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We see it constantly: salon owners saying they’re overwhelmed, stressed, exhausted, and unsure what to work on next. They’re putting in the effort, working long hours, and still feeling behind, and it doesn’t have to be that way.

In this episode, we break down why overwhelm shows up so often for salon owners and why it’s usually not a time or effort problem. We talk about bad advice, vague soundbites, echo chambers, and the pressure to do everything at once, and how all of that creates mental fatigue instead of progress.

We also share practical ways to reduce overwhelm immediately: narrowing priorities, identifying what season your business is in, eliminating services and tasks that don’t serve you, focusing on one problem at a time, and replacing multitasking with focused work that actually moves your business forward.

Your business should serve you, so that you can serve others.

If you’re feeling overwhelmed, this episode will help you slow the noise, regain clarity, and take back control — one decision at a time.

Key Takeaways

• Overwhelm is usually a priority problem, not a workload problem.
• Vague advice and soundbites create confusion, not clarity.
• Multitasking increases stress and reduces meaningful progress.
• Focused work outperforms scattered effort.
• Small wins build momentum; something is always better than nothing.
• Simplifying services and tasks reduces mental load.
• Every business moves through seasons; you can’t work on all of them at once.
• Money, people, demand, and systems are the most common constraints.
• Systems reduce chaos and decision fatigue over time.
• Overwhelm fades when clarity, focus, and ownership increase.

Time Stamps

00:00 — Why salon owners feel overwhelmed
01:00 — Jen’s opening take: saying no, staying in your lane
04:00 — Todd’s opening takes: technician vs owner + complacency
06:00 — Bad advice, soundbites, and industry echo chambers
09:00 — Why vague guidance creates paralysis
11:00 — Multitasking, task-switching, and mental fatigue
13:00 — Focused work blocks and the “accomplished list”
15:00 — Small wins > doing nothing
16:00 — Confirmation bias and online noise
18:00 — Eliminating services, simplifying menus, reducing friction
20:00 — Business seasons: growth, repair, stabilization, preparation
22:00 — Stop trying to do every season at once
23:00 — Common constraints: money, people, demand, systems
25:00 — Systems reduce chaos and decision fatigue
27:00 — Avoidance, uncomfortable tasks, and leadership growth
29:00 — Final thoughts: focus, clarity, one step forward

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We hear it all the time: “Stop working in your business and start working on it.”
The problem? Almost no one explains what that actually means.

In this episode, we break down what salon owners should really be working on when they’re not behind the chair and why so many owners step back only to feel stuck, unproductive, or pulled right back into old habits.

We talk about why cleaning, hovering, answering phones, and “being available” aren’t owner work; how avoiding leadership decisions keeps businesses from growing; and why simply changing your location in the salon doesn’t change your role.

We explain the four buckets that owners are soley responsible for — money, people, growth, and systems — and how to structure your time so that the work you’re doing compounds, removes friction, and creates long-term stability.

Your business should serve you, so that you can serve others, and that starts with stepping into the work only you can do as an owner.

Key Takeaways

• Stepping away from the chair without redefining your role can lead to stagnation.
• Cleaning, answering phones, and hovering are not owner work.
• Owners avoid leadership decisions by defaulting to “busy” tasks.
• Pricing must be rooted in math, not emotion or staff opinion.
• Owners are responsible for money, people, growth, and systems — no one else.
• Support without direction creates dependency, not growth.
• Marketing only when slow guarantees continued slow seasons.
• Systems create freedom, consistency, and trust.
• Owner work should compound, remove friction, and create clarity.
• Fifteen focused minutes a day beats zero intentional effort.

