The People Strategy Podcast – Détails, épisodes et analyse

Here's what most leaders get wrong: You think finishing strong means immediately jumping to the next big thing. But what if I told you that the leaders who create lasting impact know a secret about endings that changes everything?

After four transformative years and 213 episodes, I'm sharing the most counterintuitive leadership lesson I've learned, and it might surprise you. This isn't just about saying goodbye to my podcast. It's about why the way you close chapters determines whether your next season will be extraordinary or just... more of the same.

You've been caught in the "nexting" trap, haven't you? That relentless sprint from task to task, project to project, quarter to quarter. You think you're being productive, but here's what's really happening: You're losing energy, losing clarity, and missing the very thing that separates good leaders from transformational ones.

I want to show you something different. Through stories that will make you rethink everything from your kitchen sink to your biggest career transitions, I'm revealing how gratitude-infused completions create the psychological space where your best ideas emerge and burnout becomes impossible.

And here's the exciting part: I'm not just closing this chapter, I'm opening the door to something I've never offered before. The People Strategy Club isn't another program. It's where the real conversations happen, where leaders like you tackle the challenges that keep you up at night, together.

But first, let me ask you this: When was the last time you truly finished something? Not just moved on from it, but honored what it gave you, celebrated what you built, and used that gratitude to fuel what comes next? If you can't remember, this episode will change how you think about leadership forever.

• Join the People Strategy Club
• Team Retention Program
• Leadership Development Program
• Episode 159: Turning Complaints into Requests with Traci Austin
• Connect with Traci Austin on LinkedIn
• Elevated Talent Consulting

At Rolling Tides Construction, people aren't just employees—they're the heart of the company. CEO Matt Rasmussen has built a culture that truly cares about its team, fostering an environment where individuals feel valued, supported, and inspired to grow. This people-first approach is more than a philosophy—it's a business strategy that drives loyalty, engagement, and success.

Matt shares how Rolling Tides demonstrates care through authentic storytelling, meaningful connections, and intentional support. From spotlighting team members on social media to creating mentorship programs and wellness initiatives, the company prioritizes its people's well-being and professional development. Matt emphasizes listening closely to employees' needs and aligning their passions with the company's goals, creating a workplace where everyone can thrive.

In this episode of The People Strategy Podcast, Traci Austin and Matt explore how genuine care for people transforms culture and retention, even in industries known for high turnover. If you want to build a workplace where your team feels truly cared for and motivated to give their best, this conversation offers practical inspiration and actionable ideas.

• Connect with Matt Rasmussen on LinkedIn
• Find out more about Rolling Tides Construction
• Episode 102: Bridging the Gap in Leadership with Jamie Taets
• Team Retention Program
• Connect with Traci Austin on LinkedIn
• Elevated Talent Consulting

Forget ping-pong tables and pay raises—this is what actual retention looks like.

In this episode of The People Strategy Podcast, Traci Austin sits down with Ray Cox, Co-founder and Senior VP of Marketing at Highfill Infrastructure Engineering, for a powerful conversation on what it means to build a people-first company in a technical world.

Highfill didn't avoid the storm of COVID-19. Like many in the trades, they were hit hard. But instead of defaulting to quick fixes or chasing trends, they doubled down on what mattered most: culture, trust, and long-term development.

This episode pulls back the curtain on how Highfill rebuilt itself stronger by investing in relationships, not just resources. Ray breaks down how they've embedded coaching into their DNA, created career paths grounded in purpose—not pressure—and fostered a culture where people know they belong.

If you've ever struggled with turnover, disengagement, or leading multi-generational teams, this conversation will reframe what's possible. It's not about surface-level perks. It's about leading with values and being bold enough to follow through.

This is culture done right—not as a corporate cliché but as a competitive edge.

HR leaders have the highest turnover per position according to a recent LinkedIn Global Survey. Today, we chat about keyways to care for yourself in HR.  AND, no it is not sleep, exercise and healthy food.  Although those are great! You can find show notes and more information by clicking here: https://hrinnovates.me/TO122

Turnover Problems in the first 90 days?  On today's show we talk about the importance of slowing down to speed up in hiring and retaining the right staff in the first 90 days of employment.  There is an impact on supervisors and staff when turnover in the first 90 days is extremely high.  When this problem is fixed, Human Resources gains credibility as well as becoming a partner with organizational leaders, as they will have the team they need to succeed. You can find show notes and more information by clicking here: https://hrinnovates.me/TO121

Turnover Problems?   

Do you know exactly what is causing them?   

Fit to role.  If your employees are not in the right role, they are more likely to turnover in their role and with the organization.  Today we chat about creating a job assessment to determine what the role really needs.  Listen in as we examine how to set up your staff for success by defining their roles for the organization and more specifically defining what winning looks like within that role. 

You can find show notes and more information by clicking here: https://hrinnovates.me/TO120

Are your managers great leaders? 

Hint… 

A leader empowers your team – A manager tells them what to do 

A leader shares their thought process – A manager gives the answer and closely monitors the results 

A leader gives control away – A manager seeks control 

Does a manager or a leader develop and engage the best employees?   

Listen in as Michael Yinger with Resume Sieve and I chat about making and managing agreements as a leader. We will explore the importance of winning and how utilizing positive reinforcement can achieve amazing results. 

you can find show notes and more information by clicking here: https://hrinnovates.me/TO119

There are times where we, as leaders and as employees, get frustrated with being asked to complete a specific task, and then being asked to complete another for an individual inside of the organization at the exact same time. During these moments it can be difficult to decide what is the top priority and what isn't. Today I examine how to face these multiple competing priorities and more specifically how they can be used to elevate your team to build better solutions and inspire your staff. You can find show notes and more information by clicking here: https://hrinnovates.me/TO118

Massive layoffs are having a significant impact on staff morale and engagement. As leaders creating and a coaching culture is one that can continue to engage staff and meet them where they are at with empathy. Today I have the pleasure of being joined once again by Donna Star on the show. She is an expert in coaching and consulting as well as the author of her upcoming book Unsuccessfully Successful. Listen in as we observe the impact of a coaching culture on the wellbeing of our staff. You can find show notes and more information by clicking here: https://hrinnovates.me/TO117

Embellishments to look better?  Ever happen when you are trying to enroll someone in a decision?  Yep, it happens in recruitment.  There are times putting a filter on what our organizations are like sounds like a great idea.  Yet, this has a negative impact once a person is hired and realizes that this is not the culture they were looking for.  Join Danielle Diel and I as we chat about using marketing effectively for recruiting your next employee.  You can find show notes and more information by clicking here: https://bit.ly/TOP116