9
Determine Your Fit—the High-Performance Executive Skills Map
Where Do High Performers with Your Strengths Work?
YOU’VE SEEN HOW to find high performers by industry, department, and job function, but there’s also a way to see them from a reverse perspective, based on their strengths. By doing this, you can take your strengths and see where high performers with those same strengths work. By going through what we call the High-Performance Executive Skills Map later in this chapter), you can quickly take your top strengths and see where high performers with those same characteristics work, strength by strength. The listings allow you to map your strengths to those of high performers to see what industries, departments, and jobs they work in.
This will allow you to map any Executive Skills strengths of a colleague, subordinate, or peer as well to see where high performers with those strengths reside at work, by industry, department, and title.
There are typically two times the number of high performers in the top industry where they’re found compared to the industry where the fewest work. For example, of all high-performing individuals strong in Task Initiation, two times more work in retail than in nonprofits.
This doesn’t mean that everyone strong in Task Initiation should work in retail, but rather that of all those strong in Task Initiation, more work in retail than any other department, followed by healthcare, transportation, etc. It means that a high-performing individual strong in Task Initiation has a higher probability of being in retail than in the other departments. It also doesn’t mean that a person strong in that skill can’t succeed in nonprofits, just that there are a lot fewer of them than in retail, so the chances are lower.
The percentage of high performers working in certain departments is more pronounced with some Executive Skills than others.1 For example, of all those strong in Response Inhibition, there’s a relatively even spread of high performers across all 12 departments. But with Task Initiation, more than three times more high performers are in clinical departments than in general management. And with Time Management, there are about three times more high performers in customer service than in finance.
By job function or title, the differences in titles held based on each Executive Skill are much more pronounced than when comparing by industry or department. For example, of all high performers strong in Goal-Directed Persistence, more than a third hold the title of CEO or CFO. Of all high performers strong in Time Management, a quarter of them are employees and none hold the title of CFO. For this part of the Executive Skills Map, we select the eight most frequently held titles by high performers based on their strengths in each Executive Skill.
To create the Executive Skills Map, we analyzed each of the 12 Executive Skills strengths and matched each one to the industry and departments in which high performers work, as well as the titles they hold.2 We believe this to be the largest known collection of high performers ranked by which percentage possesses which Executive Skills matched to the specific areas in which they work.
Following are, in order, the leading three industries and departments where high performers possessing each skill are found. In general, the first five departments comprise about half of all high performers with that particular Executive Skill. We also list the leading titles of high performers strong in each skill. (In the lists at the end of the chapter are all 10 industries, 12 departments, and 8 titles of all high performers based on each of the Executive Skills.)
Response Inhibition: Having the Capacity to Think Before Speaking or Acting
More than a third of high performers strong in Response Inhibition work in the hospitality industry, business services, or education, which includes educational services, universities, and colleges. The fewest work in technology or manufacturing. Response Inhibition is also the Executive Skill with the most balance across all departments. In the leading departments below, about one in ten high performers work in each. The departments that the fewest high performers strong in Response Inhibition work in are research and development, marketing, and sales.
The job functions or titles of those strong in Response Inhibition range from chairman/owner/partner at the top to CEO at the bottom. This does not mean a CEO can’t be strong in Response Inhibition, but of all high performers strong in Response Inhibition, CEOs represent the smallest percentage.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: RESPONSE INHIBITION
Working Memory: The Ability to Hold Information in Memory While Performing Complex Tasks
Of all high performers strong in Working Memory, the industries where more than a third of them work are hospitality, nonprofits, or government, which includes military and public administration. And of all these high performers, about a third are found in either sales, finance, or accounting departments. The departments with the fewest are research and development and customer service.
More than 40 percent of those strong in Working Memory are CFOs, consultants, or CEOs. While the fewest of those strong in Working Memory are a manager or an employee, the spread across all eight titles is relatively even, after the first three titles.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: WORKING MEMORY
Emotional Control: The Ability to Manage Emotions in Order to Achieve Goals, Complete Tasks, or Control and Direct Behavior
By industry, of all high-performing individuals strong in Emotional Control, more than a third work in education, manufacturing, or marketing, which includes advertising and promotion. By department, about a third are in research and development, human resources, or finance. There are more than two times the number of high performers strong in Emotional Control in research and development than in either marketing or accounting, the departments where the fewest reside.
