Here's how you can excel as an executive manager.

To excel as an executive manager, in my experience these have been key contributing factors: 1. Stay Humble: No matter your education and experience, always be open to learning new things. 2. Hire Good Talent: A strong team is essential for getting hard things done, and 'scaling' yourself. 3. Master Storytelling: Learn to effectively pitch your ideas by telling compelling stories. 4. Contextual Intelligence: Develop the ability to read the room and understand the dynamics at play. 5. Work Hard/Persevere: Success comes with hard work and perseverance through challenges and failures; you'll "win some and lose some". 6. Innovation and Adaptability: Encourage a culture of innovation and adaptability to stay ahead as business needs change

Excelling as an executive manager requires a combination of strategic vision, strong leadership, and effective communication skills (See below): 1. Set clear measurable goals and objectives that align with mission and values 2. Build a strong team 3. Invest in team development and continuous learning 4. Communicate clearly and consistently 5. Actively listen to feedback 6. Use data to make informed decisions 7. Address conflicts promptly and fairly 8. Maintain a positive and respectful workplace culture 9. Stay current with the latest trends in leadership, technology and management 10. Maintain a healthy work-life balance 11. Build and maintain relationships 12. Demonstrate integrity, accountability and ethical behavior

Para se destacar como gerente executivo, você deve ter entregas em nível de excelência, sua postura deve ser de um líder inspirador, ter uma vis?o clara e convincente para a sua organiza??o é fundamental. N?o basta ter vis?o, você deve ter atitudes de 'dono da empresa',ter habilidades de alinhar-se com os valores da empresa,garantindo que cada membro da sua equipe entenda o seu papel na organiza??o. Seja a Inspira??o para todos com sua assertividade, empatia e principalmente com suas a??es e decis?es estratégicas.

750 words is not enough to answer this. So a few pointers here: 1. Understand your vision, its impact, its challenges and what it means for the business and teams and clearly communicate (or over communicate) to stakeholders. 2. Build a team which will own your vision and give them freedom to execute and maintain transparency of the decision making process. (remember you are just an enabler) 3. Invest in people and double down on it because only happy employees can keep your customers happy. 4. Build process driven teams. 5. Always start with customer first approach when building/ making changes to your processes. 6. Always remember to be a hands on manager and work along with your team so you understand the challenges in real time.

There are two aspects should be cleared. 1. Goal and Vision 2. Align team with Goal and Vision Goal and Vision is always inspiring and it's attract to achieve by team because it is ultimate image of dream subject to Your team should be aligned. For alignment, make futuristic success story towards Goal which shows sucess of organization based on success of every individual of team. Now make systems based on four factors 3W-1H 1.What to do 2.Who to do 3.When to do 4.How to do Make Monitoring System and every success celebrate with team ,Ultimate Goal you will get achieved.

It's an over used phrase but it's no less true "the only constant is change". Being willing and open to change is a crucial aspect of executive management. Change can be simple or significant either way it's disruptive to the existing ebbs and flow of an organization. As an executive leader is to determine identify when that change is needed, guide how it's implemented, and ensure it's producing the results that are expected. People don't always want change and you must be able to articulate the point of the change and benefits to the people, customers, and company.

Como Gestor executivo a única coisa que é real será a mudan?a constante. Você deve estar confortável com desafios e pronto para liderar sua equipe através de transi??es. Isso vai fazer com que você esteja informado sobre às tendências do mercado e ser proativo na adapta??o de suas estratégias. Fomentar uma cultura que reaja a mudan?as como uma oportunidade de crescimento e n?o de amea?a. Ao abra?ar a mudan?a, você demonstra resiliência e flexibilidade, qualidades que s?o contagiantes e podem capacitar sua equipe a enfrentar desafios com alta confian?a.

I have a contrarian take on this topic: I do not believe in change. What I mean with that specifically is fundamental change, as in "change your business model". This simply will not happen, so leaders out there: Stop trying. I was part of such a large transformational effort of a large corporate, and we failed miserably. Being on the inside of that change, I can also tell you exactly why: Because everything in a stable system resists change. It's called resilience. Breaking it up in order to induce change means breaking the system, not changing it. I deeply believe that such fundamental change needs to be achieved by building up new systems, from the ground.

We can understand changes as threats, from a point of vies like, we did it wrong up to now. Or we can understand changes as continuous improvement opportunities. This is a very constructive and empowering way to understand and get the best of every change situations.

Tal como indica @Jeff Moyer en su comentario, lo único constante es el cambio. Un posible remedio puede ser mantener los pies en el suelo. Cómo hacerlo? Aquí mis propuestas: 1.-Permíte sentir tus sentimientos y sé amable contigo mismo: tu también eres persona. 2.-Fuerza una pausa consciente que te permita valorar todos los escenarios posibles, negativos y positivos, para intentar pasar de una mentalidad defensiva a una que enfoque nuevas oportunidades. 3.-Busca con quién desahogarte y si es con una relación personal de confianza fuera del trabajo, mejor. 4.-Ser positivo y oportunista desde la objetividad para intentar encontrar la opción de crecimiento. Una situación de cambio constante puede ser un aviso para reevaluar tu posición actual.

