Thistle + Bloom Leadership

Thistle + Bloom Leadership Welcome to my page! With 20 years of management experience and over a decade in operations, I am dedicated to supporting small businesses.

My passion lies in people, strategic thinking, and driving impactful results. Let’s achieve success together!

05/22/2026

Same headcount. $3 million in extra capacity.
No new hires. No salary increases. Just infrastructure.
Core values that drove decisions. Job descriptions that screened for fit. Interview questions that revealed alignment. A performance framework that caught problems in 30 days, not 6 months.
Result: $7M to $10M revenue with the same team.
That’s what happens when culture becomes a profit system.
DM me ROOTED if you’re ready to build the infrastructure.

05/20/2026

Most interview questions tell you what someone can do but THIS one tells you who they actually are.
“Tell me about a time a project failed. What was your role in that failure?”
The deflectors blame the team, the timeline, the circumstances.
The keepers own it. They tell you exactly what they’d do differently.
Natural accountability isn’t something you train. It’s something people either have or don’t.
Your interview questions should screen for culture fit, not just credentials.
DM me ROOTED if your hiring process needs better questions.

05/16/2026

Spotify turned 20 and asked me to curate my playlist.
Turns out the songs I chose told me everything about why I do what I do.
I was made for more than fitting in. I’ve known that for a long time.
I was held back once. A board who needed a man to say what I already knew. He was kind enough to tell them I was right.
I decided that day - never again.
I’m 40 now. Not perfectly polished. I don’t drink wine or do fancy.
But I show up. Every single time.
And I spend my days making sure other women don’t have to whisper their expertise through someone else.
This is not a business model. This is a calling.
DM me WONDER if this hit home.

05/15/2026

Most founders think onboarding is sending the employee handbook and hoping for the best.
Then they’re surprised when their new hire is still asking basic questions three months in.
Or worse - when they quit because they never felt like they got the support they needed to succeed.
The best companies don’t leave onboarding to chance. They map the first 30 days. They know exactly what happens on day 1, week 1, and month 1.
Clear milestones. Regular touchpoints. Real feedback.
When you do this right, new hires hit their stride faster. They feel supported. And you know within 30 days if it’s working - not six months later when you’ve already invested thousands of dollars and countless hours.
Onboarding isn’t just HR paperwork. It’s how you show people what your culture actually is.
DM me ROOTED if your onboarding needs structure.

05/13/2026

You think the talent pool is weak. But the real problem might just be that your job description is attracting the wrong people.
When you write what the role requires but can’t articulate what your culture requires, you get resumes.
Job descriptions that embed your values make candidates self-select based on fit, not just credentials.
That’s how you go from 15 interviews with no hire to 4 qualified candidates and 1 accepted offer.
You don’t need more resumes. You need better filters.
DM me ROOTED if your hiring process needs infrastructure.

05/11/2026

Most business owners wait until their team is struggling. When hiring isn’t working. When accountability is slipping.
But these systems work best BEFORE you have problems.
Before your next hire. Before you scale. Before the team feels off.
If your team is stable right now - this is when you build.
DM me ROOTED if you’re not waiting for the crisis.

The overlap between good parenting and good leadership is wild.Clear expectations beat vague instructions every time. My...
05/10/2026

The overlap between good parenting and good leadership is wild.
Clear expectations beat vague instructions every time. My kids know what “clean your room” actually means. My clients’ teams know what “good work” looks like. Ambiguity creates anxiety. Clarity creates confidence.
Consistency matters more than perfection. I don’t parent perfectly. I don’t lead perfectly. But my kids know what to expect from me. So do my teams. People can handle your humanness - they can’t handle inconsistency.
You can’t fix accountability gaps with more rules. If my kids aren’t following through, adding more rules doesn’t help. Same with teams. The issue isn’t the system - it’s the foundation. Culture. Values. Trust.
Discipline and love aren’t opposites. I can hold my kids accountable and have their backs. I can challenge a team and support them. Tough conversations aren’t mean - avoiding them is.
The best thing you can do is build people who don’t need you. I’m raising kids who can think for themselves. I’m building teams who can lead without the founder in the room. Independence is the goal. Dependence is a failure.
Your example matters more than your words. My boys watch how I handle stress, conflict, disappointment. Teams watch how leaders show up when things get hard. You can’t talk your way into respect - you have to live it.
Being a mom made me a better leader.
And honestly? Leading teams made me a better mom.
Happy Mother’s Day to every woman navigating both. You’re doing more than you think. 🤍

05/09/2026

Two of the hardest conversations of my career happened this week.
Hard days are part of this. How you handle them is the whole thing.

05/09/2026

Culture isn’t what you say. It’s what you tolerate.
One toxic employee costs more than two superstars produce. Harvard said it. I’ve lived it.
Core values aren’t feel-good statements. They’re decision-making filters. If you can’t use them to make a hard call... they’re just wall art.
Agree? Disagree? Tell me below. 👇

Here’s what actually works:Clear expectations from day one.They know what success looks like. No guessing.Weekly check-i...
05/07/2026

Here’s what actually works:
Clear expectations from day one.
They know what success looks like. No guessing.
Weekly check-ins for the first 30 days.
Catch issues early. Course-correct fast.
Documentation they can reference.
Processes, standards, how things work. Written down.
Real-time feedback when something’s off.
Not six months later. Right away.
Onboarding to culture, not just tasks.
How we communicate. How we handle conflict. What we value.
When you build this, new hires don’t fail.
They thrive.
Save this if you’re hiring soon.

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Meridian, ID

Opening Hours

Monday 9am - 5am
Tuesday 9am - 5am
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

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