Business Owners Tell All Podcast By Jamie Seeker cover art

Business Owners Tell All

Business Owners Tell All

By: Jamie Seeker
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On The Seeker Solution Podcast, your host, Jamie Seeker encourages business owners to tell all! They'll share not only their expertise, but their stories and their purpose and what it takes to run a successful business. We cover a wide range of topics – the good and exciting, the challenges and sometimes the ugly. Experiences and lessons learned that our guests have faced along the way. We believe that every person has a unique message which can make a positive impact . We let our guests share on the subjects they’re well-known for. No matter the topic, you’ll be hearing real stories from real people. *This podcast is not affiliated with any other show of the same or similar name. Business Owners Tell All: What It Takes is a project of Seeker Solution, featuring conversations with real business owners.Copyright 2026 Jamie Seeker Economics Leadership Management Management & Leadership
Episodes
  • Inside GrassRoots: How Laura Woodard Finds, Grows, and Keeps the Right People

    Inside GrassRoots: How Laura Woodard Finds, Grows, and Keeps the Right People
    Mar 19 2026
    In this episode, Jamie sits down with Laura Woodard, known as the Medical Marketing Maven, to talk about something all business owners face: how to build a team that really works. Laura shares how her personal journey caring for family members at the end of life inspired her to launch GrassRoots Medical Marketing — a Tampa-based agency helping private medical practices grow through ethical, effective marketing.But the heart of the conversation is about HR — how she hires, trains, supports, and builds a remote culture with intention. From her background in tech and corporate life to her deeply empathetic leadership style, Laura offers a transparent and practical look at how to lead with purpose in a service-based business.🔑 Key Themes & Takeaways🧠 Empathy in ActionLaura’s why is deeply rooted in personal experience, which shapes how she hires and leads her team.Empathy isn’t just a buzzword — it’s in her hiring decisions, onboarding process, and daily leadership style.“I really lead with the fact that I've been through trying desperately to find great doctors to help my mother and my aunt.”👥 HR Practices That Set You ApartLaura uses a situational interview style, asking “Tell me about a time when…” to assess thought process and alignment.Onboarding includes clear expectations, written roles, PTO policies, and 30/60/90-day plans.She runs a small but mighty team of 5, emphasizing quality culture over flashy perks."Most small businesses sort of wing it when they hire… I have everything written down, so there's no questions."🔒 HR in Healthcare = Compliance FirstMarketing for doctors isn’t just creative — it involves serious HIPAA compliance most people overlook.Her team undergoes HIPAA training, and she educates clients about what's legally safe in advertising."You can’t even put tracking info on a doctor’s website... a lot of people aren’t aware of the HIPAA regulations in regards to marketing."🧰 Tools & SystemsLaura constantly evaluates tools to support her team — emphasizing that the right tools change over time.Her approach to tech: “Try, test, and adapt.”"Technology’s not my easy fix, but I keep trying. That’s what it takes — being a lifelong learner."🤝 Building Culture RemotelyEven though the team is mostly remote, they stay connected through frequent Zooms, in-person lunches, and intentional check-ins.They’ve committed to flying a remote team member back regularly to maintain culture.“You learn something about each person every time we have a lunch.”💬 Memorable Quotes🗣️ "Marketing is not the top of [doctors'] list, but it needs to be — because in order for the right patient to find the right doctor, they have to be seen online."🗣️ "Hiring isn’t just about a resume. It’s about how someone thinks, solves problems, and aligns with your values."🗣️ "Lifelong learning — that’s what it really takes to be a business owner."🗣️ "It’s not about perks. It’s about shared values, clear expectations, and caring about your people."🎤 What It Really Takes to Be a Business Owner (Signature Question)Laura's answer to the show’s signature closing question:"What it really takes is to keep trying new things, stay flexible with technology, and be a lifelong learner. Even when tools don’t work out, it’s about staying curious and adapting to what fits your team best."📌 Producer Notes / Promo HighlightsSuggested Clip Highlights:[00:01:00] – Laura’s first hire and using Seth Godin’s philosophy[00:04:50] – HIPAA + HR compliance in marketing[00:07:00] – How her family’s medical journey sparked the business[00:12:00] – Clear onboarding + culture-building in a remote team[00:16:30] – Her HR process + 30/60/90 day plan[00:18:00] – Final reflections on lifelong learning + leadershipBest Quote for Audiogram:"Building a team isn’t about checking boxes — it’s about creating a space where people are aligned, valued, and supported." – Jamie
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    20 mins
  • People Before Process: Building Systems That Support Humans First

