Reading Between the Lines of a C Suite Job Description

Group – 1
Brief overview: The article discusses the issue of misalignment in job descriptions for C-suite positions. It

highlights that C-level roles often suffer from discrepancies between what's expected of candidates, their

assigned responsibilities, and the required skills. The author provides eight key steps for C-level candidates

to address these challenges, including discarding the official job description, identifying the actual job

requirements through questioning, drafting their own job summary, confirming understanding in writing,

assessing job feasibility, evaluating their fit, negotiating role parameters, and documenting the final job

description. The article emphasizes the importance of addressing these misalignments to reduce risk and

increase success for C-level executives.

Primary argument: The primary argument in the article is that C-suite job descriptions often suffer from a

lack of alignment between the expectations, responsibilities, and required skills for the role. This

misalignment can lead to challenges and conflicts for C-level executives, ultimately resulting in shorter

tenures in these positions. The author contends that candidates can improve their chances of success by

taking ownership of the job description process, understanding the real job requirements, assessing their fit,

negotiating any needed changes, and documenting the final job description to ensure alignment and reduce

risks in their C-suite roles.

Explain the major points that supports the main argument with evidence and examples.

The main argument in the article, which discusses the misalignment in C-suite job descriptions, is supported

by several major points along with evidence and examples:

1. Misalignment in Job Descriptions: The article presents evidence that there is often a misalignment

between the expectations, responsibilities, and required skills in C-suite job descriptions. Out of 185 job

specifications analyzed across CFO, CIO, and CMO roles, the degree of misalignment ranged from 33% to

41%.

2.Short C-suite Tenures: The author points out that the misalignment in job descriptions contributes to

shorter tenures for C-level executives. For example, the average tenures for CFOs (4.7 years) and CIOs (4.6

years) are only slightly higher than those of the average employee, indicating that many executives do not
stay in these roles for an extended period. Examples of Misalignment: The article provides examples of

misalignment, such as a CFO role being expected to lead M&A activity without requiring prior M&A

experience. These examples illustrate the inconsistency between job expectations and the skills required.

3. Eight Steps to Navigate Misalignment: The author offers a practical approach for C-level candidates to

navigate misaligned job descriptions. These steps include throwing away the job specification, identifying

the "real" job through careful questioning, drafting a simplified job summary, confirming understanding

with the prospective boss, assessing how "doable" the job is in reality, evaluating personal fit for the role,

negotiating job parameters, and documenting the final job description.

4.Importance of Negotiation and Clarity: The article emphasizes that negotiation should occur before

accepting a job, allowing candidates to address any misalignment and skill gaps. It illustrates this point with

the example of a candidate negotiating revised expectations when a critical function was moved to another

C-level leader after the interview.

5.The Role of C-suite Executives: The author underscores that C-level executives have the power to exert

greater control over their careers by participating in the alignment and clarification of job descriptions,

reducing risk, and enhancing their chances of success.

How can the insights from the article be applied in real-world business settings?

Recruitment: Ensure job descriptions for C-suite roles are clear and accurate, focusing on core

responsibilities, expectations, and required skills. Use the article's eight-step framework for candidate

assessment to identify discrepancies and ensure the right fit.Negotiation and Onboarding: Encourage pre-

acceptance negotiations to address misalignment and document the final job description for clarity.Peer

Collaboration: Foster open communication among C-suite leaders to align goals, responsibilities, and cross-

functional cooperation. Professional Development: Support candidates with skill gaps through resources,

mentorship, or team augmentation. Continuous Alignment: Regularly review and align C-suite roles with
organizational goals and changing dynamics. Measuring Success: Assess C-suite executives' performance

over time, focusing on aligned job descriptions as a key success factor.

Conclusion and Summary Summarize the main points of your synopsis

In summary, the article highlights the frequent misalignment between job specifications and C-suite roles,

which often leads to executive turnover. The primary argument is that understanding and addressing this

misalignment is crucial for candidates and organizations. The major supporting points include the need to

redefine job specifications, open communication, documentation, self-assessment, proactive negotiation, and

ongoing alignment. HR professionals and business leaders can apply these insights to improve C-suite

recruitment, retention, and overall success.