Name: Steve Cadigan

Title: Founder, Cadigan Talent Ventures, LinkedIn's First CHRO

Organisation: Cadigan Talent Ventures

"Steve Cadigan is a highly sought-after talent advisor to executives and organizations globally. His clients include Google, Salesforce, the Royal Bank of Scotland, and the BBC. Top Venture capitalists and Consulting firms, such as Andreessen Horowitz, Sequoia, and McKinsey, regularly retain Steve for his insights and advice. Steve speaks at conferences and major universities around the world, including Harvard and Stanford. Throughout his career, the teams, cultures, and organizations he has led have been recognized as exceptional, “world-class” performers by the Wall Street Journal and Fortune magazine.

Steve worked as an HR executive for over twenty-five years at a wide range of companies and industries. His HR career was capped by serving as the first CHRO for LinkedIn. His work in helping shape the culture at LinkedIn is considered the gold standard for how to create winning cultures today.

Today, Steve lives in California with his family. He holds an undergraduate degree from Wesleyan University and a master’s degree from the University of San Francisco. "

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

I hope Steve's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. What have you found most challenging as a leader?

Understanding that leading is more about listening and learning than it is about speaking and giving instruction. This took me a long time to understand.

2. How did you become a leader? Can you please briefly tell the story?

I really have no idea. I was chosen by the faculty in high school to be school president. i was elected captain of three varsity sports in high school. I enjoy being in groups and finding ways for us to be successful. I think it began as an athlete and sports participant and then grew in the classrooms and schools and ultimately in organizations where I have worked.

I have always wanted to be great at what I do, and I think that drive, as well as having amazing parents and a great family, have helped lay a good foundation for me. But honestly, I am not sure I have "become" a leader as much as I am still to this day working to be better and help others realize their goals.

3. How do you structure your work days from waking up to going to sleep?

I am in the later stages of my "career" today. I spend the first 2 hours every day reading and then an hour exercising. I only have meetings in the mornings, and then I ensure my afternoons are spent connecting dots, catching up on emails, doing research, and engaging with my family.

4. What's a recent leadership lesson you've learned for the first time or been reminded of?

I am regularly reminded that most people learn more from you asking them questions than from you telling them what to do. Asking the right questions at the right time and in the right way helps them build confidence to tackle issues on their own.

5. What's one book that has had a profound impact on your leadership so far? Can you please briefly tell the story of how that book impacted your leadership?

The Fifth Discipline by Peter Senge has been pure gold to me. Understanding systems thinking has been influential to me as a leader and a Human Resources Executive

6. If you could only give one piece of advice to a young leader, what would you say to them?

Do your homework. Being a leader is not the only path to success, wellness, joy, and happiness. Leadership is not for everyone. Some of us prefer to be individual contributors and don't get joy from leadership.

That is OK! I have seen many careers wrecked because people thought being a leader was the only path to success. This is not true! So, do your homework and find out what being a leader is all about, and ask many people who know you what they think about your prospects in the world of leadership and if this is a path you want to pursue.

7. What is one meaningful story that comes to mind from your time as a leader, so far?

I was recruiting someone to work for me years ago and came across a highly talented individual who was better than me in many ways. I was intimidated. I told my boss we should not hire the person. She challenged me - told me that great leadership was hiring people who were better than you - that it elevated you and would free you up to do more and make a bigger impact.

She was right! I hired the person, and they were amazing, and it helped me, the company, and my team do so much more. I have seen many leaders fail to learn this lesson and hire lesser people, ensuring mediocrity and average to low performance. I have never forgotten that story. By the way, the person I hired became and still is a dear friend.