    People Before Process: Building Systems That Support Humans First
    Mar 12 2026
    In this episode of Business Owners Tell All: What It Takes, Jamie sits down with Kasandra Murray, founder of Unlucky Umbrella, a marketing and operations consultancy based in Columbus, Ohio. Kasandra offers a refreshing people‑first perspective on how businesses can grow sustainably by aligning marketing, operations, and HR.Kasandra shares how most organizational issues stem from broken processes—not broken people—and explains why focusing on documentation, hands‑on training, and open dialogue creates healthier, more resilient teams. Drawing from her experience in the manufacturing industry, she reveals how shifting to process‑first systems increased employee retention from the industry norm of six months to three to five years.Throughout the conversation, Kasandra breaks down her “Operations Improvement Funnel,” the pitfalls of poor onboarding, and how to develop high‑performing trainers who elevate entire teams. She also discusses the importance of being open‑minded as a leader, remaining flexible, and truly listening to employees at all levels.This episode is a must‑listen for business owners who want to grow without burning out their teams — and who believe that the best systems are the ones built for humans.🗒️ KEY EPISODE NOTES1. People-First OperationsKasandra emphasizes that 95% of problems come from broken processes, not people.Companies often mistakenly blame individuals first instead of examining the systems they were placed into.Cultural shift comes from asking: “What does the process look like?” instead of “Who did this?”2. Documentation as a LifelineGrowing companies often skip documenting how work is done — leading to frustration, inefficiency, and burnout.Even imperfect documentation saves time and reduces mental load.Employees experience better quality of life when they aren't left guessing about expectations.3. Burnout, Turnover & OnboardingPoor or nonexistent onboarding is a major source of burnout and low morale.People want to succeed — they just need proper training and clarity.At Kasandra’s previous manufacturing company:Industry turnover norm: 6 monthsTheir team’s turnover: 3–5 years, even for entry‑level roles.4. Effective Training StrategiesKasandra created a Training for Trainers program to elevate high performers into leadership through teaching.People don’t learn in one mode — the best learning combines:VisualAuditoryHands-on (tactile)Webinar‑only training is ineffective; hands‑on “drive the bus” learning produces long‑term retention.5. HR Metrics & ConversationsTurnover rate is the biggest HR red flag.Other insights:Track execution and performance more than rigid metrics.Keep all metrics flexible — business needs change constantly.In manufacturing, they tracked time to complete tasks, but always as an open conversation, not a punitive measure.Employees often become “the experts,” so leadership must listen.6. Leadership LessonsHigh-performing individual contributors can still harm team cohesion.Hiring should assess how candidates work in a team, not just skill.A transparent, process-first culture exposes actual performance issues sooner.Being open-minded as a leader can “rewire” your approach — insights come from unexpected places.7. The Origin of Unlucky UmbrellaThe name came from Kasandra’s college years during a season of unexpected challenges.The umbrella symbolizes preparedness and embracing the unexpected.The studio’s philosophy: strategy, not luck, in both marketing and operations.8. What It Takes to Be a Business OwnerKasandra believes it takes:Being open-mindedBeing flexibleListening to all perspectivesStaying adaptive as a leader💬 MEMORABLE QUOTES (Pull-Ready for Social Media & Show Notes)Kasandra Murray“We have problem problems, we don’t have people problems.”“About 95% of problems can be resolved when you focus on the process first instead of the individual.”“People want to be good at what they do — they just need the training and support to get there.”“The best training is a demonstration with your trainee driving the bus.”“Even entry-level employees become experts in their jobs — leaders need to listen to them.”“Being open-minded has rewired my brain as a leader.”“Strategy, not luck — that’s how businesses really grow.”Jamie Seeker“If something goes wrong and your first question is ‘Who did this?’ you may need to reevaluate your perspective.”“Systems don’t just serve customers — they serve people.”“Framework matters, but so does flexibility.”
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    22 mins
  • The Hidden Battle After the Injury: Bridging the Legal Gap

    The Hidden Battle After the Injury: Bridging the Legal Gap
    Mar 5 2026
    In this heartfelt and insightful episode, host Jamie Seeker welcomes Laura Moore, a powerhouse entrepreneur and founder of Moore Injury Funding, a boutique legal funding firm based near Atlanta, Georgia. Laura opens up about her personal journey from injury and financial stress to building a purpose-driven company that helps others bridge the financial gap between injury and justice.The episode centers around a key question: How do you run a people-first business in a high-stress industry—and keep your team engaged, aligned, and supported?Laura shares her real-world HR challenges, the importance of strong company culture, and how her personal values show up in her leadership and hiring strategies. With just five employees and a nationwide reach, Laura proves that small teams can still make a massive impact—if you build them right.💬 Memorable Quotes“Money shouldn’t be a barrier to your healing.” – Laura Moore“Hiring isn’t just about filling a seat. It’s about protecting the mission.” – Laura Moore“One miscommunication can drop morale across the whole company. So I had to learn how to lead through clarity.” – Laura Moore“If you don’t have the tools internally—get help. There’s no shame in that.” – Jamie Seeker“You’ve got to ask yourself: Do I want to do this every single day? Is this my life’s purpose? If the answer’s yes, then you’re on the right path.” – Laura Moore🧠 Topics CoveredThe personal accident that inspired Laura’s businessWhat it’s like building a small but mighty teamHR lessons learned the hard way—and what Laura changedWhy internal communication systems are everythingCreating training programs from scratch (and when to get outside help)Balancing boutique service with scalable structureHow she uses her "Moore in Twos" core values to drive cultureWhy burnout prevention starts with how you hire and leadTrust over micromanagement in remote workThe biggest HR challenge small businesses face that no one talks aboutLaura’s final advice: what it really takes to be a business owner🧾 Laura’s Core Values – “Moore in Twos”Integrity & LeadershipTransparency & AccountabilityPassion & InnovationQuality & ImprovementDiversity & InclusionHumility & SimplicityTeamwork & Fun"Yes, it’s 14 values... but they all matter. And we actually live them."📌 Key TakeawaysPersonal Experience = Business Purpose: Laura created a solution she once needed herself.Clarity Is Key: Miscommunication caused a culture dip—but led to better systems.Small Teams Need Structure: Even with 5 employees, Laura created values, trainings, and conflict resolution tools.Ask for Help: When your internal capacity hits a limit, bring in outside specialists.Culture Must Be Lived, Not Just Printed: Laura and her team actively reflect their core values day to day.🎤 Signature QuestionQ: What does it really take to be a business owner? A:“It takes vision, leadership, strategy, customer focus, continuous learning, and above all, knowing this is your life’s purpose—because it’s not easy. But if it’s your purpose, it’s worth it.” – Laura Moore
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    19 mins
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