Stanton Chase Los Angeles

With CFO turnover at a record high and responsibilities expanding well beyond finance, companies need a strategic approach to recruit top finance leaders who aren't actively looking for new jobs. Click here to read "The Best CFOs Aren't Searching—Here's How to Find Them" ?? https://lnkd.in/gH9kknJV #CFORecruitment #ExecutiveSearch #FinanceLeaders #TalentStrategy #CFOSuccess #LeadershipHiring #FinanceCareers

On this International Women's Day, we find ourselves thinking of the women who walked through fire to tear down walls of inequality. The mothers, sisters, and daughters who weren't just told "no"—but who responded with a defiant "watch me." We think about the woman who stayed late after everyone left, proving her worth in silence. The one who spoke up when others expected her to stay quiet, her voice soft but steady. The one who faced doubt yet answered with ideas that changed the world around her. We honor the countless women across generations who never stopped fighting—not just for themselves, but for every woman who would follow. Those who pushed forward knowing they might never see the full fruits of their labor, yet continued anyway, creating ripples that would become waves of change for all humanity. These women weren't just fighting for a seat at the table. They were fighting for our right to build entirely new tables. And today, as we reflect on their courage, we wonder: what will future generations say about what WE did with the torch they passed us? Now is the time to accelerate action, to turn words into reality. Every rule rewritten, every woman lifted up, every obstacle pushed aside shapes the tomorrow these women fought for. Their dreams weren't just for themselves—they were for all of us. To every woman who has ever made us believe we could: thank you. Your fight lives on in all of us at Stanton Chase. #WomenWhoInspire #IWD2025 #WomenLeaders #ExecutiveSearch #Leadership #WomenInLeadership #WomenAtWork #InternationalWomensDay2025 #WomenInBusiness #AccelerateAction

Great leaders struggle to plan their exit because their role becomes their identity. Research shows how this psychological barrier is costing companies billions in failed transitions. Read "The Real Reason Leaders Avoid Succession Planning" ?? https://lnkd.in/geZetEGC Contact our Los Angeles team: Peter Deragon, William (Bill) Brewer, CCP, MBA, Anne Taylor, Jill Leibowitz, Jeff Jernigan, PhD, Scott Bretschneider, Shayne Lightner, Julia Normann, & Suzanne Carroll https://lnkd.in/gfyXT8ZQ #Leadership #SuccessionPlanning #ExecutiveLeadership #HR

Compensation Nightmares by Jeff Jernigan, PhD Director, Stanton Chase Los Angeles Have you ever played a game where the variables are constantly changing? Monopoly, Risk, and Chess are board games filled with endless possibilities. Shifts in these variables can alter entire strategies and lead to further changes in gameplay. Building and updating compensation systems are just like that, except when it becomes a nightmare. This happens when people change what appears to be independent variables without realizing that everything behind the compensation structure is connected. Here are five things that shift when any one (or more) of them is changed. The overall structure of the compensation system is either a no-step system, an overlapping step system, or one that is not linked to the marketplace but rather to another fixed economic condition. Midpoint progression is the percent difference between salary midpoints in a salary structure. The salary range spread is the difference between the minimum and maximum of each pay grade in a salary structure. Salary range overlap is the percentage overlap of each pay grade with the next. Nomenclature is the name you give each job classification. If it does not match the standard nomenclature compensation survey databases use, things can get even more confusing quickly. Four decisions to be made leads to sixteen different choices, which can lead to even more. This is the potential nightmare of designing, changing or updating your own compensation system. Certified Compensation Professionals (CCPs) use formulas to navigate the complexities of these interactive variables. The right software programs, combined with wisdom and experience, make it appear easy to sort everything out. We have compensation consultants who can help you adjust, update, or create a compensation system tailored to your needs. https://lnkd.in/gfyXT8ZQ

An increasingly critical role in modern businesses...