Timestamps

00:00 — Why “working on the business” is rarely explained
02:00 — Opening takes: decision fatigue, snowstorms, and perspective
05:00 — Why pricing must be math-based, not emotional
07:00 — The mistake owners make after stepping away from the chair
09:00 — Changing your role vs changing your location
11:00 — Low-level work vs owner-level work
14:00 — Owner Bucket #1: Money (P&L, break-even, pricing, allocation)
18:00 — Why owners must own pricing decisions
20:00 — Owner Bucket #2: People (hiring, onboarding, training)
23:00 — Apprenticeships, assistants, and development pipelines
26:00 — Support without direction creates dependency
28:00 — Owner Bucket #3: Growth (marketing, branding, partnerships)
31:00 — Why marketing only when slow keeps you slow
33:00 — Owner Bucket #4: Systems and direction
36:00 — SOPs, standards, and consistency
38:00 — Hovering, over-availability, and lack of trust
40:00 — Owner self-development and mentorship
42:00 — How to audit your work: compounding, clarity, friction
44:00 — Weekly action steps + closing thoughts

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Slow seasons have a way of making people freeze. Owners hesitate. Teams lose momentum. Decisions get postponed while everyone waits to “see what happens.” But the truth is simple: nothing changes when you pause; everything changes when you lead.

In this episode, we talk about how to stay in motion when business feels slow. We break down why slow periods are often misdiagnosed, how mindset and leadership energy impact your team more than you realize, and why this time of year can actually be one of the most valuable windows for growth if you use it intentionally.

We also talk about knowing your numbers, using downtime to train and systemize, creating momentum instead of waiting for it, and why busy weeks are not a reason to take your foot off the gas. This conversation is about shifting from reaction to leadership, even (and especially) when things feel uncertain.

Your business should serve you, so that you can serve others.

Leadership doesn’t show up when things are easy — it shows up when it would be easier to wait.

Key Takeaways

• Slow seasons don’t hurt businesses — inaction does.
• Leadership energy matters more than words during downtime.
• Shiny new ideas won’t solve foundational business problems.
• Knowing your numbers reduces stress and clarifies decisions.
• Downtime is the best time for training, systems, and planning.
• Busy weeks still require marketing, content, and follow-through.
• Repeating “this month is always slow” guarantees it stays that way.
• Momentum comes from small, intentional actions — not waiting.
• Mentorship and outside perspective help you regain focus.
• Progress doesn’t require perfect conditions, just movement.

Time Stamps

00:00 — Welcome + why this episode is intentionally relaxed
01:00 — Jen’s opening take: self-care, sustainability, and planning ahead
04:00 — Todd’s opening take: shiny objects don’t fix real problems
07:00 — Why pausing during slow seasons makes things worse
10:00 — Leadership during downtime: keeping teams in motion
13:00 — Training, laundry, content, and creating positive momentum
16:00 — Why blaming the economy doesn’t help your business
18:00 — Knowing your numbers changes everything
21:00 — Reading your P&L and removing financial anxiety
23:00 — Busy weeks vs slow weeks — both require leadership
26:00 — Marketing, content, and staying visible year-round
29:00 — Fixing “October is always slow” thinking
32:00 — Automation, systems, and building stability
34:00 — When you feel stuck: get outside your echo chamber
36:00 — Mentorship, focus, and staying in forward motion
39:00 — Final thoughts + holiday reset

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In Part 3 of our 2026 Salon Industry Predictions series, we’re breaking down the areas that will matter most for long-term success: culture, branding, leadership, and mentorship.

The truth is simple: you can have education, technology, beautiful décor, and the best skill in town, but without strong culture and leadership, none of it creates a sustainable business.

In this episode, we talk about why culture must become a system, not a vibe; why clients are drawn to salons where they feel seen and valued; why décor means nothing without energy; and why your branding is no longer aesthetic, it’s emotional identity shaped by your clients’ experiences.

We also dive deep into modern leadership: growing people, building opportunities, hiring for alignment (not desperation), and understanding that everything in your business is your responsibility. We cover how mentorship will reshape the industry, how “copy-and-paste leadership” will collapse, and why legacy will matter more than ego in 2026.

If you want your salon to move from the B-tier to the A-tier, you must change how you lead, hire, and support the people in your business. This episode gives you the blueprint.

Key Takeaways

• Culture must move from “vibe” to a measurable system.
• Weak cultures will collapse under their own weight.
• Clients choose salons where they feel safe, seen, and valued.
• Branding becomes emotional identity, not visuals.
• Atmosphere is created by energy, not interior design.
• Hiring must shift from desperation to alignment.
• Leadership is about growing people, not being the best technician.
• Mentorship becomes the engine of career & business development.
• Copy-and-paste leadership collapses — identity matters.
• Legacy > ego; real leadership is measured by the lives you change.
• Everything in your business is your responsibility.

