People can’t improve what we don’t tell them.

In this episode of The Premier Standard, Bo sits down with Adam Van Horn, President of Flynn Taco Bell, to talk about what being a Talent Developer really looks like in the day-to-day moments of leadership.

Adam makes a simple but important point: development isn’t a mid-year review, an IDC, or an IDP. It’s repetition, reinforcement, honest feedback, and the willingness to keep investing in someone long enough for growth to actually happen.

They talk about why development conversations can become check-the-box activities, why “I already told them” usually isn’t enough, and how leaders can separate what they own from what the person being developed has to own for themselves.

Adam also shares a candid story about believing in a high-potential leader, realizing they had skipped an important step in building business competency, and staying with the development process long enough to see that leader eventually become a VP.

They also discuss spotting potential, talent calibration, the bias that comes from being close to someone, and why leaders should walk into the field actively looking for the next person on the bench.

The message Adam leaves us with is simple:

Never leave things unsaid.

If someone is doing something great, tell them. If something is getting in their way, tell them that too.

And if you’ve told them three times and they’re still worth investing in?

Tell them a fourth.

Email Us: PremierStandard@flynn.com

Flynn Employees Only: The Premier Standard SharePoint Site

Culture breaks quietly, not all at once. One day the energy feels a little off, standards start to slip, your best people stop speaking up, and suddenly you're managing turnover instead of building a team.

Kelly Cook, President of Flynn Panera, has spent 35 years learning what it takes to build and protect a great culture. From joining St. Louis Bread Company when it had just six cafés to now leading more than 5,000 team members, Kelly has seen firsthand how culture evolves as businesses grow.

In this episode of The Premier Standard, Kelly and Bo dig into what it really means to be a Culture Champion. He shares why culture must become more intentional as organizations grow, why accountability and genuine care for people go hand in hand, and why you can't separate strong performance from the behaviors that create or destroy trust.

We also explore what great culture looks and feels like during a restaurant visit, the story of a general manager who changed Kelly's perspective on accountability, and the three fuels that drive performance: recognition, appreciation, and encouragement. Along the way, Kelly reminds us that the real "ground truths" of your business often show up when you're not in the room.

And perhaps most importantly, he challenges leaders to slow down, connect with their people, and recognize the impact even a small moment of genuine attention can have on someone's career.

Because, as Kelly reminds us, the prize in this business is our people.

Email Us: PremierStandard@flynn.com

Flynn Employees Only: The Premier Standard SharePoint Site

Ever hit send, felt good about the message, and then watched confusion spread anyway? You’re not alone. Bo Davis sits down with Rasheeda Clark, President of Flynn Planet Fitness, to get practical about what it means to be a Skilled Communicator: use fewer words, choose them with care, and make sure they land.

Rasheeda reflects on stepping into a new role and how humility and vulnerability help leaders learn faster. She shares why clear priorities help teams focus, how to balance responsiveness with protecting your time, and why planning and calendar discipline make it easier to show up for people. We also talk about choosing the right channel—text, call, Teams, or email—and why forwarding a message with “FYI” can pass the problem along instead of helping solve it.

The tables turn when Rasheeda starts asking Bo questions—reminding that strong communication is a conversation, not a performance. You’ll also hear a better way to check for understanding than “Does that make sense?” and Rasheeda’s 80/20 rule for listening more intentionally.

Try it in one conversation: listen 80 percent of the time, speak 20 percent, and ask, “What are you taking away from this?” Then listen.

If this episode helps you lead with more clarity, share it with a teammate, subscribe so you don’t miss what’s next, and leave a review with one communication habit you’re working on.

Email Us: PremierStandard@flynn.com

Flynn Employees Only: The Premier Standard SharePoint Site