Of all high performers strong in Emotional Control, almost half are consultants, chairmen/owners/partners, or directors. The titles held least by all of those strong in Emotional Control are CFO and CEO. Of all high performers strong in Emotional Control, there are almost two times more consultants than there are chief financial officers.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: EMOTIONAL CONTROL
Sustained Attention: The Capacity to Maintain Attention to a Situation or Task
Of all high performers strong in Sustained Attention, more than a third again are within three industries: hospitality; marketing; or transportation, which includes utilities. By department, a third work in either clinical, customer service, or administrative. The fewest of them work in marketing, which is not likely to surprise many in marketing, nor general management, with only half as many working in those departments as in clinical.
Of all high performers strong in Sustained Attention, about half are consultants, CFOs, or employees. The title held least by those strong in Sustained Attention is CEO, almost three times fewer the number of those who are consultants.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: SUSTAINED ATTENTION
Task Initiation: The Ability to Begin Tasks or Projects Without Procrastinating
You may recall that Task Initiation was a commonly found weakness among many high performers. However, there are also a number of high performers who count it as a strength, though not one of the most commonly found. Of all those who are strong in Task Initiation, the industries in which more of them work are retail, healthcare (includes medical and dental), and transportation (includes utilities).
More than a third of these high performers are in either clinical, administrative, or customer service departments, the same leading departments where those strong in Sustained Attention are found. The fewest of these high performers work in general management or sales, with three times more of them in clinical departments than in general management.
By job function, a third are either an employee or a consultant, three times more than are chairman/owner/partner and two times more than CFO, the two titles least held by those strong in Task Initiation.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: TASK INITIATION
Planning/Prioritization: The Ability to Create a Road Map to Reach a Goal
Of all high performers strong in Planning/Prioritization, the top industry in which they work is technology, followed by business services and retail. Well over a third of them work in accounting, operations, systems/IT, or general management. The fewest of these high performers reside in administrative, research and development, or customer service departments.
Four of every ten high performers strong in Planning/Prioritization are CFOs, executive or senior vice presidents, or CEOs. The titles that the fewest of these high performers hold are employee or chairman/owner/partner.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: PLANNING/PRIORITIZATION
Organization: The Ability to Arrange According to a System
Of all those who are strong in Organization, the industries where more of them work are business services, transportation, or hospitality. By department, more of these high performers are found in accounting, clinical, and administrative. In fact, there are twice as many in accounting than in research and development or systems/IT.
Almost half of high performers strong in Organization are employees, consultants, or managers. The fewest of these high performers are executive or senior vice presidents, where only half as many are found as employees.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: ORGANIZATION
Time Management: The Capacity to Estimate How Much Time One Has, to Allocate It, and to Stay Within Time Limitsand Deadlines
Time Management is another skill that is not found as a strength in a relatively large number of high performers overall and is a weakness in many of them. So of those who are strong in it, where they fall is somewhat more pronounced than some of the other Executive Skills.
For example, nearly half of high performers strong in Time Management work in food services, retail, or healthcare (includes medical and dental). The fewest of them work in nonprofits or manufacturing, with three times more of them in food services than in those two industries. These high performers are found more in customer service, human resources, and clinical than in any other departments. The fewest of them are in finance or sales, with three times more in customer service than in finance.
Of all high performers strong in Time Management, there is a significant spread by titles they hold. A quarter of them are at the employee level, followed by manager and chairman/owner/partner. About six out of every ten high performers strong in Time Management have one of these three titles. At the other end of the spectrum, there are no CFOs who are strong in Time Management, followed by consultants.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: TIME MANAGEMENT
Goal-Directed Persistence: The Capacity to Have a Goal and Follow Through with Actions to Achieve It
High performers strong in Goal-Directed Persistence are more likely to work in associations, financial (includes real estate and insurance), or nonprofits (includes charities). They are much less likely to be found in healthcare, where there are half as many as in associations, or hospitality or retail.
