STANTON CHASE/SAN FRANCISCO NAMES TECHNOLOGY REGIONAL PRACTICE LEADER

Steve Caliger | North America Technology Practice Leader

SAN FRANCISCO — Steve Caliger, a Director with the San Francisco and Silicon Valley offices of Stanton Chase, has been named North America Regional Practice Leader for the Technology Industry Practice Group.

The announcement was made by Paul Herrerias, Managing Director of the San Francisco and Silicon Valley offices.  Stanton Chase is a global, retained executive search firm with more than 70 offices in 45 countries.

“Steve has distinguished himself as a leader in our growing technology practice,” said Herrerias. “Our technology practice is one of the most well regarded in the area, and much of that recognition is the result of his work with companies in this sector. In addition to Steve’s work in San Francisco and Silicon Valley, he has also developed strong relationships with our worldwide offices, assisting them with identifying top-tier technology candidates.”

Caliger has a large network and understanding of career and business success, leadership, sales, marketing, development, operations, and finance.  He   has held leadership positions with technology leaders, including AT&T, Cisco Systems, and IBM, as well as startups and early stage companies.

“I look forward to working with our worldwide offices in this capacity,” said Caliger. “The technology sector is growing at a rapid pace, and with this growth comes the need for strong leaders who will guide our client companies.”

Caliger also works in the Stanton Chase Industrial and Supply Chain/Logistics/Transportation Practice Groups.

Maintaining Focus to Achieve Your Goals

“GOALS…What you see when you are not focusing on the challenges.

A Parable on Careers

I set a goal for myself to qualify for the 2017 Boston Marathon.  Goal achieved.  It was not easy…in fact, there was time, effort, and some degree of pain.  But I had a dream, consulted with coaches and mentors, wrote out a specific plan, and then put in the work.  Gratefully, the work, planning, and coaching paid off and I realized my dream of qualifying by running the California International Marathon in Sacramento in goal time.

Then I set a new goal, this time to run the Boston Marathon and beat my previous marathon time.  Having achieved success before, I got a little laid-back in my pursuit of this new goal.  Distractions and set-backs became too common during my training.  One week I caught myself about to give up on meeting my daily training goal, when a fallen tree blocked my trail.  Turning back would have cut my run  short by about 4 miles.

Whoa! Large tree blocking my path.

Focus on this spot!

At first, I turned back.  Then I caught myself…how easy to lose sight of my goal.  I needed to run another 4 miles to stay true to my goal workout.  I reset my gaze on the fallen tree, examined it from different angles, and squinted for signs of the old trail on the other side.  Voila!

Upon determined inspection, I first saw the old trail, and then discovered a way through to it.

With a little extra effort, re-dedication to my goals, committed focus and determination, I made my way past this obstacle and continued my journey to success.  Having persisted and prevailed, I found new confidence in the pursuit of my goal and staying true to my workout.

Persistent focus unveils new pathways.

Next I was to run 19 miles on paved roads, and I attacked my work with renewed vigor.  I’ve since encountered more obstacles and challenges, but am stronger in my conviction, more confident I can overcome, and more determined in my commitment to my training and eventual success in achieving my goal!

I also am proud to say that in April of 2017 I successfully finished the Boston Marathon.  In fact, I re qualified to run it again next year.

What challenges are you facing in successfully achieving your goals?  Are you focusing on those challenges, or your goals? Where have you successfully overcome challenges and “found your path“?  How can you use this story as a parallel for staying focused on achieving success for yourself and your team?

Wishing you much continued focus and career success!

10 Truths Wise People Know (But Don’t Talk About)

coachingWhen executives are in career transition, or feel like they should be in transition, they call me for advice and counsel. They may be feeling stressed about where they are in life, their careers, families, retirement planning, social status, real estate success, or maybe educational pursuits. They may be frustrated with their bosses or coworkers or otherwise feeling victimized at work. My advice often sounds similar to this list of “10 Truths” Shannon Kaiser listed on her website post. As leaders, we are responsible for healthy teammates in body, mind, and spirit, and benefit from reminders like these below.

Here are 10 life lessons wise people have figured out but most likely won’t talk about:

1. There are no mistakes, only growth.

2. You will keep repeating the same patterns until you get the lesson.

3. Whatever you believe about yourself on the inside is manifested on the outside.

4. The more you approve of yourself, the less you need others’ approval.

5. All situations are pathways instead of problems.

6. Things don’t happen to you — they happen for you.

7. There is no “there” to get to — it never ends.

8. Where you are today is preparing you for tomorrow. Everything is connected.

9. You will always get what you need. It might not be what you want, but it is always exactly what you need.

10. What you make of your life is up to you.Illustration 5

Reflecting on these truths often reduces stress, and puts one back in control of their life. Once in control, then get relevant, qualified counsel and put that advice into action to achieve the results and life you desire. As you do this, you can then lead others through their stressful times and help them to be more productive team members at work.

This is one more way for you to be a more effective leader of a high-performance team, and thus builder of successful organizations.

Leadership Thought…for CEO’s

“The leadership issues don’t change, each person just has their own set of priorities around those issues.”

