WOMEN OF INFLUENCE 2019: CONNECTING WITH SUCCESS

Forging Meaningful and Strategic Connections Powers the Careers of These Three Dynamic Leaders

By Sharon Tosto Esker

s businesses increasingly try to dif- ferentiate themselves in a noisy mar- ketplace, establishing meaningful connections to create a diverse and Ainclusive workforce has become an imperative business initiative for those companies looking to attract and retain employees. Today’s employ- ee has evolved from working as a cog within a corporate machine to expecting more from their employers, prioritizing a company’s acceptance of who they are as a person, as well as the role they are playing in the broader marketplace, over what they are making, selling, or buying. • 2 • • 3 • “The opportunity to meet with decision-makers This year’s Women Influencers—Sharp’s across all its employees through its men- nicating, and understands the history of allows me to learn more Erica Calise, ’s Maegan Lujan, and toring and sponsorship programs, as well the business and its strategic goals is an about the challenges ’s Victoria Ringwood— as its diversity mandate that specifies its asset that cannot be underestimated. government is facing deeply understand the power of forging focus on establishing a corporate culture meaningful connections. As leaders with- that enables its diverse workforce to ac- “Putting free candy in the middle of a today. And for me, the in their respective companies, each of our tively contribute to the business. room isn’t going to make a person want to ability to provide a solu- Women Influencers have cultivated their spend more time there,” said Calise. “It’s tion and help solve some business relationships by listening closely “Everything from the words that we developing a relationship with that per- to the needs of their customers and team choose in the job posting that unlock the son, spending time with that person, ex- of the challenges we see members, deftly navigating technology AI to screen or block candidates, to the plaining things, and really bringing them in government today is and demographic shifts—especially as voices used in the creation of the tech, it in under your wing to a certain extent. We extremely rewarding—to companies manage a wider spectrum of needs to yield holistic results,” said Lujan, talk about making business sticky, but I workers and customers across all ages who spoke of the inherent bias technolo- think you also have to make your employ- know that I’m helping from the millennial generation to baby gy has created against women, as most of ees sticky. You want them to continue to them save money, im- boomers—to deliver success within their today’s tech has been designed by men. come back and feel like they’re part of the prove processes, provide respective companies. “The point is to have all voices heard, not process. If you bring them in and cultivate just men or women. What our HR team them, and also appreciate them for what solutions for right-sizing “Community, diversity, inclusion, social did was begin working with third-party they’re doing while they’re there, you’ll within an organization.” responsibility have all become a work- organizations to pre-screen all of our job ultimately have success.” Calise place challenge to overcome,” said Lu- postings and what we were outwardly ad- jan, director of solutions and services vertising to a community. We wanted to As senior vice president of human re- at Toshiba America Business Solutions be sure we did the work internally, that sources at , Ringwood (TABS). “It’s the acceptance from in- we had the appropriate framework to sup- also believes the most important compo- side your chosen family, and it’s that port having an inclusive environment and nent of connecting with employees is get- embracement you feel as you transition that we were using technology to bring ting to know them. from a work-life balance to a work-life everybody’s voices to market, not just blend.” male or female.” “Insuring that their managers are trained to lead is the bottom line,” said Ringwood. As technology has enabled the abili- Developing a connection to bring new tal- “If dealers are going to choose one area to ty to work from anywhere at any time, ent onboard is pivotal, but that connection invest in, I would say invest in your lead- employees are shifting away from what becomes even more important once that er training. They are the ones your em- had been known as a work-life balance, new employee arrives at the company’s ployees will connect with most often, and where there was a balance in time allo- doors for work. they are the ones who will champion your cated to work and personal time, to that company culture. Invest in training lead- work-life blend Lujan is talking about. “Whenever we bring on a new sales rep, ers how to lead and coach talent.” A blend is that integration of work with I sit down with them to review the org personal time, which means employees charts and territory maps, but I don’t even In looking to attract talent, Ringwood require work environments that support really talk about what my group does,” says that women remain an untapped area the whole employee. said Calise, director of government and in our technology-focused industry. With major account marketing at Sharp. “I talk some of the macroeconomic trends—low “From our perspective, connectivity is a more about how Sharp works and how unemployment rates, a reduction in mi- byproduct of technology and it leads to to navigate the process, how they can gration, and the need for re-training and that inclusive experience,” said Lujan. be successful in the organization. I also re-skilling workers—the opportunity to “Communication, diversity in your com- talk to them about what Sharp is trying build a more inclusive and diverse work munication, is important because people to accomplish. To develop an employee environment