Retail in America

EPISODE 20 — From Facts to Impact: The Art of Storytelling in InterviewsSpecial Series: The Human Edge in the Job Market (Part 3 of 6)The World Economic Forum’s Future of Jobs Report 2025 surveyed over a thousand companies and found that 39% of workers’ core skills will change by 2030. But the skills employers say are most essential right now — analytical thinking, resilience, leadership and social influence, creative thinking, empathy and active listening — aren’t the technical credentials on a resume. They’re the things you’ve been quietly building for twenty or thirty years and calling “just what I do.”In Part 3 of The Human Edge in the Job Market, Ron Thurston walks through four questions designed to turn a vague sense of “I did good work” into something you can actually say out loud.These four questions were built for interviews — but they work anywhere you need to articulate what you actually contributed: a performance review, a quarterly check-in, or a moment of self-doubt at the kitchen table at the end of a long week. This episode is for anyone in transition. And it’s also for the listener who is currently employed, currently questioning whether their work has been seen.Question #1 — Who is better at their job today because of time they spent with you? Not who you trained officially. Not who reported to you on an org chart. Who is genuinely more capable, more confident, more clear on who they are as a professional — because you were in their life? That’s leadership and social influence. It’s one of the skills the WEF identified as essential. And most people have been doing it for free, often without anyone noticing.Question #2 — What problem did you solve that nobody asked you to solve? The hardest one to claim, because by definition nobody assigned it to you. But you saw it. You acted. Something got better. An employer can hire someone to do what they’re told. What they cannot easily hire is someone who notices what nobody else is noticing — and does something about it.Question #3 — What did the team do differently because of the standard you set? Not the policy. Not the procedure. The standard. The way people showed up, talked to each other, treated the work. Somebody set that. In a lot of cases, that somebody was you.Question #4 — What would have been worse if you hadn’t been there? The hardest of the four — because it requires you to imagine your own absence. But it’s the most clarifying. When you can answer it honestly, you stop talking about a job title. You start talking about impact. And impact is what every hiring leader is trying to find.“The market is full of people who can fill a role. What it cannot find enough of are people who show up with the kind of presence, judgment, and genuine investment in other people that you have been bringing to every room you’ve ever walked into. That is not a soft skill. That is the whole thing.”🎧 Subscribe: ronthurston.com📚 Ron’s Books:Retail Pride — amazon.com/dp/1544509456Human Pride — geni.us/humanpride (the first four chapters are written for the person standing at this exact crossroads — trying to see their own work clearly enough to say it out loud)🔗 Sources & Stats Referenced:World Economic Forum, Future of Jobs Report 2025 — 39% of workers’ core skills will change by 2030; 7 in 10 employers say analytical thinking is essential to their business in 2025; top skills employers say are most essential through 2030 include analytical thinking, resilience/flexibility/agility, leadership and social influence, creative thinking, curiosity and lifelong learning, and empathy and active listening. weforum.org/publications/the-future-of-jobs-report-2025WEF Future of Jobs 2025 — Skills Outlook chapter, full data on rising and declining skills 2025–2030. weforum.org/publications/the-future-of-jobs-report-2025/in-full/3-skills-outlook👤 Follow Ron:LinkedIn — linkedin.com/in/ron-thurstonInstagram — @retailprideWebsite — ronthurston.comEpisodes 18–23 are built for anyone in career transition — retail or otherwise. If you built something, lost a role, or you’re figuring out what’s next, this series is for you.Next up — Episode 21: Polish Is the New Generic — How to Stand Out in an AI-Flooded Job Market

