effective executives must focus on utilizing the best in every opportunity to gain results instead of just focusing on onboarding issues.

According to Harvard Business Review, these are the seven key situations for opportunities:

  • Unexpected success or failure in the company
  • Gaps in the market, process, product, or service
  • Innovation in a process, product, or service (both inside and outside the company)
  • Changes in industry and market structure
  • Demographics
  • Changes in mindset, values, perception, mood, or meaning
  • New knowledge and technology

 

3. Monitor how they make meetings productive

Executives can have multiple meetings in a day. Whether it’s an individual conversation with staff or a discussion with the board, it’s essential to make the most of every minute spent on meetings to make it productive.

For every type of meeting, there must always be a minute taker, a specific set of employees discussing, and certain tasks to highly prioritize:

 

  • Announcement and statement meetings

When releasing company statements and press releases, a particular employee must write a draft before the meeting. After the meeting, the appointee must apply the revisions and comments before sending the final approved message.

Likewise, the executive must also centralize the discussion on the announcement of company-related changes.

 

  • Report meetings

Usually done monthly or weekly, the specific employee who is tasked to report must be the one to talk, and no other topics will be discussed apart from the subject at hand. The standard time for report meetings is around 15 minutes.

 

  • Executive meetings

Executives should listen and ask questions to make the meeting progressive. Executive meetings should be productive where office processes and employee concerns are being talked about with full attention. It should also be held where no work will be interrupted as it causes unproductivity within different teams.

 

Doing an executive search for your top-level management is a vital process to make your company dynamic and continuously productive. Your executive employees, ranging from the chief positions to the managers, are the front-runners in leading your company to further growth and successes. When you have the right people for these positions, your company will be in good hands.


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Experience the Manila Recruitment difference, and give your business in the Philippines a competitive advantage by contacting us today. Whether you are exploring an offshore solution, or are an established entrepreneur, SME or Multinational in the Philippines, our team has the experience and a tailored recruitment solution to introduce you to the top talent in the Philippines.

Contact our Manila Recruitment team at hello@manilarecruitment.com.

Ron Cullimore | Head of Client Services

Ron Cullimore | Head of Client Services

Ron Cullimore is a deeply experienced customer service and recruitment professional. His expertise covers client experience and engagement, service management, business development, offshoring and recruitment strategy for start-ups, SMEs, corporations and multinationals. Ron was previously a management professional at Optus, a large Singaporean/Australian Telco, where he was involved in managing and recruiting local talent for their BPO operations in the Philippines. Eventually Ron relocated full-time from Australia to Manila and he joined the executive search and headhunting specialists, Manila Recruitment. His passion lies in providing well-rounded recruitment solutions to teams with specialist recruitment needs in the Philippines.
Ron Cullimore | Head of Client Services