is ripe. have very different appetites attached to into an advocate for a company means so that. So you have to be concise in how much.” “If leaders—and when I say leaders, I you communicate and communicate in mean male leaders because they really diverse ways to hit the biggest impact.” As a 28-year veteran at Sharp, Calise do run the majority of these businesses— serves as a valuable resource not only to could tap into, embrace, and put as much Lujan firmly believes in the importance of the company, but also to its employees. focus on driving an inclusive, diverse embracing diversity and inclusion from Every company struggles with attracting workplace, chances are that many of the the top down, and she espouses Toshiba’s and retaining talent, but having a tenured, talent gaps and innovation challenges will efforts to create a sense of true belonging trusted employee who excels at commu- work themselves out by the introduction • 4 • • 5 • of new faces and new thoughts,” said responding to statewide or ac- sion-makers allows me to learn more Ringwood. count opportunities, and if and when about the challenges government is fac- Sharp is awarded a contract, the efforts to ing today,” said Calise. “And for me, “If you’re being And we, at The Cannata Report, couldn’t service those relationships. the ability to provide a solution and help consultative in your agree more. solve some of the challenges we see in approach, you’re sell- As one of Sharp’s most important ac- government today is extremely reward- counts, Calise has spent years cultivating, ing—to know that I’m helping them save ing an outcome. If we developing, and maintaining the Sharp money, improve processes, provide solu- can attach a business relationship with Sourcewell (formerly tions for right-sizing within an organiza- process and deliver a Erica Calise NJPA), which nationally solicits contract tion. There’s a feel-good quality to this purchasing solutions for government, position, and it’s what I like the best.” compelling outcome Director, Government and Major education, and non-profit entities across to our customer, we’re Account Marketing, Sharp Elec- the U.S. Over 20 years ago, Sharp won Most recently, Calise and her team won going to pull through tronics this contract and it was valued at approx- the NASPO contract with the lead state imately $1 million, and today, it is a mul- of Colorado to sell copiers and produc- the appropriate hard- Erica Calise, director of government and timillion dollar relationship. tion equipment to its numerous state and ware, software, and major account marketing, has always local government offices, Sharp can now services that drive the been interested in the inner workings of “We value the relationship, and I believe approach every state within the U.S. to the U.S. government and politics. After Sourcewell values what Sharp provides,” add them to this contract. With this single bottom-line results.” studying political science and economics said Calise, who also emphasized Sharp’s win, Sharp has gained entry to dozens of Lujan at Brown University, she went to work for commitment and hard work as keys to this government offices across the nation. financial firm Merrill Lynch on the gov- longstanding, strong legacy relationship. ernment fixed-income trading floor. As a For Calise and her team, the work doesn’t liaison between Merrill’s U.S. and However, two years ago, Sourcewell stop once a contract is inked. Her team trading desks, she recapped global market shifted from a Sharp-only contract for its works diligently to develop website con- activity and expectations, helping prime copier sources and opened the opportu- tent, catalogs, marketing collateral, trade- traders for what was on the investment nity to other vendors, which initially felt show pieces, and anything and everything horizon. like a blow to Calise and her team. related to servicing this contract. When the Sharp government team wins This global awareness, combined with “They wanted to provide their members big contracts like NASPO, it also opens her interest in the U.S. government, pre- other options from these new added ven- the door for Sharp’s dealers. pared Calise well as she stepped into her dors,” said Calise. “We could have ac- entry-level position as a government mar- cepted this, but it was a wakeup call and “Within any state that has adopted NAS- keting manager at Sharp nearly three de- it made us work harder. We now have to PO, Sharp dealers have the opportunity to cades ago. earn the business, and we know that the approach any type of government entity products and services we provide to our that could buy off this contract,” said Cal- “This continuation of my interest in gov- dealers and branches are exceptional, and ise. “That ranges from school districts, to ernment, politics, and the impact that can we continue to maintain a positive rela- fire houses, to police stations, and other be made on people by the government ap- tionship with Sourcewell.” state and local government entities.” pealed to me,” said Calise. “I left Merrill Lynch with the intention of going to law Often, in bidding for a contract, Calise Calise firmly recognizes the importance school at Berkeley, but an opportunity at has only a short amount of face time to of Sharp’s dealers. The company relies on Sharp became available and my career make an impression with contract and its local dealers to become the face of the plans took a turn.” procurement managers across various contract and company for these govern- states, which is the case with NASPO ment relationships. Throughout her Sharp career, Calise has (National Association of State-Procure- deftly navigated evolving technology, ment Officials), a non-profit organization “In many instances, the states would changing government administrations, that assists states in procurement. Once a prefer that the direct contact be made and