EPISODE 18 — The Three Edges You Already HaveSpecial Series: The Human Edge in the Job Market (Part 1 of 6)Right now, more than 28 million people have the Open to Work banner on LinkedIn. If you're one of them — or you're thinking about turning it on — this episode is for you.Over the next six episodes, Ron walks through the edges you already have in a job market being rebuilt around technology. Not tactical job-search tips. Not resume hacks. The advantages that didn't end when the role did — the things no algorithm can see, no title can capture, and no restructure can take from you.In Part 1, the foundation: three Human Edges you already carry.Edge #1 — Your Judgment. The pattern-recognition you've earned from doing the work. Analytical thinking, adaptability, and problem-solving are the top skills employers are hiring for in 2026 — and the #1 reason hires fail isn't technical ability. It's judgment.Edge #2 — Your Relationships. Referred candidates are 4 to 10 times more likely to be hired than candidates who apply through job boards. Referrals make up only 7% of applicants — but 30–50% of hires. The job you get next is probably going to come from a conversation, not an application.Edge #3 — Your Story. The through-line that makes every chapter of your career make sense. The single most persuasive thing you own — and the thing most candidates leave out.Three edges. All yours. All already in you."The role ended. Your value didn't."🎧 Subscribe for new episodes weeklyhttps://www.ronthurston.com/📚 Ron's BooksRetail Pride: https://www.amazon.com/dp/1544509456 Human Pride: https://geni.us/humanpride🔗 Sources & Stats Referenced28 million+ Open to Work profiles on LinkedIn — LinkedIn member data, cited in LinkedIn stats roundups (2026): https://writefulcopy.com/blog/linkedin-stats-handy-reference-b2b-marketersApplications up 45.5% / job postings down 10.6% — LinkedIn Recruitment Trends Report, Q3 2024: https://copilot.recruitaisuite.com/blog/linkedin-recruiting-statistics-2026/85% of employers using skills-based hiring in 2026 — TestGorilla State of Skills-Based Hiring Report: https://www.testgorilla.com/skills-based-hiring/state-of-skills-based-hiring-2024/Two-thirds of hiring managers cite industry experience as the biggest gap — LinkedIn Future of Recruiting Report: https://business.linkedin.com/talent-solutions/resources/future-of-recruitingTop skills for 2026: analytical thinking, adaptability, problem-solving — LinkedIn Skills on the Rise 2026: https://www.linkedin.com/business/talent/blog/talent-acquisition/linkedin-skills-on-the-rise89% of bad hires lack critical soft skills — LinkedIn Global Talent Trends: https://business.linkedin.com/talent-solutions/global-talent-trendsReferrals = 7% of applicants, 30–50% of hires — Zippia Employee Referral Statistics: https://www.zippia.com/advice/employee-referral-statistics/Referred candidates 4x more likely to be hired — Boon / Jobvite data: https://www.goboon.co/post/referral-hiring-the-solution-to-high-turnover-ratesCompany career pages: 13% of applicants, 26% of hires — SilkRoad Sources of Hire Report: https://www.shrm.org/topics-tools/news/talent-acquisition/employee-referrals-remain-top-source-hiresLinkedIn profile photos: 21x more views, 36x more messages — LinkedIn profile optimization data: https://www.linkedin.com/business/sales/blog/profile-best-practices/17-steps-to-a-better-linkedin-profile-in-2017Follow RonLinkedIn: https://www.linkedin.com/in/ron-thurston/ Instagram: @retailpride Website: https://www.ronthurston.com/Listening to the whole series? Episodes 18–23 are built for anyone in career transition — retail or otherwise. If you built something, lost a role, and you're figuring out what's next, this series is for you.Next up — Episode 19: Know What You Won't Compromise.

Episode 16: Compliance Is Not DevelopmentYour training is working. Your people are still leaving.In this episode of Retail in America, Ron Thurston breaks down the critical difference between completing a training module and actually developing a frontline worker.Through the story of DeShawn — a high-performing associate who left for a two-dollar raise because he couldn't see a path forward — Ron contrasts two types of retailers. Company A measures compliance. Company B measures capability. One is losing its investment; the other is multiplying it.If your dashboard says training is at 90% but your stores are bleeding talent, this episode is for you.What you'll hear in this episode:Only 24% of frontline workers feel confident they have the right training to do their jobs — and 40% aren't even clear on what's expected of them. Yet most companies report completion rates above 90%. The dashboard and the frontline worker are living in two completely different realities.Harvard Business Review is clear: training embedded in daily workflow is what actually drives performance. And the Forgetting Curve shows that people forget up to 90% of what they learn within a month if it's not applied.The data on what's at stake: frontline workers who feel properly trained are 3x more likely to stay. 94% say they would stay longer if a company invested in their development. And 85% want another role inside their company — if they can see the path.The desire to grow is not the problem. The visibility of the path is.Connect with Ron:Subscribe for weekly insights: ronthurston.comRead RETAIL PRIDE: AmazonRead HUMAN PRIDE: AmazonRetail in America is the show about what's really happening inside retail — the space between the strategy and the person expected to execute it.