Time Stamps

00:00 — Welcome + Part 3 focus (culture, branding, leadership, mentorship)
01:00 — Why culture + leadership outweigh education, skill, or décor
02:00 — Opening Takes: New hires, feedback, modern KPIs
06:00 — Culture as a system, not personality
08:00 — Weak cultures collapsing; client distrust; salons closing
10:00 — Clients want to feel seen, valued, and understood
12:00 — Branding shifts from aesthetics → emotional identity
15:00 — Energy > décor; how real atmosphere is created
17:00 — Hiring for value alignment, not desperation
19:00 — Client avatars, ideal clients, and retention
20:00 — Leadership: imitation collapses; identity matters
23:00 — Growing people as the core leadership function
26:00 — Owners must shift from technician → architect
29:00 — Mentorship becomes essential for progress
33:00 — Industry coaching problems + needed evolution
35:00 — Lone wolf leadership collapses; collaboration wins
38:00 — Legacy > ego; awards + status symbols decline
42:00 — Brutal truth: everything is your responsibility
45:00 — Final thoughts + closing

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The salon industry is shifting faster than most owners realize. In Part 1 of our 2026 Predictions series, we talked about education, AI, and client expectations. In Part 2, we’re diving into the structural issues shaping the next chapter of our industry: employment models, salon operations, and profitability.

This episode explores why certain business models will struggle, why others will grow, and what forward-thinking salon owners must build now to remain relevant and profitable.

We break down the rental bubble, the future of commission salons, the implosion of hybrid models, the comeback of apprenticeships, the KPIs that finally matter, and why pricing must shift from emotion to math.

If you’re a salon owner, renter, future owner, or someone watching the industry and wondering where you fit in — this episode will help you see the landscape clearly and prepare your business for what’s coming.

Your business should serve you so that you can serve others — but that requires purpose, structure, and leadership.

Let’s build the future intentionally.

Key Takeaways

• Great stylists are built through consultation, listening, and consistency — not just skill.
• Big salon problems are almost always a stack of small problems that went unaddressed.
• The rental bubble is correcting — not because rentals are bad, but because renters aren’t equipped.
• Commission salons without innovation, systems, or leadership will continue to fail.
• Hybrid models will implode as states tighten enforcement and salon culture fractures.
• Apprenticeships will surge — they produce stronger stylists, culture buy-in, and retention.
• Licensure does not guarantee professionalism; businesses create standards, not boards.
• Culture and stability become major differentiators for stylists seeking long-term homes.
• Pricing must shift from emotion → math + cost-to-deliver + profit margins.
• Leadership — communication, feedback, coaching — becomes the salon owner’s most valuable skill.
• Purpose drives performance: clarity → trust → buy-in → growth.

Time Stamps

00:00 — Welcome + Part 2 focus (models, operations, profit)
01:00 — Preview of Part 3
02:00 — Opening Takes (good stylists, stacked problems)
05:30 — Why “everyone wants to rent” is a symptom
07:00 — Rental bubble reality + why many renters struggle
10:00 — Commission salons: why they fail + what must change
13:00 — Hybrid model collapse (culture, operations, compliance)
16:00 — Apprenticeships return + why they outperform school
19:00 — Licensure misconceptions + professionalism gaps
21:00 — Culture + stability become key differentiators
23:00 — Why people really leave salons (not money)
24:00 — Profitability + flexibility can coexist
26:00 — Foundations: mission, vision, values
29:00 — Systems replace guesswork
30:00 — KPIs mature: beyond rebooking/retail
33:00 — Pricing becomes math, not emotion
37:00 — Specialists outperform generalists
40:00 — Leadership becomes the owner’s highest-value skill
45:00 — Purpose drives performance + closing

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The salon industry is changing fast. From how stylists learn, to how salons use technology, to what clients expect from their experience, there’s a major shift underway.

