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

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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

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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

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Getting your butt kicked can teach you more than getting praised, but only if you’re willing to embrace the pain and learn from it.

In this episode of The Premier Standard, Bo Davis sits down with Aaron Kirkman, President of Flynn Arby’s, to kick off the Flynn Competency series with Consistent Achiever.

Aaron breaks down what consistent performance actually looks like when the business gets messy: disciplined execution, honest self-assessment, resilience, preparation, and the willingness to hold a high standard even when it would be easier to look away.

We talk about lessons Aaron learned in restaurant kitchens, why mise en place still shapes how he thinks about leadership, the warning signs that show up before performance slips, and how strong operators avoid getting trapped by excuses, scorecards, or “paralysis by analysis.”

Aaron also shares the story behind the nickname “Soul Crusher,” what it taught him about radical candor and declaring intent, and why calibration has to come before accountability.

Most importantly, this conversation is a reminder that Consistent Achievers don’t avoid setbacks. They learn from them.

Your challenge this week: Send us an email and let us know, "What’s one setback, tough piece of feedback, or disappointing result you need to stop fighting and start learning from?"

Embrace the pain. Define reality. Make the adjustment. And keep moving.

Email Us: PremierStandard@flynn.com

Flynn Employees Only: The Premier Standard SharePoint Site

If you’ve ever watched your company grow and wondered, “Are we getting better, or just getting bigger?” you’ll feel this conversation immediately.

Ron Bellamy, President and COO of Flynn Group, joins Bo to unpack what “Premier” actually looks like in the real world of franchise operations, restaurant leadership, and day-to-day execution across thousands of locations.

Ron explains why Flynn is willing to be transparent about its culture and operating approach. The “secret sauce” isn’t hidden knowledge...it’s the discipline to execute consistently at scale.

We talk through Ron’s path from consulting and private equity into restaurant operations, along with some uncomfortable leadership lessons, including a brutal 360 review and the infamous 160-slide PowerPoint that taught him how differently restaurant operators need information delivered.

From there, we dig into the Premier Card, Flynn’s North Star, to discuss our mission to be the Premier franchise operator in the world, and the values that keep performance and people connected. Ron shares how Care Genuinely for People can collide with accountability, what Play Like a Champion looks like on an ordinary Tuesday, and how Win as One helps break down silos across brands.

We close with the real risk of growth: losing authenticity and culture slowly, then all at once, and what ownership looks like when leaders see misalignment early.

Subscribe and turn on automatic downloads so you don’t miss an episode. After you listen, email us (premierstandard@flynn.com) and let us know:

Where do you have the opportunity to raise the standard?

Email Us: PremierStandard@flynn.com

Flynn Employees Only: The Premier Standard SharePoint Site