Leading Through Growthhttps://podcasters.spotify.com/pod/show/tony-sanders7Leading Through Growth explores what it takes to lead when a company is growing and everything is changing. Through candid conversations with executives and experts, Tony R. Sanders examines the leadership, people, and organizational challenges that come with growth.enGawlo Media LLCWed, 23 Sep 2026 11:00:00 -0000Wed, 23 Sep 2026 11:00:00 -0000https://rss2.flightcast.com/xvcd319snjgah7w81wor02nm.xmlFlightcast RSS Feed GeneratorLeading Through Growthhttps://files.flightcast.com/workspaces/u848zov7bh75eaf6gnsh1zfv/podcasts/xvcd319snjgah7w81wor02nm/l7t03vkc4ww8fhnub1vjznxo.jpghttps://podcasters.spotify.com/pod/show/tony-sanders7Leading Through Growth explores what it takes to lead when a company is growing and everything is changing. Through candid conversations with executives and experts, Tony R. Sanders examines the leadership, people, and organizational challenges that come with growth.

]]>episodicTony SandersTony Sanderstony@growwithgawlo.comLeading Through Growth explores what it takes to lead when a company is growing and everything is changing. Through candid conversations with executives and experts, Tony R. Sanders examines the leadership, people, and organizational challenges that come with growth.falseleadership, interviews, growing companies, growth-stagenoWhy Great Employees Struggle When They Become LeadersMost leaders are technically brilliant. They work hard. They have good intentions. And they're still just… average. In this episode of Leading Through Growth, Tony Sanders sits down with Josh White, Vice President of Talent Management at Group 1001, to unpack what actually drives performance inside a company. Spoiler: it's probably not what you think. Drawing from Google's Project Oxygen study and Josh's real experience scaling companies, they challenge the leadership philosophy that says, "If people are smart, they'll figure it out." The truth? That philosophy is usually wrong. And it's costing companies more than they realize. Josh shares what it's like to lead talent strategy inside a rocket ship company, how to sell leadership development to executives who only care about revenue, and why meeting the business where the business is might be the most important lesson a practitioner can learn. This isn't about perfection. It's about clarity, intentionality, and knowing how to balance high performance with high care — especially when your hair is on fire. What you'll learn: Why technical capability is table stakes but leadership capability drives performance The difference between managing output and leading people How competency models create clarity (and when they create confusion) What it looks like when a company thrives with high performance and low culture The 10% rule: how to fill that narrow window with something that actually matters How to prove the value of leadership development to skeptical executives Why staying calm as a leader isn't about being perfect — it's about showing up the right way for your team The mindset shift every HR leader needs: meet the business where the business is If you're leading through growth and it feels like chaos, this episode will help you find your footing. Guest: Josh White, Vice President of Talent Management at Group 1001 Chapters 00:00:00 Intro 00:02:08 The Google Project Oxygen Study: What Really Drives Performance 00:05:03 Why Most Leaders Are Just Average (And How to Change That) 00:08:38 Competency Models: Creating Clarity or Creating Confusion? 00:14:07 The S&P 100 Company with a Culture of Fear 00:16:11 High Performance vs High Care: The Balance Every Company Needs 00:17:35 The Golden Handcuffs Strategy and Why It's Not Enough 00:18:09 The Hardest Leader to Coach: The One Who's Already Winning 00:18:53 The 10% Rule: Speaking Their Language to Sell Talent Strategy 00:21:03 From Skepticism to Demand: Proving the Value of Leadership Development 00:24:46 Leading Through the Chaos of a Rocket Ship Company 00:28:29 The Duck Underwater: Staying Calm When Your Hair Is on Fire 00:30:19 Meet the Business Where the Business Is 00:32:56 Handling Mistakes in a High-Growth Environment #Leadership #TalentManagement #LeadershipDevelopment #HighPerformance #LeadingThroughGrowthflightcast:01M0TNA7YRK81AQJ0BR6GWDDYBWed, 23 Sep 2026 11:00:00 -0000Tony SandersMost leaders are technically brilliant. They work hard. They have good intentions. And they're still just… average.

In this episode of Leading Through Growth, Tony Sanders sits down with Josh White, Vice President of Talent Management at Group 1001, to unpack what actually drives performance inside a company. Spoiler: it's probably not what you think.

Drawing from Google's Project Oxygen study and Josh's real experience scaling companies, they challenge the leadership philosophy that says, "If people are smart, they'll figure it out." The truth? That philosophy is usually wrong. And it's costing companies more than they realize.

Josh shares what it's like to lead talent strategy inside a rocket ship company, how to sell leadership development to executives who only care about revenue, and why meeting the business where the business is might be the most important lesson a practitioner can learn.

This isn't about perfection. It's about clarity, intentionality, and knowing how to balance high performance with high care — especially when your hair is on fire.

What you'll learn:

  • Why technical capability is table stakes but leadership capability drives performance
  • The difference between managing output and leading people
  • How competency models create clarity (and when they create confusion)
  • What it looks like when a company thrives with high performance and low culture
  • The 10% rule: how to fill that narrow window with something that actually matters
  • How to prove the value of leadership development to skeptical executives
  • Why staying calm as a leader isn't about being perfect — it's about showing up the right way for your team
  • The mindset shift every HR leader needs: meet the business where the business is

If you're leading through growth and it feels like chaos, this episode will help you find your footing.

Guest: Josh White, Vice President of Talent Management at Group 1001

Chapters

  • 00:00:00 Intro
  • 00:02:08 The Google Project Oxygen Study: What Really Drives Performance
  • 00:05:03 Why Most Leaders Are Just Average (And How to Change That)
  • 00:08:38 Competency Models: Creating Clarity or Creating Confusion?
  • 00:14:07 The S&P 100 Company with a Culture of Fear
  • 00:16:11 High Performance vs High Care: The Balance Every Company Needs
  • 00:17:35 The Golden Handcuffs Strategy and Why It's Not Enough
  • 00:18:09 The Hardest Leader to Coach: The One Who's Already Winning
  • 00:18:53 The 10% Rule: Speaking Their Language to Sell Talent Strategy
  • 00:21:03 From Skepticism to Demand: Proving the Value of Leadership Development
  • 00:24:46 Leading Through the Chaos of a Rocket Ship Company
  • 00:28:29 The Duck Underwater: Staying Calm When Your Hair Is on Fire
  • 00:30:19 Meet the Business Where the Business Is
  • 00:32:56 Handling Mistakes in a High-Growth Environment

#Leadership #TalentManagement #LeadershipDevelopment #HighPerformance #LeadingThroughGrowth

]]>Why Great Employees Struggle When They Become LeadersTony Sandersfull2112false14Most leaders are technically brilliant. They work hard. They have good intentions. And they're still just… average. In this episode of Leading Through Growth, Tony Sanders sits down with Josh White, Vice President of Talent Management at Group 1001, to unpack what actually drives performance inside a company. Spoiler: it's probably not what you think. Drawing from Google's Project Oxygen study and Josh's real experience scaling companies, they challenge the leadership philosophy that says, "If people are smart, they'll figure it out." The truth? That philosophy is usually wrong. And it's costing companies more than they realize. Josh shares what it's like to lead talent strategy inside a rocket ship company, how to sell leadership development to executives who only care about revenue, and why meeting the business where the business is might be the most important lesson a practitioner can learn. This isn't about perfection. It's about clarity, intentionality, and knowing how to balance high performance with high care — especially when your hair is on fire. What you'll learn: Why technical capability is table stakes but leadership capability drives performance The difference between managing output and leading people How competency models create clarity (and when they create confusion) What it looks like when a company thrives with high performance and low culture The 10% rule: how to fill that narrow window with something that actually matters How to prove the value of leadership development to skeptical executives Why staying calm as a leader isn't about being perfect — it's about showing up the right way for your team The mindset shift every HR leader needs: meet the business where the business is If you're leading through growth and it feels like chaos, this episode will help you find your footing. Guest: Josh White, Vice President of Talent Management at Group 1001 Chapters 00:00:00 Intro 00:02:08 The Google Project Oxygen Study: What Really Drives Performance 00:05:03 Why Most Leaders Are Just Average (And How to Change That) 00:08:38 Competency Models: Creating Clarity or Creating Confusion? 00:14:07 The S&P 100 Company with a Culture of Fear 00:16:11 High Performance vs High Care: The Balance Every Company Needs 00:17:35 The Golden Handcuffs Strategy and Why It's Not Enough 00:18:09 The Hardest Leader to Coach: The One Who's Already Winning 00:18:53 The 10% Rule: Speaking Their Language to Sell Talent Strategy 00:21:03 From Skepticism to Demand: Proving the Value of Leadership Development 00:24:46 Leading Through the Chaos of a Rocket Ship Company 00:28:29 The Duck Underwater: Staying Calm When Your Hair Is on Fire 00:30:19 Meet the Business Where the Business Is 00:32:56 Handling Mistakes in a High-Growth Environment #Leadership #TalentManagement #LeadershipDevelopment #HighPerformance #LeadingThroughGrowthWhy Most Founders Wait Until It's Too Late (And What Breaks at 50 Employees)Most founders wait until something breaks. By then, it's already cost them six figures. In this episode of Leading Through Growth, Tony Sanders sits down with Tina Lindenbrink, a fractional Chief People Officer with 30 years of experience building HR functions from the ground up. Tina has stood up entire HR departments for companies with 1,000 employees and now does that work for growth-stage businesses that aren't ready for a full-time HR team but desperately need the structure and foundation she provides. The conversation cuts through the noise around when to bring in HR, what it actually costs to wait, and why most founders don't realize the iceberg underneath their business until they're already underwater. Tina shares real examples of companies paying out $100,000+ claims that could have been prevented, the compliance gaps that exist in every fast-growing company, and how fractional HR gives you both strategic leadership and execution without the full-time price tag. This isn't about perfection. It's about building the foundation before you scale so your company can grow without the wheels falling off. What you'll learn: Why 30 to 40 employees is the inflection point where structure starts to break The compliance gaps that exist under the surface in every growing company How retaliation claims can cost more than the original complaint and why founders trigger them without realizing it What infrastructure actually means in HR and why it's not just compliance The difference between fractional and full-time HR and when each makes sense How to get both strategic thought partnership and day-to-day execution without paying for two full-time roles Why most founders wait until they feel pain before they bring in HR and what that pain actually costs The real story of a turnaround client who saved $100,000 on benefits while eliminating all outstanding grievances in 90 days If you're leading a company between 20 and 100 employees and wondering when the right time is to bring in HR support, this episode will give you clarity. Guest: Tina Lindenbrink, Fractional Chief People Officer: https://www.linkedin.com/in/tinalinnenbrink/ Need fractional HR? Visit: https://srvhr.com/ Chapters 00:00:00 Intro 00:01:35 The 30-40 Employee Inflection Point: When Everything Quietly Stops Working 00:06:50 Where There's No Pain, There's No Change: Why Founders Wait Too Long 00:09:58 Building the Foundation Before You Need It: HR Infrastructure That Scales 00:14:48 The Hidden Cost of Getting It Wrong: EEOC Claims and Retaliation 00:18:10 From Corporate to Fractional: Building HR Departments for 1000 Employees 00:20:32 The Fractional Advantage: Strategic Expertise Without the Full-Time Cost 00:22:14 The ServeHR Model: Platform, Community, and Expertise 00:30:17 Fighting the Bad HR Reputation: Choosing Clients Who Care About People 00:34:09 The Turnaround Win: Saving 100k and Eliminating All Grievances in 90 Days #FractionalHR #LeadershipDevelopment #TalentStrategy #ComplianceRisk #LeadingThroughGrowthflightcast:01M0X5X7H05GG0JV1GSD558TTVWed, 09 Sep 2026 11:00:00 -0000Tony SandersMost founders wait until something breaks. By then, it's already cost them six figures.

