Let's Get Rash About Leadership!

In this episode of Let’s Get Rash About Leadership, I break down one of the most frustrating and damaging leadership models in today’s workplace: figurehead leadership. This is not about bad personalities or annoying managers. This is a system problem. One that has been quietly built over the last 20 years and is now wrecking employee morale, customer experience, and business performance.A figurehead leader is someone who has the title but has zero real authority. They do not make decisions, they do not control budgets, and they do not actually lead people. They relay messages and fill seats.This shows up everywhere. Store managers who cannot solve customer problems. Team leads with no say in hiring or performance. Department heads who do not even know their own budget. Leaders who need approval for everything. For customers, it means repeating the same issue to multiple people and none of them can fix it. For employees, it creates frustration, confusion, and disengagement. For the person in the role, it is a powerless and thankless position.Companies create this model for two main reasons. The first is lack of trust. One bad leadership experience leads to an overcorrection. Instead of improving hiring, training, and expectations, companies strip authority from everyone. The second is cost cutting. Titles replace raises. Promotions come without pay or power, creating the illusion of growth without any real investment.You might be a figurehead leader if you manage people but do not know what they make, if you are not involved in hiring or firing, if you cannot address underperformance directly, if you cannot approve basic needs for your team, if you are excluded from budget or strategy conversations, or if you need approval for everything. If you cannot make decisions, you are not leading.The impact on the business is significant. This model creates delayed decisions, lost revenue, poor customer experiences, legal risks from lack of documentation, pay inequities, distrust, missed opportunities, and internal resentment. This is not just inefficient. It is system failure.If you are in this role, you did not design the system, but you are stuck in it. You are not completely powerless. You can challenge the lack of authority, push for clarity around responsibility, and speak up even when it is uncomfortable. The hard truth is that you were likely chosen because leadership knew you would not push back.For business owners and decision makers, people can tell immediately when a leader has no real power. Employees lose respect. Customers lose patience. Strong employees go around the system or leave it entirely. Avoiding accountability does not protect your business. It weakens it.We have watered down leadership titles to the point they mean nothing. What used to be trusted decision makers and problem solvers with autonomy has turned into approval chasers, message carriers, and permission seekers.This model trains capable people to hesitate, kills initiative, and replaces leadership with control. And it fails every time.If you are ready to fix it, real leadership requires trust, authority, accountability, and investment in the right people. This does not change overnight, but it starts with recognizing the problem.Want more? Grab my book and enter to win a free copy at rashlead.com.

🎙️ Episode 14: 12 Ways to Make Your New Hires StickModern onboarding is broken and it is pushing good employees out before they even get started.In this episode, I break down what onboarding has turned into and why it feels more like being quietly dismissed before day one instead of being set up to succeed.This episode is based on Chapter 4 of my book Let’s Get Rash About Leadership. I share real stories, frustrating experiences, and the exact gaps companies are missing when it comes to bringing new hires in the right way.But this is not just a rant.You will walk away with practical, simple ways to improve your onboarding process immediately and actually retain your employees.If you want the full system, you can download my New Hire Retention Checklist at rashlead.com/free. The link is in the description.🚨 What You’ll Hear in This Episode:Why onboarding today feels disorganized and impersonalHow poor first impressions create long term problemsThe risk of employees spotting gaps in your systemWhy digital onboarding often creates more confusion than clarityReal examples of onboarding failures that happen every dayWhat employees actually experience on day one💥 Key Takeaway:Your onboarding process is your first impression.If it is disorganized, your employees are paying attention. Not just your strong employees, but the ones who are looking for ways to take advantage of weak systems.If you want better retention, you have to start on day one.