Gen Z is walking into your stores on purpose. They came for connection, community, and a human experience they can’t get from a screen. The question is whether the people you hired are ready to meet them.Most retail job descriptions were written for a store that no longer exists. In this episode, Ron Thurston explores what the experience economy actually demands from your frontline — and what the retailers winning with Gen Z are doing differently.The Three Human Truths1. Retail — You’re Hiring for Transactions. Gen Z Needs an Experience.When Gen Z walks into a physical store, they’re not evaluating it on product selection or price. They’re evaluating it on atmosphere, energy, and the quality of human interaction. Most retail job descriptions are still built around transaction efficiency — POS operation, schedule flexibility, product folding. They were written for a store that no longer exists. The experience economy demands something different: empathy, curiosity, and focus. Those qualities don’t appear on a resume. But they determine every customer interaction.2. Technology — Onboarding for Compliance Is Failing the Experience Economy.McKinsey research shows it takes roughly six to eight weeks for a new frontline hire to reach full productivity. The question is what retailers are teaching during that time. UKG’s global frontline study found that 47% of frontline workers feel there are two separate cultures in their organization — one for the floor, one for everyone else. Nowhere is that gap more visible than in onboarding. Retailers give new associates the operational layer. They rarely give them the experiential layer: what does it actually feel like to work here, and what does it mean to make a customer’s day?3. People — The Retailers Winning With Gen Z Are Rewriting the Role.The best operators have changed three things: what they select for (emotional intelligence, genuine curiosity about people), how they define success on the floor (dwell time, return visit rate, social engagement — not just conversion rate), and how they invest in the manager who develops the frontline team. Because you can hire the right person and onboard them intentionally — and then put them under a manager who doesn’t have the time, training, or support to develop them. And everything you invested in the first two steps evaporates within 90 days.Research Sources — Full Links62% of Gen Z purchases happen in physical stores Deloitte 2025 US Retail Industry Outlook — https://www.deloitte.com/us/en/insights/industry/retail-distribution/retail-distribution-industry-outlook/2025.html52% of Gen Z shoppers share photos or videos during a mall visit Advertising Week — Gen Z and the Mall, 2025 — https://www.advertisingweek.com/gen-z-and-the-mall-202547% of frontline workers feel there are two separate cultures in their organization — one for frontline employees and one for everyone else UKG Global Frontline Study 2026 — More Perspectives from the Frontline Workforce (8,200 workers, 10 countries) — https://www.ukg.com/company/newsroom/global-study-reveals-flexibility-and-financial-wellness-are-top-2026-priorities-frontline-workers32% of all first jobs are in retail — one in four American teenagers works in this industry RETAIL PRIDE — Ron Thurston (referenced in episode) — https://a.co/d/0j4SaAbMGen Z is evaluating physical retail destinations on atmosphere, energy, and quality of human interaction — not product selection or price ICSC — The Rise of Third Places: Becoming Your Community’s Social Experience Hub, 2025 — https://www.icsc.com/news-and-views/icsc-exchange/the-rise-of-third-places-becoming-your-communitys-social-experience-hub-in-202597% of Gen Z shop at brick-and-mortar stores — driven by immediacy, touch, and social experience ICSC — Rise of the Gen Z Consumer Report, 2023 — https://www.icsc.com/news-and-views/icsc-exchange/the-rise-of-the-gen-z-consumerMcKinsey: ~6–8 weeks for a new frontline hire to reach full productivity McKinsey — How Retailers Can Build and Retain a Strong Frontline Workforce, 2024 — https://www.mckinsey.com/industries/retail/our-insights/how-retailers-can-build-and-retain-a-strong-frontline-workforce-in-2024Books ReferencedRETAIL PRIDE by Ron Thurston — #1 Bestseller https://a.co/d/0j4SaAbMHUMAN PRIDE by Ron Thurston https://geni.us/humanprideConnect With RonWebsite: ronthurston.com https://ronthurston.comLinkedIn (Ron): linkedin.com/in/rthurston/ https://linkedin.com/in/rthurston/LinkedIn (Retail in America): linkedin.com/company/retail-in-america/ https://linkedin.com/company/retail-in-america/Subscribe — Episodes to your inbox: ronthurston.com https://ronthurston.com