In this episode of Leading Through Growth, Tony Sanders sits down with Tina Lindenbrink, a fractional Chief People Officer with 30 years of experience building HR functions from the ground up. Tina has stood up entire HR departments for companies with 1,000 employees and now does that work for growth-stage businesses that aren't ready for a full-time HR team but desperately need the structure and foundation she provides.

The conversation cuts through the noise around when to bring in HR, what it actually costs to wait, and why most founders don't realize the iceberg underneath their business until they're already underwater. Tina shares real examples of companies paying out $100,000+ claims that could have been prevented, the compliance gaps that exist in every fast-growing company, and how fractional HR gives you both strategic leadership and execution without the full-time price tag.

This isn't about perfection. It's about building the foundation before you scale so your company can grow without the wheels falling off.

What you'll learn:

  • Why 30 to 40 employees is the inflection point where structure starts to break
  • The compliance gaps that exist under the surface in every growing company
  • How retaliation claims can cost more than the original complaint and why founders trigger them without realizing it
  • What infrastructure actually means in HR and why it's not just compliance
  • The difference between fractional and full-time HR and when each makes sense
  • How to get both strategic thought partnership and day-to-day execution without paying for two full-time roles
  • Why most founders wait until they feel pain before they bring in HR and what that pain actually costs
  • The real story of a turnaround client who saved $100,000 on benefits while eliminating all outstanding grievances in 90 days

If you're leading a company between 20 and 100 employees and wondering when the right time is to bring in HR support, this episode will give you clarity.

Guest: Tina Lindenbrink, Fractional Chief People Officer: https://www.linkedin.com/in/tinalinnenbrink/

Need fractional HR? Visit: https://srvhr.com/

Chapters

  • 00:00:00 Intro
  • 00:01:35 The 30-40 Employee Inflection Point: When Everything Quietly Stops Working
  • 00:06:50 Where There's No Pain, There's No Change: Why Founders Wait Too Long
  • 00:09:58 Building the Foundation Before You Need It: HR Infrastructure That Scales
  • 00:14:48 The Hidden Cost of Getting It Wrong: EEOC Claims and Retaliation
  • 00:18:10 From Corporate to Fractional: Building HR Departments for 1000 Employees
  • 00:20:32 The Fractional Advantage: Strategic Expertise Without the Full-Time Cost
  • 00:22:14 The ServeHR Model: Platform, Community, and Expertise
  • 00:30:17 Fighting the Bad HR Reputation: Choosing Clients Who Care About People
  • 00:34:09 The Turnaround Win: Saving 100k and Eliminating All Grievances in 90 Days

#FractionalHR #LeadershipDevelopment #TalentStrategy #ComplianceRisk #LeadingThroughGrowth

]]>Why Most Founders Wait Until It's Too Late (And What Breaks at 50 Employees)Tony Sandersfull2228false13Most founders wait until something breaks. By then, it's already cost them six figures. In this episode of Leading Through Growth, Tony Sanders sits down with Tina Lindenbrink, a fractional Chief People Officer with 30 years of experience building HR functions from the ground up. Tina has stood up entire HR departments for companies with 1,000 employees and now does that work for growth-stage businesses that aren't ready for a full-time HR team but desperately need the structure and foundation she provides. The conversation cuts through the noise around when to bring in HR, what it actually costs to wait, and why most founders don't realize the iceberg underneath their business until they're already underwater. Tina shares real examples of companies paying out $100,000+ claims that could have been prevented, the compliance gaps that exist in every fast-growing company, and how fractional HR gives you both strategic leadership and execution without the full-time price tag. This isn't about perfection. It's about building the foundation before you scale so your company can grow without the wheels falling off. What you'll learn: Why 30 to 40 employees is the inflection point where structure starts to break The compliance gaps that exist under the surface in every growing company How retaliation claims can cost more than the original complaint and why founders trigger them without realizing it What infrastructure actually means in HR and why it's not just compliance The difference between fractional and full-time HR and when each makes sense How to get both strategic thought partnership and day-to-day execution without paying for two full-time roles Why most founders wait until they feel pain before they bring in HR and what that pain actually costs The real story of a turnaround client who saved $100,000 on benefits while eliminating all outstanding grievances in 90 days If you're leading a company between 20 and 100 employees and wondering when the right time is to bring in HR support, this episode will give you clarity. Guest: Tina Lindenbrink, Fractional Chief People Officer: https://www.linkedin.com/in/tinalinnenbrink/ Need fractional HR? Visit: https://srvhr.com/ Chapters 00:00:00 Intro 00:01:35 The 30-40 Employee Inflection Point: When Everything Quietly Stops Working 00:06:50 Where There's No Pain, There's No Change: Why Founders Wait Too Long 00:09:58 Building the Foundation Before You Need It: HR Infrastructure That Scales 00:14:48 The Hidden Cost of Getting It Wrong: EEOC Claims and Retaliation 00:18:10 From Corporate to Fractional: Building HR Departments for 1000 Employees 00:20:32 The Fractional Advantage: Strategic Expertise Without the Full-Time Cost 00:22:14 The ServeHR Model: Platform, Community, and Expertise 00:30:17 Fighting the Bad HR Reputation: Choosing Clients Who Care About People 00:34:09 The Turnaround Win: Saving 100k and Eliminating All Grievances in 90 Days #FractionalHR #LeadershipDevelopment #TalentStrategy #ComplianceRisk #LeadingThroughGrowthThe Ripple Effect: How Small Moments Create Extraordinary LeadersMost leaders think vulnerability makes them weak. But what if it's actually the thing that makes them unforgettable? In this episode of Leading Through Growth, Tony Sanders sits down with Chris Rollins, creator of Ripple Effect Leadership™ and former Head of Organizational Development, to unpack the quiet, human moments that shape careers, build trust, and create lasting impact — without trying to. Chris shares the story of a stranger on a jet bridge who asked one simple question that turned into a ripple effect moment he'll never forget. From there, the conversation moves into the mindset shift required to lead people instead of just doing the work, why vulnerability is the hardest leadership skill to practice, and how noticing what others overlook can make you 38.7% more profitable. This isn't about perfection or three easy tips. It's about letting your humanity show in ordinary moments and understanding that leadership isn't about knowing everything — it's about creating trust, connection, and space for others to step up. What you'll learn: Why ripple effect leaders don't curate extraordinary moments — they just let their humanity show in ordinary ones The five qualities of a ripple effect mindset: vulnerability, kindness, curiosity, empathy, and humility Why vulnerability feels like self-protection but actually creates more safety for your team The mindset shift from individual contributor to people leader — and why most new managers skip it How to lead a team of technical experts when you're no longer the smartest person in the room Why noticing what others overlook is one of the most powerful leadership skills you can develop The research behind feeling seen and heard: organizations that get this right are 38.7% more profitable How to create ripple effect moments starting today by tuning into the humanness of the people around you If you're leading people and wondering how to build real trust and connection in a fast-growth environment, this episode will give you a new lens to lead through. Guest: Chris Rollins, Creator of Ripple Effect Leadership™ Chapters 00:00:00 Intro 00:00:28 The Accumulation of Moments: How Great Managers Shape Leaders 00:01:32 Are Ripple Effect Moments Created by Luck or Intention? 00:02:09 The Five Qualities of a Ripple Effect Mindset 00:02:40 The Blue Ribbon Moment: Humanity in Ordinary Interactions 00:05:11 Why Vulnerability Is So Hard for Leaders 00:07:03 The Courage to Be Vulnerable: Sharing Your Story on Stage 00:07:55 Leading Through Your Strengths: When You Don't Know Everything 00:08:57 From Individual Contributor to People Leader: The Mindset Shift 00:11:52 Creating Ripple Effect Moments: The Power of Noticing CONNECT WITH CHRIS ROLLINS Website: https://www.chrisrollins.me LinkedIn: https://www.linkedin.com/in/christopherrollins #RippleEffectLeadership #Vulnerability #LeadershipDevelopment #TrustBuilding #LeadingThroughGrowthflightcast:01M0ZGSF2WCN36QA9XMFQ8GRKFWed, 26 Aug 2026 18:11:36 -0000Tony SandersMost leaders think vulnerability makes them weak. But what if it's actually the thing that makes them unforgettable?

