Owned and Operated Podcast Summary: Episode #215 – "Why You’re Not Getting Promoted.... and How to Fix It"

Release Date: June 26, 2025
Hosts: John Wilson and Jack Carr

Introduction

In Episode #215 of the Owned and Operated - A Plumbing, Electrical, and HVAC Business Growth Podcast, hosts John Wilson and Jack Carr delve into the critical topic of career advancement within the company Wilson. Featuring insights from Brandon Nyro, president of Wilson, the episode provides a comprehensive guide on understanding and navigating the promotion landscape both internally and externally.

Internal Promotion Dynamics at Wilson

Brandon Nyro opens the discussion by highlighting the company's commitment to internal promotions, stating, “30 or 40% of the team has been promoted through the organization” (00:15). This statistic underscores Wilson's dedication to fostering growth from within, ensuring that leadership roles are filled by individuals who have risen through the ranks rather than being recruited externally.

Jack emphasizes the distinction between excelling in a current role and possessing the passion and skills necessary for leadership: “Do you have a passion to lead and do you have a passion to want to do more and take more responsibility? Because great success in your role doesn't automatically translate to great success as a leader” (00:15). This highlights the company's focus on not just performance but also on intrinsic motivation and leadership potential.

The Emerging Leaders Class: Building Future Leaders

A significant portion of the episode is dedicated to discussing Wilson's Emerging Leaders Class—a 52-week program designed to equip employees with essential leadership skills. Jack describes the program as follows:

“It's a 52-week class so year-long. And it is intended to go through the 101s of leadership. Now it goes into depth from everything from emotional intelligence to just the basics of what's the difference between leadership and management” (10:33).

Brandon adds that the class is not limited to a specific trade but is inclusive of plumbers, HVAC technicians, electrical staff, and administrative personnel. The program focuses on universal leadership principles that can be applied across various departments, ensuring consistency in leadership style and approach throughout the organization.

Key Components of the Program:

• Emotional Intelligence: Understanding and managing emotions in a professional setting.
• Financial Literacy: Gaining a deep understanding of financial statements like P&Ls (Profit and Loss statements), with participants actively engaging in real-life financial analysis (11:06).
• Practical Application: Participants work on actual company problems, fostering hands-on experience and real-world problem-solving skills (12:39).

Criteria and Process for Promotion

The hosts discuss the meticulous process behind selecting candidates for promotions. Jack explains the dual criteria: ambition and capability. “The capacity to do it is what I'm looking for. Do you want it is really what I'm looking for” (06:09). This ensures that those promoted are not only capable but also genuinely interested in taking on leadership roles.

Brandon shares insights into the transparency of the promotion process: “We have really matured. Like upward mobility inside the business, where there's more of a clear path now. I think where we need to get better is, like, displaying it” (04:07). Efforts are underway to make career pathways more visible to all employees through initiatives like the “future with Wilson” wall, which outlines potential career trajectories within the company.

Selection Process Highlights:

• Expressed Interest: Candidates must communicate their desire for growth and leadership opportunities.
• Problem-Solving Ability: Demonstrating the ability to identify and actively participate in solving company-wide issues is crucial.
• Commitment to the Program: The Emerging Leaders Class requires a significant commitment, including punctuality and active participation in challenging activities (13:03).

Challenges and Areas for Improvement

Despite the robust internal promotion framework, the hosts acknowledge existing challenges. One such challenge is ensuring that employees are aware of and understand the available career paths. Brandon notes, “We had someone put in their resignation earlier this week to go to a position that we have and that we would have hired for” (06:50). This incident underscores the importance of clear communication regarding internal opportunities to prevent valuable employees from seeking growth externally.

Another challenge discussed is the transition to senior leadership roles. Jack admits, “It is 100% a weak spot. And to be honest with you, I really don't know yet” (23:35). The company recognizes the need to develop a structured approach to nurturing senior leaders, ensuring they possess the necessary skills and passion for higher responsibilities.

Future Plans for Leadership Development

Looking ahead, the hosts brainstorm innovative ways to enhance the leadership development process. Brandon proposes a project-based approach, where cohorts within the Emerging Leaders Class tackle real, high-impact problems with allocated budgets. He suggests, “...let's work on it for 30 days? So like a month. And like that's one of the sections is like, hey, we have four weeks where we're going to work on it and like we'll hit it hard” (30:08). This hands-on method aims to reinforce learning through practical application, ensuring that leaders are not only theoretically prepared but also adept at implementing solutions in real-time.

Additionally, there are discussions around expanding the program to include senior leadership training, focusing on problem-solving at a strategic level. Jack adds, “Understand the true things. What is the reason behind it and what was the logic on the decision that was made?” (37:06), emphasizing the need for leaders to comprehend the rationale behind strategic decisions to effectively guide their teams.

Promoting a Culture of Problem-Solving

A recurring theme in the episode is the emphasis on problem-solving as a catalyst for career advancement. Brandon states, “The fastest career accelerant that anyone can have in Wilson or in any business ever is how do I find the biggest problem or the biggest opportunity and say, hey, can I help you solve that?” (28:22). By encouraging employees to identify and address significant challenges, Wilson fosters a proactive and entrepreneurial culture that not only benefits the company but also accelerates individual career growth.

Enhancing Transparency and Communication

To further support internal promotion, the hosts discuss strategies to enhance transparency within the organization. Brandon suggests updating the organizational chart regularly and making future plans visible to all employees: “Here’s our 12 month org chart. Here’s what we think it looks like start.” (38:20). Additionally, offering compensation ranges for different roles can provide employees with a clearer understanding of potential growth and the financial benefits associated with promotions.

Jack concurs, emphasizing the importance of understanding the “why” behind decisions: “They just understand the why. It’s not just a hey, do this because this is what you were taught type of thing. But understand the true things” (37:02). This deeper comprehension helps employees align their efforts with the company's strategic objectives, making them more effective leaders.

Conclusion

Episode #215 of the Owned and Operated podcast offers a deep dive into the intricacies of career advancement within Wilson. By highlighting the company's commitment to internal promotions, the structured Emerging Leaders Class, and the emphasis on problem-solving and transparency, John Wilson and Jack Carr provide invaluable insights for employees aspiring to grow within the organization. The episode not only outlines the existing framework but also addresses challenges and proposes innovative solutions to ensure continuous improvement in leadership development.

Notable Quotes:

• Brandon Nyro (00:15): "30 or 40% of the team has been promoted through the organization."
• Jack (00:15): "Do you have a passion to lead and do you have a passion to want to do more and take more responsibility? Because great success in your role doesn't automatically translate to great success as a leader."
• Brandon Nyro (04:07): "We have really matured. Like upward mobility inside the business, where there's more of a clear path now."
• Jack (10:33): "It's a 52-week class so year-long. And it is intended to go through the 101s of leadership."
• Brandon Nyro (28:22): "The fastest career accelerant that anyone can have in Wilson or in any business ever is how do I find the biggest problem or the biggest opportunity and say, hey, can I help you solve that?"

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