"Suspend an expectation that there's going to be a transaction. You don't know where it's going to go."

Networking does not have to feel icky. Unfortunately many people see networking the way Kathi Brewer-Gouthro once did. When she first had to dive into networking,  she felt stuck in a “rigorously unproductive” mindset. Networking always seemed to focus on schmoozing, which felt unnecessary and uncomfortable.

When Kathi was faced with a career transition she knew it meant she had to also update her network. That prompted a needed change her approach. Over time she reframed her assumption that networking is just about who you know. It's about genuine connections and a mutual exchange of value.

It started to click for Kathi when she picked up a copy of "The 20-Minute Networking Meeting" by Nathan Perez and Marcia Belanger. Before reading that book, she had a handful of awkward, zero-value conversations. After embracing their structured approach, things changed dramatically.

Each networking “meeting” had a:

1. Strong first impression

2. Clear overview of my career

3. Genuine discussion points

4. Respectful, timely ending

5. Sincere follow-up within 24 hours

Since implementing this structure Kathi has had dozens of successful, enriching conversations. The conversations have not only broadened her horizons, they also made networking feel authentic and purposeful.

Networking does not need to make you cringe or feel uncomfortable. Instead of avoiding it, equip yourself with the right tools. Approach conversations with genuine curiosity and value-driven intentions. You may be surprised at how organic and rewarding those connections can become.

Looking for help with your own career transition? Reach out to our team at Best Culture Solutions. 

Notable Moments

01:02 Networking is essential, not just passive engagement.

05:39 Networking requires active effort and learning.

09:22 Using a 20-minute networking structure for intentional connection.

11:45 Take the time to prepare, stick to schedule, follow up afterward.

14:20 Networking enhances comfort and success in career transitions.

17:58 Your network can provide opportunities and supports career development.

21:33 People value genuine connection and support.

Connect with Kathi

Kathi on LinkedIn

Email Kathi

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Kathi Brewer-Gouthro

 

"You cannot allow the important decision that you're about to make get hijacked by somebody else's agenda."

Notable Moments

01:02 Being strategic when choosing references for job applications.

05:29 Use references to verify professional history objectively.

06:40 Subjective questions risk skewed, unobjective performance evaluations.

11:22 Proper interviewing prevents agenda-driven hiring mistakes.

13:56 Assess each hiring step's purpose and effectiveness.

For years, I relied heavily on job references to gauge a candidate's potential. It isn't an uncommon practice. Leaders schedule reference calls, then ask for insights into a candidate’s performance, strengths, and weaknesses. You name it, it gets asked.

The problem is that this rarely gives insight into the authentic performance of someone. Instead, you end up with subjective opinions, cherry-picked praises, generic answers, hidden agendas, and non-stop bias. Employers end up getting answers that are often anything but the truth.

In fact, it took countless mistakes before I understood that traditional reference checks weren’t telling me what I needed to know. It became clear that I needed to make a shift and stop depending on references to validate what I hoped to hear. I shifted to calling references for truth verification and relied more on a robust interviewing process. And guess what? The quality of my hires improved dramatically. We started finding candidates who truly fit our roles and culture.

If you’re in a challenging season of hiring, consider evaluating and evolving your process. It may be time to part with old ways and embrace new techniques. Revamping the way you use job references can help you build a stronger team, one honest step at a time!

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

"While I know that the experience will be different, I also know a little bit about what I can expect from the company and what their values are and what they're striving towards, and those are things that I am interested in."

Key Moments

01:17 Changes between organizations are not uncommon.

05:50 Familiarity with industry, connections, and leadership changes can help transition.

09:27 Be cautious about idolizing the past experience.

12:59 Consistent pay, aligning work with passion. Podcast.

15:25 Consider moves to a job that align with personal interests and use desired skills.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

It is not uncommon for professionals to consider returning to a previous employer. It is also not always the same experience we try to convince ourselves it once was. During this conversation Katie and I share our own experineces with this, including the complexities, benefits, and strategies for making a comeback at a former workplace.

