World's Greatest Boss

Everyone loves to tell busy founders, “You need an assistant!” But here’s the problem not all assistants are created equal. And if you hire the wrong one, you’ll waste money, get frustrated as hell, and end up thinking assistants don’t work.In this episode of World’s Greatest Boss, I break down the three main types of assistants: Virtual Assistant (VA), Personal Assistant (PA), and Executive Assistant (EA). You’ll learn exactly what each one does, the benefits and drawbacks, signals that it’s time to hire, and how to actually find the right one. By the end, you’ll know which assistant can buy back your time without making a costly hiring mistake.What You’ll Learn in This Episode:The core differences between a VA, PA, and EAThe biggest mistake founders make when hiring an assistantSigns that you’re ready for each type of assistantThe real costs (and hidden costs) of these rolesWhere to find the right assistant for your needsWhy This Matters:Hiring the wrong kind of assistant is one of the most expensive mistakes you can make as a founder. Whether you’re drowning in repetitive admin tasks, losing weekends to errands, or stuck in the weeds of business operations, the right assistant can give you back your time — and your sanity.Resources and Links:Connect with Jackie on LinkedInLearn more at People PrinciplesDan Martell’s book: Buy Back Your TimeIf you enjoyed today’s episode:Subscribe to World’s Greatest Boss wherever you listen to podcastsLeave a review to help more business owners find the showShare this episode with a founder friend who’s overwhelmed and needs help

What happens when you know someone on your team isn’t performing but you keep putting off the conversation? In this episode of World’s Greatest Boss, I break down exactly why avoiding performance conversations is one of the costliest mistakes you can make as a leader.We’ll cover six powerful reasons to address performance issues early, from keeping your top performers engaged to protecting your business from legal risk. I’ll also walk you through the most common excuses leaders give for delaying these convos (and why they don’t hold up), plus my simple, no-drama framework for having these conversations without making them confrontational.By the end of this episode, you’ll have the tools to give feedback faster, protect your culture, and actually help your team members improve without losing sleep over it.Quick-hit framework for performance conversations:Be specific. Point to exact behaviors or results that are off track.Connect to impact. Show how the issue affects the team, clients, or business.Collaborate on next steps, Agree on a clear plan for improvement.Document it.  Keep a record, even if it’s just a quick note.Resources & Links:Connect with me on LinkedInFind more leadership and HR resources at peopleprinciples.co

High-performing cultures aren’t built by rules—they’re built by leaders who take full responsibility.In this episode of World’s Greatest Boss, I’m joined by Andrew Horn, executive coach to CEOs at companies like TOMS and Hinge, and the founder of Tribute.co. After scaling his startup to 120 employees and overseeing a successful exit, Andrew now dedicates his work to helping founders, CEOs, and leadership teams master relational leadership—a framework that fosters trust, accountability, and real cultural change.We dive deep into Andrew’s 5-step framework for moving from reactivity to conscious leadership. You’ll learn how to identify your own unmet needs, how to respond to conflict without judgment, and how to create small rituals that lead to big cultural impact.Whether you lead a small team or a growing company, this conversation will challenge you to lead with intention—and give you tangible tools to help your team thrive.What You’ll Learn in This Episode:[04:00] Why Andrew chose to focus on people after exiting his company[08:00] What is relational leadership?[09:45] The 5 core skills of relational leadership[13:00] Why unmet needs create most workplace tension[14:00] The “5 A’s” framework for resolving tension and unmet needs[17:00] Using nonviolent communication to provide feedback[25:30] Rituals and tools for building a culture of growthResources Mentioned:Book: The 15 Commitments of Conscious LeadershipBook: Nonviolent Communication by Marshall RosenbergTool: Bonusly – peer recognition platformConnect with Andrew Horn:Website: andrewhorn.comInstagram: @itsandrewhornBlog: Relational Leadership Substack – new articles every WednesdayRetreats: The Junto – men’s leadership retreatsConnect with Jackie:LinkedIn: linkedin.com/in/jackiemkochLearn more: peopleprinciples.co

