How to build stronger leadership teams by avoiding over-promotion pitfalls and focusing on the right development strategies.

Overcoming Leadership Challenges is one of the most critical priorities for any growing organization—and in this episode, Stephen Smith, President & CEO of Strike Group, shares a wealth of hard-earned wisdom on how to do it right. Drawing on years of leading a large, complex organization, Stephen unpacks the leadership lessons that have shaped his approach and the practical steps leaders can take to build stronger, more resilient teams.

From the start, Stephen emphasizes that leadership isn’t about title or power—it’s about accessibility, clarity, and authenticity. He explains why leading from the front builds trust and inspires teams, and how leaders can make themselves truly approachable without losing authority. His “Reach” philosophy breaks down specific ways leaders can connect with their teams on a personal and professional level.

The episode dives deep into a major pitfall for growing companies: over-promoting employees before they’re ready. Stephen shares how “red boxing”—clearly defining leadership boundaries—prevents setting people up for failure, and instead allows them to grow into roles at a sustainable pace. This ties into one of the episode’s central themes: scaling leadership is not about rushing promotions, but about building the skills, confidence, and decision-making ability leaders need to succeed long-term.

One of Stephen’s most actionable tips is the use of a one-page plan to keep teams aligned. By simplifying strategic vision into a clear, concise format, leaders can ensure everyone—from executives to frontline staff—knows where the organization is headed and how they contribute to its success.

He also talks about the importance of vulnerability in leadership, explaining why showing your human side fosters trust and strengthens relationships. Being open about challenges, and even mistakes, creates a culture where team members feel safe to share their own concerns and ideas—driving innovation and engagement.

The conversation covers how to balance ambition with ability when mentoring employees, including the tough conversations leaders sometimes have when aspirations outpace readiness. Stephen provides strategies for managing these situations in a way that preserves morale while still protecting organizational performance.

Authenticity runs as a thread throughout the discussion. For Stephen, leadership isn’t about adopting a persona—it’s about “being who you are” and staying consistent, even under pressure. That authenticity not only builds credibility, it also makes leadership more sustainable and less exhausting over the long haul.

Listeners will walk away with a toolkit for overcoming leadership challenges that includes:

• Setting clear leadership pathways to avoid over-promotion
• Making leadership accessible without undermining authority
• Using strategic planning tools like a one-page plan for clarity and alignment
• Building trust through vulnerability and authenticity
• Coaching employees through ambition-versus-readiness gaps
• Identifying and developing the traits of great managers

Whether you’re a CEO scaling a large company, an HR leader building a leadership pipeline, or a manager wanting to grow into a more effective role, this episode offers practical, experience-backed advice you can implement immediately.

Show Notes:

0:00 Introduction to this episode

2:00 Who is Stephen Smith and what is Strike Group?

7:15 Leadership styles from an expert

15:20 Advantages of leading from the front

16:45 Reach: How does a leader ACTUALLY become accessible

20:00 Some tips on sharing vision with staff

24:25 Preach: Consensus vs. collaboration

25:15 The strength of a 1-page plan

27:15 Teach: creating a management training program

32:10 Helping your people by being open and vulnerable

35:45 How do you handle someone whose aspirations don’t fit their ability?

39:45 Scaling leadership: Do not over promote and “red boxing” 

43:45 Characteristics of great potential managers

46:20 Real authenticity as a leader; Be who you are!

48:50 Stephen’s biggest mistake

Episode Resources & Links

Strike website

Strike Group News

Stephen’s Bio

Stephen’s LinkedIn profile

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How leadership transitions and strategic hiring can make or break your team’s success

When leadership changes happen, the ripple effects can make or break an organization. In this episode of the TRAITS Podcast, we dive into the challenges and opportunities of leadership transitions and strategic hiring with guest Chris DeCock, whose career spans the demanding restaurant industry and executive leadership roles.

Chris shares how he navigated the volatile world of hospitality, where COVID-19 hit the talent pool hard, forcing businesses to rethink how they develop people internally. His insights highlight why strategic hiring isn’t just about filling vacancies—it’s about building a leadership team from the ground up, often starting with front-line staff and developing them into long-term assets.

From there, we explore the value of identifying work ethic, character, and values—qualities that often fall outside personality assessments but are essential in leadership. Chris shares real-world examples of spotting leadership potential where others might overlook it.

The conversation then shifts to the human side of leadership transitions—what it means for employees when a leadership change occurs, and why “people leave managers, not organizations” rings true in almost every industry. Chris emphasizes that leadership transitions must be handled with intentionality, empathy, and a clear plan for sustaining culture and performance.

We also dig into the concept of employee-owned businesses, exploring the strengths and weaknesses of this model, and how it impacts leadership stability. Chris offers practical advice for leadership teams that want to “grow old together” while still bringing in fresh talent to sustain momentum.

By the end of the episode, listeners walk away with actionable strategies for:

• Identifying and developing leadership talent internally
• Understanding the cultural impact of leadership changes
• Avoiding common pitfalls during leadership transitions
• Leveraging strategic hiring to maintain stability and drive performance

Whether you’re a CEO, HR leader, or small business owner, this conversation provides a clear roadmap for making leadership changes without losing your best people or derailing your strategy.

Show Notes:

Part 1 of interview

2:25 The restaurant industry? This is terrifying! Who is Chris DeCock?

5:10 Covid killed talent… How to develop within an organization

8:00 Building an executive team from front line staff

12:40 Developing potential long term employees

16:40 Work ethic, character, and values fall outside of personality!

Part 2 of interview

19:10 Employee owned businesses; strengths and weaknesses

24:40 Handling transition: bring value to employees

27:10 Growing old together as a leadership team

32:40 The strategic advantage of having the right people

36:55 “People leave managers, not organizations”

Episode Resources & Links

-https://hudsonscanadaspub.com/locations/?all=1

–https://www.gretabar.com/

For Greta locations, scroll down to the bottom of the page or hover your mouse over locations on the menu bar at the top of the page

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Manager Accountability and Mentorship: How Leaders Can Take Responsibility and Empower Teams for Lasting Success

In this episode of our HR and leadership podcast, we dive into the essential but often misunderstood role of manager accountability and mentorship in building thriving, high-performing teams. Our guest, Carmel Macpherson, brings a wealth of leadership experience and offers candid insights on what it truly means for managers to take full responsibility for their direct reports while fostering an environment of trust, openness, and growth.

The conversation opens with Carmel’s personal leadership principles, emphasizing the importance of providing positive feedback, truly knowing your team members, and adapting leadership approaches to individual needs. Drawing from lessons in teaching, parenting, and even Star Trek, Carmel paints a clear picture of why managers must understand who they are working with—not just the work they produce.

We then address a critical organizational challenge: the tendency to “promote to a lower level of competency,” where top performers are elevated without adequate preparation for leadership roles. Carmel explains how this can be avoided by focusing on accountability, mentorship, and a commitment to knowing each team member’s strengths, weaknesses, and motivations.

One key insight is her assertion that the real job of every manager is twofold—ensuring team members have the tools, clarity, and support to succeed, and taking full ownership of both successes and shortcomings. She highlights the dangers of systemic personality-based bias, where certain traits are favoured over others, and explains how leaders can recognize and counteract these biases.

From there, Carmel shares practical strategies for building a safe environment where honesty is welcomed, difficult conversations are encouraged, and mentorship becomes a natural extension of leadership. Her tips for understanding direct reports go beyond surface-level interactions, encouraging leaders to ask better questions, observe behaviours, and follow through consistently.

The conversation also touches on how mentorship can accelerate professional growth—both for the mentee and the mentor—when built on genuine accountability. Carmel offers actionable advice for helping managers shift from a task-based mindset to a people-centered leadership approach that inspires long-term engagement and performance.

By the end of this episode, listeners will have a deeper understanding of:

• Why manager accountability and mentorship is the foundation of great leadership
• How to create a safe environment that encourages honesty and openness
• Practical ways to better understand and develop team members
• How to recognize and address systemic bias in leadership decisions
• The mentorship habits that lead to stronger, more resilient teams

Whether you’re a seasoned leader or stepping into your first management role, this conversation offers valuable lessons to help you take full ownership of your team’s success while building a culture of trust, growth, and high performance.

Show Notes:

0:00 Introduction to the episode

3:00 Carmel’s personal set of rules with people; positive feedback with people

6:25 An essential lesson from star trek

8:20 Taking lessons from teaching and parenting into management: Know who you’re working with!

14:45 A way to reduce ‘promoting to a lower level of competency’

15:35 The real job of every manager

16:05 Systemic discrimination in terms of personality

20:05 The importance of having managers take full responsibility for their direct reports

23:30 How can managers better understand their direct reports… Some simple tips

26:55 Creating a safe environment for honesty and openness

31:45 How to help managers take full responsibility in their role

42:10 Tips for getting the most out of mentorship

48:48 What most people want more than comfort…

Episode Resources & Links

Related Episodes: More on the 7 Essential Work Traits

Here are additional episodes where Mike dives deeper into the concept of the 7 Essential Work Traits:

https://traits.com/podcast/003/ https://traits.com/podcast/006

Carmel’s Contact Information:

-Email address carmel@roleaffinity.com

-LinkedIn profile: https://www.linkedin.com/in/carmelmacpherson/

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Unlocking the Value of Remote Teams: Proven Strategies for Culture, Collaboration, and Performance

In this episode of the [Podcast Name], we dive deep into the value of remote teams with Kayla Baretta, a key leader at Paper-leaf, a company known for building high-performance teams while fully embracing remote work. Kayla shares a candid look at how her organization has harnessed the power of remote teams to drive business success, build strong culture, and keep clients delighted — without relying on physical proximity.