Here are three key takeaways from our discussion:

• Avoid Assumptions: Things might have changed since you left. Avoid assuming that everything is the same and approach the situation as a fresh experience. Some aspects may have improved, while others might be different from how you remember.
• Know Your Why: Reflect deeply on why you are considering a return. Ensure your motivations align with your career goals and personal values, not just past fond memories. Treat this as a new chapter rather than a continuation of the old one.
• Leave the Past Behind: Whether your previous experience was positive or negative, don’t let it cloud your new journey. Embrace this opportunity as a distinct experience and stay focused on doing your best work.

Returning to a former employer can indeed be a powerful career move if navigated thoughtfully. If you need help making that transition, feel free to reach out to our team at Best Culture Solutions. Contact me at tim@bestculturesolutions.ca or visit our website bestculturesolutions.ca. 

Make sure this listen to episode 87,  to learn how to successfully reintegrate into a familiar job environment and reignite your career!

"Highlight transferable skills on your resume instead of just focusing on titles. Sometimes, the right fit comes from skills, not a matching job title."

Key Moments

00:37 Importance of Job Titles

01:27 Creative Job Titles in Modern Businesses

04:18 The Challenge of Matching Job Roles

07:41 Acknowledging Scarcity Mindset

12:14 Advocating for your Professional Identity

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

The responsibilities that come with the title 'Director' at one company may not be the same responsibilities at another. In fact, the same title can mean vastly different roles depending on the company's size, scope, and structure. This can cause people to overlook potentially good roles based on their preconceived understanding of a title.  For job seekers, understanding the true scope of a job post is crucial. There are ways to read between the lines and discern if a role is genuinely a good fit for your experience and aspirations.

Some of the ways to navigate the hierarchy of job titles are:

• Understand Your Scope: Titles like "Director" or "Manager" can mean vastly different things across different organizations. Always dig deeper into the specific responsibilities and scope of work associated with a title, rather than taking it at face value.
• Experience Over Titles: Don’t get too hung up on exact titles when considering candidates or applying for roles. Focus on the skills and experiences that align with the responsibilities of the position. Sometimes a lateral move in title can offer just the challenge an individual might need to grow.
• Advocate Rightly: If you find yourself in a role that doesn't reflect your responsibilities or the perception you need to project, don’t hesitate to have an open conversation with your leaders. Make sure the reasons behind your request are genuine and are in the best interest of both your career growth and the company’s branding.

Make sure to listen to the entire discussion about how to decode job titles in episode 86. Reach out to the team at Best Culture Solutions if you would like help creating winning cultures and fulfilling careers together.

 

"People are more and more aware of the the need to take care of mental health. And yet they're still intensely afraid and fearful of actually taking those actions."

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Change is inevitable, yet it can often bring about feelings of uncertainty and anxiety. In our latest episode of the World at Work podcast, Katie Currens and I dive into strategies to handle these transitions effectively, ensuring both personal and professional growth.

Believe it or not, periods of change are good times to consider new healthy habits. Take time to reflect on what you are - or are not - doing for your own well being. Maybe it's incorporating exercise into your routine or connecting with a hobby you once loved or have been interested in. Identifying activities that provide mental and physical relief is crucial. For me, high-intensity workouts do wonders for maintaining mental clarity and resilience.

While it may feel easier to retreat into isolation, it is important to connect with others. Reach out to friends, colleagues, or even professional therapists. Sharing your journey with someone can provide new perspectives and alleviate the burden you're carrying. Remember, it's okay to seek professional help for mental well-being. Change can be easier to process when you have the positive guidance of others. 

If change is looming make sure you take action. The longer you wait the heavier the mental burden will become. Break down overwhelming tasks into manageable steps. Making consistent progress, no matter how small, is better than stagnation. Plan your actions, execute them, and focus on the process rather than the immediate results.

Change may be challenging, but with the right strategies, you can navigate through it successfully. If you're facing significant changes and need guidance, feel free to reach out to myself and our team at Best Culture Solutions. We are here to help you find the best path forward.

 

" It's important to say it. It's also important to tell the story behind it."