Forrester Research is calling this moment ‘peak ambiguity.’ Rising bankruptcies. Falling consumer sentiment. Geopolitical uncertainty. And when strategy is unclear at the top — it’s the frontline that absorbs it first. Every time.In this episode, Ron Thurston breaks down three human truths about what retail’s peak ambiguity is really costing your people — and how the right investment right now creates a competitive advantage that’s very hard to close.Three Human Truths This EpisodeHUMAN TRUTH #1 — Uncertainty Is a Leadership Problem That Becomes a Frontline Crisis.When communication stops at the top, the floor fills the gap with rumors and disengagement. Consumer sentiment is falling. Customers are more demanding and less forgiving. Your frontline needs the most clarity at the exact moment they have the least.HUMAN TRUTH #2 — The Manager Crisis Is Retail’s Hidden Emergency.The store manager is your AI adoption lead, your retention strategy, and your customer experience all in one. 47% of frontline workers feel there are two separate cultures in their company. The manager is caught between them every single day — and most retailers are dramatically underinvesting in developing them.HUMAN TRUTH #3 — Ambiguity Is a Competitive Advantage If You Invest in the Right Layer.McKinsey documents a 3-point comp sales lift at the best frontline retail employers. When every competitor is pulling back on people investment, the company that leans in creates a gap that’s very hard to close. Uncertainty isn’t just a threat. It’s a window.Takeaways:Uncertainty has emerged as a pivotal concern in retail, overshadowing topics such as AI and automation.The prevalent atmosphere of ambiguity necessitates clear and honest communication from leadership to frontline employees.Store managers are critical stabilizing forces within organizations, deserving of investment and development amidst uncertainty.Consumer trust is fragile; therefore, investing in frontline personnel establishes a durable competitive advantage in retail.When leadership fails to communicate effectively, the frontline becomes disengaged, exacerbating the crisis of uncertainty.The current period of peak ambiguity can serve as an opportunity for organizations that choose to invest in their people.Data & SourcesForrester Research — Three Themes for Retail in 2026 (March 2026)https://www.forrester.comUKG — Global Study: Flexibility and Financial Wellness Are Top 2026 Priorities for Frontline Workers (January 2026)https://www.ukg.com/company/newsroom/global-study-reveals-flexibility-and-financial-wellness-are-top-2026-priorities-frontline-workersMcKinsey — How Retailers Can Build and Retain a Strong Frontline Workforce (2024)https://www.mckinsey.com/industries/retail/our-insights/how-retailers-can-build-and-retain-a-strong-frontline-workforce-in-2024U.S. Consumer Sentiment Index — University of Michigan (2026)https://data.sca.isr.umich.eduGet the Book📘 HUMAN PRIDE: Optimizing Your Human Potential in a Digital Job Market→ https://www.ronthurston.com

Retail turnover is running at 81% annually. Everyone in the boardroom knows it. Nobody is treating it like the emergency it actually is.In this solo episode, Ron Thurston breaks down three human truths about what’s really driving frontline employee turnover in retail — and why solving it has nothing to do with pay.Three Human Truths This EpisodeHUMAN TRUTH #1 — Everyone Knows. Nobody’s Treating It Like an Emergency.Retail turnover has been above 60% for decades. Some subsectors are now hitting 81%. Yet boardrooms keep calling it a “known variable” instead of a burning platform.HUMAN TRUTH #2 — This Isn’t a Pay Problem. It’s a Neglect Problem.8 out of 10 reasons frontline workers leave are emotional, not operational. 42% of turnover is viewed by employees themselves as preventable.HUMAN TRUTH #3 — The Real Cost Never Shows Up on a Spreadsheet.A mid-sized retailer at 60% turnover spends roughly $600,000 annually in hard costs alone. At the best frontline retail employers, comparable store sales run 3 full percentage points higher than low performers.TakeawaysThe retail industry currently experiences an alarming annual turnover rate of 81%, indicating a significant challenge that requires urgent attention from leadership.New hires in retail typically require approximately two months to achieve full productivity, meaning that stores are often staffed by individuals still learning their roles.Research reveals that eight out of ten frontline workers leave their retail jobs for emotional reasons, emphasizing the importance of valuing employees and investing in their growth.The disconnect between executive perceptions and frontline realities leads to a neglect problem rather than a pay issue, necessitating a shift in organizational focus and accountability.Preventable turnover is a critical issue, with 