Schroeter Becomes Only Third Head Winemaker in History of Storied Winery
May 13, 2010, Windsor, CA – The Sonoma-Cutrer Winery announced today that Michael “Mick” Schroeter has been named Winemaking Director. Schroeter, 50, is a native Australian and will become only the third Winemaking Director in the company’s history. He replaces Terry Adams, longtime winemaker who announced his retirement last October.
As only the third head winemaker, Schroeter succeeds Adams who has been with Sonoma-Cutrer Vineyards since its founding in 1981. Adams was preceded by head winemaker Bill Bonetti when the winery was first established by founder Brice Cutrer Jones. Adam’s has provided nearly three decades of service to Sonoma-Cutrer and will continue this dedication as he will stay on through July to help Mick transition into the new role as head winemaker.
“Mick is an outstanding winemaker with a history of success and I could not be more pleased to hand off Sonoma-Cutrer to a better person. His energy and leadership will help continue our tradition of making the finest Chardonnay and Pinot Noir,” said Adams.
As the Winemaking Director, Schroeter will oversee the vineyard’s winemaking operations as well as the production of the award-winning Chardonnay and Pinot Noir wines.
“We are excited to have Mick join the Sonoma-Cutrer family and have confidence that he will be an outstanding leader as head winemaker. His many years of experience, reputation within the industry and impressive number of awards, including twice being named winemaker of the year, make him the ideal person for us. We look forward to a new chapter of success and innovation under his direction and thank Terry Adams for his assistance in this transition,” said John Hudson, Director of Marketing.
Schroeter began his career at Penfold’s in Australia thirty-three years ago as a lab supervisor. In 1987, he completed his BS in Oneology from Roseworthy Agricultural College and worked as a winemaker with Penfolds for six years thereafter. For the last seventeen years he has been Vice President of Winemaking for Geyser Peak Winery in California where his duties included vineyard assessment, harvest scheduling, winemaking direction, budgeting and brand ambassadorship.
“I fully understand the huge shoes that I will be stepping into and cannot begin to express my appreciation to those who have entrusted me to this position,” said Shroeter. “It’s a privilege to work with this winery and apply my experience to their legacy of success. I look forward to carrying on the Sonoma-Cutrer tradition and following Terry Adam’s commitment to excellence.”
Schroeter, and his wife Linda, reside in Sonoma County, California, with their children, Matilda, Sadie, and Charlie.
Sonoma-Cutrer is one of the fine wines produced and marketed by Brown-Forman Corporation, a producer and marketer of fine quality beverage alcohol brands, including Jack Daniel’s, Southern Comfort, Finlandia, Canadian Mist, Fetzer, Korbel, Gentleman Jack, el Jimador, Tequila Herradura, Chambord, Tuaca, Woodford Reserve and Bonterra. Please enjoy our wines responsibly.
May 11, 2010, 7:00 am
My Virtual Business Group
By PAUL DOWNS
All of these posts about business groups have been interesting. I’ve never joined one or even considered joining one, even though my uncle was executive director of Young Presidents’ Organization for many years. (O.K., I considered it then but didn’t qualify.)
Reading Jay Goltz’s thoughts and the comments they inspired made me wonder: hey, haven’t any of you heard about industry-specific Internet forums? I participate regularly in a number that are found on the Woodweb Web site. You may find this surprising, but woodworkers are like doctors — there are many sub-specialties, each with its specific tool set and procedures.
The site hosts forums on each of these, along with a business and management forum, and one for everything that doesn’t easily fit a category. (There are also places to post job openings, solicit subcontract help, and sell surplus equipment, and a whole bunch of other useful stuff.) So I can post and answer questions on any aspect of my business or operations. The community is large enough that a variety of opinions are available. I don’t always agree with my fellow posters’ politics, but a huge amount of good advice is freely exchanged.
Here’s what I really like about this set-up:
o It’s free. The site is supported by advertising. If I were selling equipment or offering a job, there would be a nominal charge, but it’s cheaper than classified ads in the local paper.
o It’s moderated. Unlike Google groups or Usenet, spam doesn’t see the light of day and jerks get their posts deleted. The site owners/administrators are accessible for questions regarding this. The site is their livelihood, and they are very attentive to regular posters. They recognize that good participants make the site interesting and improve their business.
o I can talk to my competitors. I found it odd that the groups mentioned in Jay’s posts made a big deal of the fact that you wouldn’t be placed in a group with your competitors. So what’s the point then? Those are the people I want to hear from most. I know that a lot of small-business owners are paranoid about someone stealing their great ideas, but that’s ridiculous. Really, there is enough business in this enormous country to go around. Once you get beyond your fear, competitors are the best people to talk to.