We begin by learning about Kayla’s role at Paper-leaf and how her leadership journey naturally aligned with remote-first operations. She introduces listeners to the transformative moment when Paper-leaf discovered the “magic” of remote teams — not just as a logistical solution, but as a cultural and performance advantage.

One of the central themes discussed is empathy — how it’s not only valuable in client relationships but also a critical driver of internal culture. Kayla explains that empathy in remote teams must be intentional, with leaders creating opportunities for connection that go beyond the transactional nature of virtual meetings.

She introduces practical approaches like “Pods” and “2 Pizza Teams” — smaller, self-contained groups that keep collaboration tight-knit and efficient. Kayla also debunks one of the biggest myths in business today: that connection requires being in the same physical space. In her experience, distributed teams can achieve even deeper connections when they intentionally address “elephants in the room” and work through challenges openly.

We also discuss the challenges unique to remote work, from onboarding new hires to maintaining engagement over time. Kayla highlights that onboarding is not just an HR formality — it’s the foundation for culture, productivity, and retention in remote teams.

Listeners will also hear insights on which scenarios suit remote work best, the measurable benefits to businesses adopting it, and tips for leaders who want to strengthen distributed team dynamics. Whether through virtual events, thoughtful communication strategies, or clear role definitions, Kayla’s approach shows that remote teams can be both high-performing and deeply connected.

The episode closes with a look inside Paper-leaf’s strategic planning process, which ensures that even as a fully remote company, they operate with clarity, alignment, and performance focus. Kayla also shares an unusual but memorable interview experience that underscores the importance of authenticity in hiring.

If you’ve ever wondered how to maximize the value of remote teams in your business, this episode offers both inspiration and practical tools to help you get there.

Show Notes

-0:00 Intro to this week’s episode

-1:40 Who is Kayla Baretta and what does Paper-leaf do for clients?

-4:45 The birth and magic of remote teams for Paper-leaf

-7:20 Empathy and its value with culture and clients

-9:50 Some interesting tips: “Pods”, “2 pizza teams”, and building community

-13:40 Debunking a massive myth… connection doesn’t mean being in the same space

-16:10 Addressing elephants tends to lead to deeper connections quickly

-18:40 Other hurdles for going ‘remote’ (onboarding is key)

-20:40 Greatest benefits to growing remote teams

-22:40 Which situations work better or worse for remote workspaces?

-24:10 Some tricks of the trade for bringing people together

-27:50 Strat planning and higher performance within Paper-leaf

-31:10 Some higher performance communication in an organization (it’s so much more than ‘active listening’

-40:25 An unusual interviewing experience and how to connect with Paper-Leaf and Kayla

Resources & Links

✅ Hiring the right people starts with better communication! Join our Intro to Communication Styles training and learn how to improve workplace interactions: Sign Up Here

Guest Information:

Paper Leaf Website: paper-leaf.com

Kayla on LinkedIn: https://www.linkedin.com/in/kayla-baretta/

Paper Leaf on IG: https://www.instagram.com/paper_leaf/

Paper Leaf on LinkedIn: https://www.linkedin.com/company/paper-leaf-design/

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Strategic Planning for Business Efficiency: Polishing Your Business to Shine and Grow

Strategic planning for business efficiency is a cornerstone of sustainable growth and operational success. In Episode 12 of the TRAITS Podcast, Stephen Wallace shares his journey of transforming a growing engineering firm into a “shiny business” through focused strategic planning, organizational design, and effective job descriptions.

Stephen explains that a “shiny business” is like a well-maintained vintage car—each part polished and working in harmony to present an attractive, high-performing whole. This mindset goes beyond aesthetics; it embodies clarity, coordination, and efficiency in every aspect of a business, from financial systems to employee roles.

The episode delves into the importance of stepping back from day-to-day urgencies to focus on strategic priorities that align the leadership team and provide clear goals. Stephen shares how his ownership group, young and ambitious, moved from informal growth to structured planning, which helped create ownership and accountability across the organization.

One critical focus was developing an organizational structure with clear reporting lines and detailed job descriptions. This clarity eliminated confusion, improved communication, and increased operational efficiency. Job descriptions became tools for individual accountability and performance conversations, contributing to a more engaged and productive workforce.

Stephen also shares his experience with acquisitions and how having a polished, efficient business made his company an attractive platform for growth and acquisition, illustrating the tangible value of strategic planning and organizational discipline.

For leaders and HR professionals, this episode offers practical advice on creating a business that not only looks good from the outside but also runs efficiently inside—setting the stage for sustained growth, better talent attraction, and higher valuation.

Show notes

2:00 Why did Stephen Wallace create a “Shiny” business?

6:10 What is a strat plan? How does it help create a higher performing business?

7:50 Taking a step back and becoming coordinated

10:20 What is a shiny business?

14:30 Why think through a ‘selling’ exit from your business?

16:00 The greatest benefit to preparing a business for sale

18:20 The value of great job descriptions

21:00 The end result of investing in strategy

25:25 Getting a higher multiple than expected (you’ve gotta do the work!)

29:20 How Stephen helps other businesses

Strategic Planning Resources & Links

We can help develop your Strategic Planning process to improve your organization’s performance and achieve long-term success. Contact us today or markf@concordconsulting.com.

Guest information:

Stephen’s email: stephen.wallace64@gmail.com

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In this episode, we’re excited to introduce a game-changing feature that will transform the way you hire. The new Compare Report combines our job modeling expertise with the TRAITS survey to provide deeper insights into candidate-job fit. Discover how this feature helps managers identify key differences, gaps, and opportunities, making the hiring process more accurate and efficient.

Whether you’re recruiting, promoting, or simply ensuring the right fit in your team, this tool offers actionable insights to make smarter decisions. Tune in to learn how this innovative feature can elevate your hiring strategy.

Episode Resources & Links

Elevate your Hiring Decisions – Try TRAITS

Introduction to Communicator Training

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Transforming Government: How Business Strategies Create Unicorn Leadership

Transforming government by applying innovative business strategies is no easy feat—but Darren Elder is a true unicorn leader making it happen. In this episode, Darren, the Chief Administrative Officer of a Saskatchewan municipality, shares his unique approach to running government like a business, supplementing tax dollars through creative ventures, and leading with a high-performance mindset.

Darren’s journey begins with his farm upbringing, where resourcefulness and problem-solving were essential. This practical mindset shaped his leadership philosophy in government—focusing on cash flow, strategic growth, and operational efficiency, typically seen in the private sector.

He discusses the creation and rapid growth of Swift Net, a municipally owned internet provider that expanded from 500 to 5,000 customers in just 30 days. This venture exemplifies how government can innovate and serve its community in new ways, providing essential services while reducing taxpayer burden.

The conversation covers the challenges of managing growth and scaling high performance within a government context. Darren shares how understanding employee capacity and leveraging talent optimization through TRAITS assessments helped him build a productive, motivated workforce.

He also emphasizes the importance of placing people in roles suited to their strengths, avoiding wasted potential—illustrated by his story of transitioning a Fire Chief into a different role better aligned with his skills.

Listeners will gain insight into the traits Darren values in high performers across various organizational levels—from assertiveness and flexibility in management to sociability in frontline roles.

Darren’s approach highlights the blend of entrepreneurial spirit and public service dedication needed to create lasting positive impact in government.

For leaders, HR professionals, and public sector innovators, this episode offers practical strategies for transforming government by adopting business-minded leadership and talent management.

Transforming Government with Business Strategies Show Notes :

0:00 Have you ever met a unicorn?

2:30 Being creative with limited capital

4:20 The beginnings of Swiftnet

6:30 Running government like a business and investor

10:45 How does any organization best deal with growth and reaching high performance?

13:00 Moving great people into the right roles; Innovation wherever it exists

15:00 What to look for in higher performers

16:00 Various levels and needs in an organization

17:45 Stop putting reeboks on turtles

20:50 When communicating with people… Start with understanding who they are

23:30 Reducing latency is key!

Resources & Links

Compare Report Launch Event

Introduction to Communicator Training

markf@concordconsulting.com

Swift-Net.ca

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The Right Fit: How Using TRAITS Matches Personalities to Roles for Optimal Performance

The right fit between a person’s personality and their role is critical to driving individual and organizational success. In this episode, Mike Moreau explores how the TRAITS psychometric tool provides a nuanced and scalable way to match employees with roles that best suit their natural characteristics.

Mike starts by highlighting how TRAITS measures personality traits on a continuous scale, offering far more specificity than traditional categorical assessments. This precision helps organizations understand the complex interplay between assertiveness, sociability, and other traits to predict job fit.

Listeners learn what happens when highly social individuals are hired and placed in roles that require assertiveness or leadership. Mike contrasts the outcomes of assertive versus sociable personalities in different organizational positions, using real examples such as two salespeople with contrasting traits to illustrate how fit impacts performance.

The episode also dives into when a highly assertive person might not be the best fit for certain roles and explores strategies for identifying the ideal fit using TRAITS. Mike shares practical advice for HR professionals and leaders on leveraging these insights to reduce turnover, enhance team dynamics, and build stronger cultures.

