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First, we tailored our C-suite subject profiles to reflect the most common roles in C-suite management. Then, we compiled data on the organizations that posted such job descriptions and analyzed the content of those descriptions.

To determine key leadership capabilities in each profile, we asked subject matter experts to rate each of the 30 profiles based on two criteria. The first was importance, or how essential that leadership characteristic would be to the success of the C-suite role.

The second criterion was depth, or the amount of operational experience, formal education, and informal experience that a leader needs to fill the C-suite role. We then analyzed the resulting data for trends and used sophisticated statistical methods to identify significant correlations between leadership characteristics and success.

We sought to define what characterizes a successful C-suite executive in order to help companies identify their top hires. First, we assessed the importance of the individual characteristics themselves. Next, we sought to understand how the characteristics differ by industry. Finally, we investigated trends in the value of each characteristic based on what we learned in the previous two steps.

As companies search for new C-suite leaders, they tend to focus on an executive with a blend of top-level leadership skills and strong social skills. In our study, these two traits are complementary rather than in conflict: CEOs who have strong social skills tend to have a strong grasp of market dynamics and a talent for business strategy. The CEO who is great with people can motivate diverse workforces and effectively manage multilateral discussions with NGOs, governments, and other constituencies.

Another application that addresses pharmacology is the prediction of blood-brain barrier penetration. EPI Suite has two tools for this purpose: PBPK_1D (based on the 1-D blood-brain barrier PBPK model) and PBPK_2D (based on the 2-D blood-brain barrier PBPK model). These programs convert physicochemical properties into Papp (apparent permeability coefficient, the rate of passive diffusion across the blood-brain barrier) values. They use the PBPK models generated by the BCPDB database or they can calculate the values for the molecules using lookup tables. A large effort is underway to predict drug-drug interaction (DDI) with these programs. Furthermore, the EPI Suite website includes many potential DDI compounds for the various target proteins that may interact with a drug in the gastrointestinal tract, blood, or the brain, based on the phase of clinical development. (See the report Help Wanted: CEOs Who Are Good With People for additional information on the importance of DDI.)

Rather than define these C-suite job titles explicitly, we can reveal something more subtle about them. We can translate them into what each one “does.” When looking for a CFO, for example, companies favor a person who already has a strong financial background; ideally, this person would also have an MBA. A CIO is someone who understands computer systems, and someone else is responsible for defining the cloud, hiring top talent, and providing technical guidance.

To determine which social media platforms people are most likely to use in the C-suite, we surveyed nearly 5,000 C-suite job descriptions to determine which social platforms they were most likely to use.

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T. Rowe Price supports such initiatives with resources ranging from competitive intelligence to educational materials to customized training. Thats why it hosts an annual CEO Social Skills Conference in conjunction with the National Association of Certified Professional Managers. Its interim strategy is to train individual candidates for CEO jobs and companies to prepare existing C-suite candidates to increase their effectiveness. If the solution to the skill shortage issue in the C-suite is straightforward, its not. Still, those who are actively engaged in selecting the leaders of the future are well placed to play a key role. Its up to the industry as a whole to demand this behavior and to hold companies accountable if the initiative is to be successful. Pssst, while CEOs can obviously hire for skills, recruiters can identify them too. It shouldnt be a difficult job. In the words of one CEO, when we look for talent, we should look for it in the mirror.

At the far ends of the executive suite, some executives have commented that I dont think my role has ever been so compelling; I cant remember a time when there were so many companies so rapidly entering and disrupting traditional markets. Indeed, the process of gentrification isnt slowing down. In the top 5,000 population cities in the country, recent data show a two percent net increase in household income, compared to 5 percent in the bottom 5,000. One quarter of the big cities in this country saw increases of 20 percent or more. A 2012 study by Georgetown Universitys Center on Education and the Workforce revealed that only a quarter of new jobs are high-skill, high-wage, and attract the sort of people that firms seek when filling top executive posts.

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