We have another cabinet shop on the floor above us in our building. I could spend a great deal of energy worrying that this competitor is going to harm me in some way, but instead we are the best of friends. When I moved in, we made an agreement not to poach each other’s employees, as that could be very harmful to both of us. With that settled, it’s been a terrific resource to have a competitor to check with regarding pay rates, the landlord, materials suppliers, etc., etc. The Internet forum puts me in touch with shops all over the country, so this benefit is multiplied many times over. I can get candid opinions on tools, suppliers, ways to deal with customers, and how to handle employees, all from people who live the same life I do.
o I can be anonymous if I want. I usually sign my posts with my real name, but I’m in the minority among regular posters. Many use a pen name. Some are just plain anonymous, and I can take that option when I’m asking a sensitive question.
o I can spend as much or as little time as I want and still get what I need out of it. Reading takes a few minutes a day. Questions and answers can be as long or short as I want. The regular preparation for and attendance of a business group are big turn-offs for me.
For the face-to-face social aspects that can be found in a business group, I have a couple of alternatives: first, a weekly pick-up soccer game and, second, a monthly poker game. Some of the guys are small-business owners, some aren’t, whatever. Both of these groups are all male. The soccer is healthy sporting fun, the poker is boozy naughty fun. I use these groups to fulfill my need to hang out with people I like. I’d hate to be paying for a business group with people I don’t like all that much.
I have no idea whether Woodweb is unique or whether there are similar sites for many industries. I also have no idea whether Woodweb is profitable. But it has been around for at least six years.
Do any of you participate in similar forums?
Paul Downs founded Paul Downs Cabinetmakers in 1986. It is based outside Philadelphia.
By Kathy Keshemberg, NCRW, CCMC
So, you’ve got your resume in order, have searched for openings, networked extensively, and finally, you have an interview. And then the panic sets in! Job interviews can be very stressful, but if you spend some time preparing, your stress level will be reduced. Here are a few tips to get you started.
First, research the company. Google will be a very helpful tool. Find out as much as you can about their products/services, challenges they currently face, upcoming expansion plans, new product releases, etc. Also find out as much as you can about the person(s) you will be speaking with. Once again, Google him or her, but also search LinkedIn and Facebook. Knowing that he is an avid golfer or she is very involved with a local charity will give you ammunition for “small talk.” Finally, set up a Google alert about that company so that you are armed with the most current information before going to the interview.
Next, you want to prepare yourself by knowing your own personal brand inside and out. What is it that you offer that others do not, or what sets you apart from the competition? Special aspects of your experience, key areas of expertise, strengths, transferrable skills, and personality traits— these are all components of your brand. Once identified, weave this information into well-rehearsed “sound bites.” And speaking of rehearsing, do so out loud with a family member or in front of a mirro — you will be surprised at how differently the words come out of your mouth vs. in your head!
Finally, develop answers (and rehearse) for questions you anticipate will be asked. For instance, the “tell me about yourself” can be answered with your branding sound bites, while “walk me through your resume” will require you to be able to succinctly move through the highlights of your experience and accomplishments. If you’ve been let go from your last position be sure to have a positive “spin” prepared to explain the circumstances. If you’ve been looking for a job for many months, be prepared to talk about professional development or volunteer activities that you’ve devoted time to.
My April teleseminar featured Carole Martin, the Interview Coach. To listen to the recording of that call, click here and sign up for the Recorded Teleseminars. While you are at my site, be sure to register for May’s Teleseminar, which will be about developing your personal brand.
For more than two decades, Kathy Keshemberg, NCRW, CCMC and her team at A Career Advantage have been providing professionals with world-class resume consultation and writing, career coaching and personal branding services.
Learn more…
Calling All “Big Fish”
If your base salary is $140K or above, you are what I am calling a “Big Fish”, and I want to hear from you! Let me explain.