This conversation is essential for anyone involved in hiring, leadership development, or organizational design who wants to understand how to find and nurture the right fit for every role.

Show Notes:

0:00 – Summary of our last interview together (with a focus on how the TRAITS tool is very specific because of it’s ability to provide a scale for each trait)

2:50 – What happens when you hire some who is really social?

6:40 – What happens when you have a director who is more assertive than sociable?

13:40 – Where is a good fit for assertive people in an organization?

15:15 – When is a very assertive person not an ideal fit for a specific role?

16:58 – Let’s switch… What happens with people more social than assertive?

22:48 – A tale of two salespeople

26:30 – Some ways to help organizations with finding an exact fit for positions

Resources & Links

TRAITS Blog

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Impact of Personality: Understanding How We Affect Others to Boost Workplace Success

The impact of personality in the workplace goes far beyond individual behavior—it shapes team dynamics, communication, motivation, and ultimately business success. In Episode 8 of the TRAITS Podcast, Fraser Engel shares his extensive experience helping leaders and employees understand how their personalities affect those around them and how self-awareness can become a catalyst for positive change.

Fraser begins by discussing how people often have an innate sense of who they are, yet may lack full self-awareness of how their actions and communication styles impact others. He highlights the value of objective personality assessments in holding up a mirror that shows individuals how they truly come across in the workplace.

A key insight Fraser shares is the balance between self-awareness and curiosity. While people may recognize their traits, the willingness to explore and adapt those traits is essential to meaningful growth and better interpersonal relationships. Fraser emphasizes that motivation to change often comes from within, and managers can facilitate this by asking questions that engage employees’ internal drive rather than imposing directives.

Throughout the episode, Fraser illustrates how understanding personality impact helps leaders communicate more effectively, manage diverse teams, and reduce conflicts. He shares real-life examples, including a remarkable story of a leader who transformed from being a “bad fit” to the CEO of a company by leveraging self-awareness and coaching.

Fraser also touches on the importance of mastering assessment tools and the need for proper training to realize their full benefits. He warns that without skilled facilitation, even the best tools may fail to deliver their potential impact.

For HR professionals, managers, and business leaders, this episode offers practical guidance on how to use personality insights to improve communication, foster motivation, and create healthier organizational cultures. It’s a compelling reminder that the human side of business—understanding people and their impact—is the foundation for lasting success.

Show Notes

0:00 Intro to the episode

2:00 Intro to Fraser Engel

3:34 How do our personalities in the workplace affect others around us?

5:00 How do we help people in our workplace understand their impact on others?

7:50 A way to help people see themselves in the mirror (and their impact on others)

12:50 Once people see themselves more clearly… how do we help motivate them to change certain behaviours?

17:08 Help for placing that mirror in front of others in an organization

19:30 Without a capable facilitator for people, the best tools can be wasted: We need training

24:00 The value of mastering the tools we are using in our business

28:10 An example: A “bad fit” to CEO of an organization

30:10 Ways to connect with Fraser

Learn more about the Impact of Personality

Learn More About Assessments tools

Fraser Engel LinkedIn

Mindworks Consulting website

Personality Assessment for Hiring: Accelerate Success by Unlocking True Employee Fit

Personality assessment for hiring is a powerful tool for building successful teams and accelerating business growth. In this episode, Sean Lavin, President of Aircom Instrumentation, shares firsthand insights on how using personality assessments dramatically reduces turnover, improves communication, and strengthens company culture.

Sean discusses the challenges of rapid growth and the impact of hiring the right people for the right role, highlighting how traditional hiring methods can miss critical insights. He explains how personality assessments like TRAITS provide managers and leaders with objective data that helps them see beyond resumes and interviews to the real person.

A compelling story illustrates how an initially poor fit became a fantastic employee once placed in the right role, emphasizing the importance of self-awareness and aligning roles with natural tendencies.

Sean also compares hiring to dating, pointing out the difficulty of truly “seeing” someone on a first encounter, which is why objective assessments are invaluable. He explains how these tools speed team integration, improve communication, and foster stronger leader-employee relationships.

This episode offers practical advice for leaders and HR professionals to leverage personality assessments for hiring, reduce costly turnover, nurture leadership, and build a thriving organizational culture.

Whether you’re scaling your team or refining hiring practices, this episode provides essential knowledge on how personality assessment for hiring accelerates success and creates lasting impact.

Show Notes – Accelerating Success

1:25 – Introduction to Sean Lavin, president of Aircom Instrumentation

3:00 – Is it valuable to know ourselves better as managers and leaders?

6:15 – Failure leads to insight in business

9:15 – How can better hiring affect turnover?

10:38 – How can leaving people alone in an ideal role affect turnover?

14:15 – A great story that shows how someone who isn’t a fit can become a fantastic fit in a business

18:05 – Hiring and dating are similar… It’s difficult to see the real person on a first date

22:25 – Knowing a hire’s personality can greatly speed success and helps with communication in a business

27:05 – Self awareness leads to better relationships and communication

29:05 – Discovering company values that already exist in your business

Links

Aircom Instrumentation Ltd. LinkedIn

Sean Lavin LinkedIn

Mark’s email

Hiring the Right People isn’t just about filling a vacancy—it’s about avoiding costly mistakes, reducing turnover, and building a stronger, more resilient team.

In this episode of the TRAITS Podcast, Mark sits down with Jason Woodard to explore one of the most pressing challenges in business today: hiring the right people. Drawing from decades of experience, Jason offers hard-earned insights into how organizations can sidestep common pitfalls in the hiring process, align new hires with long-term business goals, and foster sustainable growth.

The conversation begins with Jason’s personal journey, highlighting his transition through different roles until he found the right professional fit. His story underscores the importance of aligning both skills and personality with a role—not just for immediate productivity, but for long-term success.

A recurring theme is the owner vs. non-owner perspective in companies. Jason explains how these differing viewpoints impact hiring decisions and overall team alignment. He stresses that successful hiring isn’t just about technical ability—it’s about understanding the deeper “wiring” of an individual. While certain behaviours can be adapted for short periods and specific goals, true long-term success comes from finding individuals whose natural tendencies match the role’s demands.

Jason also addresses the danger of hiring for the wrong reasons, such as being swayed by a candidate’s charm or overlooking red flags during interviews. He uses the analogy of a “new car smell” to describe how surface appeal can mask deeper performance issues. The key? Implementing a process that uncovers the candidate’s real capabilities and potential before the hire is made.

The episode offers practical strategies for future-focused hiring—bringing in people not just for the company’s current needs, but for where the business is headed. Jason’s advice includes preparing interview questions that test adaptability, communication skills, and alignment with company culture. He also shares an invaluable lesson from “form setters” that can transform how organizations evaluate talent.

Listeners will gain insight into easing employees into roles where they can thrive long-term, creating clear communication channels, and helping people discover strengths they may not even be aware of. Jason emphasizes the importance of knowing your team members better than they know themselves—and using that knowledge to shape career paths that benefit both the individual and the organization.

This episode is a must-listen for business leaders, HR professionals, and anyone responsible for building teams. Whether you’re battling high turnover, struggling to fill critical roles, or looking to take your hiring process to the next level, you’ll come away with actionable takeaways that can save your business time, money, and frustration.

Show Notes:

3:15 – The “glamour” of Metromont
9:10 – AI and job loss
10:45 – Jason’s background and change of roles over time to find the right fit
17:30 – The difference in perspectives between owners and non-owners in a company
22:15 – Change agents… The more chaos the better?!
26:15 – Wiring vs. growth… Adapting behaviour can happen FOR A TIME AND FOR A SPECIFIC PURPOSE!
30:10 – Finding common ground
32:10 – How do you hire for a future need?
32:10 – An invaluable lesson from ‘form setters’
42:40 – That ‘new car smell’ that hides rotten eggs
47:00 – Ideal career growth: It starts with communication to ease people into the right place long term
53:10 – Knowing who people are before THEY know who they are and prepping for the interview
58:15 – Some final thoughts on interview #1

Resources & Links

Metromont LinkedIn

Jason Woodard LinkedIn

✅ Avoid hiring mistakes and build stronger teams! Download our free guide: 5 Hiring Mistakes

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Identifying and Eliminating Business Inefficiencies for Sustainable Growth

Business inefficiencies can quietly erode profit margins, stall growth, and create unnecessary chaos within organizations. In this episode of our business podcast, Dave Bulloch joins us to break down the root causes of inefficiency and share actionable strategies for turning operational blind spots into competitive advantages.

From unexpected market shifts to internal misalignment, businesses face a variety of challenges that can derail even the best-laid plans. Dave, an experienced business leader, walks us through how to anticipate these disruptions, address weaknesses without losing sight of strengths, and optimize for sustainable, long-term growth.

We start with Dave’s own story—how his experience in diverse industries shaped his approach to solving complex organizational problems. He dives into the biggest blindspots that catch leaders off guard, including poor process documentation, underdeveloped team structures, and lack of clarity around competitive advantage.

One of the key takeaways: growth should not be about fixing every weakness but about doubling down on what you do best. Instead of spreading resources thin, Dave emphasizes strategic focus—investing in the strengths that truly set a business apart.

Listeners will also learn how to approach strategic planning in a way that energizes, rather than intimidates, their teams. Dave shares how he helps organizations overcome the common fear of looking too far ahead, using competitive advantage as the guiding star for planning and decision-making.

