Bobby Shaw Consulting

06/04/2026

After You Lose Everything https://markmanson.net/breakthrough/217-change via

Welcome to the Thursday edition of my newsletter, Your Next Breakthrough. This week: What we can learn about change from two people who lost everything

04/26/2026

I know what you’re thinking…

Who in the world keeps performance reviews from 40 years ago?
This guy right here does.

I keep all of my old performance reviews, training documents, and notes from my early days in the restaurant business, and it reminds me of something I believe we need to revive in our industry:

Real feedback.
Personal feedback.
Intentional feedback.
One-on-one feedback.

Throughout my career, feedback mattered deeply to me. It was rarely just about the compensation. It was about knowing where I stood. Was I meeting the goal? Was I exceeding expectations? Was I growing? Was I becoming the kind of leader I wanted to become?

And I think that matters more than we sometimes realize.

Look, you will not find a bigger proponent of technology than me. Technology has made our business faster, smarter, and more efficient. But with all of the tools, dashboards, apps, systems, and platforms we use today, we have to be careful that we do not lose the human side of leadership.

Because our people still deserve to know where they stand.

I will never forget something I said when I first joined Chipotle. We were in a meeting with Cathy Nanneman and the training team, and the subject of performance reviews came up. I said then, and I still believe it today:

No one should ever be surprised by the rating they receive in a performance review.
Not one person.

The only way that happens is if feedback is happening consistently throughout the year. Not once a year. Not only when something goes wrong. Not only when someone is already frustrated or checked out.
Feedback should be ongoing.

I had a boss at Chipotle, Matt Scheiman, who was excellent at this. When I was a multi-unit leader working for Matt, he would regularly ask us:
“If the quarter ended today, how would you rate yourself, and why?”
That always stuck with me.

It forced me to reflect. It forced me to calibrate. It forced me to think honestly about my own performance before anyone else gave me a score.

And because Matt had those conversations with us throughout the year, the actual performance review was never a surprise. It was just a conversation.

And that is what a performance review should be.
Not a high-stress, drawn-out, awkward meeting.

It should be a conversation about:
Where are you today?
What goals did you hit?
Where did you fall short?
What are you proud of?
Where do you want to go?
And how can I help you get there?
That is leadership.

So here is my challenge to every restaurant and hospitality leader reading this:

Do not shortchange your team on feedback.
Give them the feedback they are craving. Let them know where they stand. Help them understand what they need to work on. Celebrate their wins. Call out their growth. Ask them where they want to go.

And then help them get there.
Because feedback, when done right, can create opportunities for people that otherwise wouldn't exist.

04/11/2026

On the next episode of The Cutting Onions Podcast, Myles and I tackle the topic of "Gratitude and Grit: The Two Engines of Leadership".

Some leaders are grateful when things are easy, but they fall apart when things get hard. Others are strong in adversity, but they lose their heart along the way.

The best leaders learn how to hold both. That’s what we’re talking about on the next episode; Gratitude and Grit, and why they may be the two engines of leadership.

03/01/2026

Love this from Simon Sinek.

27.8K likes, 229 comments. “Great leaders play the long game. Instead of needing to be the smartest voice in the room, they choose to create space for others to grow. Video from Urban Land Institute (ULI) 2024 with CRE investor and creator, Lynn King-Tolliver”

06/07/2025

I was 16 years old, working the grill at McDonald’s. I had a profound stutter, so I stayed in the back where it felt safe. That particular night, a rainy Thursday night at 8:30, it was raining, slow, quiet. Just me and another team member on the line. That was the moment the entire arc of my life story changed. I didn't fully understand it then, of course. But I sure do now.

You want to know why I am so passionate about leadership development and investing in people? You want to know why I consider it my life's work to pay forward the kindness and investment in me to someone else? This video explains why.

05/24/2025

Hey everybody! It's hard to believe, but we are approaching our 100th episode of The Cutting Onions Podcast! It's taken us 6 years to get here, with some interruptions along the way, but we are in this for the long haul! BIG, BIG thanks to my co-host and partner in crime, Myles Gift, for his valuable insights and contributions over the years. This podcast would not be the same without him.

As we approach Episode 100 on this little podcast, we are looking for a guest to come and celebrate with us in a BIG way. Feel free to tag any friends here that you think might want to join us and talk about how they have built a culture that develops leaders and drives results in a sustainable and reproducible way.

So send your recommendations for Episode 100 our way!

A BIG, BIG thanks to everyone who has joined us over the years to talk about leadership development, culture building, and changing the world through creating organizations that believe building a strong culture matters.

To quote Myles, what a journey it has been!

Cheers to us and cheers to all of you!

05/24/2025

This week, Myles and I recorded an episode of The Cutting Onions Podcast talking about Texas Roadhouse and their phenomenal Managing Partner program and how they use the MP instead of the traditional General Manager role. This was a fun conversation, and the way they are doing it at Texas Roadhouse truly creates an ownership mentality with their restaurant leadership.

This approach clearly fuels their growth and results, and we believe it's no coincidence that Texas Roadhouse was just named the #1 casual dining chain in America.

Some compelling information from their website:

Behind the Numbers:
▪ Each Texas Roadhouse averages 5,000 guests a week, which is one of the highest in the industry.
▪ They serve 300,000 meals per day.
▪ The average Texas Roadhouse is 6,700 - 7,500 square feet and seats 291 guests.
▪ Ice-cold draft beer is served at 36-degrees Fahrenheit.
▪ They offer 15 varieties of Legendary Margaritas.
▪ The #1 seller is the 6-ounce USDA Choice Sirloin.
▪ Steaks account for 44% of the menu.

The episode drops later this weekend. Be sure to check it out! hashtag hashtag hashtag hashtag hashtag hashtag hashtag

In today's episode of The Cutting Onions Podcast, we take a look at Texas Roadhouse and their innovative Managing Partner program and how it fuels their results. We also look at the difference between a traditional GM role and a Managing Partner, and how Texas Roadhouse has built its company on this...

04/19/2025

Operations fall apart when consistency fails, period. If you lead more than one restaurant, congratulations, and welcome to the world of multi-unit leadership!

3 Non-Negotiables for Multi-Unit Restaurant Success

Non-Negotiable #1: People First, Always
•- Build your bench strength before you need it
•- Invest in GMs like they're your MVPs (Hint: They are!)
•- Promote based on values, not just performance

Non-Negotiable #2: Systems That Scale
•- Every store, same playbook
•- SOPs aren’t optional—they’re operational anchors
•- Use checklists to reinforce habits, not to pass judgment

Non-Negotiable #3: Accountability With Heart
•- Inspect what you expect. It's said all the time, but are we doing it?
•- Calibrate with context, not just numbers. What's the story behind the story?
•- Performance conversations should empower, not punish

Real Talk
•- “You can’t scale chaos.” You just can't. It might sound cool, but you can't.
•- Your worst-performing store is the real brand standard
•- Fix the floor before you raise the ceiling

Field Visit Checklist (Bonus Tool)
Use this on your next tour:
•- Are GMs coaching in real time?
•- Are daily routines being followed or skipped?
•- Are standards visible or just assumed? If they are not visible, ask why.

04/13/2025

William speaks. I created a blog post based on a quote that William shared in the podcast conversation this week.

Values ➡️ Culture ➡️ Brand

William Espey, who was our guest on the most recent episode of The Cutting Onions Podcast, shared an idea that beautifully captures the ripple effect that begins with values and ultimately defines a brand with this quote...

04/13/2025

Unlock your team's potential with tailored strategies that drive results. Transform challenges into opportunities and watch your business thrive!