Episode 13: You’re Interviewing Wrong — Do This Instead👉 Enter to win a FREE copy of my book: rashlead.comEmployers are overcomplicating hiring… and it’s costing them great people.In this episode, I break down why the modern interview process is completely broken — from panel interviews and multiple rounds to scripted answers and outdated “gotcha” questions.We’ll cover:The biggest interview mistakes employers keep makingWhy your process rewards the wrong candidatesThe truth about at-will employment (and why fear is ruining hiring decisions)Why multiple interviews are a red flag — not a strategyThe only interview question that actually mattersIf your interviews feel forced, fake, or like a performance… they are.It’s time to stop following outdated hiring advice and start having real conversations that actually reveal who you’re hiring.👉 Want better employees? Start here: rashlead.com

In this episode, we dig deeper into Chapter 3 of my book, Bootcamp Basics: The Act of First Impressions, and talk about something most companies completely screw up: the hiring process.Before you ever sit down for an interview, a lot has already gone wrong.Today we’re talking about:Why outsourcing hiring to recruiters weakens leadershipWhy posting jobs you’ve already filled wastes everyone’s timeHow to write a job listing that actually attracts the right peopleWhy hiding pay and inflating job titles drives good candidates awayWhy requiring degrees for jobs that don’t need them shrinks your talent poolWhy corporate hiring technology (ATS systems, portals, endless forms) is filtering out strong candidatesHow employers can simplify hiring and actually get good employees in the doorThe modern hiring process is bloated, slow, and full of unnecessary hoops for applicants. Instead of attracting capable people, it rewards people who know how to game the system.This episode breaks down practical, straightforward ways to fix hiring before the interview even begins.If you’re a leader, business owner, or hiring manager who wants better employees, it starts here.Because hiring isn’t an administrative task.It’s a leadership decision.Next episode: Interviews — and why the way most companies conduct them is just as broken.hiring processhiring process tipshow to hire employeeshow to hire the right employeeswhy hiring is brokenleadership hiringleadership and hiringhow to write a job descriptionjob posting tipshow to attract good employees

In this episode of Let’s Get Rash About Leadership, we’re digging into hiring, first impressions, and the reality of today’s workforce. Whether you are actively hiring or not, you have already made a first impression on every person who works for you. The question is… was it a good one?We break down the truth behind the “official” unemployment numbers and why they do not reflect what job seekers are actually experiencing. From government surveys to underemployment, we get honest about what people are facing and why the digital, automated hiring system is failing both employers and employees.Then we walk through the real-life math of what it costs to live right now and why so many full-time workers still feel stuck. This is not about demanding higher wages. It is about awareness, perspective, and leadership. If you want loyal, high-performing people, you need to understand the pressure they are living under.By the end of this episode, you will see hiring and leadership differently. And you might just rethink the way your organization makes its first impression.Available on Amazon, or enter to win a free copy at rashlead.com.Don't mind me, look the other way while I keyword stuff this! leadership developmenthiring processunemployment rateworkplace cultureemployee retentionbroken hiring system

In this episode, I sit down with an anonymous 17 year old employee to talk honestly about work, leadership, and what Generation Z is really experiencing on the job. Instead of blaming youth, I wanted to hear directly from someone living it.We discuss the hiring process, poor communication, disorganized scheduling systems, passive aggressive management, and unprofessional behavior in front of customers. This teen clearly understands customer service, accountability, and what it means to do a job well.She shares what going above and beyond actually looks like to her, and it has nothing to do with entitlement, promotions, or work life balance. It comes down to leadership, organization, and direct communication.This conversation reinforces one simple truth. The problem is not the generation. The problem is leadership.

