We like to act as a consultant for our clients but also feel that it is important to offer solid career advice to our candidates. We prefer to be very straightforward and avoid the grey area. A good headhunter is aggressive by nature but needs to focus on quality of delivery over cashing the check. Clients are not ATMs and candidates are not a commodity.
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Nice short read that touches on why we love this weird little community #eft
Recovering from a fantastic time at NAPE and still putting things together for my NAPE Kickoff Happy Hour wrap up post, one thing that stood out this past week was the power of the #EFT community https://lnkd.in/g5-s-tYs
Self Actualization (at the top of Maslow’s hierarchy of human needs), is a concept regarding the process by which an individual reaches his or her full potential. Yet, approximately 80% of employees and teams with in an organization are not currently performing at their highest potential due to employees feeling lost, confused, less connected & motivated and experiencing ongoing levels of stress and anxiety from ramifications of Covid and other geopolitical and social pressures. Many of my coaching clients come to me to discover what it takes for them to live and perform at their optimal level, while addressing their pain points. Powered with a Mental Fitness program I offer, I’m able to address these areas and collectively solve a massive issue with ongoing learning and development. The Positive Intelligence (PQ) program has the ability to impact your organization’s personal and professional development with a sustainable and scalable operating system that empowers individuals with tools and insights to achieve their full potential. It’s the start of the NEW YEAR! So if you feel your organization needs a jump start in morale and motivation so your employees can experience peak performance, greater wellbeing and more productive relationships, please reach out to me so I can deliver my powerful presentation on Mental Fitness in the Workplace. The resulting energy, impact and empowerment for your company is an investment worth making. #mentalfitness #mentalresilience #2024vision #professionaldevelopment #professionalcoaching #companyculture
So, what is the best way to close the gap? How do you develop #leadership skills on an island? I recently met with Transformative Coaching, LLC for the first time. Although I was not a client, the founder and I knew each other through my work and I was curious about the nature of #executive #coaching. I have long been a detractor of #careercoaches , #resumewriters, #LinkedInOptimizers and the like but this person came highly recommended and had worked with some of the largest companies in the world. It’s just coffee, let’s do it right? Roshmi Dalal, Executive Coach (ACC), CPA and I spent well over an hour together when we first met for a "30 min coffee". Mostly me yammering on about my new firm and deals I was working on and the personality profiles of the people I talk to every day. As she began to share with me the structure of what she does, a few things started to click. I was still skeptical but now engaged in the idea and curious to learn more about what it is exactly she does for an individual. The idea makes sense. Instead of forcing a system of “get up at 4am, scream mantras into the mirror as you listen to a podcast and do burpees with a backpack full of rocks (Collin McLelland this is a joke, I still love you)” it was far more introspective. Focusing on the reality of who you are as a person and how to shape that over time to be more effective as a leader. It’s not a new concept but I really did like the packaging on this one. As we dove a little deeper into the process, I could see that it would be great for someone who was recently told to be a new version of themselves; someone “running the show” for the first time. Someone who had to stop being a player/coach and be the coach. A first-time exec or team leader with little mentorship but a strong will and a drive to succeed. I guess what I’m saying is that if any of that sounds like you, or your firm sounds like the one I described earlier, maybe it’s worth a call and a 30 min coffee that turns into an hour. Open the package and see what’s in there. #eft #headhunter #tedsucks
Greetings friends, it’s Carrick Research again. Back in the saddle after a long-time off LinkedIn and wanted to discuss some trends that we are seeing in the #employment world. One thing that we've been watching for a couple of years is the lack of #successionplanning in the last decade. We first noticed it in energy banking and finance where it seemed that older leadership was unwilling to hire/train anyone that could take their job. While it’s an obvious reaction to defend your own job/livelihood, this was an arena of strong personality-types and aggressive people who usually relish in those challenges. We started seeing it in other clients and, over time, it’s become a pain point. Eventually, people retire, and they need to be backfilled; where are we going to find that talent? Trying to pull from competitors is the obvious answer unless they’re struggling with the same lack or mid-level executive talent. Everyone is 60 or 25. Great for the headhunters of the world but, overall, a bad thing for the health of the industry we love (and need to continue thriving). Now, years later, we are also seeing a dramatic decline in young people wanting to get into the energy or energy finance industry compared to the late 2010s (ask anyone that does campus recruiting for a super-major). So, we find ourselves in a bit of a pickle. Senior execs are exiting (slowly) and we have a full court press to attract junior talent—young professionals who are coming off of 8 years of being told that traditional energy is going to kill them. Caught in the middle of all this are first time executives who didn’t have the benefit of mentorship (or they had it and it was brief) being thrown into significant leadership positions where they must develop new skills on the job. As an individual contributor, you do what your good at. As a manager, you help individual contributors succeed at what you (and hopefully they) are good at. When moving into an executive role your scope expands beyond solely what your good at, beyond just your specialty, and you must develop a new set of skills in order to manage, coach and direct folks that may be doing something that you only understand academically or understand solely as a concept with no practical experience. What is the best way to overcome that gap? Trial by fire isn't always the answer. More on this later from our president, Ted McCrann, who may or may not be writing this... #eft #headhunter #planningahead
Greetings friends, it’s Carrick Research again. Back in the saddle after a long-time off LinkedIn and wanted to discuss some trends that we are seeing in the #employment world. One thing that we've been watching for a couple of years is the lack of #successionplanning in the last decade. We first noticed it in energy banking and finance where it seemed that older leadership was unwilling to hire/train anyone that could take their job. While it’s an obvious reaction to defend your own job/livelihood, this was an arena of strong personality-types and aggressive people who usually relish in those challenges. We started seeing it in other clients and, over time, it’s become a pain point. Eventually, people retire, and they need to be backfilled; where are we going to find that talent? Trying to pull from competitors is the obvious answer unless they’re struggling with the same lack or mid-level executive talent. Everyone is 60 or 25. Great for the headhunters of the world but, overall, a bad thing for the health of the industry we love (and need to continue thriving). Now, years later, we are also seeing a dramatic decline in young people wanting to get into the energy or energy finance industry compared to the late 2010s (ask anyone that does campus recruiting for a super-major). So, we find ourselves in a bit of a pickle. Senior execs are exiting (slowly) and we have a full court press to attract junior talent—young professionals who are coming off of 8 years of being told that traditional energy is going to kill them. Caught in the middle of all this are first time executives who didn’t have the benefit of mentorship (or they had it and it was brief) being thrown into significant leadership positions where they must develop new skills on the job. As an individual contributor, you do what your good at. As a manager, you help individual contributors succeed at what you (and hopefully they) are good at. When moving into an executive role your scope expands beyond solely what your good at, beyond just your specialty, and you must develop a new set of skills in order to manage, coach and direct folks that may be doing something that you only understand academically or understand solely as a concept with no practical experience. What is the best way to overcome that gap? Trial by fire isn't always the answer. More on this later from our president, Ted McCrann, who may or may not be writing this... #eft #headhunter #planningahead