Episode Summary
In this conversation, Alyssa Ash, Partner at AOR, shares her unique path from employee to co-owner of a creative and digital agency serving municipalities, local governments, and real estate. She talks about how her curiosity and initiative opened doors, the intentional way her former bosses prepared her for leadership, and how she’s navigating the challenges of an evolving agency landscape.
Episode Highlights:
- The moment Alyssa learned she was being considered for ownership and why it caught her by surprise
- How AOR’s culture encouraged entrepreneurial thinking across the team
- The importance of a long transition period in leadership handoffs
- Why imposter syndrome can be a motivator rather than a roadblock
Agency Info
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Company: AOR
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Guest: Alyssa Ash
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Year Started: 2011
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Employees: 26-50
The owners took a little bit more of a step back as we took small steps forward
Alyssa Ash
Key Takeaways
Identify and cultivate leaders early
Alyssa’s story shows the power of spotting leadership potential long before a transition is on the horizon. AOR’s former owners intentionally gave her opportunities to take on more responsibility, ensuring she had the skills and confidence for the role when the time came.
Give leadership transitions a long runway
Rather than making an abrupt change, AOR’s leadership shift happened over years. This allowed Alyssa and her partners to learn, make mistakes, and grow into their roles with the guidance of the previous owners still available for support.
Use discomfort as a growth tool
For Alyssa, imposter syndrome wasn’t a sign she didn’t belong, it was a push to get more reps in and expand her capabilities. Embracing “comfortable discomfort” became part of her leadership approach.
Keep culture at the forefront
Even as the agency grew and changed ownership, AOR’s culture remained a priority. Alyssa believes protecting and nurturing that culture is essential for long-term stability and client relationships.
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