I recently consoled a CEO who was lamenting on the varying needs of each employee, challenging his ability to be an effective leader.  He was confused and befuddled.  How could he consistently lead if everyone needed something different from him?

As he recanted the different needs his employees placed at this feet I reminded him that the important issues don’t change over time…just the mix and priorities of which ones are most important today.  Each employee’s needs change over time and depending on their circumstances.  For example, employees always want vision and direction from the top, they appreciate role clarity, are thankful for received appreciation, learn from feedback they are given, want to make a difference for the company and themselves, want security and care for their families, a chance to learn and develop new skills, and to have positive relationships at work, to name a few eternal leadership ingredients.  Knowing which mix of needs is appropriate for each person today is the secret! This familiarity requires getting to know your employees individually and as groups.

As an analogy, my oldest daughter, Michelle, is serving in the Peace Corps in Madagascar.  One of her projects was to write a cook book using healthy ingredients found in most local markets.  She tells how she created over a dozen recipes using the same six healthy ingredients.  Same ingredients, used in different ratios and priorities.  Of course, any good CEO also knows the importance of how a dinner is served in satisfying the diners…presentation, menu, and ambiance!

May you lead with the right ingredients, recipes, and presentation to meet the needs of your followers!

“Winning game-plan for CEOs embarking on a job search”

Yes…after coaching organizations and candidates for 30 years here is my bullet-proof plan for senior executives to conduct a job search.

Paul Herrerias’ TEN-STEP PLAN FOR A CEO’s JOB CHANGE.

Not the easiest plan…but IT IS the most effective.  Each step is worthy of its own article, and I have spent a career coaching executives as I work with organizations to recruit, screen, and hire their key executive-team members.   Here is how I suggest CEOs conduct their job change:

1)  Know what you want in your life, career, and job.

Write down what is on your mind.  Complete a Career Inventory.  Take an assessment.  Get professional help.  Read, research, and talk it through with your family, mentors, and advisors.  Have a written, comprehensive Career Plan.

2)  Set your evaluation parameters…how will you know if this is the right job?

Document what you want in the areas of Trust, Credibility, Industry, Environment, Relationships, Functions, Learnings, Travel, Compensation, and Lifestyle. Document what you do want.  Know when to say “NO!” to options that you don’t want. This is critical for next steps.

3)  Identify your desired career targets. 

Pinpoint your favored industries, companies, people, and jobs. Fill in what you know, and save spaces for what you need to research.  Create what I call demographics trigger points for: Location, Compensation, Travel, and Lifestyle.

4)  List your strengths and characteristics that make you marketable to these targets.

Ask yourself: Why would they be interested in me? What can I do for them? Why am I the best person for this targeted career opportunity?  What have I done for my past employers?  Be prepared to sell.

5)  Write your resume and cover letter

The purpose of a resume is to get you an audience with your targeted opportunity.  Write your biography another day. Keep this one short and to the point.  Have detailed resumes available as resources for yourself and others for when you meet them in person or as follow up conversations.  Have your reference list prepared and references contacted ahead of time.  (Don’t give out references too soon.)

6)  Recruit your Posse…this is your army of helpers in your job search.

Work with your mentors, advisors, and friends.  Deputize them to assist you in your hunt (recruit calls, pep talks, lunches, etc.) and arm them to assist you with tools (resumes, cover letters, sample job titles, examples of targets, etc.).  Connect with them on LinkedIn (you will be more easily found, and they can more easily share your profile, contact you, etc.).  Update your profile on LinkedIn such that the “create a resume” tool produces a decent looking and effective resume on you.  Ask them to make introductions for you.

7) WORK:  Plow fields, sow seeds, hoe weeds, and water sprouts in search of your harvest

Contact people capable of getting you hired into your desired job/career.   Educate them on your search. Find ways to help them.  Send follow up notes.  Read…learn…listen…grow.  Stretch and shine.  Expand yourself.  Call them back on a regular basis.  Use software tools as appropriate.  Treat this like a critical project to manage…IT IS!

8)  Help as many people as you can while you are asking for help.

This is your best time to make karma deposits…to offset the withdrawals you seek…remember, like you, everyone is looking for something they want more of or less of. Build your network…and learn what your network needs. Always be on the lookout for how you can help others in your network.

9)  Commit to your next career adventure. 

Find an opportunity that fits your decision parameters (Trust, Credibility, Industry, Environment, Relationships, Functions, Learnings, Travel, Compensation, and Lifestyle.) Commit wholeheartedly. Make a professional transition, using your best manners and judgment to change over.

10)  Be appreciative…

Say thank you and remember to help your network to meet their career needs on an ongoing basis. Prepare to repeat this process without warning.

Paul Herrerias is the San Francisco Managing Director of Stanton Chase International, a global retained executive search firm operating in 43 countries.  Mr. Herrerias has approached building businesses both technically, first as a CPA, and socially, earning a master’s degree in Organization Development, HR, and Change Management.  He has conducted over 400 executive search projects for organizations across the United States and internationally.   He can be reached at  P.Herrerias@stantonchase.com.