Companies & Industries

Robert Damon

President, North America, Korn/Ferry Intl.

Company Info: Korn/Ferry Intl.

Web site:

Address: 1900 Ave. of the Stars, Suite 2600, Los Angeles, Calif. 90067

Phone: 310-843-4133


Advice: Always lead by example. Stay humble and hungry. Never stop learning. Treat everyone with the same high degree of mutual respect and trust.

Qualities sought in emerging leaders: Realistic optimists who are coachable and self-aware. I also look for individuals with a diversity of experiences both personal and professional. Someone who is a risk-taker and who has experienced failure is also desirable.

Sector specialization: Consumer, retail, sports/entertainment, private equity, hospitality/leisure

Job function specialization: CEOs, GMs, board directors

Geographical Focus: North America

Companies I often recruit for: Under Armour; Easton-Bell Sports; Oakley; Burger King ; Texas Pacific Group

Favorite historical figure: President Ronald Regan. He had the vision to understand the dynamics of the Cold War and the perseverance to win it.

Education: Purdue Univ., BS, Industrial Management/Economics, 1970, and MS, Management/Industrial Relations, 1971

Languages: English

Employment history: Korn/Ferry International, President, North America, 2004 to present; Spencer Stuart, Vice-Chairman and Western Region Manager, 1991-2004; Norman Broadbent International, President, U.S., 1981-91; Earlier experience as a consultant with Booz Allen Hamilton and six years with Arcata Corp.

Other interests: Mountain climbing, adventure racing, shooting, boxing, American muscle cars

Professional/Membership Affiliations: San Francisco Yacht Club, Silver Leaf Club, NRA

Experience in executive search consulting: 29 years

High Profile Placement: NFL Commissioner, 2007

Other paths I might have pursued: Teaching and coaching

The global business trend that will most influence corporate performance in the future: The global shortage of general management talent will ultimately impact both the public and private sectors unless companies find better ways to develop people.

The Good Business Issue
blog comments powered by Disqus