Mark McClanahan, president of Mosby Building Arts in St. Louis, Mo., argues that leadership isn’t confined to titles. The 141-employee remodeling firm, founded in 1947, now defines leadership as “anywhere there is influence.” Employees wear t-shirts bearing the phrase, a reminder that influence—whether from a foreman or a receptionist—shapes outcomes. McClanahan’s approach draws from his early career as a recording engineer, where he saw how empowering individuals could drive results. “I fell in love with working with people,” he says, “and since then, I’ve developed a mission: to call people to their greatness.”
Leadership as Influence
Mosby’s leadership model hinges on behaviors, not hierarchy. “If you have bad behaviors, the outcome is going to be bad,” McClanahan says. “If you have good behaviors, the outcome is going to be positive.” The company’s focus on accountability starts with its own leaders. When employees leave, supervisors are questioned: “What could YOU have done better?” Attrition rates often reflect managerial shortcomings, he notes. “It’s a rare question, but worth asking.”
Related: Survived Every Wave, New One Looms
The firm’s five leadership tactics include setting a clear vision. McClanahan recalls firing an employee in 2018, realizing the failure stemmed from his own lack of clarity. “We weren’t clear about what leadership needed to look like,” he admits. This led to refining Mosby’s leadership definition, inspired in part by the Zingerman’s approach—a deli in Ann Arbor, Michigan, known for its employee loyalty and customer service. The lesson? Culture thrives when leadership is visible and consistent.
Empowerment Through Communication
McClanahan stresses that leadership isn’t about authority—it’s about mentorship. “My job is to develop people and produce results,” he says. “I can only produce results through developing people.” This means investing time in feedback and coaching, even if it feels like a “tax.” For many leaders, operational tasks dominate, but McClanahan views communication as a long-term investment. “It’s not just about your team,” he says. “It’s about your future.”
Related: Weekend Warrior: Home Renovation Projects to Transform Your Space
The answer depends on the behaviors you’ve cultivated today. His philosophy extends beyond the workplace. A personal mission statement, he argues, should guide interactions at home and in community settings. Yet, this episode focuses on workplace leadership, starting with a simple question: “Which person do you want to have coffee with 15 years from now?”
The Future of Leadership
McClanahan’s friend Jeremy, a futurist, often asks people to imagine two paths: one where they remain unchanged in 15 years, and another where they’ve spent the past decade mentoring others. The choice, McClanahan says, is about legacy. “Leadership isn’t just about titles,” he insists. “It’s about influence, and it’s about behaviors that create outcomes.”
Related: 5 Top Signs Your GFCI Outlets Need Attention
Mosby’s leadership model is operationalized in daily practices. Employees are encouraged to think like leaders, understanding that even minor decisions reflect broader values. “Leadership is everywhere,” McClanahan says. “It’s in the way you treat someone, in the way you communicate.” This approach has helped the company retain talent and sustain growth, even in a competitive industry.
McClanahan’s journey—from a recording studio to remodeling—has shaped his belief that empowerment drives success. “People rarely quit jobs,” he says. “They quit managers.” By focusing on influence, accountability, and clarity, Mosby Building Arts aims to be a place where employees feel valued, and leaders are held to the same standards as those they manage.