As to departments, they’re likely to be found in sales, general management, or marketing (includes advertising and promotion). They’re much less likely to be found working in administrative or customer service departments.
The titles of high performers strong in Goal-Directed Persistence are very pronounced. Of all high performers in our study who are strong in this Executive Skill, 35 percent of them are either CFOs or CEOs. The titles with the fewest high performers strong in Goal-Directed Persistence are employee and manager.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: GOAL-DIRECTED PERSISTENCE
Flexibility: The Ability to Revise Plans, Relating to the Amount of Adaptability One Has to Changing Conditions
When it comes to high performers who are strong in Flexibility, the leading industries where they reside are marketing (includes advertising and promotion), government (includes military and public administration), and technology. The fewest of these high performers are in hospitality and healthcare industries.
By department, more high performers strong in Flexibility are found in administrative departments, followed by customer service and marketing (includes advertising and promotion). The fewest of them are in clinical or accounting departments, with only half as many in clinical as in administrative, the leading department.
Those strong in Flexibility are relatively evenly spread across titles, with more being chairmen/owners/partners, executive or senior vice presidents, or managers. The fewest of them are consultants or CFOs.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: FLEXIBILITY
Metacognition: The Ability to Stand Back and Take a Bird’s-Eye View of Yourself in a Situation and Be Able to Understand and Make Changes in How You Solve Problems
The industries where more high performers strong in Metacognition work are associations, manufacturing, or business services, with well over a third in those three industries. The fewest of them are in healthcare or nonprofits.
The leading departments where they work are research and development, marketing (includes advertising and promotion), and general management. The fewest of them can be found in clinical or finance industries.
About a third of high performers strong in Metacognition hold the title of chairman/owner/partner or executive or senior vice president. The fewest of them hold titles of consultant or employee.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: METACOGNITION
Stress Tolerance: The Ability to Thrive in Stressful Situations and to Cope with Uncertainty, Change, and Performance Demands
The leading areas where those strong in Stress Tolerance are found are government (includes military and public administration), food services, and business services. The fewest of them are in healthcare or hospitality industries.
By department, more of these high performers are in operations, systems/IT, or sales than any other. The fewest are in accounting, more than two times fewer than those in operations, or clinical.
If stress flows up, this could be an indication that there are some there prepared to handle it. Of all high performers strong in Stress Tolerance, more than a third hold the titles of executive/senior vice president or CEO. The titles with the lowest number of those who are strong in that skill are chairman/owner/partner or employee, each with half as many as those with the title of executive or senior vice president.
LEADING INDUSTRIES, DEPARTMENTS, AND TITLES: STRESS TOLERANCE
