Executive skills encompass the qualities required for a senior executive role. Employees who possess them can effectively lead others towards achieving the company goals.
- Olivia anticipates problems and finds a way to fix them before they turn into major issues.
- Jennifer has incredible mental flexibility required to quickly modify plans according to unexpected situations.
- Susan keeps her subordinates focused on the main objective by underscoring their value to the company and encouraging teamwork.
- Edward understands what it takes for our company to succeed thanks to his strong business acumen.
- Bernie is a terrific negotiator who managed to reduce the company’s costs by scoring a great deal with our partners.
- Janet has a competitive mindset, which drives her to challenge the team’s limits and take bold actions.
- Robert has generated a ton of brilliant business ideas that helped our company to increase profits.
- Elaine effectively juggles multiple responsibilities by overseeing subordinates, managing her own workload, and mentoring new hires at the same time.
- George has mastered all forms of communication, which helps him to liaise with a variety of people with ease.
- Harry identifies the preferences and interests of the company’s stakeholders and creates plans to meet their expectations without sacrificing other factors.
Exceeds Requirements/More than Satisfactory:
- Oliver strives to develop subordinates by sharing her enormous experience with others during brainstorm sessions and daily briefings.
- Tabitha shows off her impressive strategic thinking skills by delivering effective organizing solutions.
- Susan effectively spots and solves problems on a daily basis due to the attention to detail and stress tolerance.
- Monica ensures that her lines of communication with employees are open so she is always available to discuss any workplace issue.
- Before selecting the plan, Arthur carefully considers the needs of employees that are impacted by his decisions.
- Bruce disciplines subordinates through performance appraisals and strict workplace policies.
- Janet delegates tasks to the most suited employees in order to focus on more pressure issues.
- Ingrid prioritizes tasks according to their urgency and makes sure the team works in the most productive ways possible.
- David maintains friendly relations with each member of his team while being a fair and demanding boss.
- Nathan stays focused on the main goal no matter what thanks to his incredible goal-directed persistence.
- Nora has earned the respect of subordinates by appreciating and rewarding them for their accomplishments.
- George knows that time is a resource and utilizes it in the most efficient way to improve the team’s planned-to-done ratio.
- Elizabeth devotes a lot of time to providing feedback to employees to increase their professionalism.
- Aaron remembers the most important stakeholders by their names and strives to establish good relations with them.
- Quentin makes sure to deliver her employees the clearest instructions possible to avoid misunderstanding.
- Michael tracks multiple metrics to measure the efficiency of his team and find ways of improving it.
- Xavier listens to his employees and lets them take an active part in certain decision-making processes.
- Linda is visible to her team and available to support subordinates most of the time.
- Valerie has never let her ego stand between her and the success of her team.
- Michelle knows a lot about each member of her team and uses that knowledge to her advantage.
- Yvonne fails to find a common ground with some of the most important subordinates in her department.
- Rachel underestimates the power of teamwork and does not do much to improve team cohesion in the workplace.
- Cindy does not provide enough feedback to her employees, which negatively affects their performance.
- Michael has an overly friendly approach. Some of his subordinates do not take him seriously because of that.
- Jennifer does not do anything to encourage new ideas and creative thinking among her employees.
- Olivia encourages rivalry between employees instead of turning it into a friendly competition.
- Trevor is an overly demanding leader who sets unreachable objectives.
- Ingrid fails to control her emotions, letting the personal stuff influence her decisions.
- Sophie micromanages subordinates and treats them as unreliable instead of building trust with them.
- Howard lacks managerial experience and overestimates his skills even though he has not used them in practice.
- Emma is often late for work, showing a very bad example to the employees from her department.
- Harold prefers to do some tasks all by himself even when delegating them could be more efficient.
- Monica has a very big ego, which often prevents her from taking the optimal decision.
- Nigel does not value the feels and opinions of his subordinates, destroying their motivation and enthusiasm.
- Bruce is too focused on the big picture. He overlooks many small yet important details.
- Janet fails to make it clear that she is the boss. Her subordinates show little respect to her orders.
- Oliver cannot find compromises with demanding stakeholders, which lowers investment flows to the company.
- David seems uninterested in improving the professionalism of his subordinates. He treats them as robots.
- Rebecca does a bad job of leading the department. Her organization skills are too weak.
- Steven cannot find the right balance between being a friend and being a boss with a member of his team.
Self Evaluation Questions:
- Do you consider yourself a good leader?
- How good are you at mentoring others?
- What do you do to become a better executive?
- Is it hard for you to manage the pressure of a senior executive role?
- What is the most important executive skill in your opinion?
- Are you always ready to hear out your subordinates?
- How often do you give employee feedback?
- What is the hardest decision you had to make as an executive?
- Do you always share the big picture with other employees?
- How do you fire a difficult employee?
The samples of performance review phrases for Executive skills is a great/helpful tool for periodical/annual job performance appraisal. Note that, executive skills review phrases can be positive or negative and your performance review can be effective or bad/poor activities for your staffs.
If no matching phrase is found, you can also see a general list of performance review phrases and choose a more appropriate skill.