In her first four years as a salon owner, Jenna Bowden experienced three team walkouts. Each one forced the Delta Crown founder to examine how she was leading and what her employees needed from her.
On Volume Up by The Tease, Jenna Bowden shares the mistakes that shaped her approach, from avoiding hard conversations to trying to control too much, and how she learned to develop leaders within her team.
Taking Responsibility for the Team
Jenna initially hoped a manager could handle the uncomfortable parts of leadership while she focused on operations and doing hair. When that failed, she swung toward rigid rules and blame. But stepping back too far created another breakdown.
“You have to learn how to lead yourself,” she said.
Her takeaway was that accountability had to start with her, including the standards she modeled and the trust she built.
Teaching Others to Take the Lead
Her approach now centers on mentoring people who can mentor others. That means recognizing strengths, developing communication skills, and giving team members room to solve problems.
One question comes up often: “Well, what do you think we should do?”
Written processes give that independence a foundation. Bowden describes a shared database that covers everyday issues down to whom to call when a toilet clogs, so answers don’t live only in the owner’s head.
Making a Career Worth Staying For
Bowden also explains why employee benefits became central to her vision. Watching an older colleague work without the resources to retire made her determined to build a different experience for her own team.
She describes offering health benefits, paid time off, and a retirement plan. As Delta Crown expands through franchising, she prioritizes finding owners who share that commitment to caring for stylists.
Listen to the full conversation on Volume Up by The Tease wherever you get your podcasts. Follow @readthetease and @volumeupbythetease for more.