What does it really take to build a team that believes in your mission…. and sticks around?In this episode of World’s Greatest Boss, I sit down with Rachel Lauren, the co-founder and COO of Debbie, a platform that flips the script on financial rewards by helping users earn points for good money habits. Rachel and her team have grown Debbie from zero to 70,000+ users and just as impressively, from 2 scrappy co-founders to a 12-person, mission-driven team.We talk through the real decisions startup leaders face when hiring: when to buy vs. build talent, how to manage performance without overcomplicating things, and why frequent feedback actually improves employee output.You’ll walk away with ideas to put in place right now whether you’re managing one person or a small but mighty team.What You’ll Hear in This Episode:[1:00] The backstory behind Debbie and how rewards for good financial habits work[3:30] Why mission alignment matters—and how it helps attract great talent[5:05] Build vs. Buy: How they developed interns into leaders[10:20] A refreshingly simple performance review cadence (and why it works)[18:45] When and how compensation conversations happen—and why they keep them separate from reviews[22:00] Setting promotion expectations, especially with Gen Z team members[25:45] Rachel’s surprising inspiration for leadership: the Dallas Cowboys Cheerleaders documentaryResources & Mentions:Try Debbie: joindebbie.comPerformance management software: Effy.aiBonusly (for peer recognition): bonusly.comPodcast mentioned: Honestly by Bari Weiss, featuring the Dallas Cowboys Cheerleaders docConnect with Rachel: LinkedIn - Rachel LaurenConnect with Jackie:LinkedIn: linkedin.com/in/jackiemkochWant my best hiring resources? Download here

If you’re still relying on job boards to hire your next great employee, this episode is your wake-up call. I break down why “post and pray” is no longer an effective hiring strategy especially if you’re trying to land top-tier talent.Instead, you’ll learn the three proactive methods recruiting teams use every day to find the right people (and how you can do it yourself as a founder, hiring manager, or business owner). No agency fees required.What You’ll Learn:Why job boards should be used for validation, not as your primary hiring strategyHow to use LinkedIn like a recruiter, even if you’re not oneThe hidden goldmine in your customer base, superfans, and existing networkSmart ways to use Facebook groups, community content, and micro-influencers to identify potential hiresWhat sourcing tools like PIN, Fetcher, and GEM can do and how they can work like a junior recruiter on autopilotJackie’s real-world examples from med spas, product brands, and tech startups using these tactics successfullyFree Resources Mentioned:FREE Hiring Handbook + Interviewing Masterclass 👉 peopleprinciples.co/hiring📲 Connect with Jackie: 🔗 LinkedIn & 🌐  peopleprinciples.co

In this episode of World’s Greatest Boss, I’m joined by David Metz, CEO and founder of PrizeOut, a startup that helps credit unions and gaming platforms reward their users with high-value digital gift cards. David shares how he scaled his company from his couch to over 50 employees, what he’s learned about leadership, hiring, and culture along the way, and how AI is transforming the startup landscape.We talk candidly about the chaos of startup life, how to hire top talent in today’s challenging market, why referrals beat resumes, and how generalists (finally) get their time to shine. David also drops real-talk advice on why soft skills now matter more than ever, and the personal toll entrepreneurship can take without a solid support system.Whether you’re growing your team, figuring out how to lead through uncertainty, or just trying to make sense of AI’s impact on the workplace, this one’s for you.WHAT YOU’LL HEAR IN THIS EPISODE:[1:12] Why David’s team fell in love with credit unions and how PrizeOut serves them[3:46] From gaming to gift cards - how PrizeOut started and evolved[5:14] Building a 50+ person team and navigating remote vs. in-office culture shifts[7:02] The AI revolution and what it means for your job (and your kids’)[10:20] Real-world ways to use AI in hiring and operations today[12:50] What actually works when hiring great people (hint: it’s not LinkedIn)[14:32] The problem with AI-assisted projects in interviews[16:14] David’s hiring framework: IQ, EQ, BQ (business quotient), and PQ (PrizeOut quotient)[17:17] “Business is easy. People are hard.” Why leadership is emotionally exhausting[19:53] Culture is a reflection of the founder - how David builds with intention[22:37] Leadership habits David’s working on now[23:28] The one thing every entrepreneur must have to survive the rollercoasterLINKS & RESOURCES:Learn more about PrizeOutConnect with David Metz on LinkedIn or email him directly at david@prizeout.comTake the CliftonStrengths Assessment to discover your top talents📥 GET OUR FREE HR + HIRING ESSENTIALS PLAYBOOKNeed help building your dream team or managing the one you’ve got? Download our free HR & Hiring Essentials Playbook with resources that make hiring, onboarding, and compliance way easier:👉 peopleprinciples.co