In the first part of our 2026 Salon Predictions series, Todd and Jen break down the changes already happening in education, AI and salon tech, and client behavior, and why salons that move now will have a serious advantage.

This episode isn’t about fear or hype; it’s about understanding the direction the industry is actually going, so you can plan ahead instead of reacting later.

Whether you’re a commission salon owner, a suite renter, or someone planning to open a salon in the next couple of years, this episode will help you see what’s coming and how to position yourself to win the long game.

Key Takeaways

• A lot of “education” is entertainment. Growth happens in small, focused, actionable sessions.
• Micro-education and mentorship will outperform large-stage education events.
• Salons that practice inside the salon outperform salons that “wait to find the time.”
• Technology is no longer optional; online booking, automation, and AI are becoming client expectations.
• GPTs and AR consultations will change how salons communicate, book, and guide clients.
• Hospitality is the new luxury: clients want to feel cared for, not impressed.
• Younger clients choose salons for vibe, fun, shareability, and convenience.
• Clients leave because of complacency, not pricing.

Episode Timestamps

00:00 | Welcome + Why we re-recorded this series
01:00 | Structure of the 3-part predictions series
02:00 | Opening Take (Jen): Unlearning beliefs about pricing and worth
03:30 | Opening Take (Todd): Humans already work like LLMs + misunderstandings about AI
06:00 | Prediction #1: Education splits into entertainment vs education
08:00 | Challenge: Use large events as team culture, not skill development
09:00 | Prediction #2: Rise of Micro-Education + skill-specific training
11:30 | Challenge: Find educators who teach exactly what you need
12:30 | Prediction #3: Stylists begin seeing education as an investment, not an expense
14:30 | Challenge: Ask for pricing, stop assuming you can’t afford it
15:30 | Prediction #4: Salons that integrate education into workflow will win
17:00 | Challenge: Schedule internal education now, don’t “hope it happens”
18:00 | Technology Prediction #1: The “Digitally Resistant” salons get left behind
19:00 | Why convenience + frictionless booking matters more than ever
21:00 | AI becomes your operational silent partner
23:00 | Real example: Losing a client → AI brought her back two years later
24:00 | GPT Agents on salon websites: what’s coming next
27:00 | AR Consultations: visualizing outcomes before services begin
29:30 | Prediction: Data becomes the new scissors
32:00 | Prediction: “Good Enough” collapses skill is not differentiation
34:00 | Client Trends: Hospitality > Luxury
36:00 | Businesses > Individuals. Clients want reliable teams
38:00 | Frictionless service = non-negotiable
40:00 | Brand Identity is emotional, not aesthetic
43:00 | Influencer culture declines, authenticity wins
45:00 | What younger clients really want: fun, vibe, shareability
48:00 | Why clients leave,

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Opening a salon can be one of the most exciting and overwhelming decisions in your career. It’s easy to get caught up in the aesthetic side of things: paint colors, décor, logos, and brand vibes. But the truth is, those are the least important decisions you’ll make. What determines whether your salon thrives or becomes a financial and emotional burden comes down to the foundations you build before you ever pick up a paintbrush.

In this episode, we walk through a real planning process behind opening a salon you’ll still be proud of years from now. We talk about business structure, pricing strategy, hiring and training, building your systems and standards, and how to set yourself up with the right support network, "your bench," so you aren’t trying to figure everything out alone.

Whether you’re:

• A stylist dreaming of your own space,
• A current booth renter thinking of transitioning to ownership,
• Or a salon owner looking to stabilize or reset your business,

This conversation will help you avoid the most common (and painful) mistakes salon owners make. This isn’t just about opening a salon — it’s about opening one you won’t regret.

Your business should serve you so that you can serve others.

When we build from a position of strength instead of survival mode, we create salons that uplift our clients, our teams, and our lives.

Let’s build something that lasts!

Key Takeaways

• Start with foundations (mission/vision/values) before leases or logos.
• Build your infrastructure and cost model upfront; surprises kill cash flow.
• Create a living Playbook so standards aren’t “assumed.”
• Price like a business: know breakeven, include profit, review yearly.
• Hiring ≠ onboarding: map growth paths for each role to reduce churn.
• Maintain a bench (lawyer, accountant, trades, mentor) to buy speed.
• Think lifetime value, not single tickets.
• Hybrid/renter/commission lines blur easily—avoid misclassification traps.