42% of employees viewing their departure as avoidable, highlighting the need for proactive management practices.Investing in employee satisfaction and stability can lead to significant improvements in sales performance, demonstrating that human capital is the primary competitive advantage in retail.Data & SourcesFountain — Frontline Work 2025: 5 Trends Shaping the Futurehttps://www.fountain.com/posts/frontline-workforce-trends-2025Harvard Business Review — Why Your Frontline Employee Turnover Is High (April 2025)https://hbr.org/podcast/2025/04/why-your-frontline-employee-turnover-is-highTruRating — Employee Turnover in Retail (2025)https://trurating.com/blog/employee-turnover-in-retail/U.S. Employee Turnover Statistics 2024–2025https://high5test.com/employee-turnover-statistics/McKinsey — How Retailers Can Build and Retain a Strong Frontline Workforce (2024)https://www.mckinsey.com/industries/retail/our-insights/how-retailers-can-build-and-retain-a-strong-frontline-workforce-in-2024theEMPLOYEEapp — Frontline Workforce Trends and Predictions 2025https://theemployeeapp.com/blog/frontline-workforce-trends-and-predictions/Get the Book📘 HUMAN PRIDE: Optimizing Your Human Potential in a Digital Job Market→ https://www.ronthurston.com

What happens when AI isn’t built for people—but with them?In this episode of Retail Intelligence in Action, sponsored by Microsoft, Ron Thurston sits down with Dave Glick, Senior Vice President of Enterprise Business Services at Walmart, for a rare inside look at one of the most ambitious, people-led AI transformations happening anywhere in retail.Dave shares how Walmart is building AI capabilities at true enterprise scale—creating tools and platforms that empower campus associates today and ultimately support more than 1.5 million associates across the business. But this conversation isn’t about automation for efficiency’s sake. It’s about agency, ownership, and removing the friction that keeps people from doing their best work.You’ll hear how Walmart is deploying:Super agents that act as a single front door to work—routing tasks, knowledge, and workflows intelligentlyNano agents—small, purpose-built tools often created by associates themselves to solve real, everyday problemsAI-powered capabilities like real-time translation, intelligent prioritization, and workflow automationOne of the most powerful insights in this episode is how adoption actually happens. Instead of pushing new technology onto teams, Walmart created tools people pulled into their work—driving organic adoption, rapid iteration, and genuine enthusiasm. From late-night “vibe coding” sessions fueled by Diet Coke to hackathons where non-engineers build agents in minutes, Dave illustrates how culture—not code—determines success.The conversation also explores how Walmart balances speed with responsibility. Rather than slowing innovation through fear, the company leaned into clear guardrails, trusted governance, and a shared belief that the biggest risk is moving too slowly. This mindset allows teams to learn fast, improve fast, and scale what works.While Dave’s focus is enterprise operations, the impact reaches customers in a meaningful way. By reducing friction, eliminating root causes, and lowering operational costs, Walmart strengthens its Everyday Low Price promise—proving that associate empowerment and customer value are deeply connected.At its core, this episode is a case study in what’s possible when technology and HUMAN PRIDE move together—and why the future of retail will belong to leaders who build AI that elevates people, not replaces them.Key Takeaways: Walmart is scaling AI in a way that restores agency and ownership to associatesOver 6,000 associates have been trained to build and deploy AI-driven solutionsSuper agents and nano agents are transforming how work gets done—without overwhelming usersReal transformation happens when technology is pulled by teams, not pushed by leadershipHuman-centered AI can drive efficiency, engagement, and long-term customer value simultaneously