Key Moments

01:32 Leverage Achievements When Job Searching

03:50 Emphasize Recognition and Volunteering on your Resume

05:48 The Power of Storytelling in Job Applications

10:20 The Impact of Early Achievements

11:35 Sharing Achievements Without Bragging

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

How to Communicate Recognitions

There is value in celebrating and communicating recognitions in both professional and personal settings. Too many people overlook their achievements or feel uncomfortable sharing them. However, recognizing your own value is crucial for growth and opportunity. Especially if you are looking for your next career opportunity. During this episode, Katie and I discuss how to communicate recognitions in a way that feels genuine and empowering.

Some highlights from our conversation include:

• Own Your Success but Stay Humble: When sharing your recognitions, be sure to maintain humility. It’s not about bragging; it’s about demonstrating how your accomplishments add value. Use phrases like "I was recognized for..." instead of "I won..."
• Incorporate Recognition into Your Resume: Don’t hesitate to include a section for recognitions on your resume. Clearly outline what you were recognized for and how it reflects your skills and contributions. This not only highlights your achievements but also tells a compelling story about your professional journey.
• Storytelling is Powerful: When discussing your recognitions in interviews or networking conversations, frame them within a story that demonstrates the value you provided to others. This context makes your achievements more relatable and impactful.

Make sure to the full episode to gain more insights and tips on how to effectively communicate your recognitions so you are best positioned for the career you desire. If you're struggling to effectively communicate your recognitions or need help enhancing your resume, reach out at bestculturesolutions.ca or email me at tim@bestculturesolutions.ca. We can craft messages that portray your strengths and achievements in the best possible light.

"Block out things in your calendar now to get to the life you want, instead of just waiting for it to come to you or waiting to see what it's going to be."

Key Moments

00:00 Forced pause allows reflection on work-life balance

03:25 Establishing processes in new business takes time

09:01 Overcommitting leds to losing focus and control

10:31 Challenges transitioning from entrepreneurship to employee

15:29 Prioritize and block out time in calendar

18:10 Saying no is important for time management

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

How to Not Lose Yourself in Your Work

It is easy to let work consume us, especially when the line between personal an professional life blurs. Katie and I are no strangers to losing ourselves in our work over the years. During our conversation we look at our own personal experiences to share professional advice on navigating the challenges of staying present and avoiding burnout.

 A few of the quick takeaways we discuss include:

• Stay Focused on Your Core Duties:  Keep a clear vision of your primary responsibilities and be wary of tasks that don't align with your mission.
• Guard Your Time: Use techniques like "Yes, if..." to manage additional requests without sacrificing your well-being.
• Prioritize Personal Time: Block out time in your calendar for activities that rejuvenate you, and stick to it!

This episode is packed with valuable tips to help you better manage your workload, maintain a healthy work-life balance, and avoid the dreaded scope creep. Take a listen and then let us know how you manage to stay balanced and focused in your work. You can email me at tim@bestculturesolutions.ca.

If you're feeling lost in work or need guidance on your career path, feel free to connect with me. I am ready to help get you back on track. Remember, balance is not something you find; it’s something you create. 

"Successful people aren't afraid to share their credit."

Key Moments

01:40 LinkedIn Perspectives on High Performing Employees

:38 Employee and Leadership Perspectives on Side Hustles

08:44 Focusing on Outcomes over KPI's

11:23 Email Misuse and the Impact on Communication

14:02 Balancing Humility with Sharing Accomplishments

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Signs of a High Performing Employee

If you're aiming to identify top talent or elevate your own career then you will be really interested in an LinkedIn post Jody recently came across. It outlines 14 signs of a high performing employees. While lists like this seem to have a lot of common signs, this one had a few that were a bit unconventional.  From embracing side hustles to focusing on outcomes over KPIs, we break down what truly sets top performers apart.

.A few examples of the signs of a high performing employee:

• Side Hustles Indicate Commitment - Employees with side hustles often showcase high levels of accountability and self-motivation. They're balancing workloads and pursuing passions, which translates to high performance in their primary roles.
• Rebellion Against Micromanagement = Self-Motivation - Top performers resist micromanagement because they value autonomy. They’re self-driven and just want to get the job done without unnecessary oversight. Trust them, and you'll see great results!
• Humility Enhances Trust and Success - While confidence is crucial, humility helps build trust within a team. High performers are often humble, sharing credit and recognizing others’ contributions, which strengthens team dynamics and drives success.

