Corporate Confidential

Fortune 500 Executives Off the Record - What It Really Takes to Get to the Top

Susan A Dephillips

• Publisher: Platinum Press
• Year: 2005
• Print ISBN: 9781593373498
• eBook ISBN: 9781440518546
• Topic: Business
• Subtopic: Organisational Behaviour
• Index: Business

Executives representing a variety of industries and disciplines share unspoken truths surrounding success and failure in corporate America and offer simple, candid answers on what it takes to achieve success in the workplace in this guidebook filled with insider advice, tips, and anecdotes.

1 | THE CAST OP CHARACTERS

When I began my journey of researching this book, I was cautiously optimistic that I could secure enough key Fortune 500 executives who would be willing to share inside information about what it takes to be successful in the corporate world. Having devoted almost twenty years to my own corporate career, I also realized that it would be challenging to have these executives agree to make their identities public.

I spent hundreds of hours working with various public affairs departments, with the promise that no quotations would be attributed to any particular executive. I clearly underestimated the corporate reticence, displayed all too often when company representatives were asked for honest insights into the politics and nuances of the corporate world. On average, only one of every ten executives I contacted agreed to contribute to the book. Those who did participate were enthusiastic about telling the truth about their own experiences and challenge of maneuvering through corporate America.

Each of these interviews lasted approximately two hours and was conducted either face-to-face or over the phone. Flexibility was the key in securing these interviews, as these executives are indeed busy people. While conducting interviews in New York, I received a last-minute phone call from one executive who asked if I might meet him at the train station in Washington, D.C., at least two hours by train from Manhattan. He was very apologetic about the change and explained that he had been called to a meeting at the White House. In another instance, I had to conduct the phone interview in two parts, as the executive could only talk from the car during his commute home.

I was able to interview some executives in their offices, and it was quite an experience to visit a variety of corporate campuses scattered across the United States. As I arrived at each location, I was taken aback by the different cultures. In one instance, I drove up a long, winding private road guarded by hundreds of tall spruce trees. Off in the distance, I could see several elaborate mansions that, as I later learned, housed many of the company's executives. In another facility, I arrived at a cluster of buildings that looked like something out of a science fiction movie.

The other interesting thing about these visits was the treatment I received once the receptionist learned I was headed to the executive floor. Indirect exposure to these executives somehow gave me instant respect with the support staff, and I was treated as a VIP. While on the one hand this was flattering, their behavior also made me more conscious of the preconceived notions that so many staffers harbor about the executive wing and those who are housed there.

Once I gained access to those top floors, I understood how corporate culture perpetuates many of those perceptions. In some instances, I was struck by the old-school, ultra-traditional aura of some companies. I remember walking down the long, wood-floored corridor of one executive wing, lined with painted portraits of the company's stoic founding fathers, being ever so cautious not to speak too loudly. In other companies, however, the executive floors were bubbling with conversation and laughter. Some corporations maintained a very traditional corporate dress code while others were swarming with professionals in khakis and golf shirts.

Many of the executive offices were larger than most people's living rooms and full of accoutrements. During one interview, I remember being distracted by a constant stream of ticker symbols and stock prices on the multiple television screens. In yet another, my eye caught a series of photos of the executive posing with several U.S. presidents and other high-ranking officials.

Regardless of their trappings, all the executives I interviewed were gracious, open, and easy to talk to—even about the most sensitive issues. It was as if they had been waiting for someone to ask them what they really thought about the corporate world. I was happy to oblige. I should also mention that while I offered to pay each executive a stipend—after all, they were giving several hours of their time—they all refused any compensation for their participation.

General Demographic Information About the Executives

The executives interviewed for this book can be broken down into demographic categories as follows:

SEX
Male: 75%
Female: 25%

AGE
60 to 70: 10%
50 to 59: 54%
40 to 49: 30%
30 to 39: 6%

ETHNICITY
Caucasian: 90%
African American: 4.5%
Hispanic: 4.5%

HIGHEST DEGREE OF EDUCATION
High school diploma: 7%
Bachelor's degree: 45%
Advanced degree: 48%

MARITAL STATUS
Married: 93%
Single/divorced: 7%

Even at first glance, you can see the wide range of generations represented in the executive ranks of the corporate world, along with a variety of educational backgrounds. The majority of this successful cadre is still Caucasian, though I was happy to see an increase in the number of minority professionals who had attained such commanding positions in the corporate world.

While this demographic information provides only a statistical snapshot of the participating executives, the correlation and significance of this information as it relates to corporate success is discussed throughout the book. In addition, I share further insight into the executives' various backgrounds and patterns of upbringing that often influenced their career choices and overall success.

The Fortune 500 Executives Interviewed for This Book

In targeting the specific Fortune 500 executives to interview for this book, I consciously sought out a cross-section of professionals across geographic areas, industries, and specific disciplines of responsibility. I strived to create a balance of male and female executives.

The following executives permitted me to include their names as contributors:

Guy P. Abramo

Executive Vice President

Chief Strategy and Information Officer

Ingram Micro, Inc.

Arnold A. Allemang

Executive Vice President, Operations

The Dow Chemical Company

Arthur B. Anderson

Senior Vice President (former)

Advanced Technology

PepsiCo, Inc.

John D. Austin

Senior Vice President

Chief Financial Officer

Performance Food Group

Mary Beth Bardin

Executive Vice President (former)

Public Affairs & Communication

Verizon

Patricia J. Brown

Vice President

Global Branding and Communications

Cooper Tire & Rubber Company

Catherine S. Brune

Senior Vice President

Chief Technology Officer

Allstate Insurance Company

Dick DiCerchio

Senior Executive Vice President

Chief Operating Officer

Costco Wholesale

Patricia Engels

Executive Vice President (former)

Qwest

Richard H. Glanton

Senior Vice President

Mergers & Acquisitions

Ex...

Table of contents

• Cover Page
• Title Page
• Copyright
• Contents
• Introduction
• 1 | The Cast of Characters
• 2 | With Success Comes Sacrifice
• 3 | Intelligence Is Only One Variable in the Equation
• 4 | Reading the Corporate Landscape
• 5 | Generalist Versus Specialist: Taking the Broader View
• 6 | Playing the Victim Gets You Nowhere
• 7 | “Look at Me!”: Gaining Visibility
• 8 | A Lack of Curiosity Kills a Career
• 9 | Don't Underestimate the Importance of Attitude
• 10 | The Lost Art of Honoring Your Commitments
• 11 | For Heaven's Sake, Speak Up!
• 12 | Making Yourself Indispensable
• 13 | Women At Work: Have You Really Come a Long Way, Baby?
• 14 | Desperately Seeking Salary
• 15 | Taking Criticism Like a Champ
• 16 | Performance Improvement Plans: Is It Time to Update Your Resume?
• 17 | Taking Stock: The Professional Assessment Process
• 18 | Success Is a Self-Fulfilling Prophecy