EPISODE 34: People Strategies with Lindsay White
From Command to Connection: Building a People-First Culture That Lasts
When it comes to running a business, there’s a common pitfall many of us stumble into — thinking that leadership starts and ends with just “being the boss.” In our latest conversation on the Mr. & Mrs. CEO Podcast, I (Kim) had the pleasure of diving into this topic with Lindsay White, founder of High Voltage Leadership. She’s a powerhouse when it comes to people strategies, and our chat illuminated the vital shift we all need to make in our thinking about Human Resources (HR), people management, and workplace culture. Today, I’ll share some insights from our conversation on why a people-centered approach can revolutionize your business and, yes, even keep family ties strong along the way.
The Real Role of HR: Beyond Policies & Payroll
Lindsay puts it simply: most people think of HR as the “policy police.” It’s easy to assume HR is about ticking boxes — payroll, hiring, firing, and policies — but that’s really just scratching the surface. At its core, HR is about your people strategy. As Lindsay explained, creating an environment where employees feel “seen, heard, and valued” goes beyond policies — it’s about cultivating a culture where people actually want to perform and contribute.
And if you’re wondering if this focus on people is worth the effort, here’s a reality check: it absolutely is. In fact, without a solid people strategy, your team’s morale, loyalty, and productivity are all at risk.
Culture: How You Get the Work Done Together
For those of us leading family businesses, it’s tempting to lean on relationships and the natural sense of community that family brings. But here’s the kicker — culture isn’t about relationships; it’s about how you get the work done together. Lindsay puts it like this: “Culture is the way we do things around here.” This doesn’t mean throwing out your values. Quite the opposite — it means bringing them to life through action. For instance, if one of your values is integrity, that should show in every aspect of your work… especially when no one’s watching.
Leadership Isn’t Commanding, It’s Inspiring
In smaller businesses, the founder or owner often feels like the default leader. But true leadership isn’t about commanding — it’s about inspiring. Lindsay shared her approach to helping business owners become more than just “chiefs of everything.” It’s about growing into the Chief Executive Officer role, which means being thoughtful, deliberate, and strategic.
One standout moment from our talk was when we discussed the misconception around younger generations, especially Gen Z. Often labeled as “lazy” or “entitled,” Lindsay set the record straight: they’re not unwilling to work; they just seek meaning and a sense of belonging. They’re looking for a place where they feel valued and respected — and if they don’t find it… they’ll walk.
Talent Retention Starts with Leadership Development
Let’s face it: hiring is hard, and retaining great talent can be even harder. But if your business suffers from high turnover or a toxic work environment, it’s time to look inward. Lindsay highlighted some clear signs that your culture might need some TLC — like high absenteeism, gossip, or cliquiness. These aren’t just “bad hires” or “unmotivated employees” — they’re red flags that something in the workplace environment is off.
So what’s the solution? It starts with a commitment to leadership development. Building a solid people strategy and a strong culture might sound like a heavy lift, but Lindsay assures us it doesn’t have to be complicated. In her work with High Voltage Leadership, she often spends just 3-6 months helping business owners create and implement a sustainable people strategy that’s right-sized for their operation. This means intentional planning around how you attract, retain, and grow your team — no more flying by the seat of your pants.
Navigating Family Dynamics in Business
Working with family adds another layer of complexity. Many of us in family businesses like to say, “Our team is family,” and while that sentiment is lovely, it’s crucial to remember that family dynamics don’t always align with workplace expectations. Lindsay and I had a good laugh about this because, as much as we want our team to feel like family, they’re still employees at the end of the day. Blurring those lines too much can lead to challenges — from favoritism to frustration when family members don’t perform as expected.
The best way forward? Have those “awkward” conversations. Set boundaries, communicate clearly, and don’t be afraid to address issues head-on. Lindsay shared her approach to what she calls “courageous conversations.” They’re not always comfortable, but they’re essential. And when you’re running a family business, clear and open communication can make all the difference in keeping work relationships healthy and effective.
Building a Sustainable People Strategy
Finally, we wrapped up by talking about what it takes to make a people strategy stick. Lindsay’s advice is practical — start with what matters most to your team, and align that with what’s meaningful for your business. Don’t let your people strategy be an afterthought. Just like your marketing or financial strategies, your people deserve a dedicated plan. Investing in your people doesn’t just help them grow; it helps your business thrive.
If you’re interested in learning more about Lindsay White’s approach or would like some guidance in building a sustainable people strategy, check out High Voltage Leadership or connect with Lindsay on LinkedIn. She’s full of insights and ready to help you reframe the way you think about people in your business.
In family businesses, it’s easy to overlook the importance of leadership development and culture, but doing so can undermine everything you’re working for. Creating a culture of respect, trust, and appreciation isn’t just good for your team — it’s essential for business growth. So, take a page from Lindsay’s book and start building a people strategy that leads to sustainable success.
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