World at Work: Recent Episodes
Tim Dyck
World at Work is a podcast that caters to professionals on both sides of the table, the job seeker and the employer hoping to find the best candidate for a role. Tim Dyck is sharing insights he’s picked up during over a decade of work in the hiring industry. Now, through his firm Best Culture Solutions, he coaches executives through leading teams and recruiting, while teaching job seekers how to interview well and land roles that they love. Creating a winning work culture is at the heart of everything Tim and his team are doing. You’ll learn how to do the same in your organization.
"The right hire solves problems before they become barriers."
Episode Chapters
[02:37] Looking beyond technical qualifications
[05:03] Hiring entrepreneurs not just specialists
[05:51] Using motivation-based interviewing
[07:11] Leadership exists in every role
[10:06] Matching skills to business needs
[11:24] How hiring shapes culture
[13:29] Innovation starts with your people
Hiring the right technical skills is only part of the equation. In this episode, Jody Maberry and Tim Dyck discuss why organizations should also hire for growth. Using the example of a community pharmacy, Tim explains how the skills needed to perform a job are often different from the skills needed to grow a business. The conversation explores the value of entrepreneurial thinking, leadership at every level, and how motivation-based interviewing helps organizations identify candidates who contribute to growth.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"People trust leaders who take time to understand before they act."
Episode Chapters
[00:48] Why new leaders face immediate pressure
[03:26] Build trust before making changes
[04:27] Why the first 90 days matter
[06:52] Balancing patience with quick decisions
[08:57] Setting expectations through communication
[10:15] Learn by working alongside employees
[12:56] Communication reduces assumptions and uncertainty
[13:44] Trust creates lasting leadership success
Starting a new leadership role often comes with pressure to make an immediate impact. That pressure can tempt new leaders to introduce change before they fully understand the organization. That approach often creates resistance instead of results. In this episode, Tim Dyck shares why the strongest leaders resist the urge to change everything on day one. Instead, they focus on building trust, understanding the work happening on the front lines, and communicating openly with their teams. When new leaders commit to earning trust first, they put themselves in a position to lead meaningful change that people are willing to support.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"People do not expect all the answers. They do expect clarity."
Episode Chapters
[02:13] Creating clarity during transitions
[03:52] Preserving organizational direction
[05:21] Anticipating employee concerns
[08:49] Communicating search updates
[10:42] Disney leadership transition example
[11:46] Why leaders should walk the business
[14:20] Supporting organizations through change
Leadership transitions can create uncertainty across an entire organization. In this episode, Tim Dyck discusses what happens when a CEO or senior executive unexpectedly leaves and how leaders can help employees stay focused during the transition. He shares the importance of maintaining business continuity, communicating with transparency, and answering the questions employees are already asking. Tim also shares why visibility matters during periods of change and how leaders can build confidence simply by being present and walking the business.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"Training without implementation is just a box-checking exercise."
Episode Chapters
05:25 Leadership training challenges
08:16 Importance of actionable plans
12:39 Conducting regular customer service check-ins
13:39 Quarterly team feedback meetings
Sending employees to training is easy. Turning that training into lasting culture change is the real challenge. In this episode Tim Dyck and Jody Maberry discuss why group training can be a powerful tool for organizations. Those shared learning experiences help strengthen culture, align expectations, and create accountability. The difference is rarely the quality of the training. More often, it comes down to whether leaders participate, reinforce the message, and create opportunities for people to apply what they learned together.
When learning becomes a shared experience rather than an individual event, expectations become clearer, conversations become stronger, and culture begins to shift. The real value of training is found in what happens after everyone leaves the room.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"Transparency builds trust even during uncertainty."
Episode Chapters
[02:12] Contract work and funding uncertainty [03:15] Financial realities drive decisions [04:55] Communicating with honesty and clarity [06:49] Transparency without false hope [08:49] Importance of reviewing communication [11:40] Managing consultant relationships [13:22] A framework for transparency [15:11] Supporting people through change
Uncertainty can be one of the most difficult challenges faced by both leaders and employees. When funding is changing or contracts are ending a lot becomes unclear. For leaders, this includes knowing when to retain employees or if it's time to reduce staff. It is rarely a straightforward decision.
In this episode, Tim Dyck discusses how leaders can evaluate financial realities while preserving trust with their teams. He shares about the importance of transparency, why communication matters even when there are no updates to share, and how to avoid creating false expectations during periods of change. It is possible to maintain strong relationships and a healthy culture while navigating difficult workforce decisions.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"In an instant world, you have to manage things instantly but in a way that gives you space to do it fully and well."
Episode Chapters
00:37 The impact of digital communication
06:16 Setting email boundaries
08:54 Communication and leadership advice
12:28 Setting Work-Life Boundaries
13:55 Improving communication to avoid burnout
Allowing your job to bleed into your personal time is an incredibly easy trap to fall into if you aren't careful. In this episode of the World at Work podcast, Tim Dyck, the founder of Best Culture Solutions, discusses the exhausting reality of the modern 24-hour workday.
We dive into a growing trend among younger workers who are carrying two separate phones. Their goal is to establish clear boundaries between their professional and personal lives. Tim shares why the sheer volume of communication channels, from WhatsApp and Instagram DMs to text messages, creates overwhelming anxiety and burnout for employees who feel pressured to reply instantly.
There are a number of solutions for leaders and teams to address this, including establishing structural on-call schedules, utilizing "schedule send" email features, and adopting clear response-time standards. Turn off your notifications and learn how to reclaim your time.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"An apology without action is not accountability."
Episode Chapters [02:30] Legal and logistical considerations in hiring [04:31] Importance of accountability when considering second chances [07:08] Why leaders force bad solutions [09:59] Signs of real accountability [11:20] Why apologies are not enough [13:29] Getting support with hiring decisions
What should leaders do when a new hire fails to show up during their first days on the job? In this episode Tim Dyck and Jody Maberry discuss whether a second chance is appropriate when accountability and communication are already in question. Tim explains why leaders must balance empathy with practical decision making. The desire to simply fill a seat can lead to poor hiring choices.
Ownership matters more than apologies when a hiring situation starts going sideways. There are certain things leaders should listen for when deciding whether to give someone a second chance. Listen for more on what accountability can reveal on whether the hiring situation can realistically move forward.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"Take the time to hire right or you will pay for it later."
Episode Chapters
[01:11] Why open roles create pressure
[02:11] The cost of turnover
[03:53] Temporary relief from a bad hire
[05:03] False security of filling the seat
[06:27] Motivation-based interviewing explained
[07:47] How poor hires affect culture
[09:15] Impact on customers and team performance
[11:05] Why an empty seat can be better
When a role is open and the workload keeps growing, it is tempting to hire the first qualified person who comes along. In this episode Tim Dyck and Jody Maberry explain why that decision often creates bigger problems. Tim breaks down the true cost of turnover, the ripple effect a poor hire can have on culture and performance, and why motivation-based interviewing helps identify candidates with the skills, attitude, and passion to succeed. If your team is feeling the pressure of an open position, this conversation will help you understand why taking a little more time upfront can save significant time, money, and frustration later.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"One person can erode an entire team's culture. Every day that you delay action the problem grows."
Episode Chapters
[02:22] Understanding psychological safety [03:30] When one person damages culture [04:50] The risk of delaying action [06:09] Impact on high performers [08:03] Misconceptions about HR [12:27] Handling difficult terminations [13:47] Relief after hard decisions [15:14] Choosing safety and support
Psychological safety is no longer just a concept. It is an expectation in today's workplace. In this episode Tim Dyck and Katie Currens explore what happens when one individual begins to erode safety within a team. The conversation highlights the difficult decisions leaders must make when culture and safety are at risk. Tim explains why delaying action often creates bigger problems including increased turnover and decreased trust. They also address common misconceptions about HR and the importance of fairness objectivity and relationship building. If you are navigating a challenging team dynamic this episode offers a clear perspective on when and how to act.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"A couple hours of strategy can save months of chaos."
Notable Moments [02:41] What is the messy middle [05:04] Reactive hiring vs strategic hiring [06:25] Why culture gets ignored [09:37] Speed vs quality of hire [11:40] Cost of hiring mistakes [14:53] Building a people strategy [16:52] Structuring for future growth
Many businesses reach a point around 15 to 20 employees where growth starts to feel harder instead of easier. In this episode Tim Dyck is joined by Lindsay Bridger-White to explore what she calls the messy middle. This is the stage where early success creates new complexity and what worked before no longer supports future growth. The conversation focuses on leadership evolution intentional hiring and the need for a clear people strategy. Lindsay shares a practical framework to help leaders step out of daily operations define their vision and build a structure that supports continued growth. If your business feels reactive stretched or unclear this episode will help you understand what to change next.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"When culture is strong people want to stay and others want to join."
Notable Moments
[00:39] Defining culture in organizations [01:09] Why culture affects turnover costs [03:16] Culture as a recruiting advantage [05:49] Lessons from resignation folders [08:45] Using stay interviews and culture surveys [11:56] Chick-fil-A culture example [14:51] Disney culture habits explained
Workplace culture is often discussed but rarely defined clearly. In this episode Tim Dyck and Jody Maberry explore why culture is more than a buzzword and how it becomes a strategic advantage for organizations. Tim explains that culture is built on shared beliefs shared behaviors and shared assumptions that guide how people work together. When those elements are aligned organizations attract stronger candidates improve retention and operate more effectively.
The conversation also highlights the hidden cost of turnover and why losing employees often signals deeper cultural issues. Examples from companies like Disney and Chick-fil-A show how strong culture creates consistency motivation and a reputation that attracts both employees and customers.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"Clarity helps people understand how you can help them."
Episode Highlights
[00:42] New website launch announced [01:09] Importance of clear messaging [02:36] Infinity Culture Solutions partnership [05:29] Why the website needed updating [07:05] Clarifying HR services offered [08:46] Transparency around pricing [12:55] Importance of strong onboarding
Best Culture Solutions has launched a new website designed to bring greater clarity to how the company supports organizations. In this episode Tim Dyck explains why clear messaging matters as much as good design when updating business websites. The conversation highlights the partnership with Infinity Métis Corporation which creates opportunities for Indigenous communities while strengthening the business.
Tim also shares why the updated site focuses on transparency including clearer services pricing guidance and step by step explanations of how clients can work with the team. From recruitment to onboarding to workplace investigations the goal is simple. Help organizations understand exactly how support works before the first conversation.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Jody Maberry: jodymaberry.com
Katie Currens: katiecurrens.com
"You rebuild culture hire by hire."
Notable Moments
[02:45] Why hiring comes first
[03:40] Motivation over skill
[05:29] Hire right train right treat right
[07:56] Reduce the hiring crapshoot
[10:11] Hiring all stars into weak culture
[11:34] Change happens hire by hire
[12:32] Getting leadership buy in
You may be focused on improving customer service retention onboarding or culture but if you are not changing how you hire you are only treating symptoms.
In this episode Tim Dyck explains why every strategic initiative rises or falls on hiring practices. Training will not work if people are not motivated to learn. Benefits will not solve disengagement if the wrong people are in the roles. Culture will not strengthen if hiring remains the same.
Tim shares why motivation matters more than skill how hiring impacts every other initiative and why rebuilding culture happens hire by hire. If you want real change in your organization this conversation challenges you to look at the very first step.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"If you use AI to avoid conversation that is a problem."
Episode Chapters
[02:11] AI enters performance reviews [04:10] Surface level feedback concerns [06:43] AI writing style lacks soul [08:40] Evaluations require conversation [11:59] Privacy and personal data risks [14:16] Open source versus closed source [16:31] Thoughtful use versus laziness
What happens when AI is used to draft employee reviews? Where the line is between thoughtful assistance and intellectual laziness? Performance evaluations still require genuine human connection. In this episode, Tim and Katie highlight why conversation cannot be replaced by automation and what risks exist when personal or organizational data is entered into open source tools. If you are navigating how to use AI responsibly while maintaining trust and authenticity with your team this discussion will challenge you to think carefully about how and why you use it.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"If you grow too fast without intention your culture will change."
Notable Moments
[02:11] Growth puts culture at risk
[03:28] Culture as competitive advantage
[05:21] Hiring for culture first
[06:10] Motivation based interviewing explained
[08:46] Defining real culture
[10:33] Culture audit components
[14:51] Three pillars of culture
Rapid growth can challenge even the strongest cultures. In this episode Tim Dyck explains how organizations can preserve culture during expansion by hiring for fit, clearly defining shared values, and reinforcing behaviors through everyday actions that employees and customers experience.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Katie Currens: Katie@onesparksolutions.com
"Use AI to review your work, not to replace it."
Notable Moments
[02:34] AI arms race explained
[03:53] Resume exaggeration risks
[04:49] Employers using AI checkers
[08:58] Editing vs writing with AI
[09:55] Missing measurable accomplishments
[12:08] Attention to detail example
[14:21] Where to draw the line
AI is changing how resumes are written and how they're evaluated. It can help your resume or quietly sink it. More employers are spotting AI-generated content and questioning its accuracy. In this episode, Tim Dyck breaks down common red flags recruiters and employers find in AI-generated resumes. He shares why employers are becoming more skeptical and how candidates can use AI responsibly without sacrificing credibility or accuracy.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Connect with Katie: Katie@onesparksolutions.com
"AI can give you information, but it can't replace judgment, accountability, or people."
Notable Moments [04:50] Why HR roles are increasing [09:33] How applicant tracking systems really work [10:54] When automation misses great candidates [14:38] Risks of blindly trusting AI [18:17] Why AI still needs human judgment
AI is changing how work gets done, but it isn't replacing people. When technology moves faster than judgment, the real risk isn't automation. It's assuming information equals understanding. The human side of work still matters more than ever.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Five years can teach you a lot, especially when you're building something from scratch."
Notable Moments [01:11] Reaching the five-year milestone [03:12] Pivotal early business moments [04:39] Hiring the right person matters [07:58] How conversations sharpen thinking [09:57] Growth from solo to team [14:32] Unexpected partnerships shape direction [16:32] Learning comfort with discomfort
This episode reflects on five years of building Best Culture Solutions and the lessons learned along the way. Tim shares how the business evolved through real client needs, unexpected opportunities, and a growing understanding of people strategy.
The conversation explores how hiring the right people, building strong partnerships, and becoming comfortable with uncertainty shaped the company's direction. It also looks ahead to where organizations are headed as they recognize that culture, retention, and people practices directly impact business success.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"People don't miss the office; they miss meaningful collaboration."
Notable Moments
[02:30] Why interaction still matters [04:39] Mental health and blurred boundaries [05:33] Siloed work challenges teams [10:21] Labels vs. real flexibility
Organizations across industries are revisiting workplace expectations and calling employees back to the office. In this episode, Tim Dyck and Katie Currens explore why this trend is accelerating and what leaders often overlook when making these decisions.
Their discussion hits on the human need for connection and the risks of siloed remote work. Tim challenges leaders to examine how much trust plays into their decision, reminding them that flexibility existed long before "remote" and "hybrid" became labels.
Rather than choosing sides, the conversation emphasizes balance. They highlight the importance of office time for collaboration while allowing focused work to happen where it makes sense. Leaders should focus on outcomes, not optics, and create expectations rooted in trust.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Connect with Katie:
LinkedIn: Katie Currens
Email: katie@onesparksolutions.com
"An entrepreneur can help you grow, pivot, and innovate…if the environment truly supports it."
Episode Highlights
[00:02] Why hiring an entrepreneur "depends" [00:04] Pharmacy story illustrates entrepreneurial fit [00:06] How autonomy drives performance [00:07] Red flags when evaluating entrepreneurs [00:08] Accountability and guardrails for supervision [00:09] When a role truly requires an entrepreneur [00:11] Why entrepreneurs may return to organizations [00:13] Leadership considerations when hiring entrepreneurs
This episode explores times when hiring an entrepreneur is the right move for an organization and when it might backfire. Tim Dyck breaks down the conditions that make entrepreneurial candidates thrive, the red flags to watch for, and why motivations matter on both sides. Some roles don't just need reliability. They need someone who thinks like an owner. Hiring an entrepreneur can offer an organization notable growth when the role and the leader are ready for them.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"If you're one of the few brave people creating content, you're going to benefit from it."
Notable Moments
[02:44] Avoiance of toxic social platforms [03:46] Starving for content [04:48] Value of connecting [06:30] Authentic engagement is key [10:46] Share opinions confidently [14:48] Lead with value for your audience [16:26] Don't over-polish posts [17:15] "Just be" philosophy
LinkedIn is a great space for professional growth, personal branding, and real connection. Unfortunately too many people avoid it because they are worried about perfection. Tim and Katie break down why LinkedIn continues to stand apart from other platforms, how it creates opportunity for both job seekers and industry leaders, and what happens when professionals stop lurking and begin contributing with purpose. Once you shift your mindset on LinkedIn, you will realize that people want you to show up in ways that reflect who you are, not what you think others expect.
Read the blog for more from this episode.
Connect with Tim and Katie on LinkedIn:
Katie Currens
Tim Dyck
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"You're never selling your product. You're selling what it represents for people. Clarity of purpose starts with understanding what you really sell."
Notable Moments
02:30 – The lesson behind Lee Cockerell's purpose statements
05:55 – Why mission statements often miss the mark
07:22 – What McDonald's and Apple are really selling
09:17 – The purpose behind Best Culture Solutions
13:56 – How purpose shapes a winning culture
Discover how defining what you really sell can transform your organization's culture. Tim Dyck and Jody Maberry explore why clarity beats aspiration, how simple purpose statements motivate teams, and what it takes to turn big ideas into shared behaviors. If your team can't explain what you really sell, your mission statement might be holding you back. Simplify it. Clarity is what drives culture.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Most strategic plans fall flat because they're built for a future that changes faster than the plan can."
Notable Moments
[02:12] Why most strategic plans fail
[03:39] The problem with five-year plans
[05:05] Why a one-year plan works better
[07:11] How to balance short-term focus with long-term vision
[09:43] The real value of measurable goals
[11:46] Keeping strategic plans simple and effective
[13:44] How Best Culture Solutions helps teams craft meaningful strategies
Many organizations build ambitious five-year strategic plans, only to realize they're outdated within months. Tim Dyck shares why traditional planning often fails and how leaders can create more flexible, measurable, and effective strategies that adapt to change.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"You should not be basing your resume on what you're doing now. Focus on the skills you have that showcase how you'd be successful in the role you want."
Episode Highlights
00:02:02 – Overcoming the fear of changing industries
00:04:07 – Identifying transferable skills for your next role
00:05:23 – Writing resumes focused on your future goals
00:08:12 – How technology has changed job applications
00:09:26 – Networking the right way in a digital world
00:11:44 – Acting on advice to build genuine connections
00:13:00 – Patience and persistence in career pivots
00:14:36 – Shifting your mindset to show contribution, not desperation
Thinking about changing careers but not sure where to start? In this episode, Tim Dyck breaks down the most common mistakes people make when shifting industries and what to do instead. Learn how to identify your transferable skills, reframe your resume for the job you want, and approach networking in a way that builds real connections instead of dead ends
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"If you can't trust your team to work unsupervised, you may have hired the wrong people or need to look in the mirror first."
Notable Moments
[03:37] The importance of hiring self-motivated people before implementing remote processes.
[04:52] Why trust issues with remote work often stem from hiring decisions, not management style.
[08:04] Setting up tools, technology, and data policies for remote employees.
[09:48] Onboarding for culture, not just compliance.
[11:03] Defining communication expectations and channels for hybrid teams.
[13:30] How Dan Cockerell's "What It's Like to Work With Me" document inspired Tim's own approach.
[16:15] The "touch people before you touch work" leadership philosophy.
[18:29] Helping organizations transition from in-office to remote environments effectively.
In this episode, Tim Dyck and Jody Maberry discuss how to create effective processes and guidelines for remote workers. They explore the role of trust in leadership, the importance of hiring motivated individuals, and how culture, communication, and clear expectations build successful remote teams.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"If you can’t trust your people to work without being over their shoulder, the problem isn’t remote work. It’s trust."
Episode Highlights
[00:02:00] Why trust is the true barrier to remote work, not location
[00:04:16] Chelsea Brinkley’s story of leaving a traditional job for flexibility
[00:07:50] Why hybrid models often meet the needs of both employees and employers
[00:12:59] The moment a trip to Iceland inspired Chelsea to rethink her career
[00:17:28] Why remote job postings attract massive applicant pools
[00:19:49] Following instructions as the simplest way to stand out in applications
[00:21:47] How asking for advice instead of a job can open unexpected doors
Remote work continues to reshape the workplace. In this conversation with Chelsea Brinkley we explore what it takes to make it work, for both employers and employees. We discuss the role of trust in leading remote teams, why hybrid arrangements are gaining traction, and practical advice for job seekers navigating a highly competitive remote job market.
Read the blog for more from this episode.
Connect with Chealsea
Website: www.chelseabrinkley.com
Instagram: https://www.instagram.com/chelseabrinkley/
LinkedIn: www.linkedin.com/in/chelseabrinkley
Facebook: https://www.facebook.com/chelseabrinkleybiz
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“AI is a tool, not a shortcut. It still needs your curiosity, judgment, and responsibility to work well.”
