Leading Through Growth

Tony Sanders
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Leading 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.

  1. Oct 21 ·  Video

    How to Build a High-Performing Team Without Burning People Out

    If building a high-performing team means constantly pushing people harder and harder, eventually something's going to break. But what if the best teams don't choose between high standards and caring for their people? In this episode of Leading Through Growth, Tony Sanders sits down with Nick Reich, author of Every Player is Bigger Than the Program, to flip the script on one of the most common leadership philosophies in sports and business: "no player is bigger than the program." Nick believes that phrase is often code for "no player is bigger than me." And he's spent years proving that people-first leadership isn't a softer way to lead — in many ways, it's actually harder. Drawing from his experience building a high school basketball program from scratch that went on to win a state championship, Nick shares what it takes to move "our people are our greatest asset" from a slogan on the wall to something people actually feel and experience every day. The conversation covers how to create clarity and connection, hold people accountable without burning them out, remove barriers to performance, and develop a culture where people know exactly what winning looks like. Nick also opens up about his own journey — from being kicked off his high school basketball team and arrested in college to becoming a school social worker and coach who gave second chances because he never got one himself. This isn't about lowering standards or avoiding accountability. It's about understanding that high expectations without high care is the missing piece — and that the strongest leaders combine both. What you'll learn: Why "no player is bigger than the program" is often about ego, not excellence How to operationalize people-first leadership without sacrificing performance The People-First Playbook framework: starting with purpose, creating direction and connection, and driving excellence Why high expectations and high accountability require clarity, not just consequences How to balance second chances with team health when individual needs conflict with collective success The difference between seeing people as numbers on a spreadsheet and recognizing their humanity Why people want to be pushed and held accountable — when it's done with kindness and respect How to keep the bar high and visible so it's not a moving target If you're trying to build a team that performs at a high level without burning people out along the way, this conversation will give you a new way to think about leadership, accountability, and what it actually means to put people first. LinkedIn: https://www.linkedin.com/in/nick-reich05/ Book: https://www.amazon.com/dp/B0GJYJ3TJX?ref=ppx_yo2ov_dt_b_fed_asin_title Guest: Nick Reich, Author of Every Player is Bigger Than the Program Chapters 00:00:00 Intro 00:01:52 Flipping the Script: Why Every Player IS Bigger Than the Program 00:05:01 Moving Beyond Slogans: Making People Your Greatest Asset 00:08:41 The People-First Playbook: Starting with Purpose 00:10:32 From Rock Bottom to Purpose-Driven Leadership 00:12:47 Second Chances and Accountability: The Balance Every Leader Must Strike 00:14:12 The Cancer in the Locker Room: When Individual Needs Conflict with Team Health 00:14:54 High Expectations Without High Care: The Missing Piece #PeopleFirstLeadership #HighPerformance #Accountability #LeadershipDevelopment #LeadingThroughGrowth

    How to Build a High-Performing Team Without Burning People Out

  2. Oct 14 ·  Bonus Video

    [GROWTH SEGMENT] High Performance, Low Culture: Can Companies Really Thrive Without Both?

    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

  3. Oct 7 ·  Video

    How to Build Confidence: Stop Waiting Until You Feel Ready

    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/

    How to Build Confidence: Stop Waiting Until You Feel Ready

  4. Sep 23 ·  Video

    Why Great Employees Struggle When They Become Leaders

    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 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 Leaders

  5. Sep 9 ·  Video

    Why 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 #LeadingThroughGrowth

    Why Most Founders Wait Until It's Too Late (And What Breaks at 50 Employees)

  6. Aug 26 ·  Bonus Video

    The Ripple Effect: How Small Moments Create Extraordinary Leaders

    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™ 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

  7. Aug 12 ·  Bonus Video

    Stop 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 Steps

    Stop Trying to Retain People. Do This Instead. (ft. LinkedIn's First CHRO)

  8. Jul 29 ·  Video

    The 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 #RippleEffectLeadership

    The Invisible Friction Killing Your Team (And How to Fix It)
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About

Leading 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.

Information

  • Creator
    Tony Sanders
  • Years Active
    2026
  • Episodes
    20
  • Rating
    Explicit
  • Copyright
    © Gawlo Media LLC
  • Show Website
    Leading Through Growth

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