?? Are you hiring a Chief Commercial Officer? Here are the 10 essential questions every CEO needs to ask during the interview—from critical thinking to data-driven decision making. Did you know? Only 26.5% of organizations have a data-driven approach at the leadership level. Make sure your next CCO is in the right percentage. Get the full guide ?? https://lnkd.in/d5KtFkJP #ExecutiveSearch #Leadership #CSuite #CCO #CommercialStrategy #BusinessGrowth #ExecutiveLeadership

Want to know what boards are really looking for in their next CEO in 2025? From global trade challenges to AI implementation, this inside look at board expectations will help you prepare for what's ahead. Click here to read "The Board's Holiday Wish List: What Directors Really Want from Their CEO in 2025" ?? https://lnkd.in/gFxZcPPi #FutureOfLeadership #BoardLife #CEO #Leadership #BusinessStrategy #2025Trends #ExecutiveSearch Stanton Chase Los Angeles Stanton Chase: Executive Search & Leadership Consultants

In this week's edition of The Leadership Post, Tom Christensen, Global Vice Chair for Practice Groups, spoke with nine of Stanton Chase's Global Leaders: Cathy Logue, FCPA, FCA, ICD.D, Pilar Brogeras, Ward Garven, Kevin McGonigle, Jeff Perkins, Christian Ehl, Dr. Oliver Ziehm, Milos Tucakovic, and William (Bill) Brewer, CCP, MBA, about what resolutions companies should make to set their executive teams up for success in January 2025. The Leadership Post provides insights from around the globe, as well as curated advice and groundbreaking research. Our team of leadership consultants has authored and handpicked every article. Become a subscriber to receive our latest content. https://lnkd.in/gJ5CNE-s #LeadershipDevelopment #ExecutiveLeadership #Leadership #ExecutiveSearch

De-escalation in the Workplace by Jeff Jernigan, PhD Director, Stanton Chase Los Angeles A global engineering and manufacturing company threw a holiday party for its headquarters employees. Everyone was having a good time until a fight broke out. Though the violence was quickly over, some people with long-term simmering resentments had the opportunity to unload on each other, creating hurt feelings, bad attitudes, and open, ongoing bickering. This, too, is a form of workplace violence, and it is not the sole responsibility of human resources to fix it. De-escalation is everyone’s responsibility, especially those in leadership roles. De-escalation begins with recognizing the crisis cycle and realizing a process is involved, even though the event may be short-lived. The cause of the events probably began brewing long before a crisis was triggered. Others not involved who were witnesses to the event or heard about it will potentially experience trauma that needs to be addressed. Everyone’s stress level is likely to skyrocket as well, considering the issues of safety, responsibility, and change to be considered. Critical Incident Stress Debriefing may be required, especially when mass disaster or violence is involved. Whether the crisis is an out-of-control office party, a tornado, or a loss of life due to an apprehended active shooter, the skills needed to de-escalate are the same. We can train your leaders to respond using proven de-escalation skills and techniques based on evidence-based disaster mental health practices. The process begins with prevention, continuing education, practice, and application of basic skills. Who in your organization owns employee safety? The best answer is “everyone.” Check out SCLA.Services [at: https://www.scla.services/ ] to learn more about our Leadership Advisory Services. Stanton Chase Los Angeles is a retained executive search and leadership development firm. For more information about our firm, please get in touch with Jeff Jernigan, Ph.D., [email protected], or visit us at www.stantonchase.com #WorkplaceConflict #LeadershipDevelopment #CrisisManagement #EmployeeSafety #DeEscalationTraining #ExecutiveSearch #Leadership

Boards want CEOs who can make quick, informed decisions in rapidly changing markets. With less than half of corporate leaders believing their companies move fast enough, strategic agility has become essential. But what else is on the board's wish list? Click here to read "The Board's Holiday Wish List: What Directors Really Want from Their CEO in 2025" ?? https://lnkd.in/gFxZcPPi #leadership #boardofdirectors #executiveleadership #ceo #businessstrategy