In this episode of Leading Through Growth, Tony Sanders sits down with Chris Rollins, creator of Ripple Effect Leadership™ and former Head of Organizational Development, to unpack the quiet, human moments that shape careers, build trust, and create lasting impact — without trying to.

Chris shares the story of a stranger on a jet bridge who asked one simple question that turned into a ripple effect moment he'll never forget. From there, the conversation moves into the mindset shift required to lead people instead of just doing the work, why vulnerability is the hardest leadership skill to practice, and how noticing what others overlook can make you 38.7% more profitable.

This isn't about perfection or three easy tips. It's about letting your humanity show in ordinary moments and understanding that leadership isn't about knowing everything — it's about creating trust, connection, and space for others to step up.

What you'll learn:

  • Why ripple effect leaders don't curate extraordinary moments — they just let their humanity show in ordinary ones
  • The five qualities of a ripple effect mindset: vulnerability, kindness, curiosity, empathy, and humility
  • Why vulnerability feels like self-protection but actually creates more safety for your team
  • The mindset shift from individual contributor to people leader — and why most new managers skip it
  • How to lead a team of technical experts when you're no longer the smartest person in the room
  • Why noticing what others overlook is one of the most powerful leadership skills you can develop
  • The research behind feeling seen and heard: organizations that get this right are 38.7% more profitable
  • How to create ripple effect moments starting today by tuning into the humanness of the people around you

If you're leading people and wondering how to build real trust and connection in a fast-growth environment, this episode will give you a new lens to lead through.

Guest: Chris Rollins, Creator of Ripple Effect Leadership™

Chapters

  • 00:00:00 Intro
  • 00:00:28 The Accumulation of Moments: How Great Managers Shape Leaders
  • 00:01:32 Are Ripple Effect Moments Created by Luck or Intention?
  • 00:02:09 The Five Qualities of a Ripple Effect Mindset
  • 00:02:40 The Blue Ribbon Moment: Humanity in Ordinary Interactions
  • 00:05:11 Why Vulnerability Is So Hard for Leaders
  • 00:07:03 The Courage to Be Vulnerable: Sharing Your Story on Stage
  • 00:07:55 Leading Through Your Strengths: When You Don't Know Everything
  • 00:08:57 From Individual Contributor to People Leader: The Mindset Shift
  • 00:11:52 Creating Ripple Effect Moments: The Power of Noticing

CONNECT WITH CHRIS ROLLINS
Website: https://www.chrisrollins.me
LinkedIn: https://www.linkedin.com/in/christopherrollins

#RippleEffectLeadership #Vulnerability #LeadershipDevelopment #TrustBuilding #LeadingThroughGrowth

]]>The Ripple Effect: How Small Moments Create Extraordinary LeadersTony Sandersbonus819falseMost leaders think vulnerability makes them weak. But what if it's actually the thing that makes them unforgettable? In this episode of Leading Through Growth, Tony Sanders sits down with Chris Rollins, creator of Ripple Effect Leadership™ and former Head of Organizational Development, to unpack the quiet, human moments that shape careers, build trust, and create lasting impact — without trying to. Chris shares the story of a stranger on a jet bridge who asked one simple question that turned into a ripple effect moment he'll never forget. From there, the conversation moves into the mindset shift required to lead people instead of just doing the work, why vulnerability is the hardest leadership skill to practice, and how noticing what others overlook can make you 38.7% more profitable. This isn't about perfection or three easy tips. It's about letting your humanity show in ordinary moments and understanding that leadership isn't about knowing everything — it's about creating trust, connection, and space for others to step up. What you'll learn: Why ripple effect leaders don't curate extraordinary moments — they just let their humanity show in ordinary ones The five qualities of a ripple effect mindset: vulnerability, kindness, curiosity, empathy, and humility Why vulnerability feels like self-protection but actually creates more safety for your team The mindset shift from individual contributor to people leader — and why most new managers skip it How to lead a team of technical experts when you're no longer the smartest person in the room Why noticing what others overlook is one of the most powerful leadership skills you can develop The research behind feeling seen and heard: organizations that get this right are 38.7% more profitable How to create ripple effect moments starting today by tuning into the humanness of the people around you If you're leading people and wondering how to build real trust and connection in a fast-growth environment, this episode will give you a new lens to lead through. Guest: Chris Rollins, Creator of Ripple Effect Leadership™ Chapters 00:00:00 Intro 00:00:28 The Accumulation of Moments: How Great Managers Shape Leaders 00:01:32 Are Ripple Effect Moments Created by Luck or Intention? 00:02:09 The Five Qualities of a Ripple Effect Mindset 00:02:40 The Blue Ribbon Moment: Humanity in Ordinary Interactions 00:05:11 Why Vulnerability Is So Hard for Leaders 00:07:03 The Courage to Be Vulnerable: Sharing Your Story on Stage 00:07:55 Leading Through Your Strengths: When You Don't Know Everything 00:08:57 From Individual Contributor to People Leader: The Mindset Shift 00:11:52 Creating Ripple Effect Moments: The Power of Noticing CONNECT WITH CHRIS ROLLINS Website: https://www.chrisrollins.me LinkedIn: https://www.linkedin.com/in/christopherrollins #RippleEffectLeadership #Vulnerability #LeadershipDevelopment #TrustBuilding #LeadingThroughGrowthStop Trying to Retain People. Do This Instead. (ft. LinkedIn's First CHRO)Retention is dead. That's not a hot take — it's a reality that LinkedIn's first Chief Human Resources Officer, Steve Cadigan, learned the hard way while scaling one of Silicon Valley's fastest-growing companies. In this segment, Steve breaks down why chasing retention is a losing strategy in today's workforce — and what the smartest leaders are doing instead. From Tesla's dominance over century-old automakers to college basketball's one-and-done revolution, Steve reframes the modern talent equation in a way that will change how you think about building a team. In this episode: Why the median tenure for 20–35 year olds is now just 2.2 years — and what to do about it The Tesla argument that kills the "we want lifers" mindset for good Why developing people who leave is still your best growth strategy How to re-engineer jobs so new hires contribute in months, not years The simple question that exposes whether your retention strategy is already obsolete Guest: Steve Cadigan — LinkedIn's First CHRO, talent strategist, and author Want more from Steve? Catch the full conversation in our feed: "LinkedIn's First CHRO: What No One Tells You About Scaling from 400 to 4,000 Employees" Chapters 00:00:00 Intro 00:00:41 Why Retention Is Dead and Growth Is the New Loyalty 00:01:11 The Shocking Reality of Employee Tenure Today 00:02:12 The Tesla Lesson: Why New Perspectives Beat Experience 00:04:00 The Vegas Buffet Effect: Why Your Best People Will Leave 00:04:40 The College Basketball Playbook for Modern Workforce Strategy 00:05:27 Playing Offense: Redesigning Jobs for Faster Onboarding 00:06:38 The Exit Interview Question You Should Ask in Every Hiring Interview 00:07:22 Building Alumni Programs and Bridge Strategies 00:07:45 The Healthcare Crisis and Why Organizations Resist Change 00:09:34 The Pain Threshold: When Organizations Finally Change 00:10:02 Wrap Up and Next Stepsflightcast:01KZBWEPFRQ30C650GV74MXGFVWed, 12 Aug 2026 13:00:00 -0000Retention is dead. That's not a hot take — it's a reality that LinkedIn's first Chief Human Resources Officer, Steve Cadigan, learned the hard way while scaling one of Silicon Valley's fastest-growing companies.

In this segment, Steve breaks down why chasing retention is a losing strategy in today's workforce — and what the smartest leaders are doing instead. From Tesla's dominance over century-old automakers to college basketball's one-and-done revolution, Steve reframes the modern talent equation in a way that will change how you think about building a team.