Notable Moments
[03:09] How AI overviews are spreading inaccurate information
[05:09] The danger of AI hallucinations and misleading research results
[08:21] How applicant tracking systems use AI-like keyword filtering
[12:37] Risks of sharing confidential data with open-source AI tools
[15:31] How to “challenge” AI results and verify sources
[19:29] Using closed-source tools like Microsoft Copilot safely
[22:17] Why AI is here to stay and how to build responsible guardrails
AI is showing up everywhere in the workplace, from job applications to research tools. Using it well requires more than just a good prompt. In this episode, Tim Dyck unpacks the opportunities and pitfalls of AI in the workplace. He shares how organizations can embrace its potential without sacrificing accuracy, confidentiality, or human judgment. From the risks of relying on flawed data to the importance of verifying sources, setting guardrails, and choosing secure platforms like Microsoft Copilot, this conversation offers practical strategies for using AI responsibly while keeping the human edge that makes great workplaces thrive.
Read the Best Culture Solutions blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"You hire them right, you train them right, and you treat them right. If you don’t start with hiring the right person, you can’t afford to move forward."
Notable Moments
[02:01] The best move to make if no candidate wins the interview
[02:59] The danger of not focusing on quality of hire
[04:13] Turnover costs: 30–35% of annual salary
[05:20] How rushing hires led to predictable turnover
[06:34] “Pay now or pay later...with interest”: the long-term cost of a bad hire
[09:10] Defining what “winning the interview” actually means
[12:04] How patience led to long-term employee success
[12:43] The simple hiring formula: hire right, train right, treat right
What do you do when nobody wins the interview? In this episode, we dig into why rushing to fill a seat can be one of the most expensive mistakes a leader makes. We discuss the true cost of turnover, how to balance speed with quality, and why patience in hiring can transform your team for years to come.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“If someone isn’t motivated, it doesn’t matter how much skill they have, they won’t apply themselves.”
Notable Moments
[02:47] Why hiring for experience alone can be a mistake
[04:05] The three qualities every high performer shares
[05:28] Why motivation matters more than raw skill
[09:54] The Disney story that proves skills can be taught
[12:57] Using motivation-based interviews to find true fit
[15:41] Resource: Learn more about motivation-based interviewing
[15:57] How Best Culture Solutions applies this method for clients
Too often, leaders hire based on experience or by looking for a specific skillset. Unfortunately, it doesn’t take long to discover that experience or skill without motivation and passion doesn’t add up to performance. In this conversation, we dig into the three components that make someone a true high achiever, why motivation-based interviewing is a game-changer, and how leaders can better evaluate fit in any role.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"The more time you give for something to happen, the greater the scope creep that occurs."
Notable Moments
[00:01:34] Mike introduces the common misconception that fractional leadership always takes a long time.
[00:02:52] Rethinking six-to-twelve-month agreements—asking “what if” it could be faster.
[00:05:22] How two-week sprints provide structure, focus, and accountability.
[00:07:36] Using sprints to continually assess fit between leader and organization.
[00:09:44] Why a beginner’s mind is critical to avoid assumptions.
[00:11:42] The difference between sprint-based work and traditional retainer models.
[00:12:17] Tim shares his first experience at Buc-ee’s—and connects it to designing for customer needs.
[00:14:44] Resources from Mike: FindMyCatalyst.com/fractional and the Find My Catalyst podcast.
Fractional leadership often carries the assumption that meaningful progress requires six to twelve months. In this episode, Tim Dyck and Mike Simmons explore why that belief can hold organizations back. They discuss the benefits of short, focused sprints, how to prevent scope creep, and why continually assessing fit between leaders and organizations leads to better outcomes. Along the way, they share practical frameworks, reflections on leadership assumptions, and even a surprising Buc-ee’s story.
Read the blog for more from this episode.
Connect with Mike Simmons:
FindMyCatalyst.com
Find My Catalyst podcast
Fractional Resources
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"If it has nothing to do with the workplace, it’s not your place to address it as an employer."
Notable Moments
00:03:05 – How to handle allegations unrelated to the workplace
00:04:54 – Using proper legal channels for non-work issues
00:07:59 – When a code of conduct changes your responsibility
00:10:46 – Offering EAP support without enforcing consequences
00:13:44 – Why uniforms and name tags come off after hours
Tim Dyck discusses how employers should handle allegations about an employee’s behavior outside of work. He explains when such concerns warrant action, how a code of conduct can change the rules, and why offering support without enforcement can make a difference. From legal considerations to protecting workplace trust, Tim outlines a thoughtful, practical approach.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"It's not about what you did yesterday. It’s about what you’ve learned and the skills you bring to tomorrow."
Notable Moments
00:01:28 – Story of a candidate held back by a past mistake.
00:02:31 – Why second chances matter in hiring.
00:05:21 – Asking about black marks during interviews.
00:09:21 – Concerns managers have about hiring someone with a record.
00:13:55 – Handling internal team perceptions after a promotion.
00:15:59 – Overcoming past mistakes and moving forward.
Everyone makes mistakes, so should a past “black mark” keep someone from being hired or promoted? Second chances can lead to your strongest hires. In this episode, Tim Dyck and Jody Maberry discuss hiring candidates who have past mistakes or “black marks” on their record. They explore why it’s crucial to look beyond past errors, how to assess whether someone has truly learned from those experiences, and strategies for addressing concerns within a team when hiring or promoting someone with a complicated history. The conversation emphasizes resilience, accountability, and growth as key factors that often turn past missteps into future strengths.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“It’s not a silver bullet, but every little bit helps when you’re navigating a tough transition. It’s about doing the right thing, with empathy and intention.”
Notable Moments
[01:27] – What are career transition services?
[03:40] – The step-by-step support offered to exiting employees
[05:45] – Why organizations should invest in transition services
[08:29] – How empathy improves difficult conversations
[13:53] – The role of decency and dignity in terminations
[16:09] – Why support changes everything for the departing employee
[17:45] – How transition services benefit long-term organizational reputation
[19:20] – Reframing job loss as an opportunity
In this episode, Tim Dyck explains the value and process of career transition services. These services help organizations plan respectful and effective offboarding while supporting former employees in their next steps. From mitigating legal risk to boosting company reputation and showing genuine care for people, Tim outlines why leaders need to rethink how they handle tough departures and how Best Culture Solutions can help them do it right.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“Don’t let fear of being misunderstood stop you from doing the right thing. Just show up, follow through, and the trust will follow.”
In this episode, Tim Dyck explores how leaders can become more visible in the workplace without unintentionally undermining team members. He shares strategies for building trust, communicating intentions clearly, and handling the challenges of being seen, especially if leadership visibility is new for your team. Learn why patience, consistency, and active listening are your most powerful tools in those early months of leading from the front lines.
Read the blog for more from this episode.
Notable Moments:
[01:00] Why visible leadership can feel uncomfortable
[03:30] Addressing skepticism and building trust
[05:00] Avoiding the perception of undermining managers
[07:10] The 90-day no-sweeping-changes rule
[09:55] What to do when your visibility causes tension
[11:35] Healthy turnover and leadership alignment
[14:00] How to point out the good and make it stick
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“There’s no other leadership tool that builds trust, reveals blind spots, and improves decisions better than walking your business.”
Notable Moments
[00:03:48] – Buc-ees experience leads into leadership visibility discussion
[00:05:27] – Lee Cockerell quote: “Get off the carpet and onto the concrete”
[00:07:48] – Why most leaders nod… but don’t follow through
[00:10:55] – Three reasons visible leadership matters
[00:13:09] – The irreplaceable value of experiencing your own product
[00:16:23] – Push past the awkwardness: consistency builds trust
[00:17:33] – Do the frontline job: respect comes from effort, not titles
[00:19:09] – Why walking your business reduces constant interruptions
In this episode, Tim Dyck and co-host Katie Currens explore the importance of “visible leadership” by getting off the carpet and onto the concrete. After Tim’s recent experience at Buc-ees, they unpack how leaders who regularly interact with frontline teams gain deeper trust, uncover blind spots, and make smarter decisions. Disney’s guest-first culture includes leadership visibility, which they both experienced as Cast Members. Tim breaks it down into three key benefits: building trust, understanding the real impact of your decisions, and identifying what the business actually needs. The episode wraps with practical ways to start small, stay consistent, and overcome the initial awkwardness of being more present with your team.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Rate results, not personality. Measurable goals create clarity and eliminate the drama."
Notable Moments
02:03 – Common complaints about performance evaluations
04:15 – Why rating personality traits is subjective and flawed
06:54 – Jody’s real-world example of objective goal-setting
09:59 – The value of goal-based evaluations
13:35 – Why tardiness and similar issues must be addressed in real-time
14:59 – The power of evaluation discussions
17:49 – A clear framework for monthly check-ins and progress
18:42 – How to introduce a new review system to your team
20:10 – Getting help with building your evaluation system
Performance reviews don’t have to be awkward or ineffective. In this episode, Tim and Jody unpack the flaws of traditional evaluation models, especially those based on subjective personality ratings. They investigate the better alternative of goal-based evaluations. Tim explains why focusing on measurable objectives improves clarity and eliminates unnecessary conflict. The episode covers how to structure and roll out a new evaluation process, what to communicate with your team, and how leaders can make reviews a helpful conversation rather than a dreaded formality.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“Great leaders don’t wait for perfect. They make the best call they can and adjust if needed.”
When a beloved attraction like Muppet Vision 3D closes, it stirs big emotions, something leaders face every day when making tough decisions. In this episode, Tim Dyck and Katie Currens explore what it really takes to lead through change. Tim shares his experience and insights on making informed decisions that may not please everyone but will serve the greatest good. Learn how to cut through the noise, lean into feedback, communicate clearly, and lead with both confidence and humility.
Read the blog for more from this episode on how to decide what to change.
Notable Moments
[00:01:04] Disney’s decision to close Muppet Vision 3D
[00:03:54] Why leaders can’t please everyone
[00:06:39] Story from Bob & Rick Allen on decision-making with data
[00:08:54] How to lead with morale during change
[00:12:19] The importance of getting out and listening
[00:14:13] Making decisions with courage and humility
[00:16:54] How to weigh reversibility when making tough calls
Connect with Tim and his team:
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"You're not being duped if someone leaves for better pay. You’re just part of their journey. Focus on what you gained while they were with you."
Notable Moments
02:36 – Setting the salary range and mismatched expectations
04:49 – When candidates leave for better offers (and it’s not personal)
05:35 – Questions to ask candidates taking a lower salary
07:52 – The value of short-term high performers
10:44 – What to do when a candidate asks for more than you can pay
11:13 – Why salary market analysis matters
13:35 – Where to get help with salary benchmarking
In this episode Tim Dyck and Jody Maberry explore the nuances of managing salary expectations in hiring. What do you do when a candidate asks for more than you can offer or decides to take a role below their usual pay? Tim shares practical steps for assessing motivation, minimizing risk, and deciding when it’s worth making the hire. Learn how to ask the right questions, handle salary gaps with transparency, and why short-term high performers can still bring long-term value. If compensation conversations ever feel awkward, this episode will help you approach them with strategy and confidence.
Read the blog for more from this episode about managing salary expectations.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“You're never overworked; you're underorganized. The org chart should help you fix that.”
Tim Dyck and Katie Currens dive into the importance of intentional organizational charts. Tim explains how reactive decisions, like adding roles to solve immediate problems or merging jobs without reflection, can lead to burnout, confusion, and inefficiency. The episode explores how to design org charts around customer needs, include key voices from the front lines, and plan ahead with future-focused job descriptions. Whether you’re growing a team or restructuring after a departure, this conversation offers practical steps to build a healthier, more effective organization.
Read the blog for more from Tim Dyck on organizational charts.
Notable Moments
[00:01:51] – Why most org charts are reactive instead of intentional
[00:03:07] – The power of building org charts around customer needs
[00:06:14] – Why front-line voices matter in org chart planning
[00:08:05] – The risk of combining roles without self-awareness
[00:10:36] – Why job descriptions should be based on the next 6–12 months
[00:12:05] – Steps to rebuild your org chart intentionally
[00:13:45] – How to develop job descriptions aligned with future needs
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“Success in hiring starts with understanding when your industry’s people are most likely to listen.”
Notable Moments
00:02 – Seasonal hiring patterns in education
00:04 – Energy industry trends and maintenance scheduling
00:06 – Resources for researching hiring patterns (news, board minutes, unions)
00:08 – Mindset and timing in professional roles like physiotherapy
00:10 – Strategic workforce planning based on project end dates
00:11 – How we help organizations align recruitment with industry timelines
00:12 – Final thoughts on navigating shifting career interests and hiring seasons
When it comes to hiring, timing is everything. Seasonal trends shape job markets across industries, from education and energy to hospitality and healthcare. Leaders can get ahead by identifying project timelines, industry trends, and even board meeting minutes to build smarter recruitment strategies. For job seekers, understanding when companies are hiring gives you the chance to show up at just the right time. Whether you’re solving your next people puzzle or exploring your career options, this episode is your guide to thinking seasonally and strategically.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"There are things that are said, there are things that are heard, and there are things that are remembered. And very rarely are all three of those things the same."
Notable Moments
01:20 Why most hiring strategies break down during rapid growth
06:40 What fractional recruiting looks like in action
13:10 The key questions businesses fail to ask before hiring
20:45 How to avoid “check-the-box” recruiting and build meaningful teams
27:00 When it’s time to bring in outside expertise
Is your team growing faster than your hiring process can handle? You're not alone. In today’s fast-moving business landscape, the pressure to fill critical roles without slowing down operations is higher than ever. What happens when your internal team can't keep up, or your recruiters aren't equipped to hire outside their comfort zone?
Fractional recruiting is not just a cost-saving measure, but a smart, strategic way to build high-performing teams when internal resources are stretched. Mike Simmons is a veteran in sales, leadership, and growth strategy who returns to discuss fractional recruiting. Whether you're a business leader trying to scale without burning out your staff, or a recruiter juggling roles you're not equipped to fill, he offers clear insight and actionable advice.
Fractional arrangements should never be horror stories. They should propel your business forward, with flexibility and precision. If you want to ensure your next fractional hire is a win, focus on alignment, communication, and process.
Connect with Mike Simmons
Mike Simmons on LinkedIn
findmycatalyst.com/fractional
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Nothing becomes normal and common until somebody disrupts things and makes it normal. And sometimes there's space and room for disruption."
Notable Moments
00:41 Unconventional Job Benefits Trends
05:38 Negotiating a Different Compensation Package
06:57 Evaluating Workplace Culture and Values
10:32 Employee Value Justification
14:34 Pitching Unconventional Ideas to Employers
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Asking for what you need at work isn’t just okay; it’s essential. Many of us grew up thinking benefits were fixed, but the modern workplace is shifting. More people are realizing that unconventional benefits, from remote work options to flexible healthcare or extra vacation days, can make all the difference in whether a job actually fits their life.
One thing I always encourage is self-reflection before making these requests. Ask yourself why this benefit matters to you and how it lines up with your values and needs. When you understand what’s truly important, it becomes much easier to explain it to an employer—and to show them the value you bring in return.
Benefits aren’t just perks; they’re an extension of an organization’s culture. If you’re negotiating an offer or considering asking for something a little different, remember it’s not just about the request but the overall value you’re offering in return. Employers want to know how supporting your needs might help everyone win.
Ultimately, being clear, confident, and self-aware can open up a genuine conversation with your current or future employer. Most importantly, there’s nothing wrong with asking for what matters to you. When you articulate your needs and tie them to how you’ll bring value to the team, you’re building the foundation for a work experience that truly supports both sides. Don’t be afraid to ask the questions that matter. It could lead to a better role for you and a stronger organization for everyone.
"Are you doing this just to look good for yourself, or are you doing this because you genuinely want to make a difference for your people?"
Notable Moments
04:42 Unlimited PTO: Productivity and Legalities
09:00 Managing Unlimited PTO Challenges
12:58 Competitive Compensation & Benefits Analysis
13:42 Thoughtful Compensation Strategy Assistance
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
There is a lot of discussion around whether unconventional benefits really enhance work culture, or if they are just a shiny façade. Benefits like stocked kitchens, ping pong tables, or even unlimited PTO can seem appealing, but the motivation behind them is what truly matters.
Read my blog for more on ways companies can adopt unconventional benefits, while making sure they are doing it for the genuine benefit of employees.
"Every single person that is working with you is usually capable of far more than you realize."
Notable Moments
00:57 Navigating Internal Job Opportunities
06:15 Highlight Relevant Experience
09:30 Objective Hiring and Open-Minded Leadership
11:16 Assess Motivation in Interviews
14:17 Value of Skills and Motivation
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
There may come a time when an internal position is posted that piques your interest. The only challenge is that it is very different work from what you've been doing. Now you're trying to figure out how to stand out when applying for a new role within your organization. It's actually a challenge I've faced personally. My biggest lesson? Communication is everything
Read the blog to learn more about how leaders can create the environment where talents are recognized and nurtured. When they learn how to do this, our businesses and our people will thrive.
"Fractional work is an opportunity to help make an impact inside an organization as quickly as possible. Accelerate speed to impact by helping people move forward."
Notable Moments
01:02 Fractional Executive Recruitment Clarity
05:55 Navigating Noise in Fractional Roles
08:41 Strategic Planning and Caution
09:55 Beware of Fake Consultancies
15:24 Fractional Executive Expertise Essentials
16:39 Finding Right Fractional Expertise
19:23 Fractional Executive Solutions
Connect with Mike Simmons
Mike Simmons on LinkedIn
https://www.findmycatalyst.com/fractional
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Fractional roles are shaking up the business world, offering tailored executive support without the full-time price tag. Navigating this dynamic landscape can be daunting. This week, I welcome Mike Simmons, a seasoned expert in people and processes, to demystify the world of fractional work.
Mike and I have observed a considerable rise in the number of professionals offering fractional services, especially since the pandemic. Businesses are keen to tap into high-level expertise without committing to a salary-heavy full-time role. However, the surge has brought along its fair share of confusion and noise. Mike points out the perils of "fractional by convenience", or those who unexpectedly enter this space without the requisite experience, aiming to learn on the job instead of delivering impactful results.
Our discussion hit home on the essence of fractional work: speed to impact. Unlike traditional roles that evolve over time, fractional experts are brought in to initiate swift, substantial progress. Mike and I stressed the importance of hiring the right person to ensure businesses move out of their strategic ruts effectively.
For those considering fractional help, we encourage a proactive approach, assessing whether it's a good fit before the problems arise. We've even developed a fractional readiness assessment to guide you through this decision-making process.
In the end, the key takeaway is simple: fractional work should expedite and streamline solutions via experienced professionals who are ready to make an immediate impact. If you're feeling lost in the maze of fractional offerings, remember, there's always a way to find the right support to tackle your business challenges.
"Have a very deliberate process for filling existing roles that is the same for everybody, external, internal. Make sure that process is also going to identify the best candidate for the role and that you're developing people to be the best candidate."
Notable Moments 00:53 Deliberate Internal Candidate Development
04:28 Pitfalls of Internal Promotions Without Purpose
07:04 Create a Deliberate Hiring Process for Internal and External Candidates
12:35 Developing Leadership Skills for Longterm Employee Growth
14:15 Recruitment and Strategic Organizational Culture Services
A common pitfall in organizations is making internal promotions based on sentiment rather than strategy. One of the worst approaches to filling a position is promoting someone just because it felt like the right thing to do. On the flip side, organizations that focus primarily on external hiring neglect internal talent and miss the opportunity to further develop people already committed to your business. Talent coming from within the organization can bring unique advantages when the process is approached correctly.
Read the blog for more on the importance of implementing a structured approach, developing your people, and how internal promotions done right can boost morale and strengthen your organization.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"In order for a survey to mean something, it has to be followed through on the results."
Notable Moments
00:51 Timing of Exit Interviews
03:53 Constructive Versus Emotional Feedback
08:03 External Feedback Handling Recommended
10:07 Understanding Customer and Employee Feedback
13:41 "Boosting Retention Through Honest Surveys"
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Avoid the cost of turnover by investing in employee feedback. When done with intention, a simple conversation could make sure your organization is one where people want to work and stay. Conducting exit and stay interviews give organizations an opportunity for improved retention, boosted morale, and a culture of genuine care. Read our blog for more about how gathering and reviewing feedback is an investment in your company’s future.
To explore ways to implement these strategies in your organization, consider reaching out to Best Culture Solutions at bestculturesolutions.ca or emailing Tim directly at Tim@bestculturesolutions.ca. Together we can come up with your best culture solution.
"Instead of getting information after people decided to leave, get the information before they decide to leave."