shifting budgets. She now oversees year, NASPO Valuepoint holds a confer- by local entities,” she said. “With our a team that manages pricing, bid-and-re- ence for key decision-makers, and ven- dealer and direct network, Sharp is in sponse initiatives, contract marketing, and dors are given a mere 15 minutes to make a unique position when we respond to contract management for all of Sharp’s their pitch. these large contracts. We can easily say government and major account clients. we can provide equipment across the Most of her team’s focus is squarely on “The opportunity to meet with deci- country—coast-to-coast, as well as Alas- • 6 • • 7 • ka, Hawaii, and Guam. Wherever your her longstanding tenure with Sharp. “As by her role as vice president of business customers are, we can provide service.” a result, I have forged relationships with development. people throughout the company from op- About 18 months ago, Sharp rolled out a erations, to product management, to web “I developed an understanding of the national interterritorial program in coor- design, to logistics, to legal—because field, heard the voice of the custom- dination with the Sharp Dealer Council a bid will impact each of these areas. I er, and what it really took to be in the that enables its nearly 400 dealers and get that history of not only knowing the sales trenches with the sales folks from its 15 major direct branches to pursue company, but also having a strong un- our dealers, branches, and other OEMs accounts with multiple locations that derstanding of how we’re made up, how around the world,” said Lujan. extend beyond their own authorized ter- we work, and how we get things done. ritories. The program features a website It’s leveraging all of these relationships. With each role, Lujan developed critical that allows dealers to connect with oth- Ultimately, what we are trying to accom- skills that served as stepping stones to er dealers who have agreed to the terms plish is success for the company. In or- the next opportunity. In 2013, she joined of the program, providing service and der to do that, it needs to be truly a col- the Toshiba team as a strategy manager installation for these major accounts. laborative effort of all of these different for solutions and professional services, In addition, there is a rating component stakeholders.” bringing nearly a decade of experience in “By sharing your wins whereby after dealers work with one an- the industry to leverage. and your culture via social other, they can rate each other, much like media with the passive leaving a Yelp or TripAdvisor review. Given Lujan’s vendor and dealer-cen- tric background, one of her first tasks at workforce—people just “It’s a mechanism for bringing dealers Maegan Lujan Toshiba was to conduct a gap analysis checking out your website together so they can expand their oppor- between what Toshiba had in terms of or checking you out on tunity and reach, while still knowing they Director of Solutions and Ser- products and services and what its deal- have the same great service and mutually vices, Toshiba America Business ers and end-customers need. Through this chat boards—you are not agreed-upon rates throughout the coun- Solutions process, she created the Toshiba strategic only informing a potential try,” said Calise. “This program provides alliance program. candidate of who you are, a service to our dealers to ease the chal- For Maegan Lujan, director of solutions lenge of finding other dealers to service and services at Toshiba America Business “This program has essentially become the what you do, and what and maintain equipment for them with ac- Solutions (TABS), her career trajectory operating framework in how we execute differentiates you from cepted rates. It also gives Sharp the ability has mirrored the technological evolu- product launches and onboard vendors,” other companies, but you to expand our reach with major account tion of the imaging industry. In the early said Lujan. “I’ll relate it back to a very hot customers. There are instances where days of her imaging industry career, she topic in our industry today, mergers and also help engage your dealers may not have gone after this busi- worked in the digital conversion arena at acquisitions. Right now, several of the in- workforce in that kind of ness in the past because they didn’t feel Atlanta-based DRS Group, transferring dustry’s software partners are ripe to be promotional activity.” like they have the support mechanism, microfilm, microfiche, and paper into dig- purchased or spun off in another capac- but now, we’ve created one.” ital documents. Her curiosity and commit- ity. What Toshiba does with our alliance Ringwood ment subsequently led her to Docufree, program is protect our dealers. We make For Calise, nurturing relationships and where she gained a better understanding sure the terms and conditions that we providing top-notch service not only to of how users manage those digital files, have with our third-party partners support Sharp’s clients and dealers, but also to what happens to the content when it’s ex- the dealer’s strategy. We become that first the Sharp organization and its employ- tracted, and how to go through a work- line of defense to ensure if that company ees are vital components to her success. flow enablement process. is purchased, we can support the product Being among the most tenured members purchase with the end customer.” of the Sharp team, she is essentially the “I really fell in love with business process “Encyclopedia Britannica” or “Google” re-engineering and leveraging technology A prime example is Drivve, where Lu- of knowledge about the company, its to overlay a business process to make it jan had previously worked. In December people, and its technological evolution. more efficient,” said Lujan, who was fea- 2018, Levi, Ray & Shoup (LRS) acquired In short, Calise knows the right