In this episode:

  • Why the median tenure for 20–35 year olds is now just 2.2 years — and what to do about it
  • The Tesla argument that kills the "we want lifers" mindset for good
  • Why developing people who leave is still your best growth strategy
  • How to re-engineer jobs so new hires contribute in months, not years
  • The simple question that exposes whether your retention strategy is already obsolete

Guest: Steve Cadigan — LinkedIn's First CHRO, talent strategist, and author

Want more from Steve? Catch the full conversation in our feed: "LinkedIn's First CHRO: What No One Tells You About Scaling from 400 to 4,000 Employees"

Chapters

  • 00:00:00 Intro
  • 00:00:41 Why Retention Is Dead and Growth Is the New Loyalty
  • 00:01:11 The Shocking Reality of Employee Tenure Today
  • 00:02:12 The Tesla Lesson: Why New Perspectives Beat Experience
  • 00:04:00 The Vegas Buffet Effect: Why Your Best People Will Leave
  • 00:04:40 The College Basketball Playbook for Modern Workforce Strategy
  • 00:05:27 Playing Offense: Redesigning Jobs for Faster Onboarding
  • 00:06:38 The Exit Interview Question You Should Ask in Every Hiring Interview
  • 00:07:22 Building Alumni Programs and Bridge Strategies
  • 00:07:45 The Healthcare Crisis and Why Organizations Resist Change
  • 00:09:34 The Pain Threshold: When Organizations Finally Change
  • 00:10:02 Wrap Up and Next Steps

]]>Stop Trying to Retain People. Do This Instead. (ft. LinkedIn's First CHRO)bonus632falseRetention is dead. That's not a hot take — it's a reality that LinkedIn's first Chief Human Resources Officer, Steve Cadigan, learned the hard way while scaling one of Silicon Valley's fastest-growing companies. In this segment, Steve breaks down why chasing retention is a losing strategy in today's workforce — and what the smartest leaders are doing instead. From Tesla's dominance over century-old automakers to college basketball's one-and-done revolution, Steve reframes the modern talent equation in a way that will change how you think about building a team. In this episode: Why the median tenure for 20–35 year olds is now just 2.2 years — and what to do about it The Tesla argument that kills the "we want lifers" mindset for good Why developing people who leave is still your best growth strategy How to re-engineer jobs so new hires contribute in months, not years The simple question that exposes whether your retention strategy is already obsolete Guest: Steve Cadigan — LinkedIn's First CHRO, talent strategist, and author Want more from Steve? Catch the full conversation in our feed: "LinkedIn's First CHRO: What No One Tells You About Scaling from 400 to 4,000 Employees" Chapters 00:00:00 Intro 00:00:41 Why Retention Is Dead and Growth Is the New Loyalty 00:01:11 The Shocking Reality of Employee Tenure Today 00:02:12 The Tesla Lesson: Why New Perspectives Beat Experience 00:04:00 The Vegas Buffet Effect: Why Your Best People Will Leave 00:04:40 The College Basketball Playbook for Modern Workforce Strategy 00:05:27 Playing Offense: Redesigning Jobs for Faster Onboarding 00:06:38 The Exit Interview Question You Should Ask in Every Hiring Interview 00:07:22 Building Alumni Programs and Bridge Strategies 00:07:45 The Healthcare Crisis and Why Organizations Resist Change 00:09:34 The Pain Threshold: When Organizations Finally Change 00:10:02 Wrap Up and Next StepsThe Invisible Friction Killing Your Team (And How to Fix It)Invisible friction is the quiet tension that builds when people stop trusting each other and start protecting themselves — and it's silently slowing down fast-growing teams. Chris Rollins, creator of Ripple Effect Leadership™, breaks down how new managers lose team trust and how to rebuild it. When your best individual contributor gets promoted to manager, something quietly breaks. In this episode of Leading Through Growth, Chris — a former Head of Organizational Development — unpacks the mindset shift from doer to leader, why vulnerability is the hardest leadership skill, and how small everyday moments build (or destroy) trust on a team. Chapters 00:00:00 Intro 00:01:24 The Genesis of Ripple Effect Leadership 00:02:49 From Division I Athlete to HR Executive 00:08:23 The Work That Made Acceptance Possible 00:09:55 What Is Invisible Friction and Why It's Killing Your Team 00:13:41 The Basement Story: When Leaders Miss What's Right in Front of Them 00:16:38 Red Yellow Green: Simple Check-Ins That Build Trust 00:17:20 Legacy Isn't What You Leave Behind—It's What You Cause Every Day 00:23:17 The Blue Ribbon Moment: Humanity in Ordinary Interactions 00:25:09 Why Vulnerability Is So Hard for Leaders 00:27:24 Courage Isn't Who You Are—It's What You Do 00:30:20 The Mindset Shift from Doer to Leader 00:32:11 Notice What Others Overlook 00:32:59 The 38.7 Percent Profit Advantage of Being Seen and Heard 00:33:50 Break Your Routines to Wake Your Brain Up 00:35:12 The Symphony Study: Mindful vs Performative Leadership CONNECT WITH CHRIS ROLLINS Website: https://www.chrisrollins.me LinkedIn: https://www.linkedin.com/in/christopherrollins #Leadership #NewManager #TeamTrust #LeadershipDevelopment #RippleEffectLeadershipflightcast:01KYNC20YTPRQ80H0292XP44BRWed, 29 Jul 2026 13:00:00 -0000Tony SandersInvisible friction is the quiet tension that builds when people stop trusting each other and start protecting themselves — and it's silently slowing down fast-growing teams. Chris Rollins, creator of Ripple Effect Leadership™, breaks down how new managers lose team trust and how to rebuild it.

When your best individual contributor gets promoted to manager, something quietly breaks. In this episode of Leading Through Growth, Chris — a former Head of Organizational Development — unpacks the mindset shift from doer to leader, why vulnerability is the hardest leadership skill, and how small everyday moments build (or destroy) trust on a team.

Chapters

  • 00:00:00 Intro
  • 00:01:24 The Genesis of Ripple Effect Leadership
  • 00:02:49 From Division I Athlete to HR Executive
  • 00:08:23 The Work That Made Acceptance Possible
  • 00:09:55 What Is Invisible Friction and Why It's Killing Your Team
  • 00:13:41 The Basement Story: When Leaders Miss What's Right in Front of Them
  • 00:16:38 Red Yellow Green: Simple Check-Ins That Build Trust
  • 00:17:20 Legacy Isn't What You Leave Behind—It's What You Cause Every Day
  • 00:23:17 The Blue Ribbon Moment: Humanity in Ordinary Interactions
  • 00:25:09 Why Vulnerability Is So Hard for Leaders
  • 00:27:24 Courage Isn't Who You Are—It's What You Do
  • 00:30:20 The Mindset Shift from Doer to Leader
  • 00:32:11 Notice What Others Overlook
  • 00:32:59 The 38.7 Percent Profit Advantage of Being Seen and Heard
  • 00:33:50 Break Your Routines to Wake Your Brain Up
  • 00:35:12 The Symphony Study: Mindful vs Performative Leadership

CONNECT WITH CHRIS ROLLINS
Website: https://www.chrisrollins.me
LinkedIn: https://www.linkedin.com/in/christopherrollins

#Leadership #NewManager #TeamTrust #LeadershipDevelopment #RippleEffectLeadership

]]>The Invisible Friction Killing Your Team (And How to Fix It)Tony Sandersfull2214false12Invisible friction is the quiet tension that builds when people stop trusting each other and start protecting themselves — and it's silently slowing down fast-growing teams. Chris Rollins, creator of Ripple Effect Leadership™, breaks down how new managers lose team trust and how to rebuild it. When your best individual contributor gets promoted to manager, something quietly breaks. In this episode of Leading Through Growth, Chris — a former Head of Organizational Development — unpacks the mindset shift from doer to leader, why vulnerability is the hardest leadership skill, and how small everyday moments build (or destroy) trust on a team. Chapters 00:00:00 Intro 00:01:24 The Genesis of Ripple Effect Leadership 00:02:49 From Division I Athlete to HR Executive 00:08:23 The Work That Made Acceptance Possible 00:09:55 What Is Invisible Friction and Why It's Killing Your Team 00:13:41 The Basement Story: When Leaders Miss What's Right in Front of Them 00:16:38 Red Yellow Green: Simple Check-Ins That Build Trust 00:17:20 Legacy Isn't What You Leave Behind—It's What You Cause Every Day 00:23:17 The Blue Ribbon Moment: Humanity in Ordinary Interactions 00:25:09 Why Vulnerability Is So Hard for Leaders 00:27:24 Courage Isn't Who You Are—It's What You Do 00:30:20 The Mindset Shift from Doer to Leader 00:32:11 Notice What Others Overlook 00:32:59 The 38.7 Percent Profit Advantage of Being Seen and Heard 00:33:50 Break Your Routines to Wake Your Brain Up 00:35:12 The Symphony Study: Mindful vs Performative Leadership CONNECT WITH CHRIS ROLLINS Website: https://www.chrisrollins.me LinkedIn: https://www.linkedin.com/in/christopherrollins #Leadership #NewManager #TeamTrust #LeadershipDevelopment #RippleEffectLeadershipBuilding LinkedIn's Culture: What Hyper-Growth Really Looks Like with Steve CadiganMost leaders think about scaling in terms of revenue, product, and market share. But what about the people systems that have to grow with it? In this episode, Tony sits down with Steve Cadigan, LinkedIn's first ever Chief Human Resources Officer, who helped scale the company from 400 to 4,000 employees in just over three years through an IPO. Steve didn't walk into a polished HR machine. He walked into chaos: no policies, no job architecture, no compensation philosophy, and a leadership team skeptical of HR. This is the story of what it actually takes to build a talent strategy from scratch in a hyper growth environment, and why most of what we've been taught about retention, culture, and leadership development is built for a world that no longer exists. What you'll learn: Why builders and sustainers are two different profiles (and how to know which one you are) The moment LinkedIn's board admitted they had no answers for the growth ahead How LinkedIn stopped trying to win the recruiting war and became the place great people wanted to be The Growth Trap: what happens when company growth outpaces leadership capability Why LinkedIn started hiring for learning velocity, not credentials What broke first at LinkedIn and how they fixed it without a playbook How to design culture when everything is changing fast (hint: it's not about posters on the wall) "Retention is dead" what growth as the new loyalty actually means for how you lead Are the robots taking our jobs? Steve's take on AI hype vs. reality Rapid fire: RTO, the best and worst leadership trends in 2026 Steve's perspective will challenge how you think about tenure, development, and what it means to build a company that people don't just work for but grow because of. If you're leading a growing organization and wondering how to scale your people strategy without losing what makes you great, this episode is for you. 🔗 CONNECT WITH STEVE CADIGAN LinkedIn: Search Steve Cadigan Email: Steve@CadiganVentures.com Book: Workquake (available on Amazon) 📌 CONNECT WITH TONY LinkedIn: linkedin.com/in/tonyrsanders/ Work with Gawlo: growwithgawlo.com CHAPTERS 00:00:00 Intro 00:01:58 Day one at LinkedIn 00:06:44 Builder vs Sustainer 00:09:26 The part of the scaling story nobody asks about 00:12:11 How LinkedIn stopped trying to win the recruiting war 00:14:30 The Growth Trap: when company growth outpaces leadership capability 00:16:15 Hiring for learning velocity, not current skills 00:20:55 What broke first at LinkedIn — and how they fixed it 00:25:00 Designing culture when everything is changing fast 00:32:53 "Retention is dead" — what growth is the new loyalty actually means 00:42:25 AI: Are the robots actually taking our jobs? 00:56:25 Rapid fire: RTO, best and worst leadership trends in 2026flightcast:01KXCGFYQYB46CT30WR0Q3JTQJWed, 15 Jul 2026 11:00:00 -0000Tony SandersMost leaders think about scaling in terms of revenue, product, and market share.