Retail Intelligence in Action — Microsoft | Episode 2, part 1A Limited Series with Ron ThurstonIn this episode of Retail Intelligence in Action, host Ron Thurston takes listeners inside the Microsoft Experience Center in New York City to explore what frontline work looks like when AI is applied with intention, empathy, and clarity.This conversation brings AI out of theory and onto the sales floor — where technology and humanity meet in real time.Ron is joined by frontline leaders and associates from Microsoft to show how tools like Microsoft Teams, Copilot, and Viva are transforming communication, simplifying operations, and reducing burnout for teams across retail, healthcare, and hospitality.Rather than focusing on “future promises,” this episode highlights what’s already happening today: AI helping frontline teams save time, reduce friction, and gain confidence — without complexity or disruption.You’ll hear powerful, human examples of how Copilot supports people of all skill levels, how one source of truth can serve multigenerational and multilingual teams, and why starting small is often the smartest path to adoption.This episode reinforces a simple but powerful idea:Technology alone doesn’t transform work — people do.And when the right tools are placed in the hands of the frontline, everything changes.Key themes include:How AI supports frontline teams without replacing themWhy clarity and simplicity matter more than perfectionHow Copilot gives time back to managers and associatesThe role of community, trust, and pride in frontline workWhy AI adoption must be human-centered to succeedThe future of frontline work isn’t coming.It’s already here — and it’s human-powered.🎙️ Featuring frontline insights from Microsoft📍 Recorded at the Microsoft Experience Center, NYC

The expectation for instant answers has completely reshaped frontline work. Today’s customers are used to getting information in seconds on their phones or watches — and they now expect frontline teams to operate with that same speed and confidence.In part 2 of my limited series sponsored by Microsoft, Abbie Sweeney and Irina Parsina break down how tools like Microsoft Copilot and specialized AI agents are making that possible. These technologies give frontline employees the power to check inventory, translate on the spot, compare products, or solve customer problems without disappearing into a back office or wrestling with outdated systems.What really stands out is how AI is making work more accessible, intuitive, and personalized for every generation of workers. With multimodal learning — voice, images, audio, and text — teams can get support in the way they learn best. It’s not one-size-fits-all anymore.And ultimately, that’s what this episode shows so clearly: AI isn’t just about efficiency. It’s about redefining the frontline experience, giving employees more clarity and confidence, and allowing them to spend more time doing what matters most — connecting with customers.Key Takeaways: Customer expectations for instant information have permanently changed frontline service.Copilot gives employees fast access to what they need — without delays or back-office bottlenecks.AI agents provide role-specific guidance so employees get consistent, accurate answers every time.Multimodal tools support every kind of learner — visual, audio, hands-on — improving training and productivity.AI is redefining frontline work: faster answers, higher confidence, and more time for meaningful customer connection.Personalized, adaptive AI support leads to stronger employee retention and better customer experiences.

Part 1 of Voices from the Frontline: AI in Action, a limited series sponsored by Microsoft, sets the foundation for everything that follows. In this episode, we cut through the noise and clear up some of the biggest misconceptions about AI on the frontline.With Abbie Sweeney and Irina Parsina from the Microsoft Copilot Acceleration team, we dive into what leaders everywhere need to hear: you don’t need a perfect system or a massive transformation plan to get started with AI. You can begin right where you are, take small steps, and build over time.We also explore why Microsoft’s responsible AI principles — trust, safety, and transparency — matter so much when you’re supporting the people who make your business work every day.Through practical examples, Abbie and Irina show how tools like Microsoft Copilot can take everyday tasks off the plates of managers and associates, giving them more time and energy to do what they do best: connect with customers, care for patients, and elevate the human experience.This episode is all about confidence and clarity. It reminds leaders that AI isn’t something to fear or avoid — it’s an accessible, manageable evolution that can make frontline work smarter, simpler, and more human.AI can be integrated into existing workflows, making it accessible no matter where an organization is on its tech journey.AI readiness is a moving target — perfection is not required to begin.The smartest approach is to start small, learn, and iterate, rather than aiming for a massive overhaul.Microsoft’s AI strategy is grounded in trust, safety, and transparency, helping organizations adopt AI responsibly.Copilot acts as the UI for AI, giving frontline teams one simple entry point for powerful intelligence.AI frees up valuable time for human connection, allowing employees to focus on customers, patients, and guests.