Notable Moments
00:37 Survey Anonymity Concerns
06:01 In-Person Interviews Build Trust
10:09 Building Trust Through Anonymity
13:45 Boost Engagement Through Transparent Action
15:19 Improving Workplace Culture Effectively
Surveys can be your secret weapon to a happier workplace. The problem for many people trying to use engagement surveys is a lack of trust in the process. Many people are skeptical about the anonymity of online surveys. They fear that there are hidden ways of tracking responses or insincere intentions. I totally get it. And well intended organizations don't want people to second-guess their input. Read the blog for more on how to make your engagement survey more impactful
Connect Tim and the Best Culture Solutions Team
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Have people that you can trust to receive their honest opinion and advice, while keeping space for you to make your own decisions, without them trying to micromanage or direct you"
A personal board of directors can transform careers and lives. Like many, I hadn't been deliberate in setting up my own personal board. Yet, I unknowingly have a network of trusted advisors shaping my path. Katie compared it to the eclectic cast of the show The Big Bang Theory, where each person brings their unique flair and insights to the table.
A personal board is not just about having people you trust or people that are from similar professions. A well balanced board has a dynamic mix of diverse perspectives to guide and even challenge you. This board isn’t about holding meetings with agendas though. It is about leaning on the people you trust for professional or even personal guidance.
As you think about your own board, be aware of how you may play a key role on someone else's board. Think of it as a dance of advice and encouragement. Setting up a personal board can provide that critical support and validation. Those are the people that can help you through changes in your organization or give you the nudge to continue pursuing your dream job even when the path gets rocky.
Offer value to your mentors, as they do for you. Recognize their guidance, implement their advice, and maintain a reciprocal relationship. In the world of career growth, the mutual respect with your personal board of directors has a way of turning advice into inspiration.
Notable Moments
01:01 Pursuing Dreams Requires Perseverance
05:01 Forming a Personal Advisory Board
09:41 Choosing Board Members
11:51 Mentorship and Networking Benefits
15:04 The Value of Personal Advisory Boards
18:05 The Importance of Deliberate Relationships
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"As you build out your network, it's important to have authenticity. Don't just talk to somebody because you want something out of it."
Notable Moments
00:58 "Personal Board of Directors Importance" is essential for guidance, balance, and purpose-driven leadership.
07:01 Why Best Culture Solutions' help was essential for job success.
10:25 Airtight resume significantly boosts interview rates.
16:18 Network genuinely and persist to achieve your dream job authentically.
17:06 Pursue dream jobs, but self-worth shouldn't depend on them.
A lot of people talk about chasing their dream job, but don't always put in the work to land it. Twenty-three years ago, my dream came true when I worked as a Cast Member at Walt Disney World. That experience shaped the way I view people leadership and HR recruiting. Rob Midiri and I met up at Epcot in Walt Disney World, to reflect on the sometimes grueling, yet rewarding journey toward landing that ideal role. Read the blog for more about our conversation.
Connect with Rob
https://www.linkedin.com/in/robertmidiri
Dreamfinder Designs
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Everything that you do deliberately to have a really strong hiring process is not only going to feed to your candidate pipeline, but it's going to make sure that you don't have to do this as often."
There can be a lot of excitment when job hunting. Unfortunately, for some people the initial optimism can turn sour when it ends with silence from the employer. This recently happened with Katie's teenage son. After an interview he was told they would follow up with his training date. Several weeks later there has been no communication.
So, why does this happen? From my experience, it's often due to disorganization in communication. With the variety of platforms we now use such as emails, texts, social media, staying on top of messages has become increasingly difficult. The core issue here is the lack of organized and disciplined communication structures within companies.
More importantly, I emphasized that maintaining strong follow-through practices can give employers a significant competitive advantage. When businesses stay organized and keep their word, they attract talent and build a positive reputation. On the flip side, failing to follow up leads to a ripple effect of distrust. Not just from the job seeker but also from their network, as Katie pointed out.
For companies, it's about getting back to basics. During every touchpoint, outline the next steps and stick to those timelines. In my experience, when you follow up, whether it’s good news or bad news, it shows respect for the candidate's time. It's also appropriate to give them feedback if requested. These simple acts can make a world of difference in how your organization is perceived.
For job seekers in situations like Katie’s son, remember: it's not you, it’s them. Keep showing up, being diligent, and following up; you’ll find a place that values your effort.
Turn experiences like this into lessons and improve how we communicate, respect, and value time in professional settings. Feel free to reach out if you need guidance on navigating the recruiting maze.
Noteable Moments
00:56 Communication Overload Causes Disorganization
05:47 Transparency in Recruitment Process
07:39 Effective Interview Follow-Up Strategy
10:41 Letting Go of Unreciprocated Efforts
15:11 Positive Reputation Boosts Job Referrals
18:29 Reduce Turnover Through Strong Hiring
20:33 Listener Appreciation and Feedback Invitation
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Of all the things that we do to help people, two that we are most passionate about are helping organizations with hiring people right then training and onboarding them right."
Onboarding is crucial, yet so many organizations overlook its importance. Have you ever been thrown into a new job with more questions than answers? In my conversation with Katie, we talk about onboarding disasters that can derail a new employee’s confidence from day one. Read my blog for more about avoiding onboarding mistakes.
Notable Moments
01:37 Onboarding transcends paperwork; crucial for employee retention.
05:23 Binder alone isn't effective; real-life experience needed.
08:01 Teach them then allow independence to build confidence and growth.
12:09 Poor onboarding can cause confusion and turnover.
14:03 Reach out and share onboarding experiences with Tim.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Companies that provided a good onboarding experience had 82% improved retention."
Great onboarding isn’t about one-off actions. It’s a series of well thought out steps that make new employees feel welcome, engaged, and ready to contribute. Read the blog for more from this episode.
Noteable Moments
04:12 Good onboarding boosts employee retention.
09:12 Clarify purpose and values by aligning them with daily behaviors.
13:28 Offer guidance on company norms as well as job expectations.
16:32 Ongoing check-ins empower and integrate new hires.
21:08 Irregular hiring processes cause confusion and turnover.
24:52 Overwhelm with information, but make sure to follow up later.
26:39 Reflect on feedback for opportunities to improve onboarding.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Many leaders want to be great but often misunderstand the difference between management and leadership."
Treating people well isn't rocket science, but it requires intention and genuine care. As Lee put it, leadership is about guiding people to better outcomes through effective teaching and support. Read the blog for more on how to create a magical culture in your business.
Notable Moments 05:08 Misunderstanging Leadership and Management
07:31 Firing someone taught responsibility of leadership
12:18 Support others by prioritizing their needs, benefits.
15:26 Disney fosters belonging through thoughtful management.
18:47 Check-in with team daily; offer help.
22:34 Comfort builds trust; open communication improves performance.
25:09 True leadership isn't dependent on authority
29:30 Importance of identifying leaders with relational skills
33:53 Visit leecockrell.com for resources like book purchases and courses
Resources The Cockerell Academy
About Lee Cockerell
Mainstreet Leader
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"A fractional professional has the experience, knowledge, or subject matter expertise to know how to get you out of that rut and to actually make impact instead of spinning your tires."
Fractional work has the potential to transform businesses of all sizes. It is a game-changer, especially for small to mid-sized organizations that need high-level expertise without the full-time commitment. This episode dives into fractional work including information such as:
- Cost-Effective Expertise
- Strategic Focus
- Speed to Impact
Fractional work provides an incredible opportunity for companies to scale intelligently and affordably. At Best Culture Solutions, whether you’re seeking fractional HR services or need help finding the right fractional executive in other areas, we’re here to support you. Contact us to explore how fractional work can elevate your organization.
Notable Moments
00:41 Lack of people strategy can be costly.
05:58 Fractional CFO manages small business cash flow.
08:02 Fractional CXO professionals accelerate strategic business impact.
10:42 Fractional roles drive quick impactful results due to structure, knowledge, and drive
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"If you hire the right people, they are going to want to be part of your brand. But make no mistake, having your critical actions in place when they get onboarded is vital."
Clarity and consistency in your company’s values can transform your organization. When we started implementing critical actions at Best Culture Solutions, we faced some resistance. However, after rolling out our critical actions our team adapted, service quality soared, and customer feedback became overwhelmingly positive. Listen and check out the blog for more on how critical actions helped our team get clarity in their roles and interactions.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Suspend an expectation that there's going to be a transaction. You don't know where it's going to go."
Networking does not have to feel icky. Unfortunately many people see networking the way Kathi Brewer-Gouthro once did. When she first had to dive into networking, she felt stuck in a “rigorously unproductive” mindset. Networking always seemed to focus on schmoozing, which felt unnecessary and uncomfortable.
When Kathi was faced with a career transition she knew it meant she had to also update her network. That prompted a needed change her approach. Over time she reframed her assumption that networking is just about who you know. It's about genuine connections and a mutual exchange of value.
It started to click for Kathi when she picked up a copy of "The 20-Minute Networking Meeting" by Nathan Perez and Marcia Belanger. Before reading that book, she had a handful of awkward, zero-value conversations. After embracing their structured approach, things changed dramatically.
Each networking “meeting” had a:
- Strong first impression
- Clear overview of my career
- Genuine discussion points
- Respectful, timely ending
- Sincere follow-up within 24 hours
Since implementing this structure Kathi has had dozens of successful, enriching conversations. The conversations have not only broadened her horizons, they also made networking feel authentic and purposeful.
Networking does not need to make you cringe or feel uncomfortable. Instead of avoiding it, equip yourself with the right tools. Approach conversations with genuine curiosity and value-driven intentions. You may be surprised at how organic and rewarding those connections can become.
Looking for help with your own career transition? Reach out to our team at Best Culture Solutions.
Notable Moments
01:02 Networking is essential, not just passive engagement.
05:39 Networking requires active effort and learning.
09:22 Using a 20-minute networking structure for intentional connection.
11:45 Take the time to prepare, stick to schedule, follow up afterward.
14:20 Networking enhances comfort and success in career transitions.
17:58 Your network can provide opportunities and supports career development.
21:33 People value genuine connection and support.
Connect with Kathi
Kathi on LinkedIn
Email Kathi
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Kathi Brewer-Gouthro
"You cannot allow the important decision that you're about to make get hijacked by somebody else's agenda."
Notable Moments
01:02 Being strategic when choosing references for job applications.
05:29 Use references to verify professional history objectively.
06:40 Subjective questions risk skewed, unobjective performance evaluations.
11:22 Proper interviewing prevents agenda-driven hiring mistakes.
13:56 Assess each hiring step's purpose and effectiveness.
For years, I relied heavily on job references to gauge a candidate's potential. It isn't an uncommon practice. Leaders schedule reference calls, then ask for insights into a candidate’s performance, strengths, and weaknesses. You name it, it gets asked.
The problem is that this rarely gives insight into the authentic performance of someone. Instead, you end up with subjective opinions, cherry-picked praises, generic answers, hidden agendas, and non-stop bias. Employers end up getting answers that are often anything but the truth.
In fact, it took countless mistakes before I understood that traditional reference checks weren’t telling me what I needed to know. It became clear that I needed to make a shift and stop depending on references to validate what I hoped to hear. I shifted to calling references for truth verification and relied more on a robust interviewing process. And guess what? The quality of my hires improved dramatically. We started finding candidates who truly fit our roles and culture.
If you’re in a challenging season of hiring, consider evaluating and evolving your process. It may be time to part with old ways and embrace new techniques. Revamping the way you use job references can help you build a stronger team, one honest step at a time!
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"The same time that you're the captain of the ship, you also have to be a good Lieutenant. And that is listening to the command of others that may or may not be on the ship."
Leadership journeys are a mix of leading and following. It is incredibly important to be adaptable. Donald Forgione pushed pause on his podcast, Tailgate Talks, to join for a conversation about the true essence of leadership. Early in my leadership career, I thought it was all about being the one to direct and make every decision. As Donald highlights, effective leadership often means knowing when to let others lead.
Read our blog about how to navigate the delicate balance of leading and following.
Notable Moments
01:06 Donald Forgione's career journey
04:10 Balance authority with active listening
08:01 Effective leaders rely on frontline communication and trust
10:45 Two-way accountability crucial for effective leadership
13:43 Following orders: Ethical dilemmas versus personal preferences.
18:03 Stand for ethics, not emotional partisan disputes.
Connect with Donald Forgione
About Donald Forgione
Tailgate Talks Podcast
donald@tailgate-talks.com
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
“Psychological safety is paramount to creating a high performing team and getting the most out of your experiences with that team."
Notable Moments
01:02 Surveys can reveal blind spots, improve processes, bolster safety.
04:04 Psychological safety builds high-performing, trusting teams.
09:47 Leader's mindset key; feedback aggregated confidentially.
11:22 Gather actionable feedback, ensure transparency, build trust.
15:08 Assess company culture and leadership alignment effectively.
When done with intention, leadership surveys can transform your workplace culture. Surveys that are well-developed are rolled out with meaning help organizations gauge their work culture and leadership. Unfortunately, many people have had experiences with surveys that leave them skeptical or fearful there would be retaliation if they were too candid. That doesn’t have to be the case for your company though. Read the blog on our website for how we've found success building culture with leadership surveys.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"When you set up a performance management system and set up those goals, do it collaboratively. Otherwise, it's going to be very hard to get buy-in from the employees and team members involved if they weren't part of it to begin with."
Organizations that are defining their culture need to be careful with the ways they operationalize it. One of the slippery slopes leaders run into is integrating culture with performance evaluations without falling into the trap of subjectivity. Making something subjective like culture become measurable is no small feat. Read the blog for more on how I recommend organizations approch it.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Onboarding is your biggest best opportunity to make a first impression and set people on the right path as far as what your shared beliefs, values, and behaviors are.
Notable Moments
01:03 Leader discovers differing views on company culture.
04:54 Onboarding is crucial for setting shared values.
08:41 Clarify values for effective leadership and hiring.
12:02 Align customer service with principles, involve team.
13:49 Set boundaries, follow-through; improves relationships significantly.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
What would happen if you were to ask various members of your team to define your company culture? After Lee Cockrell’s recent Mastermind in Orlando, a corporate leader followed up with Jody to report back something that happened when he returned to work. He asked 8 of his organizational leaders to define their company's culture and all 8 had different answers. While it may seem surprising, that lack of alignment is not at all unique. Read our blog about how to define your culture and align your teams.
"It's a big mistake for any employer to think that they could cut corners by hiring someone with experience."
Building the perfect team takes time. You can save some time though by making sure to avoid a common hiring pitfall. When I first started coaching hiring managers through Best Culture Solutions, the goal was to transform traditional hiring practices and cultivate winning cultures. But there were times it felt like we'd never get there. Read the blog to learn about the shift we helped leaders make.
Notable Moments
00:57 Reconsider traditional hiring practices to attract the right talent.
04:54 Skill alone doesn't guarantee success; passion and mindset matter.
08:18 Employers mistakenly assume experienced hires need no training.
11:47 Experience aids development, but requires adaptability.
14:15 Transferable skills matter more than industry experience.
18:06 Shared values cultivate successful organizational cultures.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Connect with Katie
Website: https://katiecurrens.com/
LinkedIn: https://www.linkedin.com/in/katiecurrens/
"Remember, in that interview process you may want the job, but they want to hire you." Notable Moments
01:32 Creating clarity in the interview process
03:31 Identify who is going to be in the room
04:13 Know their objectives
05:27 Understand your objectives
07:52 Desired next steps
11:11 Managing risk in new situations
Effective communication can set you apart in any interview process. Best Culture Solutions was started with a vision of helping leaders create winning cultures and helping job seekers land roles they love. Along the way, I have had the opportunity to collaborate with a number of industry experts including Mike Simmons of Catalyst Sales. Mike's insights on using communication tools during interviews have been game-changing for so many clients.
Mike has a fantastic tool for interview prep that he shared on our recent podcast episode. Read more about it here in our blog.
Connect with Mike
https://findmycatalyst.com
Twitter - https://twitter.com/simmons_m
Linkedin - https://www.linkedin.com/in/mikesimmons/
Catalyst Sale - Link Tree - https://linktr.ee/catalystsale
GAME Plan - https://catalystsale.com/game
Catalyst Sale - https://catalystsale.com/
Catalyst Sale Courses - https://catalystsale.mykajabi.com/store
Catalyst Sale Podcast - https://catalystsale.libsyn.com/
Initial Clarity Call - https://calendly.com/simmons_catalystsale/25min-initial
Twitter - https://twitter.com/simmons_m
LinkedIn - https://www.linkedin.com/in/mikesimmons/
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Go out and do the work on your own to figure your stuff out. Don't expect somebody else to figure your stuff out for you."
If you're feeling stuck in your job search, don't give up. Get clarity. Navigating your career path can sometimes feel like an endless maze with no exit in sight. It's that overwhelming moment when you think, "I need a change, but where do I even start?"
That's where clarity comes in. Read more on our blog here.
Connect with Mike
https://findmycatalyst.com
Twitter - https://twitter.com/simmons_m
Linkedin - https://www.linkedin.com/in/mikesimmons/
Catalyst Sale - Link Tree - https://linktr.ee/catalystsale
GAME Plan - https://catalystsale.com/game
Catalyst Sale - https://catalystsale.com/
Catalyst Sale Courses - https://catalystsale.mykajabi.com/store
Catalyst Sale Podcast - https://catalystsale.libsyn.com/
Initial Clarity Call - https://calendly.com/simmons_catalystsale/25min-initial
Twitter - https://twitter.com/simmons_m
LinkedIn - https://www.linkedin.com/in/mikesimmons/
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Hiring people right is probably the most important thing that you do. The next most important thing that you do is training people right."
Key Moments
00:57 Hiring and training are crucial for success.
05:28 Effective organizations have purpose beyond rules.
07:56 Employees need context and understanding for engagement.
11:20 Sell peace of mind beyond the product.
17:36 Online learning needs heart and personal engagement.
18:41 Suggest reaching out to Best Culture Solutions.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
An onboarding process plays a vital role in creating a winning organizational culture. In this episode Katie and I discuss strategies to ensure a new hire's success right from day one.
Here are three key takeaways from our discussion:
First Impressions Matter: Your onboarding process is the best opportunity to make a lasting impression. It's not just about the rules; it's about conveying your company’s mission, values, and why you do what you do. This sets the tone for how new employees perceive their role and the organization.
Engage Hearts and Minds: Onboarding isn't just about ticking boxes. It should involve storytelling and personal connections to engage new hires emotionally and intellectually. Avoid the temptation to make everything an online click-through process. Human connection matters.
Ongoing Training: Onboarding shouldn't be a one-and-done event. Build in regular refreshers for all employees, old and new. This ensures everyone stays aligned with the company's evolving mission and practices, fostering a cohesive and engaged team.
Make sure to take a listen to the full episode for more insights and actionable advice for onboarding. If you’re looking to enhance your onboarding process, don't hesitate to reach out to us at Best Culture Solutions. We're here to help!
"While I know that the experience will be different, I also know a little bit about what I can expect from the company and what their values are and what they're striving towards, and those are things that I am interested in."
Key Moments
01:17 Changes between organizations are not uncommon.
05:50 Familiarity with industry, connections, and leadership changes can help transition.
09:27 Be cautious about idolizing the past experience.
12:59 Consistent pay, aligning work with passion. Podcast.
15:25 Consider moves to a job that align with personal interests and use desired skills.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
It is not uncommon for professionals to consider returning to a previous employer. It is also not always the same experience we try to convince ourselves it once was. During this conversation Katie and I share our own experineces with this, including the complexities, benefits, and strategies for making a comeback at a former workplace.
Here are three key takeaways from our discussion:
- Avoid Assumptions: Things might have changed since you left. Avoid assuming that everything is the same and approach the situation as a fresh experience. Some aspects may have improved, while others might be different from how you remember.
- Know Your Why: Reflect deeply on why you are considering a return. Ensure your motivations align with your career goals and personal values, not just past fond memories. Treat this as a new chapter rather than a continuation of the old one.
- Leave the Past Behind: Whether your previous experience was positive or negative, don’t let it cloud your new journey. Embrace this opportunity as a distinct experience and stay focused on doing your best work.
Returning to a former employer can indeed be a powerful career move if navigated thoughtfully. If you need help making that transition, feel free to reach out to our team at Best Culture Solutions. Contact me at tim@bestculturesolutions.ca or visit our website bestculturesolutions.ca.
Make sure this listen to episode 87, to learn how to successfully reintegrate into a familiar job environment and reignite your career!
"People are more and more aware of the the need to take care of mental health. And yet they're still intensely afraid and fearful of actually taking those actions."
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Change is inevitable, yet it can often bring about feelings of uncertainty and anxiety. In our latest episode of the World at Work podcast, Katie Currens and I dive into strategies to handle these transitions effectively, ensuring both personal and professional growth.
Believe it or not, periods of change are good times to consider new healthy habits. Take time to reflect on what you are - or are not - doing for your own well being. Maybe it's incorporating exercise into your routine or connecting with a hobby you once loved or have been interested in. Identifying activities that provide mental and physical relief is crucial. For me, high-intensity workouts do wonders for maintaining mental clarity and resilience.
While it may feel easier to retreat into isolation, it is important to connect with others. Reach out to friends, colleagues, or even professional therapists. Sharing your journey with someone can provide new perspectives and alleviate the burden you're carrying. Remember, it's okay to seek professional help for mental well-being. Change can be easier to process when you have the positive guidance of others.
If change is looming make sure you take action. The longer you wait the heavier the mental burden will become. Break down overwhelming tasks into manageable steps. Making consistent progress, no matter how small, is better than stagnation. Plan your actions, execute them, and focus on the process rather than the immediate results.
