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Well known for her 30 year history of high dollar production and growth-oriented leadership, Kathleen has worked extensively with companies and individuals to leverage learning as a business success strategy. Clients ask Kathleen to work with them on increasing Production, Profitability and building high-performing recruiting teams in the Executive Search, Perm and Staffing industries. Having served as Chief Learning Advocate with Global Recruiters Network, Inc (GRN), Kathleen worked with the almost 200 franchised offices to implement a learning strategy that increased system-wide and individual office revenues by launching over 1000 hours of annual learning content. While National Practice Leader with StarbridgeGroup, Inc. Kathleen worked with training and consulting companies around the world to recruit and hire executive talent to convert their business goals into reality. Her tenure in the learning business has included highs and lows in her various roles as practitioner, search team leader, building and managing a 15 person search firm, as a franchise owner and a franchise consultant and learning leader. Kathleen now works with a variety of recruiting and human capital companies as a speaker, trainer, coach and business consultant. Kathleen began her professional career in 1980 when she traveled around the country teaching sales effectiveness to thousands of fund raising executives on behalf of a national non-profit organization. After several years, Kathleen shifted into sales, starting with opening new territories and moving up to Vice President of Sales for an educational software firm. Moving into recruiting provided Kathleen with a powerful way to leverage her sales and executive experiences, and her long history of helping executives build organizations and struggle with career decisions established her as a trusted advisor and coach. Kathleen has remained a leader in the executive search industry for the last 20 years of her recruiting career, and was selected in 1995 for membership in the Pinnacle Society, a recruiting industry honor society recognizing 75 of the top executive recruiters in North America. Kathleen was honored to serve as President of this prestigious organization for 4 consecutive years, and has now returned to the organization as an honored member Emeritus. Kathleen’s core expertise is in helping others learn and get things done. Working with others as coach and consultant, she is known for helping her clients build dreams, make plans and execute to create results. Often that means laying out a roadmap, identifying roadblocks and building a detour so the journey is productive. Kathleen Kurke specializes in Productivity and Profitability Coaching in the Recruiting Industry. If you or your team would like to make better choices on working Job Orders to increase your production and pro tability, reach out to Kathleen at kathleentkurke@gmail.com.
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If the Early Bird Gets the Worm, Do you want to be an Early Bird? Road Out?
By Kathleen Kurke | Tuesday August 21, 2019
Let’s not knock the worm. If you’ve jumped on the Keto or Whole 30 bandwagon, a worm would qualify as a high-protein win with rich nutritional value. If you’re an American robin, scoring a wiggling earthworm is a great start on the up to 14’ of worms you might collect in a single day, so you’re lucky to start early to hit your number.
But for most homo sapiens, getting a worm doesn’t count as a victory and isn’t much of a motivator. But when we discount the value of the worm, we also discount the merits of the Early Bird, and that’s a mistake.
In our business, the Early Bird is talking to the client about current and future needs BEFORE they become an official opening, posted on job boards and generating recruiter calls like a 6 lane highway. The ‘worm’ is the opportunity to focus on the sweet and juicy conversation about solving a true business problem, not bickering about percentage points on a fee schedule.
In our business, the Early Bird is asking forward thinking questions in every call:
· What are the business challenges looming on the 6-month horizon?
· What is the skill set you need on board now to minimize the consequences from those challenges?
· What is the kind of talent you’d like to meet now that can help you create future business wins?
These Early Bird questions help us get the worm because we’re in the conversation about creating the need and not stuck just responding to the need. The Early Bird is ready to grab the worm just as it appears and isn’t fighting for the worm with all the other hungry birds. The Early Bird has the best chance for success.
Be an Early Bird; get the worm!