Whether you're a leader looking to supercharge your team or an employee aiming to stand out, you don't want to miss this episode. If you enjoyed this episode, please leave us a review. Your feedback helps us improve and reach more listeners like you. And while you're at it, make sure to subscribe to the podcast so you never miss future episodes.

 

"The number one indicator of whether or not somebody is going to be a high achiever in any role is whether or not they are motivated for that role."

Key Moments

02:13 Hockey team GM selection highlights passion over management experience.

04:39 Inexperience doesn't predict success; motivation does.

06:33 High achievers have skills, attitude, and passion.

10:00 Why clear communication is vital; ignore baseless negative feedback.

13:16 Value of transparent communication about hiring process and improvement.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Experience Does Not Equal Performance

Recently the St. Louis Blues appointed former player Alexander Steen as their new general manager, despite his lack of management experience. While it may come off as a surprise to some hockey fans, it is a great example of an organization embracing the idea that experience does not equal performance. For many leaders, they know that hiring for experience alone isn't the golden ticket to success. It is more about succession planning, looking at motivation, and understanding the broader implications for hiring practices.

Jody and I take the time to explore a few lessons from this current event. Some of the key takeaways include:

• Experience vs. Skills: We discuss why having a specific skill set is often more critical than lengthy experience on a resume. Skills like negotiation, analytical thinking, and leadership are transferable and can be built outside traditional roles.
• Motivation Matters: Understand why internal motivation is the biggest predictor of high performance. Even the most experienced individuals can falter if they lack the drive and enthusiasm for their roles.
• Passion and Fit: Learn how passion for the organization and role can make an unconventional hire the perfect fit. It's not just about what looks good on paper; it's about who will go the extra mile out of love for the job and the team.

Make sure to listen to Episode 81 "Experience Does Not Equal Performance" to uncover why hiring based on motivation rather than just experience can lead to extraordinary results.

Also, if you enjoy this episode, please leave us a review on your favorite podcast platform. Your support helps us continue to bring you top-notch content to help you excel in the world of work.

“Using a brand script before you approach the person then get very clear about how this is going to help them, how it's going to help the business, and how it will help your relationship."

Key Moments

01:37 The need for courage and vulnerability when facing difficult conversations.

05:21 Importance of asking questions for clarity.

08:42 Reflect before addressing perceived conflicts and take responsibility when necessary.

11:12 Effective communication shows willingness to engage proactively.

13:59 Acknowledging a lack of genuine apology; reflect on ways improve workplace relationships.

17:02 Seeking guidance for help navigating a change in workplace environment.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

How to Prepare for Challenging Conversations

There are tough conversations that we all dread but inevitably encounter in both our personal and professional lives. Challenging conversations are unavoidable. Whether it’s with a colleague, a boss, or even a client, sooner or later, you’ll face that uncomfortable moment. But why do we struggle so much with it? It’s because we don’t acknowledge enough the courage and vulnerability needed to have these tough convos.

It’s easy to postpone, but delaying means things will likely spiral out of control. The key is to address it as soon as you reasonably can. Timing is everything. It is also important to never assume ill intent. Sometimes the conflict might be brewing in your head while the other person is clueless. Communication is key, both as an employee and a leader. Ask more questions to get clarity before jumping to conclusions.

If you think there’s never a “perfect” time to have hard conversations, you’re right. Bad news never had good timing. The best approach? Do it ASAP after identifying the need. Rip that Band-Aid off. Don’t go in emotionally charged. Is it about making YOU feel better or genuinely solving a problem? Emotions matter, but they should guide, not dictate the conversation.

There are a few different ways to approach your next difficult conversation. One is by using the StoryBrand model to script your conversation. Focus on how the issue impacts the business, the team, and the individual. Clarity is power. The other is summed up in a quick: LAST. Listen, Apologize (for the situation, not blame), Solve, and Think. Simple yet powerful steps to navigate those muddy waters of workplace conflict.

If the conversation doesn’t go as planned and you're still uneasy, it may be a sign to seek new opportunities. Don’t hesitate to get professional guidance. The team at Best Culture Solutions can help you navigate through it. Remember, uncomfortable conversations are stepping stones toward a more cohesive, understanding workplace. The payoff is worth the discomfort.