Change may be challenging, but with the right strategies, you can navigate through it successfully. If you're facing significant changes and need guidance, feel free to reach out to myself and our team at Best Culture Solutions. We are here to help you find the best path forward.
" It's important to say it. It's also important to tell the story behind it."
Key Moments
01:32 Leverage Achievements When Job Searching
03:50 Emphasize Recognition and Volunteering on your Resume
05:48 The Power of Storytelling in Job Applications
10:20 The Impact of Early Achievements
11:35 Sharing Achievements Without Bragging
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
There is value in celebrating and communicating recognitions in both professional and personal settings. Too many people overlook their achievements or feel uncomfortable sharing them. However, recognizing your own value is crucial for growth and opportunity. Especially if you are looking for your next career opporunity. During this episode, Katie and I discuss how you can communicate recognitions in a way that feels genuine and empowering.
Some highlights from our conversation include:
- Own Your Success but Stay Humble: When sharing your recognitions, be sure to maintain humility. It’s not about bragging; it’s about demonstrating how your accomplishments add value. Use phrases like "I was recognized for..." instead of "I won..."
- Incorporate Recognition into Your Resume: Don’t hesitate to include a section for recognitions on your resume. Clearly outline what you were recognized for and how it reflects your skills and contributions. This not only highlights your achievements but also tells a compelling story about your professional journey.
- Storytelling is Powerful: When discussing your recognitions in interviews or networking conversations, frame them within a story that demonstrates the value you provided to others. This context makes your achievements more relatable and impactful.
If you're struggling to effectively communicate your recognitions or need help enhancing your resume, reach out at bestculturesolutions.ca or email me at tim@bestculturesolutions.ca. We can craft messages that portray your strengths and achievements in the best possible light.
Listen to the full episode to gain more insights and tips on how to effectively communicate your recognitions and build a winning work culture.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"The number one indicator of whether or not somebody is going to be a high achiever in any role is whether or not they are motivated for that role."
Key Moments
02:13 Hockey team GM selection highlights passion over management experience.
04:39 Inexperience doesn't predict success; motivation does.
06:33 High achievers have skills, attitude, and passion.
10:00 Why clear communication is vital; ignore baseless negative feedback.
13:16 Value of transparent communication about hiring process and improvement.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Experience Does Not Equal Performance
Recently the St. Louis Blues appointed former player Alexander Steen as their new general manager, despite his lack of management experience. While it may come off as a surprise to some hockey fans, it is a great example of an organization embracing the idea that experience does not equal performance. For many leaders, they know that hiring for experience alone isn't the golden ticket to success. It is more about succession planning, looking at motivation, and understanding the broader implications for hiring practices.
Jody and I take the time to explore a few lessons from this current event. Some of the key takeaways include:
- Experience vs. Skills: We discuss why having a specific skill set is often more critical than lengthy experience on a resume. Skills like negotiation, analytical thinking, and leadership are transferable and can be built outside traditional roles.
- Motivation Matters: Understand why internal motivation is the biggest predictor of high performance. Even the most experienced individuals can falter if they lack the drive and enthusiasm for their roles.
- Passion and Fit: Learn how passion for the organization and role can make an unconventional hire the perfect fit. It's not just about what looks good on paper; it's about who will go the extra mile out of love for the job and the team.
Make sure to listen to Episode 81 "Experience Does Not Equal Performance" to uncover why hiring based on motivation rather than just experience can lead to extraordinary results.
Also, if you enjoy this episode, please leave us a review on your favorite podcast platform. Your support helps us continue to bring you top-notch content to help you excel in the world of work.
“Using a brand script before you approach the person then get very clear about how this is going to help them, how it's going to help the business, and how it will help your relationship."
Key Moments
01:37 The need for courage and vulnerability when facing difficult conversations.
05:21 Importance of asking questions for clarity.
08:42 Reflect before addressing perceived conflicts and take responsibility when necessary.
11:12 Effective communication shows willingness to engage proactively.
13:59 Acknowledging a lack of genuine apology; reflect on ways improve workplace relationships.
17:02 Seeking guidance for help navigating a change in workplace environment.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
How to Prepare for Challenging Conversations
There are tough conversations that we all dread but inevitably encounter in both our personal and professional lives. Challenging conversations are unavoidable. Whether it’s with a colleague, a boss, or even a client, sooner or later, you’ll face that uncomfortable moment. But why do we struggle so much with it? It’s because we don’t acknowledge enough the courage and vulnerability needed to have these tough convos.
It’s easy to postpone, but delaying means things will likely spiral out of control. The key is to address it as soon as you reasonably can. Timing is everything. It is also important to never assume ill intent. Sometimes the conflict might be brewing in your head while the other person is clueless. Communication is key, both as an employee and a leader. Ask more questions to get clarity before jumping to conclusions.
If you think there’s never a “perfect” time to have hard conversations, you’re right. Bad news never had good timing. The best approach? Do it ASAP after identifying the need. Rip that Band-Aid off. Don’t go in emotionally charged. Is it about making YOU feel better or genuinely solving a problem? Emotions matter, but they should guide, not dictate the conversation.
There are a few different ways to approach your next difficult conversation. One is by using the StoryBrand model to script your conversation. Focus on how the issue impacts the business, the team, and the individual. Clarity is power. The other is summed up in a quick: LAST. Listen, Apologize (for the situation, not blame), Solve, and Think. Simple yet powerful steps to navigate those muddy waters of workplace conflict.
If the conversation doesn’t go as planned and you're still uneasy, it may be a sign to seek new opportunities. Don’t hesitate to get professional guidance. The team at Best Culture Solutions can help you navigate through it. Remember, uncomfortable conversations are stepping stones toward a more cohesive, understanding workplace. The payoff is worth the discomfort.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"If you're in the moment of crisis, this is the one time where people are going to be looking to you to take charge and provide direction."
Key Moments
00:00 Threatened by wildfire prompts conversation on crisis management
06:26 Tabletop exercises simulate and improve emergency responses.
09:35 Involving people in decision-making is important for effective action and crisis readiness.
12:04 Plan ahead and assess immediate safety during crisis.
15:10 Provide clear, factual, and regular updates to your team.
19:07 Planning for crises, supporting mental health, flexibility.
20:54 In crisis, take charge with clear direction and manners.
24:31 Guidelines and crisis plan improve organizational culture.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
How to Lead a Team During a Crisis
At some point in their career, leaders will find themselves in the challenging but crucial task of leading a team during a crisis. Whether it’s a wildfire, a pandemic, or any other unforeseen disruptor, being prepared and having a strong leadership strategy can make all the difference. After my experience navigating a wildfire I learned a number of lessons on how to lead a team during a crisis. Unfortunately some I never knew before I went through it. That is why now I like to help other leaders prepare the best they can.
First and foremost, you must prepare for a crisis beforehand. It may sound strange planning for unexpected crisis, but having at least a framework is essential. Taking the time to train your team on crisis protocols ahead of time will help give a sense of control in otherwise uncontrollable situations.
Conduct regular "tabletop exercises" to simulate scenarios and gather input from all team members. These exercises help get input from vairious perspectives within the organization to make sure all bases are covered. Once a plan is established, communicate clear steps and roles to ensure everyone knows what to do when the unexpected happens.
When a crisis occurs you need to ensure immediate safety of everyone. In any crisis, the first priority is to assess and ensure the safety of your team. Establish clear lines of communication to keep everyone informed and updated. Address any immediate physical dangers and provide support for personal well-being before assessing work capabilities.
One of the challenging situations to work through in the midst and after a crisis are managing expectations and needs. Quickly identify and address the immediate needs of your clients and stakeholders. Maintain regular, factual communication to keep everyone in the loop. Be decisive and flexible in your approach, adapting as necessary to meet the evolving situation.
The better preparation that you do, the more effective you will be and the more protected and healthy and happy and safe the people who are relying on you will be. An imperfect decision is better than no decision. In times of crisis, you must move. Make sure to listen to this episode for more on how to lead a team during a crisis.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Key Moments
01:07 Changing perceptions about termination and its impact.
03:58 Good leadership prevents surprise, but the reality is still shocking.
06:40 Accept the situation, move on, be gracious.
09:43 Seek union advice, lawyer review for fair treatment.
15:30 Review and create a detailed personal finance plan.
17:25 Understand your financial position before career decisions.
20:04 History repeats itself, inevitably, without fail.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
How to Navigate Termination
Life throws us curveballs, and sometimes that means facing termination from a job. While the thought of termination can be daunting, there are ways to navigate the transition with grace and strategy. The fear and uncertainty that come with termination can be paralyzing. If you find yourself in a situation like this, remember that you have options and support. There are some key steps to take that will help you from feeling stuck or lost.
Stay Gracious: Responding with grace during a termination can protect your professional reputation and leave the door open for future networking opportunities.
Safety First: If you're not in the right headspace to drive after receiving shocking news, don’t hesitate to ask for a cab or call someone you trust for a ride.
Legal and Financial Consultation: Reach out to a lawyer or union representation to ensure fair treatment and help you explore possibilities such as severance packages. Also, immediately plan your finances to establish how much "runway" you have.
Find Your Next Step: Once you've processed the initial shock, it's time to consider which roles will energize you moving forward.
If you haven’t been terminated, but you suspect termination is on the horizon, you may want to consider resignation. There are times that it may be appropriate to take matters into your own hands.
This episode is a must listen for anyone navigating termination or feels it coming. In addition, Best Culture Solutions offers advice and resources for those finding their next steps. Remember, you're not alone, and sometimes an ending can lead to a new and fulfilling beginning.
"Your employment relationship is a two way economic transaction, and so you need to demonstrate to them what value you bring them in order for them to bring value to you in return."
Key Moments
01:20 Dealing with conflict constructively and demonstrating value.
05:20 Understand market value and quantify your impact.
06:37 Challenges of valuing your worth in salary.
10:25 Calculate time saved, demonstrate value, show future impact.
12:50 Ensure strength before engaging, offer compensation analysis.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
How to Negotiate a Pay Raise
Are you considering taking the leap to a new job for better pay, or wondering if your current employer might match your worth? During this conversation, we bring you some powerful insights on asking for that pay raise.
Three key takeaways to unlock a successful negotiation:
Know Your Value in Numbers: Don't just highlight your good work; quantify your contribution in dollars and cents. How have your projects boosted profits or efficiency?
Market Value is Gold: Understand the market value for your role. Research payscales considering factors like company size, industry, and your job specifics.
Alternative Compensation: If the pay scale is rigid, consider negotiating for supplemental compensation for extra projects or responsibilities you're willing to take on.
Negotiation can be a win-win when done right. For more strategies and Tim’s insider tips, make sure to listen to this episode in full. Your bank account might thank you!
"If you know that you need to make that change and you're thinking about reaching out to a recruiter, don't waste any time. But don’t just say, ‘hey, can you get me a job?’ Demonstrate your value to them and how you can help an organization." Key Moments 02:23 Reaching Out to Recruiters When It’s Time for Change
05:48 Exploring Career Options with Specific Recruiters
09:32 Demonstrate Value Over Need
10:17 Effective and Proactive Networking
13:36 Confidentiality and Ethics in Recruitment
Connect with Tim and his team: Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
When to Reach Out to a Recruiter There is no reason to hesitate to reach out to recruiters when you are considering a job change. They are there to help job seekers navigate the complexities of job searching and career transitions with a proactive mindset. During this conversation, Katie and I talk about the value of moving away from the conventional job search approach by becoming more strategic and timely in decision-making. We dive into what to do when you recognize that it's time for a professional change, how to effectively connect with recruiters, and the nuances of both internal corporate recruiters and third-party agencies.
Understanding when to initiate contact with a recruiter is crucial, particularly when experiencing unease about job security or pondering a career shift. Acting swiftly is key. There is no sense in taking time once you feel like you need to pivot. Put feelers out early so that you can start exploring options before reaching a state of urgency. This ensures ample time for the industry's recruiting processes.
Once you connect with a recruiter consider how you will work with them. Building a connection with recruiters involves more than just asking for a job; it's about demonstrating value and expressing how one can contribute meaningfully to potential employers. It is essential for candidates to be forthright, detailing their expertise and desired field. This helps ensure recruiters are pairing them with suitable opportunities. Candidates should openly share their professional intentions and seek positions aligning with their skills.
The distinction between corporate and third-party recruiters is a nuanced aspect of the job search. While both types prioritize confidentiality and client success, third-party recruiters are more often driven by placements. That means they may act with more immediacy on behalf of candidates. Using platforms like LinkedIn enables candidates to research and connect with industry-specific recruiters or those associated with desired companies. This is never a bad way of expanding your job search network.
Make sure to listen to this episode in full if you are a business professional considering a career move or feeling the onset of change. We dive into when to reach out to a recruiter and how they can help craft your strategic career pathway.
Key Moments
03:10 Offer career transition help to terminated employees.
07:15 Collecting company items.
09:56 Delegate transition security measures.
14:23 Be clear and concise when announcing departures.
17:23 Proper planning leads to successful career transitions
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
More Essentials for Terminating an Employee
There are enough complexities when it comes to terminating employees that it was worth another conversation. Jody and I continue to explore strategies and best practices for handling this side of managing a business.
Setting up career transition help as a crucial part of the termination process. While it’s not legally required, providing assistance to terminated employees in finding their next job reflects positively on the company’s reputation and can even offer legal protection in case of litigation. Offering career coaching and help with resume preparation can ease the transition for the departing employee. It also demonstrate the organization's commitment to supporting their workforce even during difficult times.
A crucial consideration is the implementation of a security plan when terminating an employee. Business owners and managers should stay vigilant about potential security threats post-termination. There are times when it may be necessary to coordinate with security personnel and, if necessary, utilize a private investigator to keep an eye on the individual. It safeguard the company against potential risks and ensure the safety of the workplace and its employees.
Additionally, make sure to promptly cancel the employee’s IT account and securing access to their emails and files. This proactive measure prevents data breaches and misuse of confidential information. It also allows for a smooth transition in roles and responsibilities, safeguarding the organization’s intellectual property and operational continuity.
This episode is full of insights offering guidance for business professionals navigating the process of employee termination. Make sure to listen for more about strategies for terminating employees and understanding the best practices when faced with this situation.
"In order to terminate effectively, you can not be so focused on being liked. You need to be respected and understood."
Key Moments
00:00 Terminate with Intention to Ensure Continued Team Success.
03:54 Handling Employee Departures
07:37 Effective Termination Practices
09:52 Understanding Severance in Employment Termination
11:29 Best Practices for Employee Termination
14:16 Getting the Message Across During Tough Conversations
16:56 Keep Communication Aligned; Offer help, be clear, stay respectful.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
How to Terminate an Employee
Learning how to terminate an employee is a challenging yet essential aspect of building a winning culture in business.
Terminating an employee is a tough task. It's crucial to focus on delivering the news effectively and offering support. Remember, it's about the employee, not you. Whether for economic reasons or for performance issues, there needs to be a structured plan. By preplaning, you will be able to determine what is owed to the employee, prepare necessary documentation, and choose an appropriate date for the termination.
Firing someone should involves empathy and decisiveness. Preparing tailored messages for each situation is crucial. When dealing with terminations due to economic reasons, leaders must communicate the decision clearly, express gratitude for the employee's contributions, and offer support for the ensuing transition. Conversely, for performance-related terminations, the focus remains on addressing the issue sincerely, thanking the employee for their service, and extending a helping hand for their next steps. Understanding these distinctions is crucial for effective communication during employee terminations.
The conversation around termination should be quick and to the point. It's about delivering the necessary information and providing support during the transition. Focus on empathy and clarity, while avoiding emotional entanglements. Being succinct and direct with the message ensures that the person being terminated receives the necessary information and support. Provide clarity and help the affected individual navigate the transition, rather than seeking validation or understanding from the terminated employee. Practicing empathy and maintaining professionalism during these challenging discussions is crucial for fostering a respectful and supportive work environment.
Navigating employee terminations can be complex. Make sure to listen to this episode for more on how to cultivate a compassionate approach to employee terminations. If this is something you would like more support with, Best Culture Solutions is ready to lend their expertise in managing this process with compassion and efficiency. Reach out to our team for additional guidance on handling terminations or facilitating employee transitions.
"Understanding what is happening in your community is vital to [career advancement] because the best way to get considered for new opportunities, new situations is simply by being able to provide value to people."
Key Moments
03:57 Organizational Culture and Community Engagement
06:03 Understanding Community Needs
08:24 Building Authentic Relationships
10:13 Navigating Opportunities as a New Hire
12:06 Building Trust in Leadership
14:59 Community Engagement and Career Growth
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Being aware of the social and business dynamics within a community can benefit employees and job seekers. Engage in the community to gain insight into the needs, strengths, and developments of the people and area you serve. Being present and building relationships can give you a competitive advantage. By understanding the community needs, social conditions, and local happenings, you can position yourself to provide value to them and a business.
Grasping a community's dynamics presents a number of opportunities for growth. Take the time to identify needs that may otherwise not be seen. By showcasing your ability to fulfill those needs you can create a path to career advancement. It's about about leveraging your strengths to address opportunities and gaps.
As you learn about the community, remember the value of authentic connections. Whether you're a new hire or a seasoned pro, building relationships and learning about your surroundings fosters trust and respect. Curiosity paves the way for meaningful contributions.
The best way to know the community you serve is to get involved and acquainted with the people. Attend local events, strike up conversations with neighbors, and particiate in causes close to home. A well-rounded understanding is the cornerstone of impactful action.
When it comes to career progression, understanding your community spells growth and influence. It can be a delicate balance of absorbing new information about the community and integrating it into your role. It's essential to approach these relationships with respect and curiosity. Seeking to better understand how you can contribute to positive change while also recognizing existing organizational directions.
Make sure to listen to this episode for more on understanding where your value is needed in the community you serve. Success thrives on connection, awareness, and meaningful contributions.
“It's having a tactful approach, owning the change, then moving forward with your best self. Leaving on good terms is going to be more valuable for you in the long run than if you walk out."
There are a various mental barriers that people face when making a change in their professional role. Some of the biggest are the nuances of recognizing when it's time to move on and how to do it effectively. Whether that change is for career advancement or to get out of a toxic environment, it helps having a transition plan in place. By planning and preparing for the change you will set yourself up for even more long-term success.
Some of the key items we touch on are:
- The importance of making a plan before making a career change or leaving a job.
- The significance of leaving on good terms and how it can positively impact your career journey.
- Ensuring the transition leaves a positive impact on your current and future workplace.
- The value of taking advantage of any benefits or perks from your current position before leaving.
- Why it is okay to take time between career transitions.
If you're eyeing a career change, resolving to leave on a high note, or curious about the dynamics of workplace transitions—this episode is a gold mine. Take a listen and share this episode with anyone you know that may be navigating a career change. Remember, a well-planned exit can pave the way for a successful next chapter.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Key Moments
04:35 Strategize for a constructive and successful change.
08:41 Consider reasons for change, then plan deliberately.
11:54 Leave anger behind, show best self at work.
16:02 Plan for benefits before leaving a position.
18:27 Coordinating transitions with trust in leadership is crucial.
20:31 Plan for transition time between career positions.
"When you're a customer dealing with something, it's a huge difference when you have a passionate problem solver versus somebody who just says, 'I can't. It's beyond my control', or they just don't care."
Key Moments
02:21 Motivation Based Interviewing as an Innovative Hiring Strategy
04:11 High Performers and Self-Motivation.
07:39 3 Ways to Enable Problem Solving at Higher Level
10:20 Hiring Based on Attitude and Passion Matters.
14:56 MBI Training and Hiring Processes
22:24 Workplace Retention Challenges and Strategies
25:18 MBI is Essential for Operational and Bottom-Line Success.
27:56 Interviewers are Crucial but Don’t Expect People to Change
33:15 Importance of Continuous Learning
Connect with Carol
https://www.hireauthority.com/
https://carolquinn.com/
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Motivation Based Interviewing
Motivation-Based Interviewing (MBI) can revolutionize the way you hire and retain exceptional talent. Carol Quinn is the creator of motivation-based interviewing. She is an ‘Attitude Revolutionist’. With Carol's guidance, companies don’t just grow; they evolve. Retaining satisfied customers and nurturing lasting loyalty takes work. You can make that work a little less challenging by using MBI to bring passionate, driven problem solvers into the organization.
Hiring right is paramount. The success of an organization rests on the quality of hires. Carol Quinn emphasizes that no amount of employee engagement investment can rectify poor hiring decisions.
Attitude & Passion Over Skills: Skills are teachable, but attitude and passion are intrinsic. Focusing on these during the hiring process can uncover true high performers. Those are the people who have the skills and bring self-motivation. They have a knack for successfully addressing obstacles through their exceptional customer service and problem-solving.
Many companies spend big $$$ on employee engagement only to ignore their shaky hiring foundation. Using MBI doesn't only improve the quality of hires—it leads to tangible results such as lower turnover, heightened retention, and a stronger bottom line. interviewer effectiveness is rarely measured. Without proper training, you might just hire a dud.
It's a transformative mindset, and for any businesses out there, it's worth considering. Think about it; it's the motivation that pushes high performers to excel beyond their comfort zones. Those are the ones propelling your business to new heights!