What if you could eliminate the vast majority of your people problems, before they even start? In this episode of World’s Greatest Boss, I sit down with Kristian Ranta, CEO and co-founder of Meru Health, a Y Combinator-backed mental health startup, to explore how defining company values from day one helped him build a thriving team culture that actually works.Kristian shares the hard earned lessons from his previous startup, where people problems ran rampant, and how that experience led him to start Meru Health with a deep focus on values, team traits, and mission alignment. We dig into the tangible ways his team lives those values today from hiring and firing to decision-making and leadership style.This episode is packed with real-life advice for founders and leaders who want to build a values-driven culture, reduce team drama, and focus more time on building the business.What you’ll hear in this episode:[1:15] Kristian’s journey from founder trauma to intentional culture[4:20] How Meru Health built a values-driven business from the start[7:15] Why Kristian cold-emails experts before hiring[9:00] Their structured hiring process (including a paid take-home assignment)[12:30] How to create a culture of accountability with low hierarchy[14:15] Nordic vs U.S. workplace dynamics[18:00] Bringing values to life in hiring, firing, and daily decisions[21:00] The founder’s biggest hiring regret—and what he changed[23:00] What actually happens in a core values workshop[25:00] The surprising origin of “compassion” as a company value[27:10] How Meru Health provides virtual mental healthcare across the U.S.Resources & Links:Learn more about Meru Health or check if you’re covered at: https://meru.us/podcastConnect with Jackie on LinkedIn: linkedin.com/in/jackiemkochExplore more resources and hiring tips at: peopleprinciples.co🎧 Listen, learn, and don’t forget to share this episode with another founder or leader who’s building a team from the ground up.

How do you go from sleeping in your office to leading a team of 30+ creatives—and still make payroll every two weeks without fail?In this episode, I sit down with Rob Kaczmark, founder and CEO of Spirit Juice Studios, an Emmy award-winning video production house, to unpack what it really takes to grow a sustainable, values-driven business. Rob gets candid about the messy, often-overlooked realities of leadership—learning to delegate, getting honest 360 feedback, hiring your first employee, and letting go of perfection so your team can thrive.He shares practical insights any founder or CEO can relate to, especially if you’re navigating the tricky transition from do-it-all founder to empowering leader. This episode is packed with real stories, hard-won lessons, and a surprising amount of Office-style humor.WHAT YOU’LL HEAR IN THE EPISODE:[1:00] The early years of Spirit Juice and why managing people—not filmmaking—became Rob’s biggest challenge[4:25] Taking the leap to hire your first full-time employee[6:10] The 3 phases of growth and why founders get stuck[8:30] Why “if you want to grow, you have to let go” became Rob’s leadership mantra[10:00] How 360 reviews helped him become a better leader[13:00] The onboarding rituals that make new employees feel seen[15:45] How Spirit Juice builds culture through memes, pranks, and “The Juices” awards[17:20] Rob’s approach to developing meaningful company values[19:00] What “to be unclear is to be unkind” really means in practice[20:50] Why extreme ownership is the foundation of team accountability[22:00] Rob’s best advice for leaders trying to grow a high-functioning teamRESOURCES & LINKS:Connect with Rob at Spirit Juice StudiosFollow me on LinkedIn: linkedin.com/in/jackiemkochLearn more about how I help business owners build great teams: peopleprinciples.co🎥 Watch the Halloween prank video mentioned in the episode