 

"We got 4 or 5 days worth of work done in one meeting that would've had to be spread across several virtual meetings."

Key Moments

01:02 In-person collaboration holds valuable advantages post-pandemic.

03:55 In-person meetings foster productivity and quality.

07:26 In-person connections deepen engagement and quality.

11:27 In-person meetings are crucial for complex plans.

16:25 Remote support enhances productivity during in-person sessions.

18:04 Understanding body language to enhance collaboration.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

The Power of Meeting in Person

During Jody's recent visit we decided to record while driving between Calgary and Edmonton, Thanks to technology for we were able to safely use time the time to talk about something inspired by our highly productive in-person meeting. There are a number of advantages of face-to-face collaboration in an era where virtual meetings have become the norm. In fact, there are some some tasks that thrive on personal interaction. Amidst our travel adventures to Jasper and Banff National Parks, we share some of the significant advantages of in-person collaboration, especially in today's digital age. Some highlights include:

• Enhanced Productivity: Our in-person meeting achieved in one day what would have otherwise taken several virtual sessions. Dedicated time and focused environment make it possible to get through a complex agenda efficiently.
• Deeper Connections: Meeting face-to-face allows for real human connections that virtual meetings can't fully replicate. The ability to read body language, engage in small talk, and build rapport drastically improves team dynamics and collaboration.
• Effective Strategic Planning: For complex projects that require detailed planning and input, in-person meetings are invaluable. We tackled an intricate project and the diverse ideas and real-time feedback contributed to more robust solutions.

If your team has shifted to a fully remote or hybrid model, it’s worth revisiting the value of occasional in-person sessions. The right balance between virtual and face-to-face collaboration can propel your team's productivity and innovation. To hear more about our discussion and how to leverage in-person meetings for your projects, make sure to listen to this full episode of World at Work.

 

"If you're in the moment of crisis, this is the one time where people are going to be looking to you to take charge and provide direction."

Key Moments

00:00 Threatened by wildfire prompts conversation on crisis management

06:26 Tabletop exercises simulate and improve emergency responses.

09:35 Involving people in decision-making is important for effective action and crisis readiness.

12:04 Plan ahead and assess immediate safety during crisis.

15:10 Provide clear, factual, and regular updates to your team.

19:07 Planning for crises, supporting mental health, flexibility.

20:54 In crisis, take charge with clear direction and manners.

24:31 Guidelines and crisis plan improve organizational culture.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

How to Lead a Team During a Crisis

At some point in their career, leaders will find themselves in the challenging but crucial task of leading a team during a crisis. Whether it’s a wildfire, a pandemic, or any other unforeseen disruptor, being prepared and having a strong leadership strategy can make all the difference. After my experience navigating a wildfire I learned a number of lessons on how to lead a team during a crisis. Unfortunately some I never knew before I went through it. That is why now I like to help other leaders prepare the best they can. 

First and foremost, you must prepare for a crisis beforehand. It may sound strange planning for unexpected crisis, but having at least a framework is essential. Taking the time to train your team on crisis protocols ahead of time will help give a sense of control in otherwise uncontrollable situations.

Conduct regular "tabletop exercises" to simulate scenarios and gather input from all team members. These exercises help get input from vairious perspectives within the organization to make sure all bases are covered. Once a plan is established, communicate clear steps and roles to ensure everyone knows what to do when the unexpected happens.

When a crisis occurs you need to ensure immediate safety of everyone. In any crisis, the first priority is to assess and ensure the safety of your team. Establish clear lines of communication to keep everyone informed and updated. Address any immediate physical dangers and provide support for personal well-being before assessing work capabilities.

One of the challenging situations to work through in the midst and after a crisis are managing expectations and needs. Quickly identify and address the immediate needs of your clients and stakeholders. Maintain regular, factual communication to keep everyone in the loop. Be decisive and flexible in your approach, adapting as necessary to meet the evolving situation.

The better preparation that you do, the more effective you will be and the more protected and healthy and happy and safe the people who are relying on you will be. An imperfect decision is better than no decision. In times of crisis, you must move. Make sure to listen to this episode for more on how to lead a team during a crisis. 