Listen to this episode to learn more about MBI, improve your team's hiring process, and start selecting candidates who will truly excel. Stop wasting resources on ineffective hiring and start building your dream team today.
"It's good to be open about what your potential is, and it's good to be open about learning new things."
00:00 Looming job cut leads to job mismatched professional role.
04:31 The impact of change on energy and mental health.
08:07 Keep an open mind and open communication. Offer information to employers about where one can best contribute.
13:46 Disney's "9 old men" challenged to learn.
14:50 Organizational culture shapes career paths and opportunities.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Navigating the Workplace When Your Position is Changed
Navigating unexpected changes in your role at work can bring a number of challenges. It also has the chance to bring rewards. Changes within an organization can give employees an opportunity for growth and learning in new roles. Sometimes, a shift in your role can be a compliment, showcasing that your employer trusts you to take on new challenges.
When facing a significant change in your role or responsibilities, it's crucial to ask yourself important questions about the impact on your energy, skills, and passion. Having a keen sense of elf-awareness can guide your decision-making process.
Communicate with your employer about your strengths, interests, and concerns. Open communication can lead to opportunities for personal and professional growth within your organization. Don't hesitate to voice your skills, passions, and interests to your employer. It helps them understand where you can best contribute and may open up new opportunities aligned with your strengths.
Embrace new challenges and learning experiences. Drawing inspiration from the culture at Disney, approach change with a growth mindset and a willingness to try new things. Recognize that new roles or tasks may initially be daunting, but staying open-minded and being willing to learn can lead to unexpected growth and discovery.
Whether you are currently navigating a career change or want to proactively prepare for potential shifts in your role, this episode offers valuable insights and practical advice for managing change in the workplace. Need help navigating your own career changes? Connect with Tim at Best Culture Solutions for expert guidance and support. Remember, change can be an opportunity in disguise.
"I don't want to look back on my life with regret knowing that I wasn't happy for potentially decades and did nothing about it."
One of life's great lessons is the importance of taking responsibility and ownership of your own happiness. In order to do that you first have to acknowledge when you're not happy. The hardest part for most people is then taking action to make a change. When it seems like nothing around you is improving then it is time to take ownership for what you can control. After years of working with people as a recruiter, I have found there to be some necessary steps to take when you are not satisfied and ready to make a change.
Take ownership of your happiness. Recognize that if you are unhappy with something in your life, it is your responsibility to take action to fix it. It isn't selfish to want to be happy. Lee Cockerell recently said something that resonated deeply: "If you are unhappy with anything in your life, it is your fault." Taking ownership and responsibility for our happiness is the first step in initiating change. Don't hesitate to acknowledge your unhappiness.
Once you figure out why you are unhappy, it's time to determine what steps you can take to make a change towards a happier and fulfilling career. Take the time to define what wakes you happy. Identify what aspects of your career bring you joy and energy, and assess what changes can be made to prioritize those positive elements.
Taking action is the key to moving towards a fulfilling career. Develop an action plan to transition into a career that aligns with your happiness and fulfillment. Not sure where to begin with that? Reach out to Best Culture Solutions! That is what we are here for. If you want to find happiness it often requires you to embrace change. Stay open to exploring new opportunities, even if it means stepping outside of your comfort zone.
Are you feeling stuck in your career and seeking guidance to find a path to happiness? Reach out using the information below to take the first step towards a fulfilling career. Make sure to listen to the full episode for more valuable insights and actionable tips.
Key Moments
01:57 Balancing work, family, and finding happiness.
04:07 Take ownership of your happiness and actions.
07:31 Differentiate between "get to dos" and "have to dos" in job.
11:52 How a recruiter can help job seekers to find fulfilling careers.
15:17 Don't ignore problems, seek smart solutions at work.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"The proper thing is to find out if this person is motivated for this role. Because if they are, what happened in the past won't matter. It will not happen again."
Key Moments
04:03 Importance of a clear interview process.
06:52 Proper interviews reveal candidate motivations.
10:12 Motivation-based interview identifies top-performing candidates.
13:55 Confident hiring process with 1 year guarantee.
Resource
Get the Book Motivation-Based Interviewing
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Trust Your Hiring Process
Setting up intentional hiring practices builds winning cultures. Never underestimate the importance of trusting your hiring process and the impact it has on creating fulfilling career opportunities. If you don’t trust your process it can impact the candidate experience. That can jeopardize the candidate experience, creating a lack of trust before they even get an offer.
Having a well-defined hiring process in place allows you to objectively evaluate candidates based on their skills, motivation, and fit for the role. It's important to stick to your process, regardless of past controversies or challenges a candidate may have faced.
Motivation-Based Interviewing is the best option for a winning hiring process. Utilizing motivation-based interviewing techniques can be a game-changer in identifying high achievers for your organization. Look for candidates who possess the right technical skills, a positive attitude, and a genuine desire to excel in the role. Carol Quinn’s book is a must-read.
Any time you are hiring for a position remember to embrace the idea of change. People evolve, circumstances change, and so do motivations. Don't judge a candidate solely based on past experiences or setbacks. A thorough interview process can reveal a candidate's current mindset and suitability for the role.
Make sure to listen to the full episode for more insights into developing a robust hiring process and fostering a positive work environment within your organization. Trust me, you don't want to miss out on a chance to learn how to create a trust your hiring process.
“It's important to have clarity around what good performance looks like Just because somebody's doing something, doesn't mean that it's aligned with what the company actually needs them to do."
Key Moments
00:57 Controversial firing leads to debate over recording of the conversation.
03:41 Clarify performance issues with employees.
06:39 Hiring the right person is essential for performance.
10:26 Create a well-designed hiring process, such as motivation-based interviewing.
13:28 Stay consistent with your people strategies
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Create Performance Clarity
It is important for leaders to have strategies in place that help create performance clarity in the workplace. The more clarity the they have, the more prepared they will be when it comes to navigating challenging employment situations. For example, an employee recorded their firing, sparking a widespread debate about the employer-employee relationship. Situations like that have implications for both employees and employers. There are several ways companies can prevent potential issues and ensure a strong company culture.
It's essential for organizations to clearly define what good performance looks like and communicate this to employees. Having a well-outlined process for corrective action can ensure that expectations are clear, minimizing surprises when addressing performance issues. Create clarity around what constitutes good performance and ensure that employees understand it. Define performance metrics and communicate them clearly to align employee efforts with organizational goals.
Establish a process, such as corrective action plans, to address performance concerns constructively. This promotes a culture of accountability, offering employees the opportunity to improve under clearly defined steps.
Focus on a deliberate hiring process designed to attract, identify, and hire the right individuals for each role. Utilize motivation-based interviewing to ensure alignment between candidates' motivations and the organization's needs. A well-designed hiring process can help identify individuals who are not only a good fit for the role but also motivated to excel within the organization.
To hear more about creating a culture of performance clarity and ensuring a successful hiring process, listen to the full podcast episode.
"The teams that created the culture where you could share ideas freely and discuss them and then make decisions off of that. Those teams perform better than others."
Key Moments
07:21 - The Tent Framework 09:33 - Challenges in Leadership 12:00 - Lesson Learned from Setting Up Tents 12:24 - Creating a Supportive Work Environment 15:02 - The Impact of Leadership Practices 16:25 - Timeline for Seeing Results 25:06 - The Importance of Trust and Empowerment in Leadership 26:40 - Impact of Implementing the Tent Framework
Connect with Jerry
https://beyondtherut.com/
Podcast Beyond the Rut
Book Beyond the Rut
Audiobook Beyond the Rut
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Getting Your Team Beyond the Rut
Leaders that create a safe space for ideas to flow and information to be shared have teams that perform better than others. Jerry Dugan joins talk about the power leaders have to shape an organization's climate into an empowering place of growth. He explains the T.E.N.T concept, which is rooted in building and sustaining a culture based on trust, empathy, nurture, and the thrill of thriving together.
Leaders can be like tent-poles. Jerry shares that proper tent set up in the military requires staking the corners first to provide structure. They are supporting the structure while letting the team, which are like the canvas, remain adaptable and strong. By doing so, leaders set the stage for a great exchange of ideas, collaboration, and shared objectives that solidify the organization's mission and vision. The T.E.N.T framework operates similarly for teams - stake the 4 leadership practices first to create psychological safety for the team to thrive.
A leader who applies this framework is a facilitator, helping each team member explore their potential within a supportive environment. Try shifting from reactive management methods to proactive leadership strategies. This move encourages self-reliance and independence among team members. As Jerry explains, the T.E.N.T Framework is how you can ensure your employees are leading satisfying and fulfilled lives at the workplace.
Sometimes a role as a leader can feel like wrangling cats. However, getting everyone pulling in the same direction is good for productivity and is the key to your organizational culture. Tune in to the full episode of World at Work to gain valuable insights from Jerry Dugan. Don't miss out on this opportunity to elevate your leadership skills and create a positive work environment for your team.
“You do have experience. You're getting it. You might not have done it in a professional setting, but the whole point of school, the whole point of your studying, the whole point of doing all this is to get that professional exposure to gain the skills."
Key Moments
00:52 Start creating a resume for practice and future use. Many college students lack awareness and feel inadequate.
05:04 Resumes should list achievements and skills gained in school or high school.
08:45 Focus on ways education and industry experience that has helped find passion, expertise, and voice .
10:49 Vocational settings help gain practical skills and clear career goals.
13:29 Include class experience on resume.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Standing Out as a Student
Students should never underestimate the skills they are gaining in school. As professionals, we can help them recognize ways to own it and showcase their achievements. The value of hands-on experience is undeniable, and it's key to highlight it on your resume.
Finding your passion and expertise is vital for career success. Whether you're exploring in high school or transitioning to a new industry, leverage your projects and experiences to stand out. As an adult, guide students by helping them see their unique value. Empower them to acknowledge their strengths and find their voice in their chosen field.
For high school students or early career seekers, showcasing school projects on your resume can illustrate the transferable skills you've acquired. Don't shy away from highlighting your achievements. Navigate the challenges of crafting a compelling resume with professional guidance. Reach out to experts who can help you effectively showcase your unique experiences and skill set.
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“You want to be very mindful of what you're searching for to make sure it helps you find what you're looking for.”
Episode Highlights
00:00 Human resources is people strategy.
04:07 Effective job search strategies use relevant keywords.
08:57 Search for industry-specific jobs with keyword and locations.
12:17 Search engines treat terms separately, use quotation marks.
14:46 Trial and error to zero in on best fit jobs.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Keywords to Use for a Job Search
In today's competitive job market, finding the right opportunities often comes down to using the right keywords in your job search. Homing in on the right keywords can significantly impact the outcomes of your search. There are four essential factors to consider formulating your keyword search strategy.
- Location, location, location! When searching for your dream job, start with your location preference. Whether it's hybrid, remote, or based in a specific city, clarity is key. Don't limit yourself. Explore beyond traditional city boundaries, including that dream location.
- Industry matters! Tailor your search based on your field of interest. Whether it's education, software development, transportation, or even cruise lines like Disney, be specific about the industry you're targeting.
- Skills & jargon! Highlight your unique skills or specific job-related jargon. For instance, if you're into pyrotechnics, put it out there! Use quotation marks for precise results and narrow down your search.
- Job title power! If you have a well-defined job title in mind, include it in your search. Maybe you want to be an administrative assistant, software developer, or cruise line specialist. Whatever it is, make sure to be explicit in your search terms.
It's a trial and error process. Don't be afraid to experiment with different combinations of keywords and refine your search strategy. The goal is to strike the perfect balance and find your ideal job match. An effective job search strategy can make all the difference in finding your ideal role.
Make sure to listen to this episode and use these four strategies to fine-tune your approach and ultimately secure your desired job.
"You will destroy the culture and psychological safety of the workplace by not creating an environment that's free of harassment or misconduct or violence or people that are breaking your code of conduct or ethics."
Episode Highlights
00:39 Clear leadership and trust is crucial for culture.
06:32 Leaders must address issues upfront to avoid problems later.
08:14 Handling minor work misconduct.
10:21 Clear reporting and follow through is essential.
13:27 Investigating complaints, determining harassment, and taking action.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Handling Rumors of Misconduct
As leaders, it is essential to have clear processes in place for reporting and handling incidents of harassment and misconduct. It's crucial for employees to know who to turn to when faced with such situations. When they know they can go to someone that will promptly address issues related to harassment and misconduct it creates a safe and respectful work environment. Establishing a trustworthy reporting process and initiating investigations without delay are essential for a positive workplace culture.
Always take reports of misconduct and harassment seriously. Whether it's a minor issue or a serious allegation, prompt and objective investigation is necessary. Ignoring such matters can have detrimental impacts on workplace culture and legal implications. That is why leaders need to familiarize themselves with their organization's policies and even the laws governing harassment and workplace safety.
Being informed about the protocols and legal obligations is crucial for handling these sensitive issues. Harassment, misconduct, and workplace conflicts all demand swift and unbiased action. In Canada, harassment is considered a safety hazard under occupational health and safety codes. Effective investigation processes are paramount to upholding legal compliance and protecting the well-being and rights of employees.
Listen to the full episode to gain crucial knowledge on handling sensitive workplace situations. We discuss actionable steps for establishing clear reporting processes, tips for conducting fair investigations, and why it is important to have an awareness of legal implications related to workplace misconduct.
“It’s really important to make sure that people are comfortable saying no to roles they don't think they should be in. Otherwise, you could actually end up with some really bad results."
Episode Highlights
00:570 Handling job promotions diplomatically.
03:37 Create a culture where people feel comfortable speaking up.
07:30 Leaders should develop talent regardless of promotions.
10:07 Leaders should demonstrate consistent behavior and a transparent promotion processes.
14:24 Identify and address culture problem through proactive stay interviews.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
What to Do When an Employee Declines a Promotion
Creating a culture of trust and honesty in the workplace is key for retaining top talent and building a winning team. It is also what allows employees the comfort to speak up when something isn’t working or doesn’t seem like a good fit. As a leader, this can also create unexpected situations, such as when an employee declines a promotion. During this episode, we talk about the effect this can have on the employee, the team, and the overall workplace culture.
When Jody was a park ranger, he observed a fellow ranger declining promotions to stay in a role he loved. There are times when an employee's decision to decline advancement may give a bad impression in the workplace. However, when leaders create a culture where team members feel comfortable being honest about their career aspirations, things like that can happen. Employees in positive cultures know that they are supported in making decisions that align with their professional goals. Open communication is key!
It is essential to let team members know that it's okay to decline promotions if it doesn't align with their current aspirations. Encouraging honesty fosters a culture of trust and self-awareness in the workplace. When an employee declines a promotion, it's an opportunity for leaders to assess the situation and understand the employee's motivations. It's crucial to avoid making assumptions and instead create avenues for open dialogue and career development.
Having a "stay interview" is a great a tool for understanding underlying issues that may be impacting employees' willingness to accept promotions. Proactively addressing any cultural barriers is vital for building a thriving workplace. By shaping a culture where employees feel motivated to take on new challenges, they also know it's acceptable to decline opportunities that aren't the right fit. It is all about creating balanced, supportive growth!
Building a culture where team members feel empowered to make career decisions that suit their aspirations ultimately leads to a more engaged and fulfilled workforce. Let's foster an environment where open communication and career growth go hand in hand.
“I think the world rewards risk takers. Just make sure you're smart about it, and you're mitigating it properly."
Episode Highlights
01:04 Entrepreneurship should add value to your passions and professional career.
04:42 Financial preparation is necessary when taking smart risks.
10:15 Mental fitness is important. Surround yourself with the right people.
11:38 Balancing work and family time is crucial.
15:30 Regular physical activity supports business success and health.
Book Recommendation
Grow Your Small business by Donald Miller
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Things to Consider when Exploring Entrepreneurship
Entrepreneurship is an incredible journey with endless possibilities. You can run a big business, explore smaller ventures, or even monetize your hobbies. Starting a business requires a lot more than just finding an answer or solving a problem. The good news is that there really is not a no one-size-fits-all approach. In fact, there are several things to consider when exploring entrepreneurship.
Financial fears are one of the biggest concerns people face when starting a business. Do not under estimate the importance of sound financial planning before diving into entrepreneurship. Calculating and mitigating risks is crucial to ensure stability during the initial stages.
Speaking of the early days, embracing cheerleaders is essential. Even silent supporters play a significant role in keeping you motivated. Your personal board of directors will be your anchor through the turbulent moments. It’s also important to take care of your mental fitness by nurturing your well-being. Finding that balance between work and personal life is key to longevity in entrepreneurship.
Physical fitness is equally crucial. In additional to physical exercise, studies have shown that successful entrepreneurs don't sit for long blocks. They chunk their time into shorter intervals. This helps them prioritize physical activity to maintain optimal health and focus.
Managing finances and cash flow is a game-changer. Check out the book “Grow Your Small Business" by Donald Miller. Knowledge is power, and books like that can be invaluable.
Don't be afraid to take the leap. Start small and embrace the journey of entrepreneurship. Make sure to listen to this episode if you are exploring the world of work through entrepreneurship.
“Just be honest. Explain that this is the right role at this time, and tell them why. If you are interested in being considered for roles in the future, then say that. Say, “this isn't me saying never.”
Episode Highlights
02:30 Deciding against promotion when it doesn’t align with personal life.
05:02 Right fit is crucial for success.
08:44 Challenge your initial reactions, reassess and communicate.
12:10 Choose what's right for you, be constructive, consider where you're at.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
What to do When You are Offered a Promotion You Don't Want
Believe it or not, there may be a time when you find yourself in a position where you are offered a promotion that you don’t want. It’s a tough situation to be in, but do not be afraid to say no to a promotion that doesn't align with your long-term aspirations or personal life. Honest conversations with your employer can lead to better opportunities that suit your skills and interests.
Always challenge yourself and question your initial reactions. Sometimes, we may need to reassess if a promotion feels uncomfortable because it's out of our comfort zone. Never say "no" right away without some reflection. It's important to consider your values, goals, and work-life balance before making a choice.
If you do decide that the promotion is not the right fit, remember to have an honest and constructive conversation with your supervisor or boss. Explain your reasons and remain positive about your commitment to growth and development. Don't forget to ask your leaders what they saw in you that made them consider you for the promotion. This will open dialogue about your strengths and interests, potentially uncovering new opportunities down the line. Sometimes, turning down a promotion can lead to even better, more aligned opportunities down the road.
The decision to accept or decline a promotion is a personal one. By staying true to yourself and your goals, you can find a path that brings you fulfillment and growth. Your happiness and well-being matter just as much as your career progression. Trust your instincts, stay open to new opportunities, and strive for that perfect work-life balance.
“People actually appreciate standards if they're there for the right reasons or if it makes you unique or stand out."
Episode Highlights
02:59 Including specific questions in job descriptions to weed out applicants
05:08 Filtering job applicants based on qualifications and eligibility.
08:51 Effort can indicate motivation for a job.
12:12 Having a book requirement for job applications.
14:39 Doing things different in a productive way can actually increase the number of applicants.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Add Filters to Job Descriptions
Attention to detail matters in job applications. With so many people applying to any and every job, adding filters to job descriptions is a great first step for considering candidates. Incorporating them can enhance the hiring process, attract more qualified candidates, and ultimately find the right fit for your organization.
Filters are a great way to determine if candidates are paying attention to the job posting. Adding questions related to salary expectations, qualifications, and eligibility can help sift through applications and find candidates who are genuinely interested in the position.
Attention to detail is a valuable trait in job applicants. By including questions that are already answered in the job description, employers can gauge how closely candidates have read the posting and their level of enthusiasm for the role.
Applying filters also have a way of enhancing the employer's brand and attract the right candidates. While it's important not to create overly burdensome barriers in the application process, incorporating unique filters that align with the company's values or requirements can actually increase interest and showcase the organization's distinctiveness.
Listen to the episode for more ways to incorporate effective filters and optimize your hiring process. And if you need guidance on setting up filters for your organization, feel free to reach out to me at tim@bestculturesolutions.ca.
Remember, finding the right candidate is crucial for building a winning culture and creating fulfilling careers. Let's make the hiring process smarter and more efficient together.
“It’s not that you're doing something wrong. It just may not be the right fit there at that moment."
Episode Highlights
[00:05:18] There's nothing wrong with making money, but genuine motivation is important for job satisfaction and self-worth.
[00:09:49] Importance of genuine reasons for pursuing a role and the need to consider whether certain organizations or positions are a good fit.
[00:12:29] Feedback is constructive, but frustrating. Not personal, just not the right fit.
[00:14:53] Workplace commitment varies and colleagues will not always be fully supportive of your professional growth, which may indicate it's time to seek new challenges.
[00:18:13] Acknowledge and understand feelings of bitterness but be self-aware and act accordingly.
[00:20:43] Advice on professional behavior during difficult conversations and job transitions.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
What to Do When You're Been Passed Over for a Promotion
Have you ever experienced the disappointment of being passed over for a promotion that you were hoping to land? It can be tough, but it's important not to let it discourage or define you. Whether you've recently found yourself in this position or you're simply looking to gain some valuable career advice, this episode is a must-listen. Katie and I share practical steps to help you move forward, focusing on self-reflection, understanding motivations, and finding alternative paths to success.