people tured as a 2016 Young Influencer in The Drivve, one of Toshiba’s strategic partners. and the most effective ways to get things Cannata Report. done across the Sharp organization. “We maintain business continuity, prod- Her next move was developing her sales uct access, resources, and the necessary “This role is unique in that we work with acumen, which she cultivated at solutions tools,” said Lujan. “The alliance program nearly every single department within and software developer Drivve, where is that mechanism to give our customers the company,” said Calise, reflecting on she served as director of sales, followed what they need while also maintaining • 8 • • 9 • balance and holding the third-party ven- process and deliver a compelling out- As Lujan’s career has progressed, her Americas over the past 15 years. In No- With her team, Ringwood developed look beyond the hire and examine how dors accountable with their tech.” come to our customer, we’re going to initiatives and successes have garnered vember 2018, Ringwood joined Konica a toolkit for dealers that features some they welcome new employees. Dealers pull through the appropriate hardware, much attention internally at Toshiba. Lu- Minolta, bringing her voracious tenacity of what she dubs “easy-to-implement” should look to develop thoughtful on- In July 2017, Toshiba elevated her to her software, and services that drive the bot- jan has also become involved in Toshi- to match talent with the evolving needs practices to attract and retain talent. One boarding programs to help new employ- current director role, where she is now tom-line results.” ba’s efforts to drive collaboration with of the imaging business not only for her of these practices includes the effective ees learn a dealership’s organization and responsible for the direction, planning, its worldwide subsidiaries, working on own company but also for dealers. use of social media, a free outlet for expectations, as well as introduce them and overall strategy related to Toshiba’s With the strategic alliance program, Lu- special projects that help support key dealers to tap into. to the people they will be working with, solutions and services portfolio, which jan says dealers receive the benefit of business strategy, design, and implemen- “In my interviews, I could feel a unified show them where the bathrooms and includes digital signage. She designs this consistency and accuracy in the content tation internationally. Through a compa- vision with everyone marching in the “By sharing your wins and your culture breakrooms are, introduce them to their area’s business plans and assesses the that is received with a level of stability ny-sponsored mentoring program called same direction at Konica Minolta and via social media with the passive work- work technology, and connect them to market penetration, determining whether from a foundation perspective. Empowering Leaders Today (ELT), ultimately seeking the same outcomes,” force—people just checking out your social groups within the company. it makes sense for Toshiba to enter specif- which is designed to identify the future said Ringwood. “Having a unified vision website or checking you out on chat ic parts of the market. For example, Lu- “If you look at what LRS does versus what leaders of Toshiba, Lujan was recently across the leaders and employees makes boards—you are not only informing a “Think about creating an experience, like jan evaluates offerings such as managed DocuWare, PaperCut, or what PSIGEN selected as TABS CEO Scott Maccabe’s a lot of difference in terms of HR’s abili- potential candidate of who you are, what it’s an employee’s first day of school,” technology services and industry-disrupt- does, they all have their own programs to “protégé,” meaning Maccabe will be ty to have an impact. HR is a supporting you do, and what differentiates you from said Ringwood. “On your first day of ing software, as well as digital signage, go to market,” said Lujan. “Toshiba has helping develop her talents and how they function. For HR to be most effective, it other companies, but you also help en- school, you’re nervous, you don’t know and determines whether it makes sense standardized that and created a frame- can best contribute to Toshiba. has to be in lockstep with business strat- gage your workforce in that kind of pro- anybody, you don’t know where to go. for Toshiba’s marketplace and customer work and a mechanism where dealers egy. When you have an organization in motional activity. Everyone loves to talk Onboarding an employee with learning, base. Once a strategy is identified, Lujan can always have accountability and true “I’m motivated by a continuous im- alignment with what its future state is, it about themselves, and asking employees structure, and agendas with expected and her team drive the execution of all the consistency in the resources. We create provement mindset and the sense of al- makes it easier to know what levers you to go out and Tweet, Snapchat, post on outcomes engages employees in a deeper marketing programs and plans—whether enablement kits, which include market- ways needing and wanting to upgrade need to pull—be it talent retention, at- LinkedIn about their experiences helps way and can make them more effective. they are short or long term—to ensure ing, sales and operations elements. We go an organization, build a better delivery traction, development—to align the HR in outreach and engages that workforce.” Employees today expect to have an en- profitability and growth in those product through the appropriate launch process to process or system of communication, strategy to enable real impact.” gaging experience.” segments. Lujan’s purview also includes ensure dealers understand the products and I think that ties to the core of Toshi- Another tip Ringwood shared is imple- working closely with Toshiba’s third-par- they’re taking on