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Showing posts from tagged with: Ken McGovern

Networking in the New Normal – it’s Essential!

Posted by Ken McGovern in Team Development | 0 comments

29.04.20

While 2020 has made it difficult to have in-person conferences, events, and meetings, networking is still an essential part of your career’s success. While it may look a little different right now, more connecting on social media, via email, and through online conferences and meetings, networking has not lost its effectiveness when it comes to both career and business growth.

Experts agree that the most connected people are often the most successful. When you invest in your relationships — professional and personal — it will pay you back in dividends throughout the course of your career and life. Networking will help you develop and improve your skill set, stay on top of the latest trends in your industry, keep a pulse on the job market (both for job hunters and hiring managers), meet prospective mentors, partners, and clients, and gain access to the necessary resources that will foster your career development and business growth.

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What we can learn from El Capitan

Posted by Ken McGovern in Executive Search, Leadership | 0 comments

23.07.19

I’d like to think I’m a moderate risk taker – I’m one for taking some good calculated chances here and there.   I’m NOT one for even thinking of attempting a free solo climb of El Capitan like Alex Honnold (check out this documentary if you want to bite all your nails off and sit on the edge of your seat with one hand over your eyes and the other hand gripping the arm rest).

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Culture Fit – Is it Realistic?

Posted by Ken McGovern in Culture | 0 comments

02.03.18

“Culture Fit” is a buzz phrase you may have seen and is often heard around the water coolers in any executive search firm or HR/Recruiter meeting.  Generally defined as: “The ability of an employee to fit the core beliefs, attitudes, and behaviors that make up an organization.”

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Search is an Extension of Your Company

Posted by Ken McGovern in Executive Search | 0 comments

09.01.18

In my line of work, I speak with a lot of potential hires on behalf of client organizations, so it’s not surprising that I’ve learned quite a bit about what candidates want and don’t want from me and the companies I represent.  We believe that what makes KMR’s search process different from every other firms is our focus on becoming an extension of your business.  We learn the ins and outs of your company, what makes you different and unique, so that we can represent your brand and your culture in the candidate marketplace.  Beyond the job functions and expectations, we consult with a client organization to fully understand their marketplace, their culture, their pain points so we can provide to you a short list of the highest quality candidates for the role, not a long list of possibilities.

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Mastering the Succession Transfer

Posted by Ken McGovern in Culture, Leadership, Succession Planning | 0 comments

14.07.17

For the first time in history, four generations are working side-by-side in the workforce, including the Traditionalists, Baby Boomers, Gen Xers and Gen Ys (or the much talked about Millennial Generation) and it’s expected that number could rise to five generations by 2020.  Many current leaders are on the brink of retiring in record numbers, and it’s estimated that around 66% of all U.S. businesses are owned by Baby Boomers.  

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Why Team Building Counts

Posted by Ken McGovern in Leadership, Leadership Development, Team Development | 0 comments

14.07.17

 

Team building can conjure up visions of high ropes courses and team scavenger hunts that are meant to build teamwork, trust and collaboration among employees.  While activities can be useful, developing a team is less about scheduling offsite retreats and more about daily habits that build a strong culture. 

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The science behind great leadership

Posted by Ken McGovern in Leadership | 0 comments

14.07.17

A McKinsey study found that more than 90% of CEOs planned to increase investment in leadership development because they saw it as the most important human-capital issue their organizations faced.  And for good reason – strong leadership in an organization not only drives results but is critical to a company’s success and overall health.  

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