Following is the detailed breakdown of each of the 12 Executive Skills and where high performers work based on how many are strong in each skill. The details are by industry, department, and then title, based on all high performers possessing each specific skill.
The High-Performance Executive Skills Map
INDUSTRIES BY EXECUTIVE SKILLS STRENGTHS
High Response Inhibition
Hospitality |
12.45% |
Business Services |
11.97% |
Educational Svc./University/College |
10.82% |
Medical/Dental/Healthcare |
10.62% |
Nonprofit/Charity |
9.58% |
Financial/Real Estate/Insurance |
9.34% |
Government/Military/Public Adm |
9.24% |
Retail |
9.24% |
Manufacturing |
9.02% |
Technology |
7.72% |
High Working Memory
Hospitality |
12.38% |
Nonprofit/Charity |
11.46% |
Government/Military/Public Adm |
11.24% |
Medical/Dental/Healthcare |
10.86% |
Business Services |
10.43% |
Technology |
9.59% |
Financial/Real Estate/Insurance |
9.46% |
Retail |
9.33% |
Manufacturing |
8.39% |
Educational Svc./University/College |
6.86% |
High Emotional Control
Educational Svc./University/College |
12.11% |
Manufacturing |
12.06% |
Advertising/Marketing/Promotion |
11.97% |
Nonprofit/Charity |
11.45% |
Government/Military/Public Adm |
10.46% |
Medical/Dental/Healthcare |
9.18% |
Business Services |
8 82% |
Hospitality |
8.62% |
6.85% |
|
Technology |
6.85% |
High Sustained Attention
Hospitality |
11.73% |
Advertising/Marketing/Promotion |
11.30% |
Transportation/Utilities. |
11.23% |
Retail |
10.88% |
Educational Svc./University/College |
10.46% |
Technology |
10.38% |
Medical/Dental/Healthcare |
9.83% |
Nonprofit/Charity |
8.90% |
Financial/Real Estate/Insurance |
7.76% |
Manufacturing |
7.53% |
High Task Initiation
Retail |
14.07% |
Medical/Dental/Healthcare |
12.10% |
Transportation/Utilities |
11.50% |
Educational Svc./University/College |
10.67% |
Hospitality |
10.48% |
Financial/Real Estate/Insurance |
9.57% |
Manufacturing |
8.63% |
Government/Military/Public Adm |
8.09% |
Technology |
7.61% |
Nonprofit/Charity |
7.29% |
High Planning/Prioritization
Technology |
12.00% |
Business Services |
11.24% |
Retail |
11.12% |
Medical/Dental/Healthcare |
10.66% |
Government/Military/Public Adm |
10.38% |
Manufacturing |
10.05% |
Nonprofit/Charity |
9.30% |
Educational Svc./University/College |
9.12% |
8.41% |
|
Hospitality. |
7.72% |
High Organization
Business Services |
12.03% |
Transportation/Utilities. |
11.54% |
Hospitality |
10.67% |
Retail |
10.42% |
Medical/Dental/Healthcare |
10.37% |
Nonprofit/Charity |
9.41% |
Technology |
9.14% |
Financial/Real Estate/Insurance |
9.02% |
Manufacturing |
8.84% |
Educational Svc./University/College |
8.55% |
High Time Management
Food Services |
17.55% |
Retail |
14.55% |
Medical/Dental/Healthcare |
12.10% |
Hospitality |
11.36% |
Educational Svc./University/College |
8.81% |
Technology |
7.85% |
Government/Military/Public Adm |
7.52% |
Financial/Real Estate/Insurance |
7.24% |
Manufacturing |
6.55% |
Nonprofit/Charity |
6.47% |
High Goal-Directed Persistence
Association |
13.39% |
Financial/Real Estate/Insurance |
11.98% |
Nonprofit/Charity |
11.10% |
Technology |
10.71% |
Manufacturing |
10.06% |
Government/Military/Public Adm |
9.49% |
Educational Svc./University/College |
9.01% |
Retail |
8.40% |
8.17% |
|
Medical/Dental/Healthcare |
7.70% |
High Flexibility
Advertising/Marketing/Promotion |
12.92% |
Government/Military/Public Adm |
11.72% |
Technology |
10.56% |
Manufacturing |
10.52% |
Financial/Real Estate/Insurance |
10.41% |
Educational Svc./University/College |
9.98% |
Nonprofit/Charity |
9 45% |
Business Services |
9.06% |
Medical/Dental/Healthcare |
7.90% |
Hospitality |
7.47% |
High Metacognition
Association |
14.65% |
Manufacturing |
11.04% |
