In this episode of Business Owners Tell All: What It Takes, Jamie sits down with Kasandra Murray, founder of Unlucky Umbrella, a marketing and operations consultancy based in Columbus, Ohio. Kasandra offers a refreshing people‑first perspective on how businesses can grow sustainably by aligning marketing, operations, and HR.

Kasandra shares how most organizational issues stem from broken processes—not broken people—and explains why focusing on documentation, hands‑on training, and open dialogue creates healthier, more resilient teams. Drawing from her experience in the manufacturing industry, she reveals how shifting to process‑first systems increased employee retention from the industry norm of six months to three to five years.

Throughout the conversation, Kasandra breaks down her “Operations Improvement Funnel,” the pitfalls of poor onboarding, and how to develop high‑performing trainers who elevate entire teams. She also discusses the importance of being open‑minded as a leader, remaining flexible, and truly listening to employees at all levels.

This episode is a must‑listen for business owners who want to grow without burning out their teams — and who believe that the best systems are the ones built for humans.

🗒️ KEY EPISODE NOTES1. People-First Operations

1. Kasandra emphasizes that 95% of problems come from broken processes, not people.
2. Companies often mistakenly blame individuals first instead of examining the systems they were placed into.
3. Cultural shift comes from asking: “What does the process look like?” instead of “Who did this?”

2. Documentation as a Lifeline

1. Growing companies often skip documenting how work is done — leading to frustration, inefficiency, and burnout.
2. Even imperfect documentation saves time and reduces mental load.
3. Employees experience better quality of life when they aren't left guessing about expectations.

3. Burnout, Turnover & Onboarding

1. Poor or nonexistent onboarding is a major source of burnout and low morale.
2. People want to succeed — they just need proper training and clarity.
3. At Kasandra’s previous manufacturing company:
4. Industry turnover norm: 6 months
5. Their team’s turnover: 3–5 years, even for entry‑level roles.

4. Effective Training Strategies

1. Kasandra created a Training for Trainers program to elevate high performers into leadership through teaching.
2. People don’t learn in one mode — the best learning combines:
3. Visual
4. Auditory
5. Hands-on (tactile)
6. Webinar‑only training is ineffective; hands‑on “drive the bus” learning produces long‑term retention.

5. HR Metrics & Conversations

1. Turnover rate is the biggest HR red flag.
2. Other insights:
3. Track execution and performance more than rigid metrics.
4. Keep all metrics flexible — business needs change constantly.
5. In manufacturing, they tracked time to complete tasks, but always as an open conversation, not a punitive measure.
6. Employees often become “the experts,” so leadership must listen.

6. Leadership Lessons

1. High-performing individual contributors can still harm team cohesion.
2. Hiring should assess how candidates work in a team, not just skill.
3. A transparent, process-first culture exposes actual performance issues sooner.
4. Being open-minded as a leader can “rewire” your approach — insights come from unexpected places.

7. The Origin of Unlucky Umbrella

1. The name came from Kasandra’s college years during a season of unexpected challenges.
2. The umbrella symbolizes preparedness and embracing the unexpected.
3. The studio’s philosophy: strategy, not luck, in both marketing and operations.

8. What It Takes to Be a Business Owner

Kasandra believes it takes:

1. Being open-minded
2. Being flexible
3. Listening to all perspectives
4. Staying adaptive as a leader

💬 MEMORABLE QUOTES (Pull-Ready for Social Media & Show Notes)Kasandra Murray

1. “We have problem problems, we don’t have people problems.”
2. “About 95% of problems can be resolved when you focus on the process first instead of the individual.”
3. “People want to be good at what they do — they just need the training and support to get there.”
4. “The best training is a demonstration with your trainee driving the bus.”
5. “Even entry-level employees become experts in their jobs — leaders need to listen to them.”
6. “Being open-minded has rewired my brain as a leader.”
7. “Strategy, not luck — that’s how businesses really grow.”

Jamie Seeker

1. “If something goes wrong and your first question is ‘Who did this?’ you may need to reevaluate your perspective.”
2. “Systems don’t just serve customers — they serve people.”
3. “Framework matters, but so does flexibility.”