CPGjoblist has a good number of registered candidates in the $140-$400K+ salary range— that’s pure compensation, before bonuses. These are the “Big Fish” in our “Pond” of candidates. In this salary range, professionals simply don’t have a lot of options when seeking a career change; traditional choices being retained search agencies or personal networking. If you fall into this Big Fish category, then read on.
You already know that many companies are moving away from the use of retained agencies to save money on “big ticket items” like you. It is likely that you also know that there are fewer jobs at the top of the corporate pyramid these days and consequently, good positions with solid organizations are harder to find. The jobs you are looking for seldom if ever appear on boards like CPGjoblist…or anywhere. However, all of our client companies are currently trying to fill these kinds of top positions; and that’s where you come in.
Here’s the idea. With the permission of self-identified candidates who are in this salary range, we would like to allow our client companies access to a “Pond” that is “stocked” only with Big Fish (like you).
The highly-sought top positions our clients are trying to fill would likely not be public on our site, however, Hiring Managers with high level jobs will be looking at you— highly qualified, executive level, CPG-experienced professionals that they simply cannot find anywhere else. These Hiring Managers would be made aware of the fact that you are not necessarily actively looking, but are open to checking out their “bait” and having a conversation. Candidates looking for a full-time job or contract consultancy will be included in the Big Fish Pond, and inclusion in the Pond will be strictly voluntary; you must opt-in to be included.
So I ask you…as a Big Fish in our Pond of candidates? Does this idea interest you?
Undoubtedly, you want more details. Just exactly how is this going to work?
I’ll be honest and tell you that right now all the details are not worked out. There is a reason for this— I don’t know what you want. Based on conversations with many of you, I’m pretty sure that you want unconditional privacy and the ability to get out of the Pond when you desire. Beyond that, I don’t know. What I really need from you to make project Big Fish viable is feedback. I need to know what you would like to see in this program. What are your “must haves”? What is on your wish list?
Right now, this is what I propose:
- Strict permission-based Pond opt-in.
- Direct access to your CPGjobs personal “Big Fish” Manager
- Ability to get your paper into any of our clients’ hands at your request
- Sounding board and resume assistance
- Various levels of privacy and protection for your confidential information —your choice.
I will be starting this program with only 100 Big Fish candidates. Those of you who self-identify directly to me will be placed in a Big Fish database. Once I get all of your questions and suggestions, I will contact you personally to explain this program in more detail, and to discuss the cost of participation. If you would like to be one of the initial Big Fish candidates, let me know.
The price structure we are currently considering for this program is as follows:
- 3 month (minimum) – $299.
- 6 months - $499.
- Monthly after either of those two, will be $99.
- Credit card billing only.
This project cannot be initiated without your input and comments, and I welcome your questions and suggestions, which will help us, put together a program that best meets your needs.
You can email me your feedback at penny@cpgjoblist.com, or give me a call at 626-535-0143 by May 15th.
I would like to move forward fairly quickly, so let’s go fish!
Categories:
CPGjobs, Contributor, Penny Sallberg Tags:
consumer packaged goods, CPG Industry, CPGjoblist, CPGjobs Candidates, human resources, job boards, jobs, LinkedIn, recruiting
Thank you to the following companies in the last 60 days for becoming a part of our CPG Talent Network. Far from “just another job board,” CPGjobs offers clients personal service (yes, we mean a real, live person), industry leading technology and value “beyond the board,” saving you time and money as you build your recruiting pipeline.
I welcome you to our CPGjobs Talent Network.
Pinnacle Foods
Beach Body – Partner Products
Bob Evans Farms
National Cooperative Grocers Association
G L Mezzetta
Curtis Circulation Company
Farmland Foods
Aquahydrate
Foster Dairy Farms
Perrigo Company
United Dairy Farmers
Straus Family Creamery
Rosina Foods
Buxton Company
JT International USA
JD Power & Associates
Airbourne
Big Train
Ghiradelli Chocolates
Visual Latina
Canine Hardware
Peapod
Categories:
CPG Industry Tags:
companies, consumer packaged goods, CPG Industry, CPGjoblist, CPGjobs, CPGjobs Candidates, Diversity, employers, employment, human resources, LinkedIn, michael carrillo, recruiting, resume