and how to yield a reoc- ba,” said Lujan. “Our value is helping Once Ringwood joined the Konica Mi- menting an employee referral program. As customers and employees continue to ty partners, including DocuWare, Paper- curring revenue stream that comes from to communicate business information nolta team, she became quickly en- This type of program gives employees vis- evolve in how they interact with compa- Cut, and LRS, to help them take their investing in their own product portfolio that systematically is locked within dig- trenched in working with her team to ibility to the jobs a company is trying to nies, Ringwood encourages Konica Mi- products to market. expansion.” ital documents and on paper. It’s what evaluate the company’s talent sourcing fill and asks them if they know someone nolta, as well as dealerships, to embrace we print on these paper documents that processes and tools, looking closely at who could fill this business need. When a flexibility. Job sharing, flexible work In her current role, Lujan is constantly According to Lujan, one of the most sig- gets routed throughout organizations, at- its online presence and the tools it was referral is hired, Ringwood recommends hours, social networking, mentorship looking to partner with companies that nificant challenges in delivering the value tached to processes, and updated within using to connect with candidates. Ring- a fee—and it doesn’t need to be a sizable programs, and employee diversity pro- provide what she calls “portfolio accelera- of this alliance program to dealers is bal- systems. Being part of an organization wood worked to make Konica Minolta’s sum—paid to the referring employee. grams are all examples of creative av- tors,” which are products and services that ancing out the reactive versus the proac- that identifies innovation and embraces online media more contemporary in or- enues for companies and dealerships to augment the current portfolio and offset tive initiatives. that technology culture from the inside der to find the right people and incent According to Ringwood, engaging a explore as a means to attract and main- declines, as well as drive a revenue boost. out before it becomes a marketable trend them to apply for positions, and since company’s current employees with a tain talent in today’s competitive em- “We have a requirement to introduce new is something I respect.” January, this effort has tripled candidate referral program incentivizes them to ployment environment. Each opportuni- “If I go out and find a portfolio accelera- technology and at the same time develop flow dollar for dollar. reach out into their personal networks ty offers a company to develop a unique, tor that makes sense, we have the ability the skillsets within our industry to take to draw in other like-minded candidates tailored relationship with employees and to bring that company into our alliance current technology to market,” said Lu- In this same vein, Ringwood also turned with a similar work ethic and culture-fit, customers alike. program, whether we choose to partner jan. “There’s this foundational shift that’s her focus to help dealers attract, develop, as well as build the company’s potential with them or use their tech in an OEM, happening right now where our dealers Victoria Ringwood and retain talent, using some of the same employee pipeline. “We are culture ambassadors and busi- white-labelled way,” said Lujan. are learning more about technology and methods she is helping Konica Minolta ness enablers,” said Ringwood about leveraging it internally, which, in turn, Senior Vice President, Human employ for itself. “Your employees who love where they leading Konica Minolta’s internal and Despite dealers’ efforts to adopt more creates adoptability and confidence in Resources, Konica Minolta work will invite others like them to external human resources efforts. “We services into their business portfolio, driving new revenue streams with new “We recognize the dealers are a criti- come to your company,” said Ringwood. understand how to connect the stake- the imaging channel remains very prod- technology. At the same time, there’s also For Victoria Ringwood, senior vice pres- cal channel and an extremely important “Very often, they are the ones you want holders, which are the leaders and the uct-centric today, so Lujan’s main focus a lot of noise. There’s noise coming in ident of human resources at Konica Mi- relationship for our ongoing success,” because they have a better understanding employees. We are helping them close as a solutions leader is to help customers from companies that have good tech, but nolta, an ongoing interest in learning, lis- said Ringwood. “We believe we have ac- of the culture and the needs of your busi- the gap in their career aspirations and understand the outcome related to the the infrastructure doesn’t exist. Dealers tening, and understanding has fueled her countability to not only help them with ness by having this internal connection their talent needs.” solutions technology. are able to see that Toshiba is balancing career. A keen interest in technology, the our technology, solutions, and products, point.” CR the two, while ensuring both the tech and ongoing digital transformation of com- but also to help enable them to be suc- Questions About This Story? “If you’re being consultative in your the business side are in sync, so when we panies, and enabling people and teams cessful in their businesses to the best of While attracting and hiring talent is para- Contact Sharon Tosto Esker approach, you’re selling an outcome,” launch, they have a best-in-class offer- led her to several HR-related positions our ability without crossing any inappro- mount for any organization, Ringwood is Email: [email protected] said Lujan. “If we can attach a business ing.” at Tyco and then priate lines.” also encouraging dealers to take a close • 10 • • 11 •