Welcome to RETAIL IN AMERICA!This podcast is part of The RETAIL IN AMERICA tour, my year-long journey to discover incredible retail heroes all across the country, celebrating our retail culture, community, and careers. Go to retailpride.com or IG @retail pride to see it all, including past podcast episodes, playlists, and future cities on tour.Today I am LIVE from the Airstream in Palm Springs, California, with Joe Lopardi, the Director of Retail for the iconic brand TRINA TURKJoe prides himself on building and retaining dynamic teams at all levels, being a company culture proponent, leveraging an elevated event strategy to benefit local charities and non-profits, and delivering positive results. He is a people-centric leader who values his relationships with internal and external clients.He has pioneered client development programs, led teams through the construction of mission, vision, and value statements, and is leading his present team to deliver the strongest net sales results in company history this year.When he is not making market visits with his teams and clients, he is working on restoring a 1930s bungalow he recently purchased with his fiancée in Los Angeles, CA.Contact me directly here to nominate a retail hero for this podcast, host a retail networking or book signing event in your city, or say hello.Keep your retail pride strong, and I will see you on the road!The RETAIL IN AMERICA podcast team includes:Producer Roi PeretsAudio Engineer Dean AlbakCover Image shot by Duke WinnA huge thank you to the three title sponsors fueling the RETAIL IN AMERICA tour and this podcast. Spotify Advertising Spotify is the #1 podcast platform in the US and has grown to over 420M monthly unique registered users around the globe, over half of which are supported on the ad platform. Spotify advertising will help you reach and target your audience across devices, locations, and formats. YOOBIC  is a Frontline Employee Experience Platform. It’s an all-in-one mobile app that provides Retail leaders and their frontline teams with inclusive communications, mobile learning, and digitized task management - all in the flow of work.KWI is the industry's only true turnkey omni-channel platform for specialty retailers. With over 35 years of experience, let KWI help you execute flawlessly with the features that matter most, including endless aisle, clienteling, mobile checkout, inventory management, e-commerce, and more. 

Welcome to RETAIL IN AMERICA!This podcast is part of The RETAIL IN AMERICA tour, my year-long journey to discover incredible retail heroes all across the country, celebrating our retail culture, community, and careers. Go to retailpride.com or IG @retail pride to see it all, including past podcast episodes, playlists, and future cities on tour.Kit Campoy is a retail leader turned freelance writer and one of the most prominent voices for frontline retail teams on LinkedIn.After graduating with a Bachelor's degree in Merchandising, she wanted nothing to do with retail management and had aspirations of being a stylist on photo shoots. Then, a funny thing happened; she realized that she was good at leadership and liked it.A move to San Diego landed her at Old Navy. A two-story behemoth where she was hired to plan shipments/merchandise, then a transition to PacSun, where she learned retail leadership 101. She quickly moved to a Store Manager position and worked for the company for five years.A jump to Lucky Brand, then Anthropologie, and finally, Tilly's Store Manager, Carlsbad, at the Forum for nine years. Running that building with hundreds of people over the years and close partnerships with vendors and leaders at the home office was the honor & privilege of her career. She ultimately left retail in February 2022 and is now a solo entrepreneur who does freelance writing and ghostwriting and writes two weekly newsletters. You can find her on LinkedIn daily, advocating for retail leaders and frontline employees. You can connect with Kit on LinkedIn, DeSo, and Twitter. Give hustle-culture a break, and join her weekly newsletter Traveling Money and Kit writes personal essays on Medium. Thank you to the three title sponsors fueling the RETAIL IN AMERICA tour and this podcast. Spotify Advertising is the #1 podcast platform in the US and has grown to over 420M monthly unique registered users around the globe, over half of which are supported on the ad platform. Spotify advertising will help you reach and target your audience across devices, locations, and formats. YOOBIC  is a Frontline Employee Experience Platform. It's an all-in-one mobile app that provides Retail leaders and their frontline teams with inclusive communications, mobile learning, and digitized task management - all in the flow of work.KWI is the industry's only true turnkey omnichannel platform for specialty retailers.With over 35 years of experience, let KWI help you execute flawlessly with the features that matter most, including endless aisle, clienteling, mobile checkout, inventory management, e-commerce, and more. Contact me directly here to nominate a retail hero for this podcast, host a retail networking or book signing event in your city, or say hello.  Keep your retail pride strong, and I will see you on the road!The RETAIL IN AMERICA podcast team includes:Producer Roi PeretsAudio Engineer Dean AlbakCover Image shot by Duke Winn