Three key takeaways from this episode are:
- Reflect on Your Motivations: When faced with a promotion setback, it's crucial to ask yourself why you wanted that promotion in the first place.
- Embrace Personal Growth: Getting passed over for a promotion can be disheartening, but it's also an opportunity to assess your skills, strengths, and areas for improvement.
- Take Ownership of Your Career: Instead of dwelling on the missed promotion, channel your energy into reflecting on your long-term goals and strategize ways to achieve them, whether it's within your current organization or exploring new opportunities elsewhere.
So, if you've recently been passed over for a promotion, don't lose hope! Use this setback as an opportunity for self-reflection, growth, and taking charge of your future success.
Make sure to listen to this episode for a deeper dive into what to do when you've been passed over for a promotion. Let's empower each other to navigate career challenges and create fulfilling paths.
"Different ideas are not a bad thing. Where they become a bad thing is when people either avoid them or they deal with them in a way that is not very constructive."
Episode Highlights
[00:02:52] Focusing on the mission while respecting others’ opinions.
[00:06:11] Hire motivated leaders that address conflicts constructively and embrace diversity training.
[00:08:03] Train for clear expectations and address situations effectively.
[00:10:15] Have policies in place as a proactive measure, to prevent incidents and promote team cohesion and conflict resolution.
[00:11:16] Behavior reinforcement is vital.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Keeping External Distractions Out of the Workplace
A pressing issue faced by many organizations is how to prevent external events and distractions from infiltrating the workplace. From hockey matches to geopolitical conflicts and heated elections, external factors can easily cause tension and distractions among employees..
At the core of a strong workplace culture is a shared mission and goal. Regardless of personal opinions or backgrounds, everyone should be united in working towards a common objective. That doesn't mean individuals can't have opinions or engage in discussions about external events. It's important to respect diverse perspectives and allow room for different opinions. But remember, when at work, the mission should always take precedence.
Creating a professional expectation is key. Employees should be reminded that while they can have individual opinions, their primary focus should be on the mission of the organization. This helps minimize distractions and maintain a productive work environment. One way to address this is through proper hiring. Use motivation-based interview questions to assess how candidates handle conflict and diverse ideas. Building a team that can navigate disagreements constructively is essential.
Another important step is setting clear expectations around how conflicts and opinions should be addressed. Encourage healthy debates and provide training on diversity and inclusion. This ensures that everyone understands the importance of coexistence and collaboration. Training not only educates employees, but it also sets clear expectations for how situations should be addressed within the organization. Meaningful diversity training can greatly contribute to a harmonious and focused workplace culture.
Remember, external distractions will always exist, but it's how we handle them that matters. By staying focused on the mission, respecting diverse opinions, and creating a culture of constructive dialogue, we can keep distractions at bay and achieve success. The key is to remember that while we may have different opinions, we are all on the same team, working towards a common goal.
Let's build workplaces where people come together, regardless of external distractions, to create winning cultures and fulfilling careers.
“This is a great exercise for many reasons, not the least of which is that, people get to learn. Actually, it has also made me, better at what I do."
Episode Highlights
[00:02:49] Time goes quickly when focused on creating.
[00:05:10] Not rehearsing forces me to improve and stay adaptable.
[00:09:02] Remote became prevalent during pandemic, now shifting back to in-office.
[00:11:35] Preference for remote work, flexibility and accountability.
[00:17:11] Partnerships and continued growth that come with podcast.
[00:19:50] Appreciation to listeners.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
One Year of World at Work
It's incredible how time flies when you're busy creating valuable content and engaging with listeners. Podcasting has allowed me to offer value beyond my business while also making me better at what I do. The spontaneous and unscripted nature of conversations keeps me on my toes, challenging me to constantly improve my knowledge and communication skills. It's a rewarding experience that helps me provide better insights to my clients and listener.
Throughout the past year, I've realized that the core principle of success in leadership, recruitment, and retention remains unchanged. Hiring the right people, providing proper training, and treating them with clarity, respect, and fairness is the key to winning. Although the methods may evolve, the importance of prioritizing people will never fade. It's a reminder that everything we do ultimately revolves around the people we work with.
Releasing episodes every week for the past year has taught me the power of consistency. It's remarkable how time flies in the fast-paced world of podcasting. This experience has reinforced the value of showing up regularly, delivering valuable content, and building a loyal audience. Consistency not only helps us grow as content creators but also builds trust and credibility with our listeners. It's an essential ingredient for success in any endeavor.
I'm grateful to everyone who has been a part of this wonderful podcasting journey. Your support and engagement have been invaluable. Here's to another year of creating winning cultures and fulfilling careers together.
“Once I knew what the mission and vision were, and how to execute the work, it became a little bit easier to figure out how to welcome people in as employees.”
Episode Highlights
[00:01:06] Building a strong culture, customer experience, and leadership vision in business.
[00:06:01] Consolidating tasks and outsourcing work
[00:07:18] The execution and evolution of bringing a vision to life.
[00:12:40] Ongoing job application allows for submissions for potential hires.
[00:14:33] Training programs can be empowering or micromanaging, depending on mindset.
[00:18:23] Organizational reviews and deliberate decision-making for growth.
Connect with Jamey
https://stonemaiergames.com/
Instagram: @jameystegmaier
YouTube: JameyStegmaier
Facebook: @StonemaierGames
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Building a Culture as a New Company
Strong company cultures do not happen by accident. They require deliberate actions and decisions. Jamey Stegmaier, founder of Stonemaier Games knows this firsthand. Using his lifelong passion for playing and designing board games, he built his business with the mission and vision to bring joy to tables worldwide. Building a winning culture doesn't happen overnight, but by hiring trusted individuals, consolidating tasks, and focusing on consistency, you can create something extraordinary.
Jamey shares how he became fascinated by crowdfunding platforms like Kickstarter. He found them to be a great way to connect directly with customers who share a passion for the products he would create. In the case of Stonemaier Games, board games. He was able to work as the sole full-time employee for nearly a decade by outsourcing tasks to independent contractors. However, as the business success continued he felt it was time to build a team.
Hiring employees can be scary for entrepreneurs since it means relinquishing some control over the brand. Consolidating related tasks became a priority for him as a way to improve communication and customer service. Jamey’s key decision was to hire people he already knew and trusted, even though it may not align with traditional hiring practices.
Consistency and brand alignment are crucial to business success, much like the impact you'd feel when visiting a Disney theme park. Jamey recognizes the importance of creating a culture that offers memorable customer experiences and has worked to make sure Stonemaier Games delivers that consistent brand experience.
Make sure to listen to this episode to hear more of Jamey Stegmaier's story and the deliberate steps he took to build a thriving company culture. This is a great conversation for anyone looking to build winning cultures that empower our teams and create game-changing experiences.
"You should never blindly put out the same post that you had last time. Because when you do that, all you're gonna do is you're gonna be hiring for yesterday, not hiring for tomorrow."
Episode Highlights
[00:04:05] Ensure job postings reflect future changes. Include mission/values statement.
[00:08:16] Testimonials provide valuable proof, so the discomfort of asking for them is worth it
[00:09:53] Explain your job process clearly to attract more candidates and gain trust. Transparency and accountability are key.
[00:13:31] Using masculine or feminine coded language in job postings affects the type of applicants.
[00:16:50] Recap of the six things to attract and communicate with the right talent effectively.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Too many organizations create job postings that lack the impact they should have. When you know how to write an effective job posting, you will attract top talent and engage the right candidates.
Make sure our job postings are relevant, compelling, and aligned with the future needs of the role. It is important that you attract purpose-driven individuals who are eager to make a difference and grow within our organizations. Don't just dust off an old one and reuse it. Take a moment to reflect on how the role has changed in the past and how it may evolve in the future. Be deliberate in capturing the job's current and future needs.
People want to be part of something bigger, something that aligns with their own values. Instead of solely focusing on monetary benefits, make sure to also highlight the unique opportunities, growth potential, exposure to different clients, and chances for specialization. Show why working for you adds value to their life. Emphasize how the role allows candidates to contribute to a bigger purpose and how they can progress and improve within your organization. Appeal to their desire for meaningful work.
An effective job posting attracts the right candidates, not just anyone. By being intentional in your approach, you can create a posting that resonates with potential hires and sets you apart from other organizations.
I hope these tips help you create top-notch job postings. Remember, it's all about finding the right fit and connecting with candidates who align with your values and mission. If you need more than just luck in your recruitment endeavors, reach out to our team at Best Culture Solutions.
"If you look around your organization and you all look the same, you're missing out. You are missing out a whole bunch of other tools and talents and skills." – Valerie Cockerell
It is not often you hear people talk about the similarites between eadership and motherhood. Until now. Valerie Cockerell brings her wealth of experience as a leader, mother, and author of "Manage Like a Mother." She shares about the importance of emotional intelligence in leadership and how motherhood ultimately shaped her perspective as a leader.
Emotional intelligence (EQ) in leadership is not just about having a high IQ.. EQ plays a crucial role in nurturing collective intelligence and creating an inclusive environment. Valerie emphasizes the need for organizations to prioritize EQ when it comes to cultivating strong leaders. She shares her own journey as a leader, implementing techniques like motivational-based interviewing and witnessing a shift in the gender balance within her team.
Valerie challenges the traditional hiring approach that solely relies on experience. She argues that experience is not always an accurate indicator of future success and that self-motivation is a far more crucial factor. Drawing from personal experiences, Valerie reflects on her own career choices and the confidence struggles many women face. She wishes she had known certain things when she was younger, and now she seeks to pass on her wisdom through a forthcoming book on leadership.
Throughout the episode, Valerie illustrates the parallels between being a mother and a leader. She acknowledges that these roles do not automatically complement each other but can be learned from and leveraged. Valerie encourages leaders to create a culture that embraces mistakes, fosters growth, and recognizes the unique strengths of each team member.
The insights shared during this conversation are not only relevant to mothers and women. They are things all individuals seeking to thrive in their leadership roles would benefit from the perspective on. Her message of being adaptable, recognizing diverse skills, and evolving communication styles will resonates with any professional..
Take a listen to this episode and make sure to order Valerie's new book, "Manage Like a Mother." With its release just around the corner on October 10th, 2023, we anticipate it will provide further valuable insights and strategies for strong leadership.
Connect with Valerie: Order the book - Manage Like a Mother
Email - valerie@cockerellconsulting.com.
LinkedIn - Connect with Valerie
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
[00:05:57] Connecting between leadership and motherhood.
[00:10:01] Learn from mistakes, embrace individual strengths.
[00:11:31] Different ways of achieving tasks are important.
[00:14:51] Fair and balanced feedback for workplace equality.
[00:17:37] Experience is not the best hiring criteria.
[00:21:54] EQ is the most important leadership trait.
[00:23:26] Diversity brings needed talents for effective leadership.
[00:26:48] Simple tools resonate and make transitions successful.
"If you never feel enough without something, you will never feel enough with it."
At some point we have all heard the age-old question, “is the grass really greener on the other side?” It is often brought up when someone mentions the idea of making a career change. During this episode, Katie and I talk about how to determine if that big change will truly bring fulfillment and happiness.
The phrase "the grass isn't always greener" can have an impact on people considering career transitions. While it is true that the grass isn't always greener, that phrase should not become a deterrent. Be deliberate and mindful in defining what "greener grass" would be like for you before making any hasty decisions.
Everyone should take the time to assess their personal and professional goals. That is the best way to determine if a change aligns with those aspirations. That will help you avoid making reckless or impulsive career decisions. At the same time, you do not want to be paralyzed by fear or doubts about the potential outcomes. Instead, sit down and intentionally map out what a preferable career situation would entail.
This episode draws parallels to our last conversation about moving the goal post and setting conditions in life. Katie and I both have noticed that external opinions and limiting beliefs from others can sometimes hold people back from pursuing new opportunities. Trust your instincts and create your own definitions of success.
Take a listen to this episode as we highlight the significance of being intentional and purposeful when considering career changes. By defining what "greener grass" means to you and aligning it you’re your personal goals and values, you will be able to make informed decisions that lead to greater satisfaction and fulfillment in your professional lives. The next time you find yourself contemplating a career change, remember to define what the "greener grass" looks like for you and pursue it boldly.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
[00:03:04] Important to seek happiness-not perfection.
[00:06:02] Career changes may not be understood by anyone but you
[00:08:24] Define high level values, principles, and skills to find fulfillment in business.
[00:10:20] Multiple options lead to the right decision.
"You're better off being decisive and making it happen than you are prolonging things even further."
Have you ever found yourself at a crossroads in your career, knowing deep down that it's time for a change? Recently Katie and I have a conversation diving into our experiences with career shifts, knowing many are held back from change due to fear. Despite our unique career moves, there are three similar and valuable lessons we learned in the process.
It is important to acknowledge that making a significant career change is no walk in the park. It requires time, effort, and unwavering commitment. Whether you're starting your own business or shifting to a new role, understand that success won't happen overnight. It's crucial to be prepared for the steep learning curve and be willing to put in the work to reach your goals. Remember, anything worth achieving takes time, and the rewards will be worth it in the end.
Before jumping into the unknown, take the time to reflect on what you truly want to achieve and fix in your professional life. Dig deep and explore your passions, strengths, and aspirations. This self-discovery phase will not only help you align your career path with your values, but it will also provide clarity and confidence as you navigate new opportunities. Don't rush this process; instead, embrace it as a valuable part of your journey.
When you make a big career change and enter a new environment, it's vital to resist the urge to prove yourself immediately. Take the time to absorb the knowledge, expertise, and perspectives of those around you. By actively listening and learning from others, you can gain valuable insights and leverage the resources available to you. Remember, success comes not only from your own abilities but also from the collaborative efforts of your team.
Making a significant career change is both exciting and challenging. Take a listen to this episode to hear Katie and I really unpack the impact of these three key lessons. It’s not all reflection. We share plenty of practical advice on navigating this transformative journey successfully.
Remember, making a big change is possible, and with the right strategies, you can create the career of your dreams.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:00:55] Never feel fully ready, always be preparing.
[00:03:17] Making big career changes requires hard work.
[00:07:38] Don't shift goalposts, stick with your goals.
[00:12:24] Don't obsess over minor details, take action.
[00:16:40] Importance of persevering through challenges and change.
When the applicant tracking system chooses a person for you, it's almost like a suggestion. You still have to be the one that makes the conscious decision to choose who you interview. - Tim Dyck
The first time I had to sift through a pile of resumes without the aid of an Applicant Tracking System (ATS), I was overwhelmed. Looking at the array of qualifications and experiences was like staring at a jigsaw puzzle. I had no idea where to begin. That was what lead to recognizing the value of breaking down the job requirements into core skillsets.
Hiring for certain roles is not just about ticking boxes based on previous job titles. A key part of searches is finding someone who has been able to demonstrate the necessary skills in their previous roles. I remember going through the stack of resumes, and spotting one for a chef. Many might have overlooked it, but I could see the potential. The ability to handle stress, multitask, and prioritize tasks – these were all skills necessary for the role I was filling. From that moment, I started to see the task of searching for who to interview in a different light.
The other thing to consider is the location of candidates. I have had to rule out exceptional candidates from different parts of the world due to logistical constraints. Despite their potential, it also helped me appreciate the value of using a local talent pool.
There's an inherent complexity in reviewing resumes manually. Remembering my initial dilemma makes me chuckle now. While it is a challenging task, manual resume review also gave me a deeper understanding of what truly matters in the hiring process. It's not just about the skills or the location, but a delicate balance of both, among other factors. Make sure to send this episode to anyone you know that is in charge of hiring so they can also be reminded of ways to approach common challenges around deciding who to interview.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:03:37 - Understanding Applicant Tracking Systems
00:05:19 - Importance of Skillset
00:11:47 - The Impact of Location
00:13:01 - Criteria for Initial Resume Review
00:14:20 - Screening for Job Jumpers
00:16:37 - Final Pass Selection Process
00:19:44 - Seeking Help with Hiring Process
Don't let a career break define you. Highlight the incredible work you did as a stay at home parent or caregiver, because that's just as important and valuable. - Tim Dyck
Employment gaps happen and they are nothing to be ashamed of. There is no reason to hide your employment gap on your resume. Embrace it and showcase the valuable skills and experiences you gained during that time. It is important to be upfront about them. And believe it or not, there are some fun and creative ways to communicate these gaps on your resume.
For example, if you were a stay-at-home mom returning to the workforce, you can include that period as if it were a job. List the employer as the name of your household and the position title as Stay at Home Mom. Highlight the skills you gained during that time, like managing logistics and transportation for a family of five.
There are also ways you can address negative experiences with certain companies. One strategy is to only include the years of employment instead of specific dates. That allows you to leave out short-term negative work experiences without creating an obvious gap. Ultimately, be honest and creative in a way that presents you as a valuable candidate. Employers appreciate authenticity.
Make sure to listen to this conversation for more strategies and tips around addressing employment gaps. Your career journey may have taken unexpected turns, but that doesn't diminish your worth. Be upfront about your experiences and let employers see the real you.
Episode Highlights 00:01:34 - Using Creativity and Honesty 00:07:13 - Overcoming Stigma 00:08:19 - Unwanted Experiences 00:11:34 - Seeking Professional Guidance 00:13:17 - Why Projects Fail 00:14:19 - Mitigating Employment Gaps 00:15:07 - Acknowledging Caregiving Responsibilities 00:15:21 - Embracing Individuality 00:16:17 - Owning Imperfections
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Your colors and graphic design mean that three to five seconds are spent admiring your colors and graphic design, instead of focusing on how you can help the employer. Spend those precious seconds sharing with people how you can help them. - Tim Dyck
Many creatives feel a need to inject creativity into their resume as a way to stand out among the otherwise common resume format. A splash of color here, an intriguing icon there. The goal is for their personality to leap off the page and grab the reader's attention. Unfortunately, that creative flair is actually distracting from the qualifications and experience that you really want to get noticed for. During this episode, Katie and I dive into ways to incorporate creativity into resumes without sacrificing professionalism.
Any time you give your resume a revamp, you need to make sure your creative elements didn't compromise the readability or the format of the resume. Think about all of the volunteer activities that you participate in and any continuing education courses you have taken. Those are often a pretty solid reflection of your values and personality.
Let your personality shine through the content of your resume, not just the design. Reconsider how you approach creativity with your resume, and focus on the substance rather than the style. That way your resume tells an engaging story of who you are and what you bring to the table.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:02:08 - Balancing Creativity and Resume Format
00:05:47 - Alternative Ways to Show Personality
00:08:21 - The Risk of Visual Distraction
00:12:17 - The Importance of Volunteer and Community Service
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Have standards of leadership because people are going to refer your team or refer working for you to other people based on how they feel like they're treated, are they valued, are they equipped. - Tim Dyck
A great first step is to implement a formal referral program. That is only step one though. It is critical that your become an organization that people would want to recommend in the first place. That means treating employees with respect and valuing their input.
The next step is to ensure there are high standards of leadership. This is crucial. If our leaders aren't referable, then the whole organization won't be either. One way to check in on this is by asking for feedback. That will help you know if you are doing well.
Send anonymous surveys that ask employees how likely they are to recommend working for us to friends, family, and neighbors. It will help the employee net promoter score, which is a solid gauge of our referability. Finally, make sure to survey employees about their leaders' skills. The results are enlightening and can be a perfect guide to numerous improvements.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:02:08 - Creating a Referral Program
00:04:34 - Being Referrable
00:07:04 - Standards of Leadership
00:10:18 - Asking for Feedback
00:12:48 - Why People Quit Their Jobs
00:13:54 - Importance of Leadership and Referrals
00:14:31 - Engaging Employees in the Hiring Process
00:15:24 - The Power of Employee Referral Programs
00:16:37 - The Importance of a Referral Program
"Retired people do not have to be there. They want to be there. And they typically apply because they love the product in some way. And so you're going to get that passion to come out every time."
There is not enough conversation about the power of hiring retired employees. Bringing retired employees on board should not just be a solution for seasonal staffing needs. It is a unique opportunity to bring a wealth of experience, wisdom, and passion into the workplace.
Jody and I find that retired employees bring a unique perspective, motivation, and a level of care that naturally enhances customer service. Organizations like Disney have managed to leverage this dynamic to build a positive reputation. They recognize that the self-motivation of many retired employees is like finding a hidden treasure chest.
Conversations with retired leaders like Lee Cockerell open my eyes to the impact that retirees could have on an organization. The way he spoke about his second wind in his career and the desire to give back is deeply inspiring. This type of passion is why organizations that have successfully integrated retired employees into their workforce. There is an undeniable motivation and passion.
This conversation really highlights the value of harnessing the wealth of experience, wisdom, and dedication that retirees bring to the table. The idea of having someone who, like Alfred in Batman, knows everything that's going on and knows what should be done about it, is incredibly appealing. Having a mix of youthful energy and the wisdom of age can create a unique synergy beneficial to the growth and success of an organization. By embracing retirement-age workers, organizations showcase their commitment to diversity and inclusivity. It's about leveraging the strengths and expertise of all individuals, regardless of age.