Episode Timestamps

• [00:00] Opening + why early months aren’t always “fun” for new stylists
• [03:00] Lifetime value thinking vs. “$200 today” mindset
• [06:00] What new owners obsess over (logos/paint) vs what actually matters
• [07:00] Foundations first: mission, vision, core values → business plan
• [10:00] Infrastructure checklist: banking, payroll, taxes, software, utilities, insurance
• [12:00] Distributors, licensing, and aligning products with values
• [15:00] Write your Playbook: roles, tasks, client issues, emergencies
• [23:00] Posts & Perspectives: hybrid pitfalls, renter/commission confusion
• [24:00] Pricing reality: breakeven, profit first, yearly reviews (not $5 bumps)
• [28:00] People plan: hiring, onboarding, growth paths, retention
• [31:00] Training cadence: six-month outlines, monthly/annual reviews
• [33:00] Build your bench: lawyer, accountant, trades, mentor—why speed wins
• [36:00] Define success & your North Star; plan before you sign

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Apprenticeships in the Modern Salon – How to Build Talent From Scratch

In this episode, Todd flips the script and interviews Jen on a topic she knows better than most: apprenticeships in the modern salon industry.

With cosmetology schools closing, rising education costs, and owners struggling to find talent, apprenticeship programs might be the most powerful (and misunderstood) solution salons have.

Jen breaks down how apprenticeships work, why they matter, how to structure one, how to pay apprentices, and what owners get wrong about developing future stylists.

Key Takeaways

• Apprenticeships can bridge the talent gap when schools become limited or expensive
• One-on-one training accelerates skill development exponentially
• Owners must stop hiding behind “I don’t have time” — leadership means problem-solving
• Structure > winging it
• Cleaning, booking, and front-desk tasks are real education
• Apprenticeships are not “free labor” — they’re a foundational investment
• Non-competes damage culture more than they protect it
• Speed does not equal skill
• Systems, benchmarks, and accountability matter more than talent alone
• Not every apprentice will stay — and that’s okay
• Apprenticeship success requires the right educator

Posts & Perspectives — New Mini-Segment!

• Is a la carte pricing dying?
• Should senior stylists get higher commissions — or better opportunities?
• Do you need a cosmetology license to open a specialty salon?
• Why bundled online booking helps clients (and revenue)

Episode Timestamps

[00:00] Opening takes, anniversary tea, intro to apprenticeships
[02:30] Why owners say “I don’t have time” (and why that’s not true)
[04:00] Partnership agreements & mistakes we made early
[05:00] Profit myths, retail misconceptions, pricing for profit
[07:30] The “glass of water” analogy: letting go as leadership
[10:00] Apprenticeship vs assistant — structure, expectations, growth
[12:00] One-on-one education vs beauty school classrooms
[14:00] Growing stronger stylists faster through mentorship
[17:00] Culture fit: apprentices as future team members
[18:00] Flexibility, schedule support, backbar & shampoo help
[19:00] Posts & Perspectives segment — online booking confusion
[21:30] Bundled services vs à la carte pricing
[22:00] Hybrid salon struggles: blurred expectations
[23:00] Commission vs culture vs opportunity (real reason people stay)
[27:00] Structuring your apprenticeship: phases, benchmarks, timing
[30:00] Treating apprentices as future pros, not task robots
[31:00] How to select the right apprentice (traits to look for)
[33:00] Team buy-in & how apprentices bond culture
[36:00] Entitlement, skipping steps, speed vs skill
[38:00] Anxiety, slowing down, and craft mastery
[40:00] How to pay apprentices + compensation models
[42:00] Cleaning, phone, front desk = real education
[43:00] Why non-competes damage trust and culture
[45:00] ROI expectations for apprenticeship programs
[47:00] Developing internal educators
[49:00] The future of salon apprenticeships + success rate
[50:00] Tips f

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