When markets or internal realities demand a pivot, Dave’s advice is clear—go back to your core strengths before deciding on any major changes. He warns against the pitfalls of extreme growth without the necessary operational foundations, illustrating with real-world examples of companies that became lean and efficient after overexpansion.

We also explore the role of organizational design in driving performance. Whether it’s redesigning workflows, creating clear accountability, or streamlining communication channels, Dave shows how intentional structure can prevent bottlenecks and boost productivity.

By the end of the episode, listeners will have a toolkit of practical strategies to identify inefficiencies, harness their competitive edge, and scale without sacrificing quality or culture.

If your business is growing fast—or stuck in a plateau—this conversation will help you identify exactly what’s holding you back and how to move forward with clarity.

Show Notes:

3:15 Who is Dave Bulloch

8:45 Keys to handling unforeseen problems in business and economies

10:45 Biggest blindspots for businesses 

14:40 Key insights regarding growing companies

16:45 Focus on strengths, not weaknesses!

18:15 Next step for growth strategies; Strategic planning

20:10 What to do when people freak out about looking ahead

22:35 Conducting the perfect pivot? Go back to your competitive advantage

24:15 Pitfalls of extreme growth

27:00 An example of becoming lean and efficient

30:15 What to do if you’re experiencing high growth; know your processes

36:35 Org designs (and redesigns)

40:45 What is missed with growth strategies

Episode Resources & Links

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Psychometric Assessments Myths: Truths That Drive Better Hiring and Talent Management

Psychometric assessment myths often create barriers for organizations wanting to improve hiring and retention. In this episode, Mike Moreau, President of Concord Consulting, debunks the top 7 myths surrounding psychometric assessments in business, revealing how these tools offer precise, valuable insights beyond simplistic stereotypes.

Mike explains how TRAITS uses a unique, scale-based measurement that captures the nuances of individual personality traits, making these assessments far more accurate and actionable than many traditional tools. He discusses the role of psychometric assessments in improving employee fit and highlights real examples where these tools helped companies avoid costly hiring mistakes.

This episode also clarifies which types of companies benefit most from objective assessments, and why understanding these myths is essential for HR professionals and leaders aiming to leverage talent optimization effectively.

Show Notes

0:00 Introduction to Mike and TRAITS.

3:50 Objection #1: I don’t need generalizations… I need specific help for my business and the people who work here.

9:55 Objection #2: These tools are too simplistic… Can this really tell me anything? 

16:14 Objection #3: Isn’t this simply putting people in boxes?

20:45 What type of company does an objective assessment fit best?

Resources & Links

Traits.com

concordconsulting.com

info@traits.com

mike@traits.com

markf@concordconsulting.com

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Rapid Growth Strategies: How to Scale Success Without Losing Control

Rapid growth presents unique challenges for businesses, especially when scaling from a small team to hundreds of employees in a short period. In Episode 5 of the TRAITS Podcast, Joel Cawthorn shares his insights and experiences leading Star Tech through an extraordinary growth phase—from 100 to 250 employees—and the lessons learned along the way.

Joel dives into the critical role of strategic planning and culture alignment in managing high growth sustainably. He emphasizes that culture isn’t just a buzzword—it’s a competitive advantage and the backbone of scaling success. Without a strong culture aligned with your business strategy, growth becomes chaotic and unsustainable.

One of the most significant hurdles Star Tech faced was staffing—finding the right people quickly and efficiently. Joel describes how hiring systems evolved from informal processes to structured HR roles that prioritize job descriptions, vetting, and alignment with company values. He also highlights how internal employee referrals became invaluable in attracting talent that fits the culture, particularly when skilled tradespeople are scarce.

Managers emerged as pivotal players in this growth journey. Joel explains the traits that make a successful manager during rapid growth: assertiveness to handle tough conversations, high sociability for effective communication, results orientation, and the ability to maintain accountability without favoritism. These leadership traits ensure teams stay productive and aligned even as the company scales.

Psychometric assessments, specifically TRAITS profiling, played a vital role in identifying candidate and employee fit. Joel shares how profiling helped avoid costly mismatches by matching individuals’ natural traits with job requirements. This approach not only improved hiring outcomes but also supported internal development and succession planning.

Joel offers practical advice for other companies facing rapid growth: invest early in scalable systems and processes, implement disciplined strategic planning with quarterly priorities, and continuously nurture a culture that attracts and retains top talent. As workforce demographics shift and competition for skilled employees intensifies, organizations that master these strategies will be positioned for long-term success.

This episode is a must-listen for business leaders, HR professionals, and anyone responsible for navigating growth challenges. Joel’s experience and practical insights illuminate how companies can scale successfully without losing their soul or operational effectiveness.

Show Notes

0:00 – Intro to episode

1:41 – Introduction to Joel and Startec

3:57 – Challenges of growth in the HR department

5:16 – How were hiring problems solved in a high growth environment?

7:02 – How culture is essential to sustainable growth

7:56 – What is an everyday Maverick?

10:50 – What to do about turnover during high growth

11:40 – How to identify people who aren’t a fit

13:00 – What is the place for psychometric assessments in high growth companies?

17:03 – An example of someone who wasn’t a fit and left happy!

19:25 – The role of a great manager in successful growth

20:52 – What are the personality TRAITS that are essential for managers?

24:40 – Advice for other companies going through faster growth

26:45 – The value of strategic planning to prepare for fast growth

30:20 – Some help for companies looking for more help

Resources & Links

Learn More About Tools to Support Rapid Growth

TRAITS: https://www.concordconsulting.com/tools/

Strategic Planning for your organization: https://www.concordconsulting.com/consulting/

From our Library

https://traits.com/how-do-i-find-the-right-balance-in-managing-others/

Guest Links

Website: startec.ca

LinkedIn: https://www.linkedin.com/company/startec-refrigeration-compression-&-process-solutions/

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In this episode of the TRAITS podcast, Mark interviews Ralph Kison, a consultant and executive coach, to explore the importance of self-awareness and understanding one’s hardwiring in achieving personal and organizational success. Ralph shares his insights on how psychometric tools like TRAITS can help diagnose and develop individuals’ strengths, leading to more effective team placements and better overall performance. They discuss practical strategies for increasing self-awareness, recognizing blind spots, and aligning personal traits with job roles to create thriving work environments.

Show Notes:

0:00 – Intro to episode

1:32 – Who is Ralph Kison? “I help make people better”

3:10 – Leaders need to know who they are

4:17 – The value of objective tools

11:04 – The gap between our hard wiring and what we find ourselves doing in work

14:05 – The plant analogy

18:43 – Self-awareness = An ability to better understand what is screaming at others around us

23:00 – What are the benefits to our company?

26:26 – What can change un unhealthy culture: A teaser

29:50 – The value of objective assessment for optimal organizational performance

Resources & Links

Discover The 5 Hiring Mistakes That Are Crippling Your Company

Download The Guide Now!

https://traits.com/lp-hiring-mistakes Guest Links

kison.com

growththroughlearning.com

linkedin.com/in/ralphkison/

Please reference the TRAITS podcast and Ralph will respond to your inquiry

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Employee Potential: Unlock Talent and Drive Performance

Employee potential is the key to unlocking sustainable growth and workplace success. In this episode, Mike Moreau, President of Concord Consulting, reveals five powerful ways to unleash employee potential using TRAITS—a psychometric assessment tool that measures personality on a scale rather than in fixed categories. Learn how understanding behavior intensity, customizing job roles, and avoiding oversimplification can help you place the right people in the right roles, boost retention, and build a high-performing culture.

Show Notes:

-0:00 Episode introduction

-00:15 What is TRAITS?

-1:00 Understanding intensity of personality characteristics

-1:56 Moving beyond categorization

-2:38 Benefits of measuring behaviours on a scale

-5:10 Applying TRAITS in the workplace

-7:54 Clarifying misconceptions

-13:25 7 TRAITS that drive work behaviour

-14:39 Customizing Job Roles

-16:56 Avoiding Simplification

-20:00 Post interview comments

Resources & Links

linkedin.com/in/mikejmoreau/

traits.com/how-it-works/

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How strategic HR leadership drives culture and organizational growth

In this episode, Jennifer Testawich, a dynamic HR leader and director, shares her experience transforming HR from a “paper-pushing” function into a strategic partner at the leadership table. Jennifer discusses how HR can influence culture, guide difficult conversations around money and promotions, and champion the creation of perfect job models that fit people to roles for long-term success. Hear how promoting the right people internally and hiring future leaders with intention shapes resilient organizations ready to grow and innovate.

Show Notes

0:00 – Interview introduction

1:40 – What is “Women building futures?”

5:20 – Effective HR is about growing leadership in a company

10:10 – How can leaders take more off their plate to better focus on their own roles?

12:24 – There is a place for paper pushing… but HR directors CAN’T be paper pushers

14:55 – How can culture be influenced by HR?

16:45 – Promoting out of success

19:30 – Difficult conversations about money and promotions

22:20 – How to find the right person for a needed role?

24:00 – The importance of creating a perfect job model

25:45 – Getting internal hires right

27:43 – Hiring the perfect FUTURE leader…. Secret sauce to do this well

30:10 – A story of someone who became poison in an organization

34:05 – Jenn commits to talk performance appraisals in a future interview!