But what about the people systems that have to grow with it?

In this episode, Tony sits down with Steve Cadigan, LinkedIn's first ever Chief Human Resources Officer, who helped scale the company from 400 to 4,000 employees in just over three years through an IPO. Steve didn't walk into a polished HR machine. He walked into chaos: no policies, no job architecture, no compensation philosophy, and a leadership team skeptical of HR.

This is the story of what it actually takes to build a talent strategy from scratch in a hyper growth environment, and why most of what we've been taught about retention, culture, and leadership development is built for a world that no longer exists.

What you'll learn:

Why builders and sustainers are two different profiles (and how to know which one you are)
The moment LinkedIn's board admitted they had no answers for the growth ahead
How LinkedIn stopped trying to win the recruiting war and became the place great people wanted to be
The Growth Trap: what happens when company growth outpaces leadership capability
Why LinkedIn started hiring for learning velocity, not credentials
What broke first at LinkedIn and how they fixed it without a playbook
How to design culture when everything is changing fast (hint: it's not about posters on the wall)
"Retention is dead" what growth as the new loyalty actually means for how you lead
Are the robots taking our jobs? Steve's take on AI hype vs. reality
Rapid fire: RTO, the best and worst leadership trends in 2026

Steve's perspective will challenge how you think about tenure, development, and what it means to build a company that people don't just work for but grow because of.

If you're leading a growing organization and wondering how to scale your people strategy without losing what makes you great, this episode is for you.

🔗 CONNECT WITH STEVE CADIGAN
LinkedIn: Search Steve Cadigan
Email: Steve@CadiganVentures.com
Book: Workquake (available on Amazon)

📌 CONNECT WITH TONY
LinkedIn: linkedin.com/in/tonyrsanders/
Work with Gawlo: growwithgawlo.com

CHAPTERS
00:00:00 Intro
00:01:58 Day one at LinkedIn
00:06:44 Builder vs Sustainer
00:09:26 The part of the scaling story nobody asks about
00:12:11 How LinkedIn stopped trying to win the recruiting war
00:14:30 The Growth Trap: when company growth outpaces leadership capability
00:16:15 Hiring for learning velocity, not current skills
00:20:55 What broke first at LinkedIn — and how they fixed it
00:25:00 Designing culture when everything is changing fast
00:32:53 "Retention is dead" — what growth is the new loyalty actually means
00:42:25 AI: Are the robots actually taking our jobs?
00:56:25 Rapid fire: RTO, best and worst leadership trends in 2026

]]>Building LinkedIn's Culture: What Hyper-Growth Really Looks Like with Steve CadiganTony Sandersfull3684true11Most leaders think about scaling in terms of revenue, product, and market share. But what about the people systems that have to grow with it? In this episode, Tony sits down with Steve Cadigan, LinkedIn's first ever Chief Human Resources Officer, who helped scale the company from 400 to 4,000 employees in just over three years through an IPO. Steve didn't walk into a polished HR machine. He walked into chaos: no policies, no job architecture, no compensation philosophy, and a leadership team skeptical of HR. This is the story of what it actually takes to build a talent strategy from scratch in a hyper growth environment, and why most of what we've been taught about retention, culture, and leadership development is built for a world that no longer exists. What you'll learn: Why builders and sustainers are two different profiles (and how to know which one you are) The moment LinkedIn's board admitted they had no answers for the growth ahead How LinkedIn stopped trying to win the recruiting war and became the place great people wanted to be The Growth Trap: what happens when company growth outpaces leadership capability Why LinkedIn started hiring for learning velocity, not credentials What broke first at LinkedIn and how they fixed it without a playbook How to design culture when everything is changing fast (hint: it's not about posters on the wall) "Retention is dead" what growth as the new loyalty actually means for how you lead Are the robots taking our jobs? Steve's take on AI hype vs. reality Rapid fire: RTO, the best and worst leadership trends in 2026 Steve's perspective will challenge how you think about tenure, development, and what it means to build a company that people don't just work for but grow because of. If you're leading a growing organization and wondering how to scale your people strategy without losing what makes you great, this episode is for you. 🔗 CONNECT WITH STEVE CADIGAN LinkedIn: Search Steve Cadigan Email: Steve@CadiganVentures.com Book: Workquake (available on Amazon) 📌 CONNECT WITH TONY LinkedIn: linkedin.com/in/tonyrsanders/ Work with Gawlo: growwithgawlo.com CHAPTERS 00:00:00 Intro 00:01:58 Day one at LinkedIn 00:06:44 Builder vs Sustainer 00:09:26 The part of the scaling story nobody asks about 00:12:11 How LinkedIn stopped trying to win the recruiting war 00:14:30 The Growth Trap: when company growth outpaces leadership capability 00:16:15 Hiring for learning velocity, not current skills 00:20:55 What broke first at LinkedIn — and how they fixed it 00:25:00 Designing culture when everything is changing fast 00:32:53 "Retention is dead" — what growth is the new loyalty actually means 00:42:25 AI: Are the robots actually taking our jobs? 00:56:25 Rapid fire: RTO, best and worst leadership trends in 2026010 - Culture Is The Heartbeat ft Amber FieldsWorkplace culture gets talked about constantly, but rarely defined — and even more rarely prioritized when a company is scaling fast. In this episode I sit down with Amber Fields, Partner and Chief Culture Officer at trueU, to get specific about what workplace culture actually is, why it matters more than most leaders realize, and what happens when you get it wrong.We cover how to actually define culture (beyond swag bags and events), why it can't get deprioritized during growth, the ripple effect that turnover sets off, and who really owns culture inside an organization — the answer isn't HR.If you're a founder, CEO, or people leader trying to hold your culture together while you grow, this conversation will give you a clearer way to think about it.🔗 ConnectAmber Fields on LinkedIn: https://www.linkedin.com/in/amberwestfields/Work with Gawlo: growwithgawlo.com904d9b2b-6210-4845-ba02-d6d50142b6d4Wed, 01 Jul 2026 11:18:00 -0000Tony SandersWorkplace culture gets talked about constantly, but rarely defined — and even more rarely prioritized when a company is scaling fast. In this episode I sit down with Amber Fields, Partner and Chief Culture Officer at trueU, to get specific about what workplace culture actually is, why it matters more than most leaders realize, and what happens when you get it wrong.We cover how to actually define culture (beyond swag bags and events), why it can't get deprioritized during growth, the ripple effect that turnover sets off, and who really owns culture inside an organization — the answer isn't HR.If you're a founder, CEO, or people leader trying to hold your culture together while you grow, this conversation will give you a clearer way to think about it.🔗 ConnectAmber Fields on LinkedIn: https://www.linkedin.com/in/amberwestfields/Work with Gawlo: growwithgawlo.com

]]>010 - Culture Is The Heartbeat ft Amber FieldsTony Sandersfull1887false10Workplace culture gets talked about constantly, but rarely defined — and even more rarely prioritized when a company is scaling fast. In this episode I sit down with Amber Fields, Partner and Chief Culture Officer at trueU, to get specific about what workplace culture actually is, why it matters more than most leaders realize, and what happens when you get it wrong.We cover how to actually define culture (beyond swag bags and events), why it can't get deprioritized during growth, the ripple effect that turnover sets off, and who really owns culture inside an organization — the answer isn't HR.If you're a founder, CEO, or people leader trying to hold your culture together while you grow, this conversation will give you a clearer way to think about it.🔗 ConnectAmber Fields on LinkedIn: https://www.linkedin.com/in/amberwestfields/Work with Gawlo: growwithgawlo.comShe Built a $100M Vegan Empire. Here's the Leadership Mistake That Brought It Down. (Ft. Slutty Vegan)Pinky Cole built Slutty Vegan from an apartment Instagram hustle into a $100M brand — then filed for bankruptcy. In this Growth Trap case study, Tony Sanders breaks down the leadership collapse behind the brand using Pinky's own words: "Sometimes you put basketball players on the golf course." You'll walk away with four failure modes that show up in almost every fast-growing company, and three things you can do right now to make sure your leaders are developed for the business you're building — not the one you had two years ago. This one's for every CEO and COO who knows their company is growing faster than their people are ready for.42e65b39-6724-4cda-bba9-2045032bcf21Wed, 17 Jun 2026 11:00:00 -0000Tony SandersPinky Cole built Slutty Vegan from an apartment Instagram hustle into a $100M brand — then filed for bankruptcy. In this Growth Trap case study, Tony Sanders breaks down the leadership collapse behind the brand using Pinky's own words: "Sometimes you put basketball players on the golf course."