In this episode of World’s Greatest Boss, I sit down with Lori Mihalich-Levin, healthcare attorney and founder of Mindful Return, to unpack one of the most emotionally charged and operationally challenging moments for managers: when an employee becomes a parent.We break down the real reason why one in three women don’t return to work after maternity leave—and what managers can do to create a supportive, retention-focused approach to parental leave transitions. Lori shares her four-part framework for managers, practical communication tips, and a powerful mindset shift that reframes parental leave from disruption to leadership opportunity.Whether you’re creating your first parental leave policy or navigating your own experience as a working parent, this episode gives you the tactical tools and human-centered perspective to do it well.What you’ll hear in this episode:[1:10] Why most managers mishandle parental leave[4:00] The four pillars of a successful leave transition: Mindset, Logistics, Leadership, and Community[7:25] How parental leave can actually strengthen leadership skills[10:10] The damaging assumptions managers often make—and how to avoid them[12:20] Why co-creating a leave plan builds trust and buy-in[14:45] What to say (and what not to say) when someone tells you they’re expecting[17:30] Rethinking “primary caregiver” and outdated policy terms[19:00] How to support team members without breaking your budget[21:15] Why small businesses are perfectly positioned to offer meaningful parental support[24:00] Reframing guilt as values-based decision-making[26:15] Free resources and step-by-step guides from Mindful Return[28:05] Final thoughts on being a thoughtful, prepared boss during parental leaveResources Mentioned:Mindful Return Website: https://www.mindfulreturn.com99 Questions to Ask Yourself Before, During, and After Parental Leave: Download hereBook: Back to Work After Baby by Lori Mihalich-LevinParents at Work Podcast: Listen on Apple PodcastsFree meditations for working parents on Insight TimerCourses for new parents & managers available at mindfulreturn.comConnect with Lori:LinkedIn: Lori Mihalich-LevinInstagram: @mindfulreturnEmail: lori@mindfulreturn.comConnect with Me:LinkedIn: Jackie KochWebsite: peopleprinciples.co

In this episode of World’s Greatest Boss, Jackie Koch dives into the complexities of using AI in HR practices with Bryan Driscoll, a former employment attorney turned HR consultant. With AI tools like ChatGPT becoming increasingly popular for tasks like writing employee handbooks and screening job applicants, it’s crucial to understand where AI can be helpful and where it poses significant risks—especially from a legal perspective.Bryan shares insights on the legal ramifications of using AI in hiring, the difference between AI and automation, and why relying on AI for employment decisions can lead to compliance issues. He explains how the EEOC holds companies accountable for discrimination caused by AI and why small businesses need to be extra cautious when using AI-driven hiring tools. Bryan also touches on the importance of human judgment in screening resumes and navigating complex employee issues.From hiring challenges to managing workforce behavior, Jackie and Bryan discuss practical advice for using AI responsibly and avoiding common pitfalls. Bryan also shares tips on keeping employee handbooks compliant, especially when dealing with multi-state workforces.What You’ll Hear in This Episode:[00:00] Intro: Risks of using AI in HR practices[01:50] Bryan Driscoll’s perspective on AI in the workplace[02:56] Legal risks of using ChatGPT for compliance and HR issues[05:28] Defining AI vs. automation in HR[07:18] Examples of AI-driven hiring and potential discrimination risks[08:41] Jackie’s real-world experience with AI tools in recruiting[10:34] Challenges of using AI to hire generalists in small businesses[12:40] The importance of auditing AI-driven hiring processes[13:19] Risks of using AI to manage workforce issues and employee behavior[14:22] Why creating employee handbooks with AI can lead to compliance failures[17:22] Why employees are more knowledgeable about their rights today[18:32] Handling compliance mistakes proactively[19:38] Legal trends and upcoming regulations to watch[20:15] Bryan’s background and advice for business owners[21:43] Closing thoughts: Being proactive with HR policiesMentioned in This Episode:Connect with Bryan Driscoll on LinkedIn for more HR insights and guidance.Visit PeoplePrinciples.co for more resources on building a compliant and effective team.Follow Jackie on LinkedIn: Jackie Koch