Business Services |
10.86% |
Financial/Real Estate/Insurance |
10.36% |
Retail |
9.71% |
Educational Svc./University/College |
9.43% |
Government/Military/Public Adm |
9.11% |
Technology |
8.97% |
Nonprofit/Charity |
8.95% |
Medical/Dental/Healthcare |
6.91% |
High Stress Tolerance
Government/Military/Public Adm |
13.05% |
Food Services |
12.12% |
Business Services |
11.53% |
Educational Svc./University/College |
10.24% |
Technology |
10.22% |
Financial/Real Estate/Insurance |
10.05% |
Manufacturing |
9.56% |
Nonprofit/Charity |
8.55% |
7.92% |
|
Medical/Dental/Healthcare |
6.75% |
DEPARTMENTS BY EXECUTIVE SKILLS STRENGTHS
High Response Inhibition
Human Resources |
9.98% |
Finance |
9.77% |
Clinical |
9.23% |
Systems/IT |
9.21% |
Administrative |
9.08% |
Operations |
8.07% |
Customer Service |
8.02% |
Accounting |
7.76% |
General Management |
7.62% |
Sales |
7.58% |
Marketing/Promotion/Advertising |
7.49% |
Research & Development |
6.19% |
High Working Memory
Sales |
10.53% |
Finance |
10.45% |
Accounting |
9.23% |
Marketing/Promotion/Advertising |
9.22% |
Human Resources |
9.06% |
General Management |
8.61% |
Administrative |
8.04% |
Operations |
7.38% |
Systems/IT |
7.31% |
Clinical |
7.12% |
Customer Service |
6.74% |
Research & Development |
6.31% |
High Emotional Control
Research & Development |
11.51% |
Human Resources |
9.84% |
Finance |
9.78% |
8.85% |
|
Administrative |
8.65% |
General Management |
8.50% |
Clinical |
8.39% |
Customer Service |
8.39% |
Operations |
7.66% |
Sales |
6.69% |
Accounting |
6.08% |
Marketing/Promotion/Advertising |
5.66% |
High Sustained Attention
Clinical |
11.10% |
Customer Service |
10.74% |
Administrative |
10.32% |
Accounting |
10.19% |
Finance |
9.92% |
Systems/IT |
9.59% |
Sales |
9.10% |
Research & Development |
8.60% |
Operations |
8.41% |
General Management |
6.03% |
Marketing/Promotion/Advertising |
5.99% |
High Task Initiation
Clinical |
13.16% |
Administrative |
11.33% |
Customer Service |
11.05% |
Accounting |
8.32% |
Human Resources |
8.17% |
Research & Development |
7.97% |
Finance |
7.73% |
Operations |
7.46% |
Systems/IT |
7.27% |
Marketing/Promotion/Advertising |
7.00% |
Sales |
6.44% |
General Management |
4.09% |
Accounting |
10.41% |
Operations |
9.42% |
Systems/IT |
9.31% |
General Management |
9.19% |
Clinical |
9.04% |
Marketing/Promotion/Advertising |
8.56% |
Sales |
7.95% |
Human Resources |
7.87% |
Finance |
7.65% |
Customer Service |
7.56% |
Research & Development |
7.01% |
Administrative |
6.02% |
High Organization
Accounting |
11.89% |
Clinical |
9.96% |
Administrative |
9.38% |
Customer Service |
8.93% |
Human Resources |
8.56% |
General Management |
7.91% |
Marketing/Promotion/Advertising |
7.90% |
Finance |
7.90% |
Operations |
7.50% |
Sales |
6.99% |
Systems/IT |
6.68% |
Research & Development |
6.42% |
High Time Management
Customer Service |
13.27% |
Human Resources |
12.61% |
Clinical |
11.56% |
Administrative |
8.92% |
Accounting |
8.66% |
Research & Development |
8.20% |
Systems/IT |
7.76% |
6.62% |
|
Marketing/Promotion/Advertising |
6.31% |
General Management |
5.89% |
Sales |
5.56% |
Finance |
4.64% |
High Goal-Directed Persistence
Sales |
12.13% |
General Management |
12.00% |
Marketing/Promotion/Advertising |
10.38% |
Research & Development |
9.67% |
Operations |
9.66% |
Accounting |
9.44% |
Finance |
8.59% |
Clinical |
7.94% |
Systems/IT |
7.91% |
Customer Service |
6.26% |
Administrative |
6.02% |
High Flexibility
Administrative |
10.17% |
Customer Service |
9.88% |
Marketing/Promotion/Advertising |
9.51% |
Finance |
8.95% |
Operations |
8.81% |
Sales |
8.55% |
Systems/IT |
8.42% |
General Management |
