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Industry
CFA Stand-Alone
Challenge
Amos needed a way to create a clear leadership pathway and maintain cultural consistency across his store. Without a central system, leadership development was inconsistent, expectations varied, and cultural standards were hard to track day-to-day.
Results
OneClick provided a framework for leadership growth and cultural alignment through development passports, customizable checklists, and real-time accountability. This created a steady pipeline of ready leaders, improved consistency, and built a culture of ownership that strengthened team performance.
Key Product
Training Ratings, Passports
OneClick has given our team a clear path to leadership. You can see exactly where you are and what you need to do next.
The checklists and passports make our culture visible and repeatable every single day.
When expectations are clear and progress is visible, people take ownership and that changes everything.
It’s not just software; it’s how we shape leaders and protect the culture we’ve built.
CFA McDonough
Amos Warren is an experienced Chick-fil-A Operator who runs two thriving locations, each with its own unique challenges and community presence. His first store is a high-volume location in a bustling commercial area, where speed, accuracy, and operational consistency are critical to keeping up with customer demand. His second store serves a growing suburban market, where developing strong leaders and building a culture of ownership has been key to scaling operations. Across both locations, Amos is known for his commitment to growing leaders from within, maintaining high standards, and fostering a unified culture that drives both performance and employee satisfaction.The Challenge
Amos Warren faced the dual challenge of managing two Chick-fil-A locations while ensuring both stores upheld the same high cultural and operational standards. Without a unified system for leadership development, promotions often happened inconsistently and were based on informal observations rather than structured progress. Team members lacked a clear view of what it would take to advance, and leaders struggled to keep expectations consistent across shifts and stores. As Amos put it, talented individuals sometimes went underdeveloped simply because there was no shared roadmap for their growth. This also made it harder to maintain culture during peak business periods, when the focus often shifted from long-term development to short-term firefighting.
"We knew we had talented people, but without a clear system, leadership development was hit or miss." - Amos Warren
The Solution
Amos implemented OneClick as the central hub for leadership development, cultural reinforcement, and operational consistency. Using development passports, every team member could clearly see their current stage, next steps, and skills required for advancement. This transparency empowered employees to take ownership of their growth. Customizable checklists ensured day-to-day operational standards were met consistently, while real-time accountability tools allowed leaders to coach and redirect on the spot. Across both stores, leaders used OneClick not just for task tracking, but as an active coaching tool, helping embed the cultural values Amos wanted to protect. The system’s flexibility also meant that updates to leadership criteria or cultural priorities could be rolled out instantly, ensuring both locations stayed aligned.
"OneClick has given our team the tools to grow — from passports that map out leadership steps to checklists that keep our culture strong." - Amos Warren
The Results
The shift to OneClick transformed how leadership and culture were built in Amos’s stores. A formal leadership pipeline emerged, with 100% of current leaders promoted through the passport system. The time required to prepare a new leader dropped by over 30%, allowing Amos to fill key roles faster without sacrificing quality. Operational consistency improved as checklists kept standards visible and repeatable, even during the busiest shifts. Most importantly, turnover declined as employees recognized clear career opportunities and felt more invested in the store’s shared culture. Leaders spent less time chasing task completion and more time developing their teams — creating a sustainable cycle of growth and retention.
"It’s not just a tool — it’s how we shape our future leaders and keep our culture thriving." - Amos Warren
Watch the entire webinar below!
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