In this episode, I dig into company values and why most organizations get them wrong. Leaders love to talk about values, but rarely use them where it actually matters: hiring, performance reviews, discipline, and daily decision-making.I share a personal update on getting back on track with my leadership book and explain why Chapter 2 focuses on standards, not slogans. If you listened to Episode 7, you already know I don’t believe mission statements are leadership tools. Once a leader understands the commander’s intent, the next step is defining real standards, and that is where company values come in.I break down why employees don’t trust company values, how they’re often customer-facing marketing tools instead of internal guidelines, and how selective enforcement turns values into weapons. I walk through a real-world style example showing how double standards destroy trust, morale, and credibility inside an organization.I also examine a well-known company that claims to enforce values consistently, using public court records to highlight how values can become invasive, unevenly applied, and deeply hypocritical when leaders don’t hold themselves to the same standards. This episode is not about tearing people down. It’s about exposing leadership failure so it can actually be fixed.We talk about why hypocrisy is one of the biggest reasons employees resent leadership, why handbooks and policies feel meaningless to teams, and how most companies accidentally train their people to stop caring.Then I get practical.I explain how to build company values that actually work, how many you should have, how to involve your team, and how to use values in hiring, promotions, performance reviews, and corrective action. I share examples of effective values like integrity, continuous improvement, bias for action, and all hands on deck, and explain how to make them part of everyday operations instead of words on a wall.If you’re a leader who wants alignment, accountability, and a team that actually respects the standards you claim to believe in, this episode is for you.Call to Action:I give away free books. If you want to win a copy of Let's Get Rash About Leadership, go to rashlead.com/book and enter today.Next episode, I’m sitting down with a guest who completely challenges the stereotypes about Gen Z in the workplace. You won’t want to miss it.

Just because everyone else is doing it doesn’t make it leadership.In this episode, I call out copy-paste thinking in business, from identical mission statements and tired buzzwords to leaders who chase trends instead of making decisions. Playing it safe, following the herd, and hiding behind “best practices” is draining teams and killing originality.We talk about why authenticity matters more than polish, how fake professionalism shows up in marketing and customer service, and why real leadership requires standing out instead of blending in.You don’t need another playbook or permission slip. Sheep don’t make leaders. Stop following.Please excuse the following shameless keyword stuffing. Bibbity bobbity boo. Leadership matters. Fix your workplace.Leadership development, real leadership, authentic leadership, leadership accountability, leadership without buzzwords, leadership that works, leadership skills that actually matter. Fix your workplace culture, fix broken leadership, fix disengaged teams, fix bad management, fix toxic leadership, fix copy-paste leadership.Workplace leadership, modern leadership, bold leadership, original leadership, leadership training, leadership coaching, leadership mindset. Employee engagement, team morale, workplace retention, workplace communication, workplace accountability, workplace trust.Small business leadership, business owners, managers, supervisors, executives. Stop following trends, stop copying competitors, stop playing it safe at work. Be a better leader, lead with integrity, lead with authenticity, lead with courage.Leadership matters. Fix your workplace.

Today I’m taking a flamethrower to one of leadership’s favorite security blankets, the mission statement.Let’s Get Rash: Your employees are not inspired by the framed paragraph hanging in the lobby. They are not rallying behind buzzwords, wall decals, or marketing poetry. They are just trying to survive another Monday.🔥 What I Cover:In this episode, I break down why mission statements are marketing tools, not leadership strategies, and why confusing the two is one of the fastest ways to lose credibility with your team.Why employees do not care about your mission statementThe difference between branding and actual leadershipHow mission statements are written for outsiders, not the people doing the workWhat happens when leaders rebrand chaos instead of fixing itReal world examples of companies that say one thing and do anotherWhy hypocrisy is more insulting than honestyHow values based businesses lose trust when profit and behavior do not alignWhy transparency matters more than positivity when things are going southMission statements will not fix:TurnoverLow moraleBad leadershipEthical problemsA sinking businessOnly leadership fixes those things.🎯 Do This Instead, Commander’s Intent🧠 Instead of hiding behind slogans, I talk about what the military has used for decades, Commander’s Intent.Commander’s Intent answers two simple questions:What are we doingWhy does it matterWhen leaders clearly define their intent, teams stop guessing, stop hesitating, and start acting with confidence. That is how momentum, trust, and accountability are built.How to clearly set expectations without micromanagingWhy uncertainty kills initiative faster than hard work ever couldHow honest leadership creates buy in, even in tough situationsWhy consistency matters more than inspirationIf you do not have a mission statement yet, involve your team in creating one. Inclusion builds buy in.But do not expect anyone to ride or die for it.Mission statements are not battle cries. They are marketing.📥 Want Help Writing Your Own Commander’s Intent?Grab the free Commander’s Intent worksheet at 👉 RashLead.comPrint it. Use it with your team. And stop leading in the dark.