One effective technique that I found invaluable when I'm trying to foster collaboration is to not just invite people to contribute to a conversation but to actively engage them with a question or ask for comment from people highlighting their area of expertise. I try to do this in an open ended way but it must be relatable to them in a way that their particular skills are necessary and comfortable for them to answer.

I always try to understand my team first, then together we set up the code of conduct for the team. This is very important to share our purpose and values with the team members so they will know how to resolve problems independently and effectively without supervision. Then, we can create young leaders who will help the team more.

Nothing more evident than 1+1=3. This is what happen when we understand a collaborative environment, independently of hierarchy. Collaborations is more than a win win strategy, collaborations bring future added value based on human sense of working as a team. In the event I had to invest in an emerging start up, before technology, fixed assets, media... etc I would invest in the right team. All other, come next.

Tomada de decis?es está no seu cast de gest?o executiva. Para se destacar, você deve tomar decis?es assertivas e confiantes. Ter equilíbrio de intui??o e análise para tomada de decis?o e fundamental. Como executivo você deverá tomar decis?es o tempo todo, pois sua posi??o executiva lhe obriga a ter a??o e n?o omiss?o. A sua indecis?o pode levar a você a perdas de oportunidades que pode minar a sua confian?a da sua equipe em sua lideran?a. Seja o exemplo de profissional ético e íntegro para que tenha o respeito e a admira??o de seus colaboradores. N?o se esque?a! você é o Líder!!

I'd like to elaborate on one aspect here only: Intuition. I think, this is the most over-rated aspect of leadership, by light-years. Why? Because it's very often misunderstood: Leaders build confidence through success, leading to over-confidence and then reliance on gut feeling, which isn't worth a dime. The cue is in the word: "feelings". No decision in business should ever be taken based on feelings. True intuition, how I see it, stems from immersing oneself in data, developing an informed instinct that's more than a logical conclusion, but not a random feeling. This kind of intuition is very valid, informed by dataset and context. This is how neural networks work, artificial and human, and it's fundamentally different from gut feeling.

Stay Informed: Keep up-to-date with knowledge in your field. Being well-informed can help you anticipate potential issues before they arise and can make decisions.

Taking decisions is the main outcome of our performance. As executives, our vision is focus in the long term. So more than our decisions are right or wrong in the present, the should have a strong transcendental meaning. This is, the should solve by themselves, potential problems not yet born. Before taking decisions, we should have a methodology and a clear way to analyze situations and problems.

Making decisions is so important to a healthy organization. My approach is to understand what my time horizon for a decision is to avoid having circumstances decide for me. What's my drop dead date for a decision. Then I time box my window for collecting data, insights, opinions, testing hypothesis, and what we'll use a metrics to determine if the decision is producing the results that are intended. This includes the plan to effectively implement the decision.

A leader can become a great leader through servant leadership styles. However, a leader cannot be successful without empathy. In addition to active listening, the leader must lead with their heart and be a role model. Besides that, you also need to lead the team with emotional intelligence (EQ) to connect with the team and the soul of people.

Lideran?a é muito mais que tomar conta de pessoas. Lideran?a é ser exemplo para todos, liderar com empatia é a maneira mais poderosa de se destacar como gerente executivo. Entender as necessidades de seus colaboradores, aspira??es e desafios da sua equipe pode lhe levar a uma gest?o de mais alto nível,além de gerar confian?a e admira??o por todos. Quando seus colaboradores sabem que você se importa com eles como pessoas, certamente você terá o comprometimento com o trabalho e eles v?o muito mais além do que foi solicitado, ou seja, eles estar?o sempre motivados para fazer mais e melhor.

- Culture eats strategy and vision for breakfast. To achieve a vision, cultivate the right culture. Respect, collaboration, and excellence should be non negotiable. - staffing: invest in developing your team, hire great professionals, support them, and help your team do their best work. Create the conditions for your team to surprise itself by achieving more than each member thought was possible. - Diversity: Diversity strengthens your team. - Be patient: Excellence is a habit. It takes time to develop or change a habit, be patient, and provide the support needed to achieve it. - Translate goals into objectives and key results measured by quarter. This will help you demonstrate progress, which builds confidence

Delegation: Trust your team with responsibilities. Delegating effectively can lead to more productivity and innovation. Continuous Learning: Stay updated with the latest industry trends and be open to new ideas and perspectives. Networking: Build and maintain relationships within and outside your industry. Time Management: Prioritize tasks and manage your time efficiently to meet deadlines and goals