Leading Through Growth

High performance without healthy culture. It's more common than you think — and it works. Until it doesn't.

In this episode of Leading Through Growth, Tony Sanders and his guest Josh White tackle a question most leaders avoid: Can a company actually thrive with strong execution and weak culture? The answer might surprise you.

Drawing from Josh’s real experience inside an S&P 100 company that was #1 in their industry but struggling with a culture of fear, they unpack the tension between accountability and care, performance and people, and what happens when one side of that equation gets neglected.

This isn't about choosing between results and culture. It's about understanding how both show up in fast-growing organizations — and what it takes to shift a high-performing company into one people actually want to work for.

What you'll learn:

• Why high accountability can overshadow (but not replace) a healthy culture
• The difference between a great company and a great company to work at
• How to sell culture and leadership development to executives who only care about revenue
• What happens when you tie talent strategy directly to business strategy
• The mindset shift every HR leader needs: business person solving people problems, not the other way around
• Why earning a seat at the table matters more than demanding one

If you're leading a company that's winning but wondering why retention is a constant battle, or if you're trying to build buy-in for people initiatives in a performance-driven culture, this episode will give you a new lens to work through it.

#Leadership #WorkplaceCulture #HighPerformance #TalentStrategy #LeadingThroughGrowth

What if confidence isn't something you need before taking action—but something you build by taking action?

In this episode of Leading Through Growth, Tony R. Sanders sits down with Jill Schulman, leadership expert, keynote speaker, former U.S. Marine, and author of The Bravery Effect, to explore what it actually takes to become braver at work.

Jill challenges the idea that courageous people simply aren't afraid. Instead, she explains why bravery is a skill that can be developed—and why waiting until you feel completely ready or confident can keep you from taking the very actions that build confidence in the first place.

The conversation moves from individual courage to organizational culture. Tony and Jill explore the relationship between psychological safety and bravery, why creating a safe environment doesn't eliminate an employee's responsibility to speak up, and how organizations can develop what Jill calls a culture of “courageous candor.”

They also discuss practical ways to build your “bravery muscle,” why people closest to a problem need the courage to share what they see, and Jill's Marine Corps-inspired approach to difficult challenges: embrace the suck and attack the hill.

If you've been waiting to feel ready before having the conversation, sharing the idea, making the decision, or taking the next step, this episode offers a different approach: take the step a little scared—and let the action build the confidence.

In this episode:

• Why bravery is a skill, not a personality trait
• Why action can come before confidence
• How to build bravery through small, manageable “reps”
• The difference between psychological safety and courageous action
• Why speaking up can be part of the job
• How courage becomes contagious across an organization
• Why difficult things often get worse when we avoid them
• What it means to “embrace the suck” and “attack the hill”

Visit Jill’s website here: https://jillschulman.com/

Follow her on LinkedIn: linkedin.com/in/jillaschulman/

Most 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

• 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

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/

• 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

Most 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™

• 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

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"

• 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

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.

• 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

Most 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: [email protected]
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

Workplace 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

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.