In this episode of World’s Greatest Boss, I sit down with Robert Gallaher—entrepreneur, CEO, and author of Profit Sharing: The Power of Shared Success—to dive deep into how profit sharing can revolutionize your company’s culture, profits, and employee engagement.Robert shares the journey of how he went from an overworked business owner to building a thriving company culture powered by profit sharing. We discuss what worked, what didn’t, and the lessons he learned along the way—from setting the right expectations to making profit sharing part of everyday conversations. If you’re a business owner looking to improve retention, accountability, and profits, this is a must-listen.What you’ll hear in this episode:[2:00] Why Robert started profit sharing—and how it saved his business and marriage[4:00] Common mistakes business owners make before implementing profit sharing[6:30] How not to roll out a profit sharing plan (and lessons learned from his first attempt)[8:30] Why talking about profit sharing constantly is critical—and how Robert makes it part of daily conversations[11:00] Real-life examples of how profit sharing drives employees to think like owners[12:30] How transparent you need to be with financials (and who should see what)[14:00] Adapting profit sharing for different types of businesses (seasonal, service, etc.)[16:00] Why Robert tests new profit sharing ideas in one company before rolling out[18:00] Who should be included in profit sharing (and why not everyone may be ready)[19:00] How much to pay: flat vs. percentage-based profit sharing and why $1,000/month is the starting point[22:00] Balancing competitive pay, benefits, and profit sharing—why it’s an “and,” not an “or”[24:00] How long it takes to see results (hint: this isn’t a quick fix)[26:00] Real profit sharing numbers: how much Robert pays out and how much more he makes because of it[27:00] Where to learn more and get Robert’s book and upcoming courseLinks and Resources:Book: Profit Sharing: The Power of Shared Success — Buy on AmazonConnect with Robert on Facebook: @1robertgallaher1 | ProfileComing Soon: ProfitX course launching July — stay tuned for details!💥 Want to hear more about how to implement profit sharing? Reach out to Robert or share your story with me on LinkedIn!🔗 Connect with me: LinkedIn | peopleprinciples.co

Most business owners think hiring the right people is the key to success. But even the best team members will fail or leave under bad leadership. In this episode, we’re tackling the crucial yet often overlooked challenge: how to turn field leaders into strong people leaders.My guest, Ryan Englin, has spent years helping business owners in the trades and service industries build teams that don’t just show up for a paycheck but actually want to be there. We discuss why so many leaders struggle to connect with their employees, how to shift from just being a boss to becoming a leader people want to follow, and the small but powerful changes that can transform your company culture.If you’ve ever felt frustrated that your team isn’t meeting expectations, this episode is for you. Ryan and I unpack the leadership skills that truly matter, why communication is the #1 skill every field leader needs, and how you can start seeing changes in just 30 days.What You’ll Learn in This Episode:[2:20] Why business owners in the trades struggle with leadership[4:06] The #1 misconception about hiring and retention[5:02] What makes a great field leader?[7:07] Why empathy and emotional intelligence matter—even in blue-collar industries[9:35] The most important leadership skill you need to develop[14:15] How to communicate expectations clearly (and what happens when you don’t)[17:42] The step-by-step framework Ryan uses to transform company culture[19:06] How long it takes to see real change in your business[22:23] Ryan’s book: Hire Better People Faster (how to get a free copy!)[22:58] Where to find Ryan’s podcast, Titans of the TradesResources & Links Mentioned:📖 Get a FREE copy of Ryan’s book Hire Better People Faster – just cover shipping & handling corematters.com/freebook🎙️ Listen to Ryan’s Podcast: Titans of the Trades Titans of the Trades💻 Learn more about Ryan and Core Matters corematters.com📍 Follow Ryan on LinkedIn for more insights LinkedIn: Ryan Englin

Are you avoiding firing an underperforming employee because you feel like the bad guy? What if I told you that avoiding it is actually the bigger leadership failure? In this episode, I break down exactly how to handle terminations with clarity, confidence, and respect—so both you and the employee can walk away feeling like the process was handled the right way.You’ll learn:How to know when it’s time to fire someoneThe step-by-step process to prepare for a termination conversationWhat to say (and what not to say) during the meetingHow to handle the aftermath and communicate with your teamWhy handling poor performance quickly protects your culture and top performersPlus, I share a real story about a manager who was so nervous to fire someone that she took a Xanax beforehand—only to be shocked when the employee hugged me at the end of the conversation!By the end of this episode, you’ll have a clear blueprint for navigating terminations in a way that’s fair, professional, and doesn’t make you lose sleep at night.What You’ll Hear in This Episode:[2:00] Why avoiding a necessary termination is actually a leadership failure[5:45] The key questions to ask before making the decision to fire[10:15] How to prepare legally and logistically before the conversation[14:30] The exact words to use when delivering the news[18:45] Handling different employee reactions and pushback[22:00] How to communicate the termination to your team[25:15] Why letting poor performers stay can drive away your best employeesResources & Links:Let’s connect on LinkedIn: Jackie KochMore HR and leadership advice: PeoplePrinciples.co🔥 Found this episode helpful? Share it with a fellow manager who’s dreading a tough conversation! And if you haven’t yet, please take a minute to rate and review the podcast on Apple Podcasts or Spotify—it really helps us reach more leaders like you.