Resources & Links

Learn how you can contribute Women Building Futures by visiting:

womenbuildingfutures.ca

womenbuildingfutures.ca/about/ways-to-support

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Discover why motivation, personality, and the right role matter more than skills

In this trailer episode, Mark Frentz introduces the core idea behind the TRAITS Podcast: unlocking human potential through understanding personality and intrinsic motivation. Drawing on research and personal experience, Mark explains why matching people with the right roles—and tapping into what truly motivates them—is key to retention, leadership success, and overall performance.

If you’re interested in building teams that thrive and want to rethink how motivation works at work, this episode lays the foundation for what’s coming next.

How Business Crisis Management Strategies Can Save Your Company from Hidden Risks and Unlock Long-Term Growth

In this episode of our podcast, we dive deep into Business Crisis Management Strategies with seasoned entrepreneur and business advisor, Corey Smith. Corey shares candid insights from his own experience navigating the highs and lows of business, including the unexpected “valleys” that can threaten survival—and how to spot trouble before it’s too late.

From the outset, Corey reminds us that no business is immune to challenges. Whether it’s market shifts, financial setbacks, or leadership struggles, problems can escalate quickly if leaders aren’t actively scanning for early warning signs. The conversation kicks off with Corey’s personal account of a significant business downturn that tested his resilience, leadership, and decision-making skills.

One of the core themes of the discussion is identifying hidden risks that quietly undermine growth. Corey outlines common “cracks” in organizations—from unclear roles to leadership blind spots—and offers practical tools for detecting and addressing them early. He emphasizes the value of strategic planning, not just as a one-time exercise, but as an ongoing discipline that keeps leaders and teams aligned on long-term goals.

Listeners will gain actionable advice on transitioning from “survival mode” to a proactive growth mindset. Corey’s approach involves asking better questions—starting with the simple yet powerful “Maybe we can…”—to reframe challenges as opportunities. This mindset shift, combined with a willingness to adapt and learn, is at the heart of sustainable business success.

The episode also tackles the human side of crisis management. Corey shares how collaboration with other business owners, receiving tough love, and maintaining personal well-being all contribute to effective leadership during turbulent times. He reflects on the importance of having a trusted peer network to provide perspective and challenge assumptions.

For leaders wondering how to justify the cost of strategic planning, Corey offers compelling evidence: the investment often pays for itself many times over by preventing costly mistakes and ensuring teams are pulling in the same direction. He introduces his own strategic planning process, which helps organizations break down ambitious visions into practical, actionable steps.

By the end of the episode, you’ll come away with a renewed understanding of why business crisis management strategies are not just about reacting to problems—they’re about building systems, cultures, and mindsets that make businesses stronger and more adaptable. Corey’s stories and advice serve as a blueprint for leaders determined to not just survive, but thrive, no matter what challenges come their way.

Show Notes:

2:15 – Intro to Corey

7:45 – A significant business ‘valley’

11:45 – How to get through survival mode when things are going pear-shaped in business?

20:35 – The value of asking: “Maybe we can…”

27:30 – What are the patterns for cracks that show up in a business?

30:27 – What is Corey’s strat planning process?

35:20 – How do you justify the cost of strat planning?

37:15 – How do you get your own mindset ‘right’ in the valleys of business?

41:35 – “We lift people up!”

43:15 – The value of tough love from other business owners

45:35 – “My dog can’t help me build my business”

Episode Resources & Links

• RAM Elevators & Lift: https://trustram.com

• Corey’s LinkedIn: https://www.linkedin.com/in/corey-smith-66333a84/?originalSubdomain=ca

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In this episode of the TRAITS Podcast, Carmine Militano unpacks what it means to be a T-shaped leader and how this leadership model can transform a company’s ability to grow through uncertainty. He shares personal insights from leading in family-owned businesses, facilitating culture shifts, and navigating the complexities of scaling a team. You’ll hear how to identify and develop leaders with both depth and breadth, why soft skills are as critical as technical ones, and how to stay competitive in an AI-driven world. Whether you're facing growing pains or want to future-proof your team, this episode is packed with practical lessons.

How to eliminate bias, identify the right roles, and use behavioural insights to create long-term team success.

In this powerful follow-up conversation, host Mark Frentz and Jason Woodard dive deeper into one of the most overlooked aspects of leadership hiring — using behavioural traits to build high-performing teams.

They begin by exposing a common leadership pitfall: positive bias toward your existing team. While well-intentioned, this tendency can blind leaders to performance gaps and development needs. Jason explains how leaders often confuse loyalty and familiarity with readiness for higher responsibility — and why this mistake can stall team growth.

The solution? Objective performance tools that measure behavioural traits, potential, and role fit. Jason walks through how to shift your hiring and promotion decisions away from “what someone has done” to “what they are capable of doing.” This reframing helps identify hidden strengths and ensures leaders are positioned in roles where they can truly excel.

They explore what happens when people fail to meet expectations — a critical moment that can make or break trust and morale. Jason offers practical advice on setting clear role expectations, supporting underperformers, and deciding when to realign them to a different role.

The discussion moves into long-term hiring strategy, including:

• How long to keep an emerging leader in an entry-level role before promoting them.
• How to correctly identify organizational needs for future growth.
• How to map behavioural traits to role demands for sustainable performance.

Jason emphasizes that understanding people requires going beyond skills and experience to uncover values, motivations, and natural tendencies. Tools that measure value systems are highlighted as a way to align hires with both the role and the company culture.

Finally, they address succession chaos — the confusion and inefficiency that occur when leadership transitions aren’t planned properly. Jason reveals how using behavioural assessments in succession planning reduces uncertainty and ensures leadership continuity.

This episode is a must-listen for executives, HR leaders, and entrepreneurs who want to hire, develop, and retain top talent while avoiding costly missteps.

Show Notes:

0:50 – How positive biases towards are team hurts them

4:20 – Introduction to objective performance tools and how to use them

8:15 – The value of understanding what someone is capable of rather than what they’ve done

11:50 – When people don’t meet expectations

17:45 – How long do you leave a leader in an entry level position?

23:20 – How do you identify roles and needs correctly for long term hires?

26:25 – Where does all the complexity of a human being fit into all of this?

30:45 – Another tool to check in on value systems

39:40 – The problem with, and solution for, succession chaos

Episode Resources & Links

Metromont LinkedIn

Jason Woodard LinkedIn

✅ Avoid hiring mistakes and build stronger teams! Get TRAITS Certified to master strategic hiring and leadership development: Enroll Now

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Creating Culture in Organizations: Leadership Lessons from Chaos to Clarity

In this episode of the Concord Podcast, host Mark Frentz sits down with Rick Hays to explore one of the most pressing challenges leaders face today: creating culture in organizations. Too often, leaders focus narrowly on processes, profits, or short-term fixes, while overlooking the cultural foundations that drive sustainable growth and employee engagement.

Rick opens the conversation by reflecting on lessons learned through his leadership journey, including moments when it felt like “nothing needed improvement.” That mindset, while comfortable, can blind organizations to hidden risks. Through stories of collaboration and transformation at Aircom, Rick describes how a mindset of growth in leadership becomes the catalyst for cultural change.

The episode highlights the “three amigos” dynamic that shaped Aircom’s leadership style and reveals why hiring is so critical when shaping culture. As Rick notes, hiring right isn’t about filling today’s gaps but building a resilient organization for tomorrow. Leaders must learn to recognize when they’ve overlooked the “missing leg of a chair” — those unseen weaknesses that eventually destabilize the business.

At the core of this conversation is the challenge of creating culture in organizations. Rick argues that culture cannot simply be imposed; it emerges through intentional leadership, consistent communication, and the ability to balance openness, honesty, and uncertainty. For example, employees at Aircom went through significant change, and while it wasn’t always comfortable, the results transformed how people worked together and supported one another.

Mark and Rick dive into practical strategies:

• How to foster growth-oriented leadership mindsets.
• Why organizational chaos is an opportunity to identify cultural weaknesses.
• The importance of leaders being transparent while also protecting stability.
• The role of employee trust in sustaining cultural change.

Listeners will also hear powerful reflections on the importance of humility in leadership. Rick emphasizes that leaders who think culture will “just happen” without effort are missing the point. True transformation comes from deliberate action — creating clarity, protecting values, and ensuring everyone in the organization understands their role in shaping the culture.

By the end of the episode, one theme is crystal clear: culture is not a side effect of strategy, it is the strategy. Leaders who prioritize creating culture in organizations unlock higher engagement, better performance, and long-term resilience.

This episode is a must-listen for executives, HR professionals, and entrepreneurs who want to move their organizations from chaos to clarity.

Show Notes:

1:45 Nothing to improve?

8:05 The beginnings of the three amigos

17:05 A mindset of growth in leadership

21:50 Hiring needed to get right

32:40 The missing leg of a chair

43:50 Creating culture

49:50 Openness vs. honesty vs. uncertainty

58:45 The greatest changes with Aircom’s employees

Episode Resources & Links

💡 Culture is everything. Strengthen your understanding with the blog “The 7 Signs of Disengaged Employees and What You Can Do to Win Them Back,” which emphasizes the importance of clarity in workplace culture.

Loved this conversation with Rick? In Episode 007, Aircom President Sean Lavin shares how the leadership foundation Rick helped build is driving real, measurable impact today.

Aircom Instrumentation Ltd.