If you're an HR manager or organizational leader who wants to enhance your workforce and reputation, I highly recommend listening to this episode. By embracing retirement-age workers, you tap into a pool of motivated and experienced individuals who can bring a fresh perspective and drive innovation. It's a win-win situation for both the organization and the retiree.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:01:39 - Hiring Retired Employees
00:05:28 - The Value of Experience
00:08:01 - Retirees and Company Reputation
00:10:57 - The Benefits of Hiring Retirees
00:13:19 - Focusing on Retirement Age Workers
00:13:56 - Starting the Process
00:14:06 - Genuine People Strategy
00:14:51 - Diverse Hiring
"Treat teens as members of your own family or someone else's family. Remember that you're talking to somebody's son or daughter, regardless of their age." - Tim Dyck
Hiring teenagers for entry-level positions is a great way to bring fresh perspectives to an organization. When handled with care and given the right guidance, their raw energy can be harnessed into a powerful force for a business. Their self-motivation and eagerness to learn make them an ideal blank canvas.
I remember the days when I was a teenager, and my first job was at a signature restaurant at Disney. It felt good to be treated as an adult, to be a part of something bigger than myself. That experience also made me realize the importance of onboarding young talent, regardless of their age or experience.
The best way to welcome a teenager into the workplace is to treat them like every other employee. To give them the same style of feedback, the same expectations, and the same opportunities for growth. It's about building a culture where everyone, regardless of their age or experience level, feels valued and respected. It's about creating a space where everyone can thrive, and that includes our youngest team members. After all, every professional, no matter how experienced, was once a teenager stepping into their first job.
In this episode, you will be able to:
- Discover the hidden gems of hiring teenagers for entry-level positions
- Gain insights on designing effective onboarding and training modules for all employees
- Learn how to cultivate an inclusive work environment that fosters growth
- Understand the art of managing and engaging teenage employees effectively
- Unlock the power of motivation in the recruitment process
It is imperative that organizations take the time to get employees aware of and aligned with the organization's values and work ethics. Teenagers are a completely blank canvas to work with, and when properly onboarded and mentored, they can exceed business expectations and create a motivated workplace. By embracing the energy and fresh perspective of teenagers you can bring a positive spark to any organization.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:00:56 - Benefits of Hiring Teens
00:03:36 - Onboarding Teens
00:06:09 - Potential Challenges
00:08:56 - Setting Expectations
00:13:21 - The importance of checking in and providing feedback
00:15:00 - Tailoring communication to individual preferences
00:16:06 - Embracing new ideas and feedback from teenagers
00:18:09 - The future impact of teenagers in the workplace
00:20:49 - Revamping the recruitment and hiring process
I want to hear your voice and amplify what you're doing. We have the opportunity to shift the narrative internally and create a culture of trust, where everyone's opinions are valued and heard. - Tim Dyck
There is so much to celebrate when you get a promotion that it is easy to overlook one big transition; shifting from peer to a trusted supervisor. When accept that promotion start thinking of strategies for transitioning from a peer to a supervisor role. As much as you may hope your collegial relationships will stay the same, there will be some changes. What will you do you do when team members start challenging your authority? Katie and I have a great conversation navigating the complexities of transitioning to a leadership role and the unexpected obstacles that come with it.
There are several ways that I have found to be helpful when navigating this challenging shift. One thing that I can never emphasize enough is ongoing, clear, and open communication. That includes recognizing the importance of addressing the changing relationships with peers directly. Scheduling one-on-one meetings with each team member will give an opportunity to have open and transparent conversations. Use that time to acknowledge the new responsibilities while expressing a commitment to support and help individuals in their professional development. The goal is not to assert authority or power.
Another key to building trust when shifting from peer to supervisor is asking questions and actively listening to the perspectives of team members. By asking about their roles, achievements, and areas for improvement, leaders can show genuine interest and value their input. An event better way to build trust than listening is following through on feedback. This demonstrates that their opinions matter by implementing changes whenever appropriate.,
If you're currently transitioning into a supervisor role, this conversation is a goldmine of practical strategies and tips to help you navigate this process successfully. By learning the importance of clear communication, active listening, and follow-through, you can build trust and create a positive work culture within your team.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:04:22 - Setting Up a Conversation
00:08:03 - Asking Questions
00:10:52 - Building Trust
00:11:18 - Conclusion
00:12:31 - Importance of Gathering Opinions
00:12:58 - Following Through on Commitments
00:13:43 - Building Trust through Transparency
00:14:16 - Opening the Floor for Conversation
00:14:47 - Contacting Tim for Assistance
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Regret is not worth the price paid to avoid risk."
It took me five years from knowing he needed to make a career change to actually doing it. The mental challenges I faced were unexpected, yet not uncommon. That is why Katie Currens and I discuss our experience overcoming those challenges in hopes of helping others avoid the same mistake.
Never underestimate the value of a healthy mindset in creating the life you desire. By shifting your mindset, you can overcome the fear of risk and discover meaningful work that aligns with your values and goals. Together, we'll explore practical strategies to shift the way you look at risk and empower you to take the necessary steps towards achieving the result you desire: a fulfilling career that brings you joy and purpose.
In this episode, you will:
- Discover effective steps to successfully navigate a career change and reach your goals
- Uncover the significance of cultivating a resilient mindset to triumph over any obstacles in your journey
- Explore targeted strategies for identifying a fulfilling career path tailored to your passions and talents
- Learn the importance of surrounding yourself with trusted confidants who can offer invaluable support during your career transition
- Find ways to create a nurturing and motivating work environment where employees feel valued and appreciated
Do you feel trapped in a job you don't enjoy? Are you ready to find work that truly fulfills you? Make sure to listen to this episode as Katie and I discuss the mental challenges that some when taking risks to pursue your passion.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:01:23 - Breaking Out of the Rut
00:05:14 - Shifting Mindset
00:08:46 - The Price of Regret
00:11:09 - Deliberate Action
00:13:59 - Overcoming the Fear of Being in a Single Income House
00:15:15 - Finding Direction in Your Career
00:16:39 - Pursuing Your Passion
00:17:52 - Contacting Best Culture Solutions
00:18:23 - Serving the Person You Once Were
"It's every leader's responsibility to help the people that they lead develop as best as they can."
I never expected the impact of knowing employee career goals to extend beyond the workplace. Investing in my team's growth and development translated into improved relationships. Not just between us, but with our families and communities as well. When you know the career goals of your team members, you are able to start nurturing their career aspirations. That has a ripple effect that reaches far beyond the confines of the office.This realization transformed my leadership and the lives of those I led.
As a business leader, I have learned just how important it is that I am aware of the career goals of my team members. Talking with your team members about their short-term and long-term goals is a great way to cultivate trust, loyalty, and engagement among team members. Likewise, it allows leaders to be more prepared to help employees achieve their personal and professional goals. Even temporary workers can become brand ambassadors if they have a great experience. While it may not be related to their ultimate career goals, giving them a positive experience can help them grow and become better contributors.
In this episode, you will be able to:
- Discover the significance of being a champion for your employees' career objectives
- Uncover the advantages supporting employees' personal and professional ambitions
- Realize the consequences of obstructing employee dreams
- Learn about providing resources and opportunities that foster workforce growth
- Explore how to create an organizational environment that embraces ongoing progress
Looking out for your people and knowing what they want to get out of their career is a really good way to make sure that you build the trust and tap into their motivations properly. Make sure to listen to this episode to learn ways you can get to know the career goals of your team members.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:01:19 - Benefits of Knowing Career Goals
00:06:09 - Importance of Short-Term Workers
00:09:42 - Seeking Out Career Goals
00:12:09 - Negative Workplace Culture
00:13:06 - Balancing Career Ambitions and Work
00:14:12 - Recruitment Processes and Succession Planning
00:15:06 - Encouraging Employee Development
00:15:52 - How to Get Tim's Help
00:16:47 - The Benefits of Employee Development
"Experience what you manage to make better decisions as a leader."
As a business leader it is incredibly important to build trust with your team. One way to do that is by getting involved in the work that your team does. This was something I saw firsthand when I worked at Walt Disney World. Managers were often seen on the frontlines interacting with Cast Members and guests. There are so many benefits to leaders being present and experiencing different roles in their organization firsthand.
By getting out of your office and doing the work alongside your team members, you can build trust, improve communication, and gain a better understanding of how your decisions affect those working for you. Spend more time walking around and genuinely asking if there is anything you can help with. This will make employees feel valued and more likely to approach you with questions or concerns.
Being present also helps you build a better relationship with your team members. You will gain a deeper understanding of their unique strengths, challenges, and perspectives. This will enable you to lead with greater empathy and understanding, which in turn will create a more cohesive and successful team. Similarly, you will have a more complete understanding of how the decisions made in the boardroom affect those on the front lines.
Listen to this episode to learn:
- how gaining hands-on exposure can level up your management skills
- ways of fostering better relationships with your frontline workforce
- the art of strategic engagements with field personnel for improved leadership
- communication skills to bridge gaps between management and staff
- how to use planned site visits into your leadership routines for optimized results
Do you want to create a work environment where your team trusts each other, communicates effectively, and achieves greater success together? If so, it's not enough to simply manage from the sidelines. To truly build trust and foster communication within your team, it's essential that you experience what they do on a daily basis by immersing yourself in their work.
“Being on the front line will become a recruitment and retention tool.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:03:31 - Lee Cockrell Leadership Story
00:05:19 - Winning Over Team Members
00:09:55 - Recruitment and Retention Tool
00:12:41 - Building Trust in the Workplace
00:13:28 - Proactivity is Key
00:14:05 - Harvesting What You Plant
00:14:55 - Cultural Shifts
00:15:53 - Benefits of Getting Involved
"Experience is not an indicator of future success."
This episode brings insights from the man known as Dr. Disneyland, Jeff Barnes. Jeff is the author of “The Wisdom of Walt”, a book that details leadership and creativity inspired by Walt Disney. Between all that Jeff shares in his books, keynotes, and time on this episode, there is no doubt that Disney’s principles of success can be applied in the modern workplace.
One of the things we discuss is why companies need to adopt a hiring strategy that isn’t just based on experience. It is important that your hiring plan focuses on the right skill set and a willingness to learn. This is when it will pay off having a strong vision and culture. Those will give the internal clarity needed to improve recruitment and retention figures.
Employee empowerment, combined with a clear vision, can lead to outstanding customer service. This episode is a must-listen for HR professionals who want to build a strong company culture and improve their leadership and creative skills.
In this episode, you will be able to:
- Recognize the advantages of prioritizing attitude and motivation in staff selection
- Grasp the essentials of developing a powerful company vision and culture for lasting success
- Master methods to encourage employees' dedication to delivering remarkable customer service
- Cultivate dynamic leadership traits that involve embracing risks and adapting quickly
- Promote workplace creativity, ongoing education, and collaboration for well-rounded teams
Disney HR strategies and their empowering mindset are a big part of the company's success. Listening to this episode is a great first step for any leader wanting to use similar people strategies to shape every interaction within their organization.
Discover how a transformative experience at a steakhouse challenged the way Jeff looked at traditional hiring practices and what can happen when you create a workforce that is empowered to push boundaries.
Connect with Jeff
Website: https://thewisdomofwalt.com/
Book: The Wisdom of Walt
Instagram: www.instagram.com/drdisneyland
Facebook: www.facebook.com/thewisdomofwalt
LinkedIn: Jeffrey Barnes
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"Make sure you have a really strong base resume that is targeted towards the types of jobs that you're applying for."
If you are ready to streamline your job search and increase your chances of success, then this episode is for you. In this episode of World at Work, I share valuable insights to help job seekers optimize their job search and land their desired job. Cassie and I talk about the importance of tailoring resumes and the advantages of networking with professionals in the industry.
This episode is the key to unlocking targeted job applications and effective networking strategies to guide you toward landing your dream job. I share tips on how to stand out from the competition by tailoring resumes to specific job requirements and highlighting key qualifications in the summary section. As job seekers, it is important to avoid taking the job search process personally. Instead focus on networking and presenting yourself positively to businesses. By using these strategies, job seekers can improve their chances of getting job interviews and ultimately landing their desired job.
In this episode, we discuss:
- fine-tuning your resume to capture key qualifications and match the needs of any job opportunity
- the importance of submitting quality job applications over mass submissions for enhancing your chances of success
- why people should not take the job search process personally and they should start leveraging networks to forge professional links
- barriers hindering your job search progress and how to steer your job applications in the right direction
- the option of starting at a lower position in your dream company then working your way up the ranks
If you really want to master the art of job searching then remember the power and importance of adaptability in the job search. Submitting endless applications in the hopes of someone recognizing you, only to be let down when you don't even get an interview. Avoid blaming yourself and remain confident. The right opportunity for you is out there.
To get support and guidance in the job seeking process, visit the Best Culture Solutions website or email Tim at tim@bestculturesolutions.ca. They have helped people all over the continent, and they can help you too.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights 00:00:07 - Adjust Your Mindset 00:03:57 - Factors Affecting Job Search 00:07:20 - Work Smarter 00:08:28 - Consider Lower Positions 00:12:30 - Tailoring Your Resume 00:14:31 - The Importance of Tweak 00:17:23 - Summary of Tips
"People want to know that you care first before they want to know what you know."
I'll never forget the day when I truly understood the power of vulnerability and authenticity as a leader. I was hosting my World at Work podcast, and my daughters were playing in the adjacent room. Their lively chatter and giggles could be heard in the background. Instead of trying to hide it, I decided to acknowledge the situation and embrace my role as a father. This small, yet pivotal moment taught me that people appreciate leaders who are genuine and authentic, not just all-business. That was the day it clicked; good leaders act like humans.
It is crucial to show people you're human and not just a robotic figure of authority. By sharing more about your life, hobbies, and family, you could create a more human-centered workplace. You can create a space where trust and openness are highly valued.
In this episode, you will learn:
- the key role human-centered workplaces play in employee retention and satisfaction
- the art of building trust by fostering authenticity and vulnerability in your leadership style
- the impact of meaningful interactions on an organization's overall performance and success
- the need to prioritize human-centric management approaches for a thriving work culture
- the vital ingredients to cultivate a cohesive and high-performing team environment
This human-centered approach not only improved relationships within my team but also increased overall productivity and morale. By allowing myself to be seen as a person, not just a leader, I was able to create an environment where others felt comfortable sharing their own struggles and successes. This type of vulnerability is what sets great leaders apart from the rest.
Listen to this latest episode to discover why being a human-centered leader is a powerful retention and recruitment strategy. Leaders are not just coworkers, but also real people with families and hobbies.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:00:07 - The Importance of Being Human in Leadership 00:02:54 - The Value of Showing You Care 00:06:07 - Balancing Home and Work 00:09:37 - Heightened Accountability 00:12:12 - Elevating Leadership 00:12:41 - Creating a Human-Centered Workplace 00:13:13 - Contacting Best Culture Solutions 00:13:55 - Transactional vs. Human-Centered Approach 00:14:13 - Meaningful Interactions
"Get engaged on the platform and comment on other people's posts. People will notice and the algorithm will reward you for that."
As a job seeker, optimizing your LinkedIn presence is crucial for achieving greater exposure and connections in your industry. Too may people waste time tirelessly updating their LinkedIn profile without seeing any results. That's because to really be effective your strategy needs to be bigger than adding more connections and hoping they reach out with opportunities to follow. Cassie and I talk about ways you can optimize your online presence and networking potential on LinkedIn.
In this episode you will learn how to:
- Conduct discreet job searches and productive networking with key professionals
- Strengthen your candidate appeal by personalizing resumes and connecting with prospective employers directly
- Drive your LinkedIn growth through sharing compelling content to foster connections and seize career opportunities
- Delve into the world of Forbes Jobs as a premium platform for targeted job search endeavors
- Utilize expert help to upgrade your LinkedIn profile, ensuring you stand out in the competitive market
Maximize your LinkedIn potential for increased visibility and connection opportunities. Don't let ineffective actions hold you back any longer. The best way to unlock new career opportunities via digital presence is to take control of your LinkedIn presence.
Do you want a better strategy as you continue to expand your professional network? Listen to this episode to discover more ways to boost your visibility and expand your connections on the world's largest professional network.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights 00:03:03 - Worried About People Finding Out
00:06:21 - Optimizing Your Profile
00:10:11 - Being Active on LinkedIn
00:12:58 - Recruiters and Discretion
00:13:25 - Connecting on LinkedIn
00:14:43 - Applying for Jobs on LinkedIn
00:17:25 - Fear and Boldness
00:19:55 - LinkedIn Optimization
"If you identify people's levels of self-motivation properly, you give yourself the best chance to find the best hire that you've ever made."
Are you hiring for yesterday's needs or for the future? In this episode, Jody and I discuss the importance of identifying self-motivated candidates who leave a lasting legacy. The people you hire will have a direct impact on the organization's legacy.
This was something I experienced during my time working at Disney. That is an organization that emphasizes the importance of gifting experiences to others to maintain the legacy. That doesn't come naturally to everyone though. Motivation is a key factor in building a positive legacy. Attracting self-motivated individuals should be a priority in the hiring process.
In this episode, you will:
- Uncover the influence of employee motivation in shaping organizational legacy.
- Discover the secret to hiring the right candidates that can contribute to your company's lasting impact.
- Experience the power of motivational interviewing as a tool to measure candidates' self-motivation.
- Enlighten yourself on the potential of short-term hires to make a lasting and positive impact on your organization's legacy.
- Learn why attracting self-motivated candidates is vital for securing your organization's future legacy.
This conversation will resonate well with leaders who want to build a lasting legacy and improve processes and customer satisfaction. If you find yourself often wondering how you can improve in areas such as leadership, team building, and recruitment, make sure to listen.
"The best way to leave a legacy with your hires is to gauge their motivation from the start."
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:01:28 - Every Hire is Part of Your Legacy
00:06:08 - How to Approach Hiring Differently
00:09:32 - Frontline Workers and Legacy
00:11:26 - Advocacy and Legacy
00:12:32 - Hiring Self-Motivated Workers
00:13:32 - Creating Lasting Experiences
00:14:58 - Leaving a Legacy
00:16:15 - Building a Legacy Out of Seasonal Hires
00:17:14 - Motivation is Key
"Avoid using buzzwords in your cover letters and resumes, and instead, focus on providing tangible evidence of your skills and experiences."
When I first heard about Chat GPT, I had no idea that it would become such a valuable tool. Not only does it help with digital marketing endeavors , it also plays an unexpected role in the world of job-seeking. The more I explore it the more I find that like anything new, the AI-driven platform has its limits. It requires users to find the perfect balance between technology and a personal touch.
In this episode we help you:
- Discover the innovative ways Chat GPT can streamline job-seeking endeavors and simplify applications.
- Maximize the potential of AI-generated text to craft impressive resumes and cover letters.
- Navigate the balance between the perks and limitations of using Chat GPT in your job application journey.
- Amplify your AI-generated resumes by integrating personal accomplishments and rich experiences.
- Utilize Chat GPT as an invaluable supplementary tool in your quest for career advancement.
There is no doubt that Chat GPT is seen as a powerful AI-driven language processing tool that is revolutionizing the job seeking process,. Ironically, it also reveals the difficulty of conveying real-world experience - a challenge that must be overcome to create a winning career.
"Consider exploring other AI-driven tools and platforms to stay ahead of job-seeking trends and improve the effectiveness of your job search process."
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights
00:02:10 - Using Chat GPT for Resume Writing 00:07:10 - Using Job Descriptions in Chat GPT 00:09:00 - Must-Have Elements in a Resume 00:11:38 - Using Chat GPT for Cover Letters 00:13:02 - Importance of Specific Accomplishments in Cover Letters 00:14:02 - Cover Letter Format 00:15:56 - Using Chat GPT for Resumes 00:18:08 - Chat GPT as a Starting Point 00:19:15 - Contacting Best Culture Solutions
"If you focus on what you should say, you won't have to worry about what you don't have to say or what you shouldn't say."
In a recent World at Work podcast episode, Jody and I explore the crucial role of transparency in the hiring process, especially for candidates who were not selected for a position. Jody has a personal experience with a transparent hiring process. He was given clear feedback despite not getting the job, which unfortunately isn't the case for many people.
During this episode we discuss the importance of setting expectations, sharing specific criteria, and offering constructive feedback to unsuccessful candidates. By doing so, candidates can better understand the decision-making process and use the feedback to improve their skills for future opportunities. Don't dismiss the positive influence of open communication on a company's reputation and the need for guiding leaders on effective interview techniques.
In this episode, we help you:
- Uncover the crucial role transparency plays in streamlining the hiring process.
- Discover how crystal-clear communication sets the stage for candidate expectations.
- Explore the ingenious applications of scoring systems to evaluate interview performance.
- Delve into the necessity of providing thorough feedback to unsuccessful applicants.
- Master the art of effective interview techniques by coaching leaders in your organization.
A leaders determination to be transparent and honest with job applicants often leads to unexpected outcomes - from building better relationships with applicants to a more robust talent pipeline. Listen to learn more surprising benefits this commitment to transparency provides.
"Clarity wins every time."