8.27% |
Research & Development |
8.00% |
Human Resources |
7.46% |
Accounting |
6.03% |
Clinical |
5.09% |
High Metacognition
Research & Development |
12.49% |
Marketing/Promotion/Advertising |
10.50% |
10.30% |
|
Human Resources |
9.61% |
Systems/IT |
9.19% |
Operations |
8.81% |
Sales |
8.47% |
Administrative |
6.91% |
Accounting |
6.43% |
Customer Service |
6.29% |
Finance |
5.90% |
Clinical |
5.09% |
High Sress Tolerance
Operations |
10.63% |
Systems/IT |
10.08% |
Sales |
9.59% |
Research & Development |
9.59% |
General Management |
9.43% |
Marketing/Promotion/Advertising |
9.29% |
Finance |
8.59% |
Administrative |
7.95% |
Customer Service |
7.59% |
Human Resources |
7.10% |
Clinical |
6.01% |
Accounting |
4.15% |
JOB FUNCTIONS/TITLES BY EXECUTIVE SKILLS STRENGTHS
High Response Inhibition
Chairman/Owner/Partner. |
16.50% |
Employee |
14.04% |
Manager |
13.65% |
Director |
12.90% |
CFO |
12.87% |
Consultant |
11.93% |
EVP/SVP. |
10.42% |
CEO |
7.68% |
CFO |
14.34% |
Consultant |
13.93% |
CEO |
13.53% |
Director |
12.26% |
EVP/SVP. |
12.16% |
Chairman/Owner/Partner. |
11.61% |
Employee |
11.59% |
Manager |
10.59% |
High Emotional Control
Consultant |
16.81% |
Chairman/Owner/Partner |
14.67% |
Director |
13.63% |
Manager |
12.33% |
Employee |
12.01% |
EVP/SVP |
11.46% |
CEO |
10.03% |
CFO |
9.06% |
High Sustained Attention
Consultant |
16.67% |
CFO |
15.22% |
Employee |
15.13% |
Chairman/Owner/Partner |
12.32% |
Manager |
12.06% |
EVP/SVP |
11.76% |
Director |
10.43% |
CEO |
6.41% |
High Task Initiation
Employee |
18.96% |
Consultant |
16.76% |
Manager |
13.18% |
CEO |
13.16% |
Director |
10.80% |
10.64% |
|
CFO |
9.86% |
Chairman/Owner/Partner |
6.65% |
High Planning Prioritization
CFO |
14.53% |
EVP/SVP |
14.12% |
CEO |
12.86% |
Consultant |
12.80% |
Manager |
12.45% |
Director |
11.54% |
Chairman/Owner/Partner |
11.18% |
Employee |
10.52% |
High Organization
Employee |
16.61% |
Consultant |
14.97% |
Manager |
13.89% |
CFO |
13.59% |
CEO |
11.82% |
Director |
10.90% |
Chairman/Owner/Partner |
9.63% |
EVP/SVP |
8.60% |
High Time Management
Employee |
25.34% |
Manager |
18.01% |
Chairman/Owner/Partner |
15.12% |
CEO |
11.81% |
EVP/SVP |
11.34% |
Director |
9.73% |
Consultant |
8.66% |
CFO |
0% |
High Goal-Directed Persistence
CFO |
17.72% |
CEO |
17.21% |
13.84% |
|
Consultant |
12.14% |
EVP/SVP |
10.60% |
Chairman/Owner/Partner |
10.60% |
Manager |
10.40% |
Employee |
7.50% |
High Flexibility
Chairman/Owner/Partner |
14.56% |
EVP/SVP |
14.21% |
Manager |
13.61% |
Director |
13.46% |
CEO |
13.36% |
Employee |
10.99% |
CFO |
10.28% |
Consultant |
9.53% |
High Metacognition
Chairman/Owner/Partner |
17.31% |
EVP/SVP |
14.42% |
Director |
13.84% |
Manager |
12.95% |
CEO |
12.35% |
CFO |
11.08% |
Employee |
10.71% |
Consultant |
7.34% |
High Stress Tolerance
EVP/SVP |
18.61% |
CEO |
16.23% |
Director |
13.72% |
Consultant |
10.91% |
Manager |
10.73% |
CFO |
10.69% |
Employee |
9.58% |
Chairman/Owner/Partner |
9.52% |
Now you see how you can note your own Executive Skills strengths and weaknesses and see where high performers with the same skills as you work. This can give you an idea of where you have a higher probability of becoming a high performer. This also provides an indicator of where you may not be a good fit, where your key weaknesses correlate to the strengths most frequently found in certain positions, so these could be areas for you to avoid.
And if by chance you already are in a position where your skills are an obvious mismatch, at least you now know why and can devise strategies to find a better fit, which we discuss in the next and final chapter.