Are you a salon owner looking to build a strong leadership team that drives growth and success? In this episode of the Profitable Salon Owner Podcast, Kayla Swanson sits down with Lindsey Compton to discuss her journey of transitioning from managing everything herself to building a dedicated leadership team. Discover the key differences between leadership and management roles, how to delegate effectively, and why personal development is a game-changer for your team. Tune in to learn the best practices for empowering your salon’s leadership and avoiding common pitfalls. Make sure to like, comment, and subscribe for more insights on building a profitable salon business! If you’d like to ask a question, leave a comment, or schedule a complimentary 1:1 with someone on our team, text “support” to (916) 258-0720 Learn More About Our Sponsors: Phorest: https://www.phorest.com/us/ L'ANZA: https://www.lanza.com/ MYA: https://joinmya.com/ (Use promo code HPSA for your first 2 months FREE)
Guest Introduction and Transition: Host Kayla Swanson introduces Lindsey Compton, who recently transitioned into a new phase of her life after getting married, including taking on a new last name, which symbolizes stepping into a new chapter.
Leadership Team vs. Manager Role: Lindsey discusses the distinction between a leadership team and a traditional manager. A leadership team handles broader responsibilities, supports growth, and drives the salon’s mission.
Transitioning to a Leadership Team: Lindsey shares her experience of managing all tasks herself for years before transitioning to a dedicated leadership team, which significantly improved the business.
Delegating Responsibilities: By delegating specific roles to people skilled and passionate about certain areas, Lindsey’s business has grown faster and more efficiently.
Importance of Personal Development: Lindsey emphasizes that personal development is a key trait she looks for in leaders and encourages it among her team members.
Weekly Leadership Meetings: Lindsey holds 90-minute leadership meetings weekly to ensure alignment, accountability, and continuous improvement.
Finding the Right People for the Right Seats: Building a leadership team means placing individuals in roles that best suit their skills and passions, ensuring they feel supported and capable.
Handling Misalignment in Leadership: Open conversations and regular check-ins help identify if someone is in the right role and allow for smooth transitions if a change is needed.
Empowering Growth and Retention: Creating clear paths for growth and open communication prevents stagnation and keeps team members engaged and motivated.
Avoiding Common Mistakes: Lindsey warns against promoting individuals solely based on seniority, overlooking compensation, and neglecting proper support and training.