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Episode Highlights 00:02:50 - there are several reasons why hiring managers may procrastinate on giving feedback to unsuccessful job candidates. It is important to not put it off to maintain a good reputation. 00:04:14 - hiring managers should commit to a follow-up date with job candidates and to keep them informed of any delays or changes. 00:06:34 - use a motivational-based interviewing scoring system to determine the best fit for a role. Be honest with job candidates about their fit for the role, while also maintaining a positive and respectful tone. 00:09:21 - examples of receiving a job offer and feedback on unsuccessful job interviews. Positive and respectful feedback has an impact on job candidates, even when they do not get the job. 00:12:35 - referrals are important and can add value to your pipeline. Every little bit counts, and these extra people are going to be self-motivated to work with you because they've heard good things. 00:13:10 - transparency in the hiring process is essential to provide clarity to candidates. 00:15:22 - transparency doesn't mean you can share every detail with every person. There are legal experts who will tell you what you shouldn't say. Focusing on what you should say and being honest and transparent about the criteria and the scoring system will prevent you from saying something you shouldn't. 00:16:51 - giving feedback to candidates who didn't get the job is essential. It's an opportunity to provide specific prescriptive advice on how they can do better next time. Providing this feedback will help them in their future interviews and will prevent them from making the same mistakes again. 00:19:24 - take personal responsibility as a leader and let candidates know when they didn't get the job.
"Being able to be action oriented is so important because people at the end of the day, they're hiring you to solve a problem."
In an episode of the World at Work podcast, Cassie and I talk about the significance of being action-oriented during job interviews and on resumes. One of the most important things in an interview is sharing specific examples and experiences. Avoid providing hypothetical responses. By using acronyms like OAR (obstacle, action, and result) or PAR (problem, action, and result), job seekers can effectively structure their interview answers.
There is also a lot of value I things like detailed data and metrics in resumes to showcase accomplishments. As technology has led to shorter attention spans, being specific and using storytelling helps candidates stand out and demonstrate their expertise, knowledge, and skills to potential employers.
After listening to this episode, you will:
Master the art of displaying an action-oriented approach in both interviews and resumes.
Hone your ability to provide specific and compelling workplace examples and stories.
Leverage the OAR/PAR acronym for generating structured and effective interview responses.
Shift your focus from hypothetical answers to real-life experiences when discussing professional situations.
Boost your credibility by showcasing your achievements through the use of data and metrics.
Are you feeling frustrated and stuck trying to showcase your proactivity with just general examples in interviews and resumes? Break free from the status quo and discover how to effectively capitalize on your professional experiences to make a lasting impression. Reach out to Best Culture Solutions so we can help you proactively update your resume and prepare you for your next interview.
"You can't take on leadership if you're not action oriented. It's all about taking action, taking the lead on something."
Episode Highlights
00:02:12 - Tim defines action-oriented as the tendency to take action when problems present themselves, finding areas where you can positively influence things, and taking action on those items.
00:04:04 - Being action-oriented means that you are more likely to help organizations solve their problems, which is why employers are interested in candidates who demonstrate this trait.
00:07:47 - Carol Quinn's concept of an internal or external locus of control is useful for demonstrating action-orientedness, while questions about how candidates have solved problems in the past can provide opportunities to show how they take action.
00:13:36 - Job seekers should share specific stories, examples, and actions they took during the interview. Being afraid to share too much or being too high-level in responses can hurt the job seeker. Specificity is key to answering questions effectively and leaving a lasting impression on the interviewer.
00:15:01 - Specific examples are crucial in answering interview questions effectively. Hypothetical answers won't leave a lasting impression on the interviewer. Sharing the obstacle, action, and result is a useful acronym to follow during interviews. It's important to use specific examples of accomplishments on resumes too.
00:19:00 - Job seekers should use the OAR or PAR method when answering interview questions. The OAR method stands for Obstacle, Action, Result, and the PAR method stands for Problem, Action, Result. Using specific examples and actions is more effective than hypothetical answers.
00:21:08 - The action taken in a specific example is the most important part of an effective interview answer. The result is not as crucial as the action. Interviewers often ask hypothetical questions, but it's essential to provide specific examples. Using the OAR or PAR method can help job seekers prepare for interviews.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
"People will care as much as you show them that you care."
In this episode of World at Work, Jody Maberry joins me to talk about the irony of the best retention strategy for an organization: giving people a great boss.
When I took on a team struggling with low motivation and high turnover, I never expected that the key to success would be found in the power of genuine care. With dedication and the guidance of books like Creating Magic, I began to witness a remarkable transformation in my team. Prior to then, I had no idea the impact my own self-care would have on the success of my leadership.
In this episode, you will be able to:
Discover the power behind genuine care in enhancing leadership and employee retention.
Develop personal self-care and mental discipline as the key to becoming an excellent boss. Leverage the use of anonymous feedback surveys for refining leadership skills.
Delve into the importance of a supportive work culture in lowering employee turnover rates.
Explore Best Culture Solutions and similar resources for improving leadership potential.
Are you wanting improved morale and job satisfaction among your employees? Listen in as we discuss how to achieve it through compassionate and effective leadership.
"The best retention strategy that you can have as a leader is to be a great leader."
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
In this episode we talk about What to do When Asked About Strengths and Weaknesses in an Interview.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
In this episode, Tim and Jody Maberry talk about how having a clear, objective process takes the pressure off and sets both you and the applicant up for success.
Episode Highlights:
- What to communicate in advance to the person who’s doing the referring
- Why not receiving favoritism benefits the employee that’s been referred
- What courage has to do with this process and how to exert it
Reach out to Tim with your questions so you are sure to get this process right.
Quotes:
“Putting people in the right position, that’s right for them, is the best thing you can do.”
“Responsibility without authority is meaningless.”
Connect with Tim and Best Culture Solutions:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
In this episode, Tim shares his best tips for job seekers especially how to handle employment gaps on your resume. There are ways to position yourself whether you are straight out of college with little to no industry experience or are are wanting to transition from one industry to another.
Tim and Cassie Tucker share tangible examples to further guide you as you put together a resume that will give you the advantage.
Episode highlights:
- How to write a resume headline that will get you noticed
- What type of tough questions you might face when making a pivot and how to best answer them
- How to use synergy to your advantage when trying to get your dream job
Tim and his team love helping people through the challenges that come up when crafting an effective resume! Be sure to reach out!
Quotes:
“We underestimate the past experiences we’ve had, and how they’re relevant to future experiences.”
“Have a resume that speaks to the potential job.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
In this episode Tim and Jody Maberry talk about the most important steps to take when onboarding a new employee, and how to go the extra mile to set them up for success.
Episode highlights:
- What you should specifically be telling your existing team prior to you new employees arrival
- How to make it easy for your new employee to make inroads with the team they’re joining
- A creative way to set the standard for behavior among your existing team so they focus on helping the new team member succeed
How deliberate you are during the onboarding process goes a long way towards increasing your retention rates and sends a clear message in regards to how much you value your team. If you’re interested in some guidance as to how to get this right, Tim and his team would be excited to help!
Quotes:
“If you don’t have a deliberate introduction your new employee is still going to get introduced, you just may not have as much control over it.”
“I would incorporate how to help the new team members in a meaningful way.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
During this episode Tim Dyck and Jody Maberry talk about the conscious and subconscious ways that you may be quiet firing someone. Do you know this can negatively impact your reputation and your bottom line?
Episode highlights:
- How quiet firing can put your employees in harm's way
- Why one simple check in is more crucial now more than ever
- How your kindness may be inhibiting an employee’s self esteem
Navigating the ins and outs of business culture, quit quitting, and quiet firing are just some of the ways that Tim and his team are able to help leaders lead to the best of their abilities. If you’d like to reach out for support, they’d be happy to support you.
Quotes:
“Futurability.”
“You can send a message that you’re quiet firing someone even if you’re not.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
During this episode Cassie and I talk about how to network genuinely.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
In this episode, Tim and Jody Maberry cover quiet quitting from several different angles, plus Tim shares great advice on how to best handle it. He also shares what quiet firing is and gives some examples of how it makes a bad situation even worse.
Episode highlights:
- Why extra curricular activities should not be considered a determining factor
- How your choices can lead to an unpleasant self fulfilling prophecy
- What you can’t afford to do if you suspect someone is quiet quitting
Quotes:
“Just because someone changes doesn’t mean they’re quiet quitting.”
“We’re going to help you figure out signs of quiet quitting so you’ll notice it.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
In this episode, Tim and Cassie got into the do’s and don'ts that will keep your resume from being rejected by the tracking system used by most recruiters. Grab your pen and paper and get ready to take notes! We’re setting you up for success!
Episode highlights:
- Why simple text resume beat the fancy, modern versions every time
- What part of the application process you get to control
- How to make your application visually memorable without including a picture
Quotes:
“Make sure you’re getting noticed for what you want people to notice you for.”
“Focus on the experiences you got in a role that will speak to the job you’re applying for.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
In this episode Tim, and cohost Jody Maberry, cover all the bases in regards to the benefits of doing stay interviews as opposed to only interviewing employees that exit. By doing these you will gain a competitive edge and valuable insights that will help you continue to improve your work culture..
Episode Highlights:
- What question will best indicates if your employee likes working at your company
- Two things that will increase your retention rates immensely
- What a net promoters score is and how to calculate one
Quotes:
"Give people an opportunity to sit in your chair, and find out what they’d do differently.”
“You should treat others the way you like to see your family and friends treated.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Being laid off is challenging to navigate in more ways than one. Tim’s here to set you up for success with some great tips and insights you won’t want to miss. He and Cassie are talking about everything from mindset to severance pay.
Episode highlights:
- What employers do before laying someone off that most often backfires
- How to avoid worrying about the worst case scenarios post lay off
- What to do before jumping into your new job search
Tim and his team love assisting job seekers who are ready to get back in the game. To get a hold of them, please use any of the links below.
Thanks for listening!
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Quotes:
“Exit with grace.”
“Get past the emotions before you get to the job search.”
In this episode, Tim shares some of his best book recommendations and invites you to reach out and share some of your own. He also extends the opportunity to receive a more extensive list for anyone who’s interested in continuing to develop their leadership skills beyond a handful of books.
Jody Maberry co-hosts this episode and includes a bonus book selection of his own and a great story to go with it.
Episode highlights:
- How good leadership helps you attract and retain the best talent
- Why getting clear on your messaging is a vital part of great leadership
- Which of these book had the biggest impact on Tim when he was just starting his leadership journey
For more info on what great leadership looks like or how to use it to benefit you during the hiring process, reach out to Tim and his team at any of the links below.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Quotes:
“Developing your leadership style will help you attract and retain the best talent.”
“Lee’s philosophy is very simple; it's hire them right, train them right, treat them right.”
In this episode, Tim and Cassie have a great conversation about how the job industry is shifting in ways that benefit the job seeker and gives them the ability to make strong, comfortable financial decisions based on the increased opportunities.
Episode highlights: * How to successfully take on a remote, hybrid role * Which big companies have dropped their prior college requirements * What purpose, values, and mission have to do with it all
There’s also an invite to message Tim on LinkedIn about your own predictions and what you’re paying attention to in 2023.
If you’re resetting things for yourself or your organization, and you could use some support, reach out to Tim and his team at any of the links below.
Thanks for continuing to listen in!
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Quotes: “Don’t hire for credential, hire for competency.”
“Businesses are paying more and more attention to their company culture.”
In this episode, Tim shares counterintuitive tactics and perspectives that will help you improve your retention rates and learn to lead more successfully while doing it.
Episode highlights:
- how and why to support people who choose to resign
- what book Tim recommends that can shift your retention rates dramatically
- how revisiting your value proposition can be part of the solution
Quotes:
“Employers can’t take their foot off the gas if they want to have good retention results.”
“People didn’t leave because of the pandemic, they were already unhappy and ready to leave, and they finally got brave enough to do it.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
On this episode Tim and his co-host, Cassie Tucker, talk about a side of the great resignation that you may not already be familiar with. Tim also shares his prediction for whether or not the job shortage will resolve itself in the new year and the reasons behind his opinion.
Episode highlights:
- What one point of clarity Tim recommends that you prioritize
- Why there’s been great regret during the great resignation on the job seeker’s side of things
- What type of lists set you up for success when you’re unhappy with your current job
To get a hold of Tim and his team, check out the links below.
Thanks for listening!
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Quotes:
“If you’re always thinking about problems instead of solutions, then maybe that’s not the right place for you anymore.”
“The pandemic made professionals realize that life is too short to be in an unfulfilling role.”
“You want to fix the problem, not perpetuate it.”
Would it surprise you to find out that over 80% of interviews are done via video nowadays? That’s a big number!
In this episode Tim shares his best insights that range from how to show up for a video interview, to how to end one properly. And, of course, there are lots of great tips in between.
Episode highlights: * Why you should pause for 5-7 seconds before speaking * How to use body language on video to build trust * Why finding the END MEETING button helps you reduce awkwardness
For the opportunity to participate in Best Culture Solution’s interview coaching program, or to get a hold of Tim and his team for any of their other services, check out the links below.
Connect with Tim and Best Culture Solutions Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Quotes: “Give people you’re listening to the feeling and the opportunity to be listened to fully.”
“An interview, whether online or in person, sets the precedence for how you’re going to perform if hired.”
In this episode you’ll not only learn how and why to overcome rejection during the job seeking process, you’ll learn how to face less of it.
Episode highlights: 1. How to turn a no into a yes 2. Which app Tim love to recommend to his job seeking clients 3. What immediately tips off the job recruiter as to how you’d be able to help them
Aside from the great highlights, Tim’s co-host, Cassie Tucker, shares a personal story that will give you hope while providing you with some long game strategy.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Quotes: “Mindset affects everything.”
“Go for the 80% mark (80% grasp on the job description), and go for it!”
Whether you’ve never heard the term ATS (applicant tracking system), or you have and are tired of the uphill battle, this episode will teach you the do’s and don’t so that your application gets identified as one that matches what the hiring company is looking for.
Episode Highlights
- How the ATS benefits you as the applicant
- The advantage of using a word cloud (here’s the link mentioned in the episode) https://www.jasondavies.com/wordcloud/
- Which Microsoft Word format gives you the advantage when you’re uploading your resume
Quotes:
“ATS’s were set up innocently enough, but they definitely have the ability to single out people based on the wrong choice of word.”
“Keep applying while using keywords; it’s not a silver bullet but it improves your chances.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
In this episode, Tim breaks down exactly how you can use your resume to paint a memorable picture that helps recruiters begin to envision you in the role they’re hoping to fill. If you can get them to do this, you’ve got a great shot!
Towards the end of the episode, Cassie Tucker asks additional questions which lead to even more insights that’ll help you save time and energy as you dive into the process of finding your dream job.
Episode highlights:
- Why using numbers on your resume is a great idea
- What people never change on their resume that needs to be customized each and every time
- A standard restaurant practice that describes, in the simplest way, how you should approach writing a great resume
There’s a whole bunch more to teach you the best strategies so you can stand out and not get lost in the shuffle.
Quotes:
“If you take a little bit longer and put in fewer applications, your applications will be higher quality and will convert to more interviews for you.”
“You shouldn’t be submitting the same resume for every job you apply for.”
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Having a title doesn’t necessarily equip you for being great at sourcing talent. As a matter of fact, eighty percent of people in roles having to interview others have received zero training to do so, which makes recruitment even more of an uphill battle.
In this episode Tim and Jody Maberry talk about the most important reasons investing in a recruiting agency is a great move depending on your company’s situation, and why Best Culture Solutions should be at the top of your list.
Episode highlights:
- The difference between outbound and inbound recruiting
- What Best Culture Solutions does differently when recommending candidates already in their network
- How integrity plays a role when it comes to the candidates they hire on your behalf
For more information or to get a hold of Tim and his team, please check out the links below.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: tim@bestculturesolutions.ca
Quotes:
“It oftentimes pays off to have somebody with the expertise do the recruiting even though you may, in theory, have the time to do it yourself.”
“I like to be honest with people from the get-go.”
In this episode Tim and Cassie talk about how to know if it’s the right time to switch jobs/career paths and how to best go about it.
Episode highlights:
- Questions you should be asking yourself
- The different types of ceilings that could be great indicators
- What Tim recommends doing before making your official decision
- Leaving a current role requires clarity and courage.
These tips are just some of the many they dicuess that will help you as you consider if it is time for a job change.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Quotes:
“You owe it to yourself to do the research and find out what you can do to get the most ou of your career.”
“You might not get the answers that you want, but you’ll get the answers that you need.”
In this episode, Tim shares his best insights as to why rushing to hire negatively impacts your team, your work culture, and your bottom line.
Tim and his co-host, Jody Maberry, also share personal experiences where choosing a less than ideal candidate caused a ripple effect, in both scenarios, that left them wishing they hadn’t rushed to fill the empty positions.
Episode highlights to listen for:
- How hiring smart helps blind spots come to light
- How you can reduce absenteeism rates dramatically
- Jody Maberry’s bonus reason to hire slow that turns Tim’s four tips into five
Listen in to get the full scoop!
If you’d like to get in touch with Tim and his team, check out the links below.
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Quotes:
“There are many benefits to taking the time to get it right.”
“Having the wrong people creates a bad environment, and having a bad environment costs a company money.”
In today’s episode, Tim shares what he likes to call green and red lights that empower the interviewee to get a better sense of what they’d be walking into if they said yes.
A few tips to listen for:
- How to know if your interviewer is providing you with a level playing field
- What question you can ask that you may have not thought was okay to ask
- How Googling customer reviews can become an important part of your vetting strategy as a job seeker
Not every situation permits you to have the patience to look for green and red lights, but if you’re able to, you increase your chances of finding a job where you’ll be respected, developed, and cared for.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: http://www.linkedin.com/in/
Instagram: @best.culture.solutions
Quotes:
“If they don’t respect your time during the interview process, then you know what you can expect while you’re working for them.”
When it comes to filling a key role, the last thing you want to do is settle.
In this episode Tim Dyck shares three key ways to attract your ideal candidate, and in doing so help them find exactly what they’re looking for. Why not shoot for a win-win, right?
Episode highlights to listen for…
- What you can do that Disney does to increase their pool of potentials
- Why money is no longer a motivator
- What strategy is most important when it comes to attracting higher quality applicants
Tune in to get all the details!
If you’d like to connect with Tim and his team, here’s how you can easily do that…
Website: https://bestculturesolutions.ca/
LinkedIn: http://www.linkedin.com/in/
Instagram: @best.culture.solutions
Quotes:
“There are times when some experience is going to matter.”
“Having the wrong person can cost a company a lot of money.
Most people think that when an interview doesn’t result in a hire, the job seeker is to blame; but there are so many instances when it’s actually the interviewer that’s at fault. Listen in to learn about the top five mistakes that can easily be avoided and can help you successfully hire the right candidates.
In this episode Tim Dyck and Jody Maberry get to the heart of how to do it right as an interviewer, and also talk about a certification they both happen to have that would be key to helping you find the people who will be committed to your mission and contribute positively towards your work culture.
Episode Highlights:
- What it is that every employer is looking for which can cause them to miss the boat
- Why the strategy of keeping people on their toes during an interview is the wrong way to go about it
- What others aren’t willing to do that can pay off big time in the long run
If what you learned on this episode is something you need to get more of, there are a few easy ways to get a hold of Tim and his team.
Get in Touch with Tim:
Website: https://bestculturesolutions.ca/
LinkedIn: http://www.linkedin.com/in/timdyck
Instagram: @best.culture.solutions
Quotes:
“You can ruin your interview because you don’t know what to look for going into it.”
“Everything begins with who comes through the door and into your organization.”
Would you love to feel less nervous walking into your next interview? Tim’s got some great tips on today’s episode to help you do just that. And Cassie Tucker, who’ll be helping Tim with all the episodes focused on the job seeker’s side of things, has a couple of tips of her own.
So, if you have a way to take some notes, this is going to be a mini masterclass on what you should and shouldn’t do if you want to hear the words, “You’re hired!”
Episode Highlights:
- Why being too early for an interview might send the wrong signal
- How and why people overcompensate which takes the interview in the wrong direction
- What to know about the interviewer that can give you confidence and calm your nerves
Get in Touch with Tim:
Website: https://bestculturesolutions.ca/
LinkedIn: http://www.linkedin.com/in/TimDyck
Instagram: @best.culture.solutions
Quotes:
“It’s never been easier to do the research, but yet it’s never been harder to have the self-discipline to just deliberately go, and look, and do it.”
“Stories stick with people.”
On this debut episode of World at Work, Tim Dyck shares the backstory on how Best Culture Solutions came about just as the pandemic was gaining speed, and how it’s evolved to what it is today two and a half years later.
Tim also shares a bit about what he was doing before he began helping people navigate the shifting job market, which prepared him to take the leap and start his company while still working his 9-5.
Episode Highlights:
-Why Tim decided to use this podcast to help people on both sides of the table (jobseekers and employers)
-How their host situation will be different than what you’d find anywhere else and will work to the benefit of the listeners
-Why the firsthand information you’ll find here is key to creating a work culture that’s a win-win for everyone
Get in touch with Tim:
Website: https://bestculturesolutions.ca/
LinkedIn: http://www.linkedin.com/in/timdyck
Instagram: @best.culture.solutions