Brandon Shankle, MBA, MSML, MSHRM, SHRM-WIC, CBA @bkshank
Building people-first leaders. EVP @morewellgroup · MBA · MSHRM · MSML · Cornell CBA. Coach energy. Always rooting for your growth. brandonshankle.com Palo Alto, CA Joined July 2024-
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@KaneCountyROE @EASD131 Love seeing this taught in schools. A good practice to pair with it: have participants ask their team one question, 'What's one thing I could stop or start doing to make your work easier?' That turns the concept into action.
@SilviaPencak Handing off a decision is also a trust signal. One thing that helps: say up front what 'good' looks like and when you want to be looped in, so they own it without guessing.
@acooper_KF Job-hugging is a trust signal, not a loyalty one. People stay when they're anxious; they stay for good when a manager invests in their growth. The retention metric I'd watch: how many people can name the skill their boss is helping them build?
@TheHRAddict Peer recognition and learning lunches beat perk budgets because they say "I see your growth." One cheap add: have each manager name one teammate's skill they're investing in this quarter. Recognition with a development plan attached sticks.
@PTSNagpur Email alerts are a solid start. A small step up: route failures to a named owner in Teams with the fix steps attached, so nobody has to hunt. Does anyone own the flow today?
@elmelegey Energy is the right word. When the busywork goes, people get room to coach, think and care for customers. Which task would your team hand to a flow first?
Automate the busywork, not the people. Every signature chase and copy-paste between systems is time stolen from coaching, problem-solving, and taking care of each other. Good systems give your team their time back. What's one task you'd automate tomorrow?
@funnotbroke @Pursuit0fIncome Agreed, and it's a costly blind spot. Replacing a tenured employee often runs 50-200% of salary, so even modest raises and growth paths for loyal people usually pay for themselves. Have you seen a company get this right?
@AJohnstonFLA Well said. Talent pipelines get people in the door, but retention is won by what happens after: managers who invest in growth conversations and a clear path to advance. Which of those do you see employers underinvesting in most?
@kevpal Agreed, and the MBA payoff for HR leaders shows up when you can speak P&L fluently and tie a retention or workforce plan to margin. Finance literacy earns the seat at the table.
@themaadvisor Spot on. Treating HR as a strategic workstream in deal diligence means pricing in culture, retention and key-person risk, not just headcount cost. Day One goes better when people leaders are at the table early.
@zach_cohen3 A decision tree like that is a great way to make judgment visible, Zach. The leadership piece is still deciding which rules protect people first, and revisiting them with your team. Which rule has surprised you most?
@MarkJoseWil @pargaien Fashions fade, but 'the leader exists to remove obstacles for the team' has outlasted every one of them. Judge any framework by one test: do people grow and perform better when the boss shows up? Curious what you'd measure.
@BrandonHallGrp Culture survives AI when managers keep the human touchpoints on purpose: the 1:1, the thank-you, the 'what's in your way?' check-in. Automate the busywork, protect the conversations. What's one ritual you'd never hand to a tool?
@hacking_hr Those charge numbers are the tip of it. The gap is often in the first conversation: does an employee believe a manager will actually listen? Investing in manager training and a clean intake process catches issues long before they become charges.
@rucsb The tension is real, Ruchi. What helps me is naming it early: HR's job isn't to pick a side quietly, it's to put the people impact and the business case on the same page before the decision gets made. Do you see leaders open to that framing, or does it take a crisis first?
@Mindful_Careers Thank you! Peer learning sticks because the problem is real and the room is on your side. Curious what you've seen work to keep managers coming back after that first session: a cadence, or a shared challenge board?
@iGrowhq Honestly, both, but the reps that matter most are the hard conversations and delegating with clear context, not just handing off tasks. New managers tend to over-explain the opening and then rush to fill the silence.
@RickConlow Question I'd add: What's one obstacle I could remove for you this week? It turns servant leadership from a belief into a weekly habit.
@ScriptMktgCo Credibility starts there. I'd add one habit: spend a shift in your team's seat each quarter and ask what slows them down. You'll find the fixes that matter most.
@JCBizBroker Well said. One habit that helps: reconcile deposits to reported revenue by month and ask about any gap over 2%. Patterns in the gaps tell you more than any single add-back.
dusan @dupanos
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