PresentsThe Turnover Cure
Intro to Leadership and Culture Creation
People don't quit companies. They quit the culture you allowed. Seven sessions on building a place your best people fight to stay in.
You are training your competition.
You hire someone. You train them for six months. Right about the time they stop costing you money, they hand you a two-week notice and take everything you taught them somewhere else. Then you post the job again, cover the shifts yourself, and tell yourself nobody wants to work anymore.
It is not a hiring problem. Turnover is a leadership and culture problem wearing a recruiting costume — and it is quietly costing you more per year than almost any other line item in your business, because it never appears as one.
Nobody quits on the day they resign. They quit months earlier and you missed it.
7 Sessions. One Culture Worth Staying For.
Every session includes teaching, interactive diagnostics that score in real time, and worksheets you can export as your own branded culture and leadership manual.
Turnover never shows up as a line item. That is why you tolerate it.
Price a single departure — hard costs and the soft costs nobody invoices you for. Audit twelve months of exits, then check the leader's fuel tank before you check anyone else's.
Every company has a culture. The only question is who wrote it.
Core values with the behavior that proves each one and the behavior that violates it. A mission a new hire can repeat. Then an honest score: is this building running on love or on fear?
Nobody quits on the day they resign.
Score flight risk across purpose, growth, trust and recognition. Track it monthly so disengagement shows up as a trend instead of a two-week notice.
New hires are asking one question: did I make a mistake coming here?
Week one hour by hour, a peer mentor with a real job description, and 30-60-90 checkpoints with real questions and real decisions.
What you tolerate is your approval.
Calm authority instead of anger or avoidance. Progressive accountability, documented the same way every time, so correction is systematic instead of emotional.
People don't leave good money. They leave feeling invisible.
A four-week recognition rotation tied to your values, a real budget, and awards people can actually earn — so praise reinforces culture in public.
Keeping the wrong person is a tax the rest of your team pays.
Run the leadership mirror audit first. Then a weighted decision matrix and an annual team review that makes hard calls unbiased instead of agonizing.
What You Walk Away With
A turnover impact calculator
The real dollar cost of every person who walked out.
A 12-month turnover audit
Stated reasons, real reasons, and the pattern underneath.
A written culture code
Values with behaviors attached — enforceable, not decorative.
A love-or-fear diagnostic
A scored read on the engine your building actually runs on.
Flight risk scorecards
Know who is leaving while you can still do something.
A 90-day lock-in plan
Onboarding that answers the question every new hire is asking.
Progressive accountability tools
Correction that is calm, documented and consistent.
An invest-or-release matrix
Hard calls made on weighted criteria, not on your mood.
Choose Your Path
Self-paced access, or live guidance from founder Chad McClain.
Full program access. Work through all 7 sessions on your own schedule.
- ✓All 7 sessions
- ✓Interactive diagnostics & calculators
- ✓Every worksheet & template
- ✓Lifetime access
The full program plus a 1-hour live group session per module with Chad McClain.
- ✓Everything in Self-Paced
- ✓1-hour live group session per module
- ✓Owner peer accountability
- ✓Direct Q&A with Chad
The full program plus private 1-hour individualized coaching with Chad per module.
- ✓Everything in Self-Paced
- ✓Private 1-hour coaching per module
- ✓Your team reviewed person by person
- ✓Direct access to Chad
Built by an Owner-Operator
Chad McClain built Maverick Leadership for the people carrying payroll. This program came out of bleeding through the turnover first — the exits, the overtime, the covering shifts himself — and then fixing the leadership and culture underneath it.
The Turnover Cure is not about hiring harder. It is about becoming a place worth staying.