You'll walk away with four failure modes that show up in almost every fast-growing company, and three things you can do right now to make sure your leaders are developed for the business you're building — not the one you had two years ago.

This one's for every CEO and COO who knows their company is growing faster than their people are ready for.

]]>She Built a $100M Vegan Empire. Here's the Leadership Mistake That Brought It Down. (Ft. Slutty Vegan)Tony Sandersfull1498false9Pinky Cole built Slutty Vegan from an apartment Instagram hustle into a $100M brand — then filed for bankruptcy. In this Growth Trap case study, Tony Sanders breaks down the leadership collapse behind the brand using Pinky's own words: "Sometimes you put basketball players on the golf course." You'll walk away with four failure modes that show up in almost every fast-growing company, and three things you can do right now to make sure your leaders are developed for the business you're building — not the one you had two years ago. This one's for every CEO and COO who knows their company is growing faster than their people are ready for.Thriving in High-Growth Organizations with Nicole FallowfieldWhat does it actually take to get promoted to SVP in a fast-growing company? Nicole Fallowfield didn't follow the traditional HR path — and that's exactly why she got the job.In this episode of Leading Through Growth, I sit down with Nicole Fallowfield, newly appointed Senior Vice President, Talent Business Partner at Unison Risk Advisors. After 17 years of navigating one of the fastest-growing organizations in the industry, Nicole shares the leadership mindset, non-negotiables, and pivotal moments that shaped her career — including the day her CEO told her, "This is the role you've been training for your whole life."What you'll learn:- The mindset shift required to thrive in high-growth, high-pressure environments- Why leadership skills outweigh technical expertise when advancing your career- How strategic HR — succession planning + talent development — drives business growth- Nicole's non-negotiables: transparency, psychological safety, and direct feedback- What "fail fast" actually means in practice (and why most leaders resist it)- How high-achievers intentionally recharge to sustain performanceIf you're a leader, HR professional, or aspiring VP trying to navigate a growing organization, this episode is for you.SUBSCRIBE & FOLLOW🔔 Subscribe for weekly leadership insights:  www.YouTube.com/@TonyRSanders  🎙️ Listen on Apple/Spotify: www.growwithgawlo.com/podcast💼 Connect with Tony: https://www.linkedin.com/in/tonyrsanders/#Leadership #CareerGrowth #HRLeadership #PsychologicalSafety #LeadingThroughGrowthca0139da-b7ad-487d-8303-1700f0f7721eWed, 03 Jun 2026 11:00:00 -0000Tony SandersWhat does it actually take to get promoted to SVP in a fast-growing company? Nicole Fallowfield didn't follow the traditional HR path — and that's exactly why she got the job.In this episode of Leading Through Growth, I sit down with Nicole Fallowfield, newly appointed Senior Vice President, Talent Business Partner at Unison Risk Advisors. After 17 years of navigating one of the fastest-growing organizations in the industry, Nicole shares the leadership mindset, non-negotiables, and pivotal moments that shaped her career — including the day her CEO told her, "This is the role you've been training for your whole life."What you'll learn:- The mindset shift required to thrive in high-growth, high-pressure environments- Why leadership skills outweigh technical expertise when advancing your career- How strategic HR — succession planning + talent development — drives business growth- Nicole's non-negotiables: transparency, psychological safety, and direct feedback- What "fail fast" actually means in practice (and why most leaders resist it)- How high-achievers intentionally recharge to sustain performanceIf you're a leader, HR professional, or aspiring VP trying to navigate a growing organization, this episode is for you.SUBSCRIBE & FOLLOW🔔 Subscribe for weekly leadership insights:  www.YouTube.com/@TonyRSanders  🎙️ Listen on Apple/Spotify: www.growwithgawlo.com/podcast💼 Connect with Tony: https://www.linkedin.com/in/tonyrsanders/#Leadership #CareerGrowth #HRLeadership #PsychologicalSafety #LeadingThroughGrowth

]]>Thriving in High-Growth Organizations with Nicole FallowfieldTony Sandersfull2501false8What does it actually take to get promoted to SVP in a fast-growing company? Nicole Fallowfield didn't follow the traditional HR path — and that's exactly why she got the job.In this episode of Leading Through Growth, I sit down with Nicole Fallowfield, newly appointed Senior Vice President, Talent Business Partner at Unison Risk Advisors. After 17 years of navigating one of the fastest-growing organizations in the industry, Nicole shares the leadership mindset, non-negotiables, and pivotal moments that shaped her career — including the day her CEO told her, "This is the role you've been training for your whole life."What you'll learn:- The mindset shift required to thrive in high-growth, high-pressure environments- Why leadership skills outweigh technical expertise when advancing your career- How strategic HR — succession planning + talent development — drives business growth- Nicole's non-negotiables: transparency, psychological safety, and direct feedback- What "fail fast" actually means in practice (and why most leaders resist it)- How high-achievers intentionally recharge to sustain performanceIf you're a leader, HR professional, or aspiring VP trying to navigate a growing organization, this episode is for you.SUBSCRIBE & FOLLOW🔔 Subscribe for weekly leadership insights:  www.YouTube.com/@TonyRSanders  🎙️ Listen on Apple/Spotify: www.growwithgawlo.com/podcast💼 Connect with Tony: https://www.linkedin.com/in/tonyrsanders/#Leadership #CareerGrowth #HRLeadership #PsychologicalSafety #LeadingThroughGrowth007 HR Found Me ft Angie WoodsIf you've ever scrolled past a TikTok telling you to never trust HR, this episode is for you. Angie Woods has spent 30 years in human resources — and she's on a mission to change how leaders think about the people function. As a Chief People Officer at a rapidly scaling company, Angie isn't just filling seats. She's building systems, developing leaders, and creating the kind of culture that can actually survive explosive growth. In this conversation, Tony and Angie dig into what it really takes to grow a company without breaking your people. They talk about the rubber band theory of organizational stretch, why hiring fast is one of the most expensive mistakes a growing company can make, the Wednesday morning leadership development sessions that are changing how her leaders show up, and what vulnerability on stage taught her about showing up more authentically at work. Angie also clears up some of the biggest misconceptions about HR — and makes a compelling case for why a strong people function isn't a cost center. It's a growth strategy. If you lead people, build teams, or are navigating the chaos of a fast-growing organization, this one is worth your full attention. What you'll learn: Why growth-stage companies need to hire for adaptability, not just skill How competency frameworks connect hiring, onboarding, and performance What HR leaders wish business leaders understood about partnership How to give people hope through change without pretending you have all the answers504a2b28-03f5-48ef-978b-3bdd9a807b56Wed, 20 May 2026 15:09:21 -0000If you've ever scrolled past a TikTok telling you to never trust HR, this episode is for you.

Angie Woods has spent 30 years in human resources — and she's on a mission to change how leaders think about the people function. As a Chief People Officer at a rapidly scaling company, Angie isn't just filling seats. She's building systems, developing leaders, and creating the kind of culture that can actually survive explosive growth.

In this conversation, Tony and Angie dig into what it really takes to grow a company without breaking your people. They talk about the rubber band theory of organizational stretch, why hiring fast is one of the most expensive mistakes a growing company can make, the Wednesday morning leadership development sessions that are changing how her leaders show up, and what vulnerability on stage taught her about showing up more authentically at work.

Angie also clears up some of the biggest misconceptions about HR — and makes a compelling case for why a strong people function isn't a cost center. It's a growth strategy.

If you lead people, build teams, or are navigating the chaos of a fast-growing organization, this one is worth your full attention.