Rick Hays

Sean Lavin

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Why Intentional Succession Planning is Essential for Family Businesses and Long-Term Leadership Success

In this episode of the TRAITS Podcast, host Mark Frentz welcomes Roberta MacGillivray, President of BGE, a company rooted in quality air filtration in Western Canada. Together, they dive into the critical topic of intentional succession planning, exploring how organizations—especially family businesses—can prepare for smooth leadership transitions that protect culture, sustain growth, and foster strong leadership pipelines.

The episode begins with Roberta’s unique story of growing up in an entrepreneurial household. She shares memories of learning at the kitchen table with her father, whose business insights and leadership style laid the foundation for her own approach to leading and building successors. These experiences bring forward the central theme: succession planning doesn’t happen by accident—it requires intention, strategy, and courage.

Roberta highlights the importance of building great successors in family businesses, where personal and professional lives often intertwine. Unlike corporate environments where leadership transitions can follow more structured processes, family-run organizations face added layers of complexity. Relationships, legacy, and emotional investment all influence how leadership handovers unfold. Roberta emphasizes that without intentional succession planning, companies risk losing not only continuity but also the culture and values that make them successful.

The discussion underscores the tough conversations leaders must have to ensure long-term stability. Roberta and Mark explore how facing these conversations head-on—rather than avoiding them—ultimately serves the greatest benefit to the business and its people. Leadership transitions done well create clarity, reduce uncertainty, and set both the outgoing and incoming leaders up for success.

Another key element of the conversation is culture. Roberta explains how organizational culture can serve as both a guidepost and a risk factor during transitions. Identifying and developing leaders who not only possess technical skills but also embody cultural values is crucial. As she notes, fantastic leaders aren’t just defined by what they do but also by how they align with organizational purpose and people.

Listeners also gain insights into the long-term perspective required in succession planning. Roberta stresses that leaders must take an intentional approach to identifying roles and future needs, while also investing in leadership development early. This means recognizing potential, nurturing it, and preparing individuals for the challenges ahead well before the transition point arrives.

From her own leadership experience, Roberta demonstrates that succession planning is both a strategic business decision and a deeply human one. It requires blending analysis with empathy, structure with flexibility, and foresight with courage. The episode ends with a return to the theme of entrepreneurial families, where lessons learned at the kitchen table continue to shape leadership approaches and business resilience today.

This conversation is a must-listen for entrepreneurs, HR professionals, and leaders seeking to ensure their organizations thrive across generations. By embracing intentional succession planning, businesses can protect their culture, empower their people, and secure their long-term future.

Show Notes:

1:10 The origins of BGE and quality air filtration in Western  Canada

6:25 At the kitchen table with an entrepreneurial parent

10:10 Building a great successor for a family business

19:20 Intentional succession planning 

24:25 Tough conversations for the greatest benefit to the business

30:35 Culture and how to find fantastic leaders

40:20 At the kitchen table as an entrepreneurial parent

Episode Resources & Links

BGE Indoor Air Quality Solutions

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How Language in Leadership Shapes Culture, Influences Others, and Strengthens Organizational Clarity

In this episode of the TRAITS Podcast, host Mark Frentz sits down with Susan McGee, a seasoned leader who has spent her career shaping organizations and influencing people through the power of words. The focus keyword—language in leadership—frames the entire conversation, as Susan shares how the way leaders communicate not only affects team morale but also drives organizational culture, clarity, and long-term success.

The discussion begins with Susan’s journey into leadership, including her role at Homeward Trust, where she navigated unique challenges in the non-profit space. She highlights how leadership fit is just as critical in non-profits as in corporate environments, reinforcing that no matter the sector, the right leadership approach can make or break success.

A central theme of the episode is the importance of language in leadership. Susan explains how the words leaders choose influence both individual behaviour and collective culture. She emphasizes that language must evolve alongside organizations—outdated terms and communication patterns can hold teams back from growth. By using precise, thoughtful language, leaders create clarity and reduce confusion, making it easier for teams to align with organizational goals.

The conversation digs into the nuances of influencing others. Susan notes that effective leadership requires balancing persuasion with authenticity. Leaders who understand the subtle power of language can inspire action, build trust, and protect organizational culture during periods of growth. She illustrates this with real-life examples, including how language plays a vital role in systems thinking, overcoming bias, and using analytics effectively.

Another key takeaway is Susan’s perspective on authenticity in leadership. She believes that authenticity isn’t just about being transparent but about choosing language that reflects values while guiding others constructively. Language becomes the bridge between what leaders believe and how teams perceive them.

Listeners also gain insight into how leaders can foster robust discussions. Susan highlights the importance of creating space for dialogue where different perspectives can coexist, while leaders use language to steer conversations toward productive outcomes. At the same time, she acknowledges that simplicity in communication—though difficult—is often the most effective.

By the end of the episode, Susan shares her thoughts on leadership recognition and authenticity, reminding us that the words leaders choose echo far beyond the moment they are spoken.

This episode is a must-listen for anyone interested in organizational culture, communication strategies, and talent optimization. Whether you’re a CEO, HR leader, or aspiring manager, understanding the role of language in leadership can help you unlock clarity, strengthen culture, and drive sustainable growth.

Show Notes:

2:10 Susan’s background

6:05 What is homeward trust?

9:55 The difference great leadership can make (fit is so important)

12:50 Are challenges any different in a not for profit? (again, fit is so important)

15:35 The nuances of influencing others; language matters!

25:25 How did language become so important to Susan?

28:40 Language changes the way we think and needs to be updated

35:15 “Help me help you help me” How do we influence others?

40:10 How can we protect culture in a high growth organization?

43:35 Some tips: Systems, Overcoming bias, Analytics

48:35 Susan’s definition of authenticity

51:50 Some recognitions for Susan 

Episode Resources & Links

Homeward Trust

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Why great hires start long before the offer letter

In this episode, recruitment expert Steve Jones dives deep into the costly pitfalls that many organizations face when hiring and shares how Behavioral Interviewing can be a game changer. Steve explains why traditional interviews often miss the real picture—leading to false positives, where candidates seem perfect on paper but don’t deliver, and false negatives, where great talent is overlooked.

He unpacks the importance of crafting clear, outcome-focused job descriptions and aligning organizational design to support hiring success. Steve also reveals who makes a truly great interviewer and why understanding a candidate’s core values and behaviors is more predictive than skills alone.

Whether you’re a hiring manager, HR professional, or business leader, this episode offers practical insights and actionable strategies to transform your recruitment process and build teams that thrive.

Show Notes:

1:30 – Who is Steve Jones?

3:35 – Mistakes during recruitment

8:30 – What is Behavioural Interviewing?

22:05 – Value of a great job description (and proper org design)

37:15 – False positives and false negatives

43:45 – Who makes a great interviewer?

50:25 – What else is Steve Jones up to?

Episode Resources & Links

https://www.stevejonesleadership.com

In-home assisted living

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Transformative Power: Leadership Willingness to Change

In this episode of The TRAITS Podcast, host Mark sits down with Bob Outhwaite, a seasoned leader with a career spanning law enforcement, oil and gas, and executive forums for top CEOs. Together, they explore what truly drives leadership willingness to change—and why this single quality often separates good leaders from great ones.

Bob’s leadership journey began in the RCMP, where he learned powerful lessons about resilience, accountability, and second chances. These experiences shaped his belief that while personality is naturally resistant to change, willingness remains the greatest indicator that change is possible. From officers to executives, he’s seen that transformation doesn’t come from pressure—it begins with choice.

The conversation dives deep into how leaders evolve through self-awareness and honest feedback. Bob recalls moments where direct but caring feedback challenged him to reflect, adapt, and grow—illustrating how effective feedback can spark lasting transformation. As he shares, “Willingness to change is the only indicator that change is possible.” For him, vulnerability isn’t weakness—it’s a mark of strength and emotional maturity.

Listeners will gain insight into:

• Why trust is the foundation of feedback—and how to build it with your team.
• How great leaders foster psychological safety, allowing their people to express honest perspectives.
• The difference between leaders who only change in crisis and those who evolve through self-reflection.
• How to identify who’s truly coachable in hiring and leadership development.
• The importance of good counsel—surrounding yourself with people who tell you what you need to hear, not what you want to hear.

Bob also discusses his work with forum groups—spaces for CEOs and executives to connect, share challenges, and receive unfiltered perspective from trusted peers. His story reminds us that leadership is not about knowing it all, but about being open to learn.

Mark closes the episode with reflection questions for listeners:

• How vulnerable are you?
• How open are you to change?
• Who do you trust to give you honest feedback?
• How do you handle criticism or challenge?

This episode will resonate with anyone navigating leadership, change management, or personal development. It’s an inspiring reminder that the willingness to change is not just an attitude—it’s a leadership advantage.

Show Notes:

0:00 Introduction to the episode

2:35 – An early career in the RCMP

7:00 – Do people really change?

11:35 – The value of personal development

16:05 – Building trust with direct reports

20:10 – How do successful leaders receive support?

31:10 – A few other good tools

33:00 – Do people generally want honest feedback?

38:55 – What is ‘good counsel’?

44:10 – Bob’s forum groups

Episode Resources & Links

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https://youtu.be/sNrdH3s06-Q DeWayne shares how decades of experience shaped the science behind leadership and why strategy, people, and structure must evolve together for organizations to endure.

In the Season 2 of The TRAITS Podcast, host Mark Frentz and DeWayne Fliss, founder of Concord Consulting, bring the story full circle: exploring the science behind leadership and how decades of research and real-world experience shaped the foundations of TRAITS.