In this episode, I use A Christmas Carol as a lens to talk about something we all feel but rarely name: elitism and everyday disrespect. I’m not anti-capitalism, anti-success, or anti-boss. I’m anti-disconnection. From workplaces to politics to grocery store aisles, we’ve created a world where everyone is competing to matter, and kindness has become optional, performative, or transactional.I break down how elitism shows up in daily life, entertainment, celebrity culture, government, and most importantly at work, where employees are quietly stripped of dignity by leaders who don’t realize how their decisions actually land. The truth is uncomfortable. Scrooge didn’t disappear. He multiplied. And whether we’re bosses, employees, customers, or citizens, we’re all carrying a piece of him.This episode isn’t about blaming a generation or a political party. It’s about holding up a mirror and asking a simple question. When did basic respect become so rare, and why did we stop expecting it?If this hit home, give the episode a thumbs up, share it with someone who needs to hear it, or leave a comment if you agree.

I am getting rash with leadership this week and calling out the truth about company holiday events. If you think a party equals connection, think again. This episode is about why most company parties feel forced, what employees really want, and how you can do better.In this episode I break down why decorating your workspace matters more than an over the top party and how most company parties reflect the boss and not the team. I talk about the difference between genuine connection and forced fun, why favoritism shows up in photos and employee behavior, and why self-assessments and team-building exercises rarely work. I cover what employees actually want from holiday events, the tax write-off truth behind corporate parties, and how to handle holiday schedules with respect and clarity. The real secret to leadership is connection. A party does not equal leadership, and forced fun is just theater when connection has been stomped out. Employees want respect, clarity, and authenticity more than extravagance. Modest, inclusive gatherings beat flashy parties every time. Ugly sweater contests and overpriced gift exchanges are optional and often embarrassing. What employees really want is genuine human connection, the ability to bring spouses or families to a modest party, recognition without being showcased or patronized, and holiday schedules that are clear in advance.I put together a Holiday Planning Playbook that works for every industry, including remote teams. It covers the big holidays and the random ones that sneak up on you. You can use it to boost team morale, create connections, and even engage your customers.Grab it free today at rashlead/holidayHolidays are prime time for connection, not just for optics. Be genuine. Treat your employees with respect. Stop doing the fake stuff. Make connection your baseline.

Would you support pay transparency for job listings in Idaho? Share your thoughts at rashlead.com/pay.In this episode, I break down what job hunting actually feels like today. From pointless essay questions to personality tests, ghost jobs, recruiters taking a cut of your salary, and video submissions that feel humiliating, I expose the reality that most people have no idea about. This episode is for job seekers, employers, leaders, and anyone who wants to understand how hiring became such a discouraging, exhausting, time consuming process. I also explain why hiring is leadership and why bosses must take responsibility for the first impression their company makes. I close by sharing my mission to require salary transparency in Idaho.If you enjoyed this episode, please like, subscribe, and share so you don’t miss future episodes where we get real about leadership, hiring, and workplace truths.Share your thoughts at ⁠rashlead.com/pay⁠.Why this episode mattersPeople who have not job searched recently have no idea how awful it has become.Many still believe finding a job is simple and blame job seekers.The reality of applyingJob hunting is a full time job by itself.Job boards give the illusion of options but applications take hours.Most companies require you to retype your resume into their system.Essay questions, personality tests, skills assessments, and judgment tests all happen before any interview.Video submissions feel humiliating and are legally protected.One application can take four to five hours.The chaos of job postingsMany states, including Idaho, do not require pay transparency.Pay is intentionally left off to attract cheaper candidates.Inconsistent postings on job boards versus company sites.Companies calling months later to schedule interviews.Inflated job titles meant to impress but not backed by pay.Degrees required for wages that cannot cover basic living costs.Ghost jobsAbout 28 percent of job postings are fake.Reasons range from disorganization to gathering intel to projecting growth for investors.Applicant Tracking Systems (ATS)Resumes must be structured in a very specific way.Incorrect formatting results in automatic rejection.You often never know why you were rejected.The numbers job seekers faceCompetitive roles may require up to two hundred applications just to land one offer.Career fairs are largely ineffective.Networking has an 85 percent success rate, but only if you have connections.Some job seekers pay hundreds per hour to career coaches just to navigate the system.Hiring is leadershipThe hiring process is the first impression of your company.Leaders have outsourced hiring to HR, recruiters, and staffing agencies.Distancing between people, staff, clients, and customers has become the norm across many industries.HR protects the business, not employees.Leadership is a responsibility, not a title. A boss is a leader, period.Why pay transparency mattersListing the pay would remove guesswork and save time for everyone.I am building support to require salary transparency in Idaho.This issue is nonpartisan and affects job seekers across the state.Don’t mind me keyword stuffing here:job seeking, job search, hiring process, leadership, Idaho jobs, salary transparency, pay disclosure, recruiters, ATS, job boards, ghost jobs, job applications, workplace culture, HR, management, career frustration, job seeker support, toxic hiring practices, leadership development, employee experience, Rash Leadership Development