What you'll learn:

  • Why growth-stage companies need to hire for adaptability, not just skill
  • How competency frameworks connect hiring, onboarding, and performance
  • What HR leaders wish business leaders understood about partnership
  • How to give people hope through change without pretending you have all the answers
]]>007 HR Found Me ft Angie Woodsfull2060false7If you've ever scrolled past a TikTok telling you to never trust HR, this episode is for you. Angie Woods has spent 30 years in human resources — and she's on a mission to change how leaders think about the people function. As a Chief People Officer at a rapidly scaling company, Angie isn't just filling seats. She's building systems, developing leaders, and creating the kind of culture that can actually survive explosive growth. In this conversation, Tony and Angie dig into what it really takes to grow a company without breaking your people. They talk about the rubber band theory of organizational stretch, why hiring fast is one of the most expensive mistakes a growing company can make, the Wednesday morning leadership development sessions that are changing how her leaders show up, and what vulnerability on stage taught her about showing up more authentically at work. Angie also clears up some of the biggest misconceptions about HR — and makes a compelling case for why a strong people function isn't a cost center. It's a growth strategy. If you lead people, build teams, or are navigating the chaos of a fast-growing organization, this one is worth your full attention. What you'll learn: Why growth-stage companies need to hire for adaptability, not just skill How competency frameworks connect hiring, onboarding, and performance What HR leaders wish business leaders understood about partnership How to give people hope through change without pretending you have all the answers006 - Culture Fuels Growth with Scott WhitakerIn this episode of Leading Through Growth, Tony Sanders sits down with Scott Whitaker, Director of Human Resources at Ryan Fire Protection, to explore what it really takes to scale a company without losing its culture. Over the past four years, Ryan has experienced rapid growth—expanding from just under 300 employees to nearly 700. Scott shares what that growth looks like from the inside, and how intentional leadership, shared ownership, and people-first thinking have helped them preserve and strengthen their culture along the way. They dive into: Why culture can’t live in HR alone How leadership must scale across the organization The challenge of integrating cultures through acquisition Why growth breaks companies that aren’t intentional And what leaders can do to build a culture that actually scales If you’re leading a growing team or organization, this conversation offers a grounded, real-world look at how culture fuels sustainable growth.fe60a194-b968-471f-a9ad-346862338aabWed, 06 May 2026 11:30:00 -0000Tony SandersIn this episode of Leading Through Growth, Tony Sanders sits down with Scott Whitaker, Director of Human Resources at Ryan Fire Protection, to explore what it really takes to scale a company without losing its culture.

Over the past four years, Ryan has experienced rapid growth—expanding from just under 300 employees to nearly 700. Scott shares what that growth looks like from the inside, and how intentional leadership, shared ownership, and people-first thinking have helped them preserve and strengthen their culture along the way.

They dive into:

  • Why culture can’t live in HR alone
  • How leadership must scale across the organization
  • The challenge of integrating cultures through acquisition
  • Why growth breaks companies that aren’t intentional
  • And what leaders can do to build a culture that actually scales

If you’re leading a growing team or organization, this conversation offers a grounded, real-world look at how culture fuels sustainable growth.

]]>006 - Culture Fuels Growth with Scott WhitakerTony Sandersfull2167false6In this episode of Leading Through Growth, Tony Sanders sits down with Scott Whitaker, Director of Human Resources at Ryan Fire Protection, to explore what it really takes to scale a company without losing its culture. Over the past four years, Ryan has experienced rapid growth—expanding from just under 300 employees to nearly 700. Scott shares what that growth looks like from the inside, and how intentional leadership, shared ownership, and people-first thinking have helped them preserve and strengthen their culture along the way. They dive into: Why culture can’t live in HR alone How leadership must scale across the organization The challenge of integrating cultures through acquisition Why growth breaks companies that aren’t intentional And what leaders can do to build a culture that actually scales If you’re leading a growing team or organization, this conversation offers a grounded, real-world look at how culture fuels sustainable growth.005 - Empathy Isn't What You've Been Taught with Liesel MertesMost leaders don’t avoid empathy because they don’t care.They avoid it because they were never taught how to handle it.In this episode of Leading Through Growth, Tony sits down with Workplace Empathy Expert Liesel Mertes to unpack what empathy actually looks like in leadership—and why so many well-intentioned leaders miss the mark.In this episode, we explore:- Why empathy in leadership is about emotion, not shared experience- The common patterns executive leaders fall into (like “fixing” instead of seeing)- How your own empathy patterns show up under pressure- What to say—and what not to say—when people are struggling at work or in your personal life- Simple, practical ways to build empathy as a leadership skillThis isn’t about empathy as a soft skill. It’s about becoming more effective in how you lead people.ebc988a0-f7b9-4b1a-a6b5-c81437fb10bdWed, 22 Apr 2026 11:00:00 -0000Most leaders don’t avoid empathy because they don’t care.They avoid it because they were never taught how to handle it.In this episode of Leading Through Growth, Tony sits down with Workplace Empathy Expert Liesel Mertes to unpack what empathy actually looks like in leadership—and why so many well-intentioned leaders miss the mark.In this episode, we explore:- Why empathy in leadership is about emotion, not shared experience- The common patterns executive leaders fall into (like “fixing” instead of seeing)- How your own empathy patterns show up under pressure- What to say—and what not to say—when people are struggling at work or in your personal life- Simple, practical ways to build empathy as a leadership skillThis isn’t about empathy as a soft skill. It’s about becoming more effective in how you lead people.

]]>005 - Empathy Isn't What You've Been Taught with Liesel Mertesfull1854false5Most leaders don’t avoid empathy because they don’t care.They avoid it because they were never taught how to handle it.In this episode of Leading Through Growth, Tony sits down with Workplace Empathy Expert Liesel Mertes to unpack what empathy actually looks like in leadership—and why so many well-intentioned leaders miss the mark.In this episode, we explore:- Why empathy in leadership is about emotion, not shared experience- The common patterns executive leaders fall into (like “fixing” instead of seeing)- How your own empathy patterns show up under pressure- What to say—and what not to say—when people are struggling at work or in your personal life- Simple, practical ways to build empathy as a leadership skillThis isn’t about empathy as a soft skill. It’s about becoming more effective in how you lead people.004 - Create Your Own FootprintIn this episode, Tony sits down with Michelle Baker, Chief People Officer at Forum Credit Union and co-host of the Career Dreams podcast, to explore what it really means to grow into leadership. Michelle shares the mindset shifts that shape how leaders experience the same challenges differently—why some feel energized while others feel overwhelmed—and how that perspective influences everything from decision-making to team dynamics. They also unpack the tension between speed and effectiveness, the importance of adapting your leadership to others, and why modeling behavior is one of the most overlooked responsibilities leaders carry. At the center of the conversation is a simple but powerful idea: You don’t have to fill someone else’s shoes—you have to create your own footprint. This episode is for leaders navigating growth, identity, and the responsibility that comes with both.dfd328d1-30b8-4eb8-bf3b-9f09a4cfef08Wed, 08 Apr 2026 10:00:00 -0000Tony SandersIn this episode, Tony sits down with Michelle Baker, Chief People Officer at Forum Credit Union and co-host of the Career Dreams podcast, to explore what it really means to grow into leadership.

Michelle shares the mindset shifts that shape how leaders experience the same challenges differently—why some feel energized while others feel overwhelmed—and how that perspective influences everything from decision-making to team dynamics.

They also unpack the tension between speed and effectiveness, the importance of adapting your leadership to others, and why modeling behavior is one of the most overlooked responsibilities leaders carry.

At the center of the conversation is a simple but powerful idea:

You don’t have to fill someone else’s shoes—you have to create your own footprint.

This episode is for leaders navigating growth, identity, and the responsibility that comes with both.

]]>004 - Create Your Own FootprintTony Sandersfull1086false4In this episode, Tony sits down with Michelle Baker, Chief People Officer at Forum Credit Union and co-host of the Career Dreams podcast, to explore what it really means to grow into leadership. Michelle shares the mindset shifts that shape how leaders experience the same challenges differently—why some feel energized while others feel overwhelmed—and how that perspective influences everything from decision-making to team dynamics. They also unpack the tension between speed and effectiveness, the importance of adapting your leadership to others, and why modeling behavior is one of the most overlooked responsibilities leaders carry. At the center of the conversation is a simple but powerful idea: You don’t have to fill someone else’s shoes—you have to create your own footprint. This episode is for leaders navigating growth, identity, and the responsibility that comes with both.003 - How Leadership Must Evolve as You ScaleWhat got you here won’t get you there. In this conversation, Kevin Gearheart, President of Rehab Medical, reflects on what leadership must become as an organization grows—especially when the instincts that once drove success begin to create friction. Early in a company’s life, control drives performance. But as complexity increases, that same control can turn leaders into bottlenecks. What replaces it is not less leadership—but a different kind: clarity, structure, and trust. Kevin shares how his role has evolved over two decades of leadership and a decade in the president seat—leading through sustained, rapid growth while maintaining culture, talent quality, and operational discipline. This episode explores: The shift from control to clarity—and why it matters How leaders unintentionally become bottlenecks Why culture at scale requires structure, not just intention The role of purpose in sustaining performance under pressure Balancing transparency with confidentiality as a senior leader Why trust accelerates execution The hidden cost of ego in growing organizations How a single comment from a leader can carry unintended weight6b8d60c3-c54f-4491-afab-a841912e7e2eWed, 25 Mar 2026 10:30:00 -0000What got you here won’t get you there.

In this conversation, Kevin Gearheart, President of Rehab Medical, reflects on what leadership must become as an organization grows—especially when the instincts that once drove success begin to create friction.

Early in a company’s life, control drives performance. But as complexity increases, that same control can turn leaders into bottlenecks. What replaces it is not less leadership—but a different kind: clarity, structure, and trust.

Kevin shares how his role has evolved over two decades of leadership and a decade in the president seat—leading through sustained, rapid growth while maintaining culture, talent quality, and operational discipline.