After years of helping organizations grow from small teams to multimillion-dollar enterprises, DeWayne noticed a pattern: every successful company reaches a stage where technical skills and intuition aren’t enough. They need structure, strategy, and self-awareness at the leadership level.

This episode dives into how organizations evolve through growth stages and how leaders must adapt from entrepreneurial drive to strategic discipline. DeWayne unpacks the core principles behind TRAITS and the research that revealed that leadership is not art or instinct, it’s a science of human behaviour, motivation, and fit.

Listeners will learn:

✅ When companies need to redefine what “strategic activities” really are.
✅ How to recognize the turning point where founders must shift from doing to leading.
✅ Why alignment between strategy, structure, and people determines long-term performance.
✅ How technology and HR evolve into strategic functions at scale.
✅ What “the science behind leadership” looks like in practice.

DeWayne shares examples of companies that outgrew their systems and had to re-engineer their leadership approach, introducing strategic roles like finance, HR, and marketing as organizations approach $50 million and beyond. He explains how the language of leadership shifts from reacting to anticipating and how data, clarity, and self-awareness enable leaders to build organizations that last.

By the end of the episode, listeners see how DeWayne’s engineering precision, behavioural insight, and strategic thinking combined to create TRAITS, the tool that bridges the gap between knowing your people and leading them effectively.

It’s a fitting finale to his series: a blueprint for leaders who want to move from growth to longevity and build organizations designed to endure.

Show Notes:

00:00 – Series recap and DeWayne’s final chapter
03:20 – The science behind leadership and organizational growth
09:45 – When entrepreneurial instinct stops working
16:15 – The shift from tactics to strategy
24:00 – Strategic roles and why they appear as companies scale
33:50 – Technology and HR as strategic functions
42:30 – The data-driven future of leadership
49:55 – Closing thoughts: building organizations that endure

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https://youtu.be/3dG7sfGrPsg DeWayne Fliss explores why companies struggle to scale—and how leaders can fix what’s beneath the surface before growth collapses it.

In Season 2, Episode 4 of The TRAITS Podcast, host Mark Frentz and DeWayne Fliss, founder of Concord Consulting, take a hard look at one of the most common problems growing organizations face: why companies struggle to scale.

Building on his engineering and leadership insights, DeWayne reveals how even the strongest organizations can experience “cracks in the foundation”—early warning signs of misalignment that appear as companies grow. These cracks may begin small, but left unaddressed, they widen until entire systems—and relationships—start to break down.

Drawing from decades of consulting and leadership experience, DeWayne explains that scaling problems rarely come from strategy or market conditions. They come from people, structure, and communication—areas that leaders often overlook when growth is good.

In this episode, Mark and DeWayne discuss:

✅ The three most common reasons why companies struggle to scale—and how to spot them early.
✅ Why leadership misalignment creates performance plateaus.
✅ How rapid growth can hide systemic issues that resurface later.
✅ The importance of redefining roles, responsibilities, and structure as organizations evolve.
✅ The moment leaders must shift from managing to mentoring.

DeWayne shares powerful analogies between engineering principles and organizational behaviour. Just as a structure’s integrity depends on its unseen framework, a company’s success depends on its internal alignment—the trust, clarity, and accountability connecting its people.

Listeners will hear stories of real-world clients who faced growth bottlenecks not because of demand, but because their teams and systems weren’t ready to support the next level. DeWayne unpacks how these companies overcame their challenges by strengthening leadership communication, refining accountability systems, and clarifying strategic priorities.

By the end of this episode, you’ll understand that companies don’t fail because they grow too fast—they fail because they don’t grow intentionally.

This conversation is essential for leaders, HR professionals, and entrepreneurs who want to prevent performance cracks before they turn into cultural collapses.

Show Notes:

00:00 – Introduction: Revisiting lessons from engineering and leadership
03:15 – The first signs of cracks in growing organizations
08:40 – Why structure breaks when leadership alignment is missing
16:25 – How scaling too fast hides cultural weaknesses
25:10 – The importance of redefining leadership roles during growth
34:50 – Turning cracks into opportunities for clarity
42:00 – The mindset that separates reactive managers from proactive leaders

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https://youtu.be/CQf-I6xHW9Q Why role fit in leadership matters more than experience, effort, or good intentions

Role fit in leadership is one of the most overlooked — and most costly — issues inside organizations. In this episode of the TRAITS Podcast, we explore why capable, hardworking people often fail in roles that simply don’t fit how they’re wired to work.

Host Mark sits down with Mike Moreau, owner of Concord Consulting, to unpack one of the most practical frameworks for understanding performance: performance orientation. Rather than focusing on personality “types” or generic leadership traits, the conversation centers on how two behavioural traits — Assertiveness and Detail Orientation — shape how people naturally approach work, risk, and decision-making

Mike introduces a simple but powerful analogy: foot on the gas vs. foot on the brake. High Assertiveness pushes action and risk; high Detail Orientation slows things down to ensure accuracy and control. When these tendencies combine, they create different performance orientations — Initiators, Facilitators, and Implementers — each essential to organizational success when placed in the right role.

The problem? Organizations often hire and promote based on experience, tenure, or technical skill — not behavioural alignment. The result is familiar: directors micromanaging, managers stuck in the weeds, entrepreneurs frustrated by operational bottlenecks, and high-potential employees disengaging because their role doesn’t match how they naturally contribute.

Using the now-famous ship analogy, Mike explains how organizations need people at every level — from those scanning the horizon to those ensuring the engine runs smoothly. Trouble starts when people are placed too high or too low on the “mast” relative to their natural work orientation

The episode also tackles a hard truth: coaching can’t fix a role mismatch. While development matters, no amount of training will make someone comfortable in work that fundamentally clashes with how they’re wired. Instead, success comes from measuring behaviour, clarifying role expectations, and intentionally aligning people to the level of work where they can excel.

For leaders, HR professionals, and business owners, this episode reframes hiring, promotion, and succession planning. The takeaway is clear: role fit in leadership isn’t about changing people — it’s about placing them where they can perform best.

Show Notes:

In this episode, you’ll learn:

How to identify future leaders earlier — without guesswork

What performance orientation really means

Why role fit in leadership matters more than experience

How assertiveness and detail orientation shape work behaviour

Why coaching can’t fix a role mismatch

How misaligned leadership slows organizations down

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https://youtu.be/H9EaCf6VsgI?si=OMLb1P2A9JiPu6gt How systems thinking and engineering logic shaped DeWayne Fliss’s leadership philosophy—and the lessons that inspired the next step toward TRAITS.

Leadership Lessons from Engineering: The Human Equation

In Season 2, Episode 2 of The TRAITS Podcast, host Mark Frentz continues the conversation with DeWayne Fliss, founder of Concord Consulting, to explore how an engineer’s approach to solving complex systems evolved into a framework for leading people. This chapter of DeWayne’s journey reveals how leadership lessons from engineering became the building blocks of the TRAITS philosophy.

After years in civil engineering and construction, DeWayne began noticing something his training hadn’t prepared him for: the human side of performance. Projects failed not because of design flaws or budget miscalculations—but because of breakdowns in communication, motivation, and trust. The variables weren’t structural; they were behavioural.

In this episode, DeWayne explains how engineering principles—precision, systems thinking, and process discipline—provided unexpected insight into leadership. He discovered that, just like structures, teams require alignment and balance. A small misalignment at the top—a poorly defined role, a personality clash, or a lack of feedback—could create exponential stress further down the organization.

Together, Mark and DeWayne unpack the lessons that reshaped how he viewed leadership and culture:

✅ How the logic of engineering exposed the emotional realities of leadership.
✅ Why human systems fail when leaders underestimate behavioural alignment.
✅ The importance of measuring both technical competence and natural tendencies.
✅ How feedback and accountability create structural integrity in teams.

DeWayne also shares stories from his time in construction management—moments where deadlines, pressure, and people clashed—and how those experiences revealed a pattern: leaders who understood human behaviour didn’t just complete projects; they built teams that thrived long after. By the end of the episode, listeners will see how leadership lessons from engineering set the stage for the development of TRAITS. It’s a story about bridging two worlds—the precision of data and the unpredictability of people—and finding the common thread that connects both: human design.

Show Notes:

00:00 – Introduction: Building on the foundations of Episode 1
03:10 – Engineering precision and the human variable
08:40 – The first leadership lessons from managing people, not projects
15:20 – When structure meets emotion: understanding human systems
23:30 – How alignment and clarity prevent performance collapse
31:45 – The importance of accountability and honest feedback
39:10 – The link between systems design and organizational success
46:00 – How these lessons laid the groundwork for TRAITS

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https://youtu.be/z5KTyjdVEWI?si=tWwePr8mzCNFfMNr How one engineer’s search for better performance revealed the early foundations of TRAITS and a new way to understand people at work.

In the Season 2 premiere of The TRAITS Podcast, host Mark Frentz sits down with DeWayne Fliss, founder of Concord Consulting and the visionary mind behind the TRAITS Assessment, to uncover the early foundations of TRAITS—and how an engineer’s fascination with systems evolved into a passion for understanding people.

Long before developing one of today’s most practical tools for leadership and hiring, DeWayne was building something entirely different: bridges, structures, and careers in engineering. But beneath the blueprints and numbers, he began noticing something data couldn’t fully explain—the people. Why did some teams excel while others, with the same technical skill, fell apart? Why did some leaders inspire performance while others created resistance?