In this episode of Let’s Get Rash, I’m talking about the chaos of modern workplace communication — the endless pings, dings, and platforms that are killing productivity. I’ve watched teams drown in apps that were supposed to make things easier, and I’ve lived it myself.If your workday feels like digital whack-a-mole, this one’s for you.It’s time to stop saluting every notification and start leading like we actually value people’s focus.Takeaways for Leaders:✅ Set clear expectations for communication response times.✅ Stop sending attachments in chats.✅ Email still works — use it.✅ Choose tools intentionally — not impulsively.✅ Recognize that productivity isn’t instant replies; it’s uninterrupted work.Want a free copy of my book Let’s Get Rash About Leadership? Enter to win here: rashlead.com/book Don’t forget to like, follow, and subscribe! 👋 I want to hear from you—what did you think?Ever had a horrible boss? Tell me your story—I want to hear it!Send it to [email protected] #LetsGetRash #StopSalutingTheDing #LeadershipDevelopment #LeadershipRealityCheck #WorkplaceChaos #CommunicationOverload #RashLeadership #WorkSmarterNotBusier #ModernWork #EfficiencyIsntDead #efficiencyisdead

Grab our free tools to help you lead better at rashlead.com/free. Free downloads, actionable checklists, and resources to get your team winning.Are you stuck playing defense in a game you started? If so, your leadership is costing your team—and your business—big time. In this episode of Let’s Get Rash About Leadership, I go deep on why reactive, attention-driven leadership is killing morale, burning out your best players, and keeping your workplace stuck in survival mode.I’m calling out leaders who spend more time complaining about their teams than actually leading. Endless emails, chaotic approval processes, fake connection, and constant panic fixes don’t build loyalty or trust—they suffocate your top talent.We’ll cover:Why employees spend more time defending themselves than doing their jobsHow reactionary leadership drives burnout and quiet quittingThe death of camaraderie and real connection in modern workplacesThe mistakes leaders make that make good employees leaveHow to step off defense, take control, and start actually winningIf your people are stuck logging receipts for every action or defending every decision, this episode is your wake-up call. Stop reacting. Start leading. Take back control of the game.It’s time to get Rash about your leadership.Listen now and find out why playing defense won’t win the game.

In this kickoff episode of Let’s Get Rash About Leadership, I break down why work really sucks today — and guess what? It’s not the employees’ fault. Workers are blamed for everything, while leaders scratch their heads, wondering why nothing is working. I call out the chaos, the mismanagement, and the leadership mistakes that make employees dread Monday mornings.Want to take action instead of just complaining? Grab our free resources designed to help you navigate and fix the workplace mess: rashlead.com/free.If you’ve ever rolled your eyes at leadership decisions or wanted to just tell someone how it really is at work, this episode is for you.