Every director was once a first-time director. Every managing director was once a first-time managing director. And every CEO, however experienced they may be today, was once considering a CEO role without ever having been one.

Someone gave them that first opportunity. But before that could happen, they had to have the confidence to put themselves forward.

That sounds obvious. In practice, I see very capable people hesitate.

A more senior role comes up, either within their own organisation or elsewhere. They look at the job description and focus on where they don’t quite tick every box. They imagine the calibre of other candidates who might apply. They assume there will be somebody with more experience, perhaps somebody who has already held the title.

And so they decide not to apply.

Perhaps another couple of years’ experience would make them a stronger candidate.

But perhaps they’re ready now.

Sometimes someone else sees that you’re ready before you do

This is particularly important when someone else encourages you to consider the opportunity.

It might be somebody within your own leadership team who knows you, understands the role and says, “You should go for it.”

Listen to them.

They may be seeing potential in you that you haven’t quite recognised in yourself.

The same applies if an executive search consultant approaches you about a role with another organisation. They’ve approached you for a reason.

Good executive search isn’t about contacting people at random. Someone has looked at your background and experience and seen something that makes you relevant to the role.

Your immediate reaction might be, I’ve never held that title, or surely they’ll want somebody who’s already done it.

They might.

But don’t reject yourself before you’ve even had the conversation.

Sometimes somebody looking at your career from the outside can see the next logical step before you have quite seen it yourself.

What’s the worst that can happen?

You don’t get the job.

Of course, that’s disappointing. But it doesn’t necessarily mean putting yourself forward was a mistake.

Going through a senior appointment process can be valuable in itself.

You have to think at the next level. You have to articulate what you would do with the role, how you would lead and what you could bring to the organisation. You experience the scrutiny and challenge that comes with competing for a more senior position.

That experience matters, particularly the next time an opportunity comes along.

And if it’s an internal opportunity, putting yourself forward also sends an important message.

You are still ambitious. You haven’t plateaued. You want to develop, take on greater responsibility and continue progressing.

Even if somebody else is appointed this time, the people making those decisions now know that you want to be considered.

Don’t reject yourself before the process begins

There will always be reasons not to apply.

Perhaps you’re a senior manager considering a director role. Perhaps you’re a director looking at your first MD or CEO position.

Someone else may have more years of experience. They may have worked in a larger organisation, managed a bigger team or already held the title you’re hoping to step into.

Those things may matter. Sometimes they will determine the outcome.

But that is for the selection process to establish.

If you’re a credible candidate with relevant experience and believe you could make the step, don’t make the selection decision for the organisation by ruling yourself out before the process has even started.

Experience matters, but so do judgement, potential, leadership capability and credibility.

And none of us gains experience at the next level until somebody gives us the opportunity to operate at the next level.

At some point, every leader had to do it

Career progression rarely arrives with a certificate declaring that you are now officially ready for the next job.

Sometimes it arrives as an opportunity that feels slightly uncomfortable.

Sometimes somebody else spots it before you do.

So, if you’re a senior manager looking at a director role, or a director considering the step to MD or CEO, don’t automatically rule yourself out because somebody with more experience might apply.

If someone within your organisation says, “You should put your hat in the ring,” listen.

If an executive search consultant approaches you about an opportunity elsewhere, have the conversation. They’ve approached you for a reason.

You may not get the job.

But you might.

And whether the opportunity comes from within your own organisation or another organisation, every leader had to have the confidence to put their hat in the ring for the first time.