That curiosity led DeWayne to study organizational behaviour and psychometrics, discovering how human tendencies, motivation, and self-awareness shaped outcomes far more than technical expertise. Those insights became the early foundations of TRAITS, decades before the tool itself existed.

Throughout this episode, DeWayne and Mark explore how his experiences in engineering laid the groundwork for his people-first philosophy. They discuss:

✅ The turning point that made DeWayne question whether performance is more about personality than process.
✅ Early research on why people stay—or leave—organizations.
✅ Lessons from leading teams under pressure, where success depended on communication and trust.
✅ How curiosity about people evolved into a systematic approach to leadership and performance.

Listeners will hear DeWayne describe how understanding behaviour became his blueprint for success—a way to diagnose team friction, improve leadership alignment, and drive long-term performance. His early work emphasized a timeless truth: people don’t fail because of what they can’t do, but because they’re in roles that don’t fit who they are.

By the end of this episode, it’s clear that the foundation of TRAITS was never built on technology—it was built on human insight. DeWayne’s story reminds leaders that before you can optimize performance, you must first understand people.

Show Notes:

00:00 – Welcome to Season 2 of The TRAITS Podcast
02:15 – DeWayne’s engineering background and the curiosity that changed everything
08:30 – The first sparks: lessons from leadership, teams, and behaviour
14:00 – Why organizational success depends on human fit
22:10 – How early research became the groundwork for TRAITS
32:45 – The shift from process-driven management to people-driven leadership
42:20 – Reflection: what self-awareness means for leaders today

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Organizational Culture and Belonging: The Secret Behind one of Canada’s Most Admired Mortgage Companies

Organizational culture and belonging are not just HR buzzwords at Calvert Home Mortgage — they are the foundation of everything the company does. In Season 2, Episode 8, host Mark sits down with Dean Koeller, CEO of Calvert Home Mortgage, a family-founded company that has grown into one of Canada’s most admired organizations, winning the Waterstone Canada’s Most Admired Corporate Culture award twice.

From Family Conflict to Cultural Clarity

Dean opens up about how working alongside his father and brother nearly broke the business apart — a family psychologist once told them it would never work. What saved them was structure, self-awareness, and the TRAITS model. Understanding each other’s personality profiles transformed conflict into complementarity, and that principle now runs throughout the entire organization, from hiring to onboarding to daily team communication.

What Belonging Really Means at Work

Dean’s definition of culture goes beyond perks and ping-pong tables. It is built on three pillars: mastery, autonomy, and meaning — and held together by belonging. Culture, he says, acts like an immune system: when someone does not fit, the organization naturally surfaces it. But psychological safety without accountability creates risk. The balance of both, under the umbrella of genuine belonging, is what makes organizations thrive — and what has made Calvert trusted, caring, and fast for nearly 50 years.

Show Notes: What You’ll Learn

• How the Koeller family used the three-circle model (family, ownership, management) to survive working together
• Why a family psychologist said their business would fail — and how they proved him wrong
• How TRAITS profiles are used in hiring, onboarding, and daily team communication at Calvert
• What the baseball card system is and how it creates belonging from day one
• Why culture acts like an immune system — and how to build one that works
• The balance between psychological safety and accountability
• How mastery, autonomy, and meaning create retention in the next generation
• What Calvert’s three words — trusted, caring, fast — actually look like in practice

Key Moments

• 00:03:45 — Dean introduces Calvert Home Mortgage and the family history
• 00:05:37 — The family psychologist says it won’t work — and what they did next
• 00:06:23 — The three-circle model: family, ownership, and management
• 00:16:12 — How the TRAITS model changed everything for the Koeller family
• 00:19:37 — How TRAITS is used across hiring, culture, and team communication
• 00:23:00 — Dean’s definition of culture: mastery, autonomy, meaning, and belonging
• 00:30:37 — The baseball card system — onboarding with traits profiles
• 00:39:44 — Psychological safety and accountability: why you need both
• 00:44:54 — Mark’s personal experience with Calvert: trusted, caring, fast

About Dean Koeller

Dean Koeller is the CEO of Calvert Home Mortgage, a family-founded Canadian mortgage lender established in 1975. Under Dean’s leadership, Calvert has won the Waterstone Canada’s Most Admired Corporate Culture award twice and has been recognized by the Alberta Business Family Institute as Signature Family of the Year. Dean is a graduate of Singularity University’s executive program and is a passionate advocate for purpose-driven leadership, psychological safety, and building organizational cultures rooted in belonging.

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AI Disruption in Business: Are You Ready for What’s Coming?

AI disruption in business is no longer a future concern — it is happening right now, and the organizations that fail to prepare will be left behind. In Season 2, Episode 6 of the podcast, Mark sits down with Joel Thompson, a CPA turned business optimization consultant and founder of Redline Consulting, to unpack one of the most pressing challenges facing leaders today: how to navigate the profound transformation that artificial intelligence is already triggering across every industry.

Joel brings a unique lens to the conversation. With decades of experience as an internal CFO for large construction companies, he has built his consulting practice around a simple but powerful framework: the three pillars of technology, people, and process. Now, with AI expanding one of those pillars at an exponential rate, everything else must adapt — and fast.

The Speed Problem: Why This Time Is Different

Unlike previous technological revolutions — the printing press, electricity, the automobile — AI is advancing at a compressed speed that the human mind struggles to comprehend. Joel uses the analogy of folding a piece of paper 42 times to reach the moon: we simply cannot visualize the scale of what is coming. The AI race between global superpowers has removed guardrails and flooded the space with investment, pushing capability far ahead of any meaningful application. “The engine has gotten way ahead of where the rest of us are even aware,” Joel explains.

Who Gets Hit First?

Professional services firms — law, accounting, consulting — will feel AI disruption in business most acutely, and fastest. Joel breaks down how a $1,000 legal bill might soon look dramatically different when 80% of the work (research and collation) can be handled by AI in minutes. Margin compression is coming, and organizations that do not adapt their delivery model will simply stop getting calls. Product-based businesses will face a different, slower curve — but no one is immune.

The Entry-Level Problem Nobody Is Talking About

One of the most thought-provoking moments of the episode is Joel’s insight about entry-level jobs. AI is eliminating the “grunt work” that has traditionally trained young professionals. Without those foundational stepping stones — the research, the data entry, the clerical roles — how do people build the experience and wisdom needed to validate AI outputs, catch hallucinations, and make sound judgment calls? This is a challenge that organizations and educators have not yet begun to solve.

AI Disruption in Business Requires Human Wisdom

Joel draws a critical distinction: AI is artificial intelligence, not artificial wisdom. Knowing that a tomato is a fruit is intelligence. Knowing not to put it in a fruit salad is wisdom. As AI takes over knowledge-gathering and processing tasks, the value of human experience — the ability to do a “reasonableness check” — becomes more important, not less. Experienced leaders who can translate between business and technology, validate AI outputs, and design robust systems will become the most valuable people in any organization.

The Three Pillars Framework in the Age of AI

Joel’s three pillars — technology, people, and process — remain as relevant as ever, but they must evolve together. A business that invests heavily in AI technology without updating its processes or preparing its people will create new bottlenecks rather than removing old ones. “Leadership without process is chaos,” he notes, “and process without leadership is bureaucracy.” The goal is balance — and the integration point is always process.

What Leaders Must Do Now

Joel’s message to leaders is urgent: get to 30,000 feet and rethink your business model. Start small pilot projects. Build an innovation mindset across your team. Get people comfortable sharing and improving processes rather than hoarding knowledge out of fear. And above all — don’t wait. This is musical chairs, and the music is already playing.

Whether you are running a construction company, a professional services firm, or a small entrepreneurial business, this episode delivers a clear-eyed, practical perspective on AI disruption in business that will challenge how you think about technology, your team, and the future of your organization.

Show Notes: What You’ll Learn

• Why AI is advancing faster than any previous technological revolution
• Which industries will be hit hardest and fastest by AI disruption
• The entry-level job problem — and why it matters for your organization’s future
• Why AI is intelligence, not wisdom — and what that means for hiring
• How to use the 3-pillar framework (tech, people, process) to prepare your business
• What “data discipline” means and why it’s foundational to AI readiness
• How to build an innovation mindset across your team
• Why nimble organizations will win — and how to become one

Key Moments

• 00:03:41 — Joel’s background: CPA, construction CFO, and the 3-pillar framework
• 00:09:00 — Why AI is different from every previous technological revolution
• 00:13:40 — How different industries will be affected and at what speed
• 00:17:44 — The future of jobs and the entry-level problem
• 00:28:05 — AI hallucinations, data hygiene, and the reasonableness check
• 00:38:06 — The 3-pillar framework explained in depth
• 00:40:38 — About Redline Consulting and how to connect with Joel

Resources & Links

• Connect with Joel Thompson on LinkedIn
• Redline Consulting website
• Book mentioned: 10X Is Easier Than 2X by Dan Sullivan

About Joel Thompson

Joel Thompson is a CPA and business optimization consultant who has spent decades as an internal CFO for large construction companies. He is the founder of Redline Consulting, a firm that helps businesses align their technology, people, and processes to remove bottlenecks, streamline operations, and achieve exponential growth. Joel is a sought-after speaker on AI disruption in business and the future of work.

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