This episode explores:

  • The shift from control to clarity—and why it matters
  • How leaders unintentionally become bottlenecks
  • Why culture at scale requires structure, not just intention
  • The role of purpose in sustaining performance under pressure
  • Balancing transparency with confidentiality as a senior leader
  • Why trust accelerates execution
  • The hidden cost of ego in growing organizations
  • How a single comment from a leader can carry unintended weight


]]>003 - How Leadership Must Evolve as You Scalefull1498false3What got you here won’t get you there. In this conversation, Kevin Gearheart, President of Rehab Medical, reflects on what leadership must become as an organization grows—especially when the instincts that once drove success begin to create friction. Early in a company’s life, control drives performance. But as complexity increases, that same control can turn leaders into bottlenecks. What replaces it is not less leadership—but a different kind: clarity, structure, and trust. Kevin shares how his role has evolved over two decades of leadership and a decade in the president seat—leading through sustained, rapid growth while maintaining culture, talent quality, and operational discipline. This episode explores: The shift from control to clarity—and why it matters How leaders unintentionally become bottlenecks Why culture at scale requires structure, not just intention The role of purpose in sustaining performance under pressure Balancing transparency with confidentiality as a senior leader Why trust accelerates execution The hidden cost of ego in growing organizations How a single comment from a leader can carry unintended weight002 - When Growth Confronts Your EgoGrowth doesn’t just scale your business. It exposes you. In this episode of Leading Through Growth, Tony sits down with Marcie Anderson to explore what happens when leadership pressure reveals something deeper — ego, resistance, and identity. Marcie shares the pivotal moment when a system implementation forced her to confront her own reaction… and how that shift reshaped how she leads. From learning to operate inside “the sandbox” you’re given, to building trust that lowers fear instead of standards, this conversation reframes empathy as discipline — not softness. You’ll hear: Why purpose matters more than position The difference between training leaders and developing them Why strong leaders don’t lead with policy How ego quietly undermines growth Why proximity still matters in a remote-first world If you’re scaling a team, navigating rapid change, or feeling friction between conviction and constraint, this episode will challenge how you show up when growth gets uncomfortable. Because sometimes leading through growth starts with leading yourself.afc7a073-75d8-4e04-94ff-abadb970f432Wed, 11 Mar 2026 12:00:00 -0000Growth doesn’t just scale your business.
It exposes you.

In this episode of Leading Through Growth, Tony sits down with Marcie Anderson to explore what happens when leadership pressure reveals something deeper — ego, resistance, and identity.

Marcie shares the pivotal moment when a system implementation forced her to confront her own reaction… and how that shift reshaped how she leads. From learning to operate inside “the sandbox” you’re given, to building trust that lowers fear instead of standards, this conversation reframes empathy as discipline — not softness.

You’ll hear:

  • Why purpose matters more than position
  • The difference between training leaders and developing them
  • Why strong leaders don’t lead with policy
  • How ego quietly undermines growth
  • Why proximity still matters in a remote-first world

If you’re scaling a team, navigating rapid change, or feeling friction between conviction and constraint, this episode will challenge how you show up when growth gets uncomfortable.

Because sometimes leading through growth starts with leading yourself.

]]>002 - When Growth Confronts Your Egofull1216true2Growth doesn’t just scale your business. It exposes you. In this episode of Leading Through Growth, Tony sits down with Marcie Anderson to explore what happens when leadership pressure reveals something deeper — ego, resistance, and identity. Marcie shares the pivotal moment when a system implementation forced her to confront her own reaction… and how that shift reshaped how she leads. From learning to operate inside “the sandbox” you’re given, to building trust that lowers fear instead of standards, this conversation reframes empathy as discipline — not softness. You’ll hear: Why purpose matters more than position The difference between training leaders and developing them Why strong leaders don’t lead with policy How ego quietly undermines growth Why proximity still matters in a remote-first world If you’re scaling a team, navigating rapid change, or feeling friction between conviction and constraint, this episode will challenge how you show up when growth gets uncomfortable. Because sometimes leading through growth starts with leading yourself.001 - From Cashier to Chief People OfficerWhat if the most important leadership lesson starts at the register? In this episode of Leading Through Growth, Tony Sanders sits down with Demekya “Mekey” McAllen, who began her 33-year career at Walmart in an entry-level role and went on to become Chief People Officer at Girl Scouts of Central Indiana. Her story isn’t about titles. It’s about perspective. Mekey reflects on how seeing value in “small” roles shaped her leadership philosophy, why complexity increases as you grow — and how easy it is to lose sight of what matters most. She shares hard-earned insight on burnout, perfectionism, and the quiet pressure high performers place on themselves. This conversation is a reminder that growth rarely starts with knowing everything. It starts with recognizing the value of where you are, taking the next step before you feel fully ready, and trusting that leadership is built over time — often in places others overlook. If you’re early in your career, sitting in a role that feels small, or navigating a demanding season of growth, this episode offers a grounded perspective on how confidence actually begins. 0:00 Favorite Girl Scout Cookies 0:17 Intro 0:55 I see greatness in you 2:03 33 years at Walmart 4:34 Walmart culture taglines 6:01 The little things6:56 Growth 8:16 Know your people 9:25 Burnout 13:04 Present over perfection 16:29 Don't limit yourself828adeb2-62ce-4365-879c-c307754e50f8Wed, 25 Feb 2026 13:00:00 -0000What if the most important leadership lesson starts at the register?

In this episode of Leading Through Growth, Tony Sanders sits down with Demekya “Mekey” McAllen, who began her 33-year career at Walmart in an entry-level role and went on to become Chief People Officer at Girl Scouts of Central Indiana. Her story isn’t about titles. It’s about perspective.

Mekey reflects on how seeing value in “small” roles shaped her leadership philosophy, why complexity increases as you grow — and how easy it is to lose sight of what matters most. She shares hard-earned insight on burnout, perfectionism, and the quiet pressure high performers place on themselves.

This conversation is a reminder that growth rarely starts with knowing everything. It starts with recognizing the value of where you are, taking the next step before you feel fully ready, and trusting that leadership is built over time — often in places others overlook.

If you’re early in your career, sitting in a role that feels small, or navigating a demanding season of growth, this episode offers a grounded perspective on how confidence actually begins.


0:00 Favorite Girl Scout Cookies

0:17 Intro

0:55 I see greatness in you

2:03 33 years at Walmart

4:34 Walmart culture taglines

6:01 The little things6:56 Growth

8:16 Know your people

9:25 Burnout

13:04 Present over perfection

16:29 Don't limit yourself

]]>001 - From Cashier to Chief People Officerfull1206false1What if the most important leadership lesson starts at the register? In this episode of Leading Through Growth, Tony Sanders sits down with Demekya “Mekey” McAllen, who began her 33-year career at Walmart in an entry-level role and went on to become Chief People Officer at Girl Scouts of Central Indiana. Her story isn’t about titles. It’s about perspective. Mekey reflects on how seeing value in “small” roles shaped her leadership philosophy, why complexity increases as you grow — and how easy it is to lose sight of what matters most. She shares hard-earned insight on burnout, perfectionism, and the quiet pressure high performers place on themselves. This conversation is a reminder that growth rarely starts with knowing everything. It starts with recognizing the value of where you are, taking the next step before you feel fully ready, and trusting that leadership is built over time — often in places others overlook. If you’re early in your career, sitting in a role that feels small, or navigating a demanding season of growth, this episode offers a grounded perspective on how confidence actually begins. 0:00 Favorite Girl Scout Cookies 0:17 Intro 0:55 I see greatness in you 2:03 33 years at Walmart 4:34 Walmart culture taglines 6:01 The little things6:56 Growth 8:16 Know your people 9:25 Burnout 13:04 Present over perfection 16:29 Don't limit yourselfLeading Through Growth TrailerGrowth changes everything—especially leadership. In this trailer episode of Leading Through Growth, host Tony Sanders shares the intent behind the podcast and what listeners can expect from future conversations. Leading Through Growth features thoughtful, executive-level discussions with leaders and operators navigating the complexity that comes with scaling organizations. Each episode explores how leadership evolves as teams grow, decisions become more consequential, and culture must stretch without breaking. This is not a tactical how-to show or a promotional podcast. It’s a reflective, peer-level conversation designed for executives who value perspective, experience, and thoughtful insight as they lead through growth. If you’re a CEO, operator, or senior leader navigating scale—and thinking carefully about how leadership, people, and culture evolve—this podcast is for you.45f38597-24a1-40ec-a9f9-cc1342e3fd28Sat, 17 Jan 2026 21:13:19 -0000Growth changes everything—especially leadership.

In this trailer episode of Leading Through Growth, host Tony Sanders shares the intent behind the podcast and what listeners can expect from future conversations.

Leading Through Growth features thoughtful, executive-level discussions with leaders and operators navigating the complexity that comes with scaling organizations. Each episode explores how leadership evolves as teams grow, decisions become more consequential, and culture must stretch without breaking.

This is not a tactical how-to show or a promotional podcast. It’s a reflective, peer-level conversation designed for executives who value perspective, experience, and thoughtful insight as they lead through growth.

If you’re a CEO, operator, or senior leader navigating scale—and thinking carefully about how leadership, people, and culture evolve—this podcast is for you.

]]>Leading Through Growth Trailertrailer99falseGrowth changes everything—especially leadership. In this trailer episode of Leading Through Growth, host Tony Sanders shares the intent behind the podcast and what listeners can expect from future conversations. Leading Through Growth features thoughtful, executive-level discussions with leaders and operators navigating the complexity that comes with scaling organizations. Each episode explores how leadership evolves as teams grow, decisions become more consequential, and culture must stretch without breaking. This is not a tactical how-to show or a promotional podcast. It’s a reflective, peer-level conversation designed for executives who value perspective, experience, and thoughtful insight as they lead through growth. If you’re a CEO, operator, or senior leader navigating scale—and thinking carefully about how leadership, people, and culture evolve—this podcast is for you.