 

"The same time that you're the captain of the ship, you also have to be a good Lieutenant. And that is listening to the command of others that may or may not be on the ship."

Leadership journeys are a mix of leading and following. It is incredibly important to be adaptable. Donald Forgione pushed pause on his podcast, Tailgate Talks, to join for a conversation about the true essence of leadership. Early in my leadership career, I thought it was all about being the one to direct and make every decision. As Donald highlights, effective leadership often means knowing when to let others lead. 

Read our blog about how to navigate the delicate balance of leading and following.

Notable Moments

01:06 Donald Forgione's career journey

04:10 Balance authority with active listening

08:01 Effective leaders rely on frontline communication and trust

10:45 Two-way accountability crucial for effective leadership

13:43 Following orders: Ethical dilemmas versus personal preferences.

18:03 Stand for ethics, not emotional partisan disputes.

Connect with Donald Forgione

About Donald Forgione

Tailgate Talks Podcast

donald@tailgate-talks.com

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

"The reality is that if you're not feeling imposter syndrome, then you might actually be doing something wrong."

Key Moments

03:27 Value of embracing unconventional career shifts

06:23 Understanding imposter syndrome and unlocking potential

09:29 Healthy discomfort with imposter syndrome

12:14 Others may see your potential before you do

14:52 Overcoming self-doubt

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Overcoming Imposter Syndrome in Unconventional Career Paths

Once you understand how to navigate unconventional career paths, you will feel more confident taking on unexpected opportunities. The first step is overcoming imposter syndrome and allowing those unforeseen shifts to lead you toward incredible growth. Feeling like an imposter isn't your enemy. It's a signal that you're pushing beyond your comfort zones and challenging yourself to achieve more. There are a few ways you can embrace those moments of doubt and start to see them as signs of potential growth.

There are several key takeaways from this episode:

**Embrace Unconventional Opportunities:** Life’s zigzag paths often lead to unexpected and fulfilling destinations. What seems off-track might just be your gateway to exciting new doors.

**Normalize Imposter Syndrome:** Feeling like an imposter is not only common but could indicate you’re pushing your limits and growing. It’s a sign to lean in, not step back.

**Seek Growth, Challenge Comfort:** Constant comfort is a comfort zone’s trap. If you’re never feeling out of place, you might not be challenging yourself enough to grow.

Ready to tackle your own imposter feelings and step up your career game? Make sure to listen to Episode 77 of World at Work Podcast. And if you need someone to help you understand your full potential reach out to us at Best Culture Solutions. We are ready to help you conquer imposter syndrome and turn challenges into stepping stones for success.

“If termination occurs consider it as your opportunity to dig into what it is you loved about that role, what you loved about the organization, and then move forward taking a chance on something new."

Key Moments

01:07 Changing perceptions about termination and its impact.

03:58 Good leadership prevents surprise, but the reality is still shocking.

06:40 Accept the situation with grace, while calling for support.

09:43 Seek union advice or get a lawyer to review fairness and options.

15:30 Review and create a detailed personal finance plan "runway".

17:25 Get clarity on your options and make your next career move.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

How to Navigate Termination

Life throws us curveballs, and sometimes that means facing termination from a job. While the thought of termination can be daunting, there are ways to navigate the transition with grace and strategy. The fear and uncertainty that come with termination can be paralyzing. If you find yourself in a situation like this, remember that you have options and support. There are some key steps to take that will help you from feeling stuck or lost.

Stay Gracious: Responding with grace during a termination can protect your professional reputation and leave the door open for future networking opportunities.

Safety First: If you're not in the right headspace to drive after receiving shocking news, don’t hesitate to ask for a cab or call someone you trust for a ride.

Legal and Financial Consultation: Reach out to a lawyer or union representation to ensure fair treatment and help you explore possibilities such as severance packages. Also, immediately plan your finances to establish how much "runway" you have.

Find Your Next Step: Once you've processed the initial shock, it's time to consider which roles will energize you moving forward.

If you haven’t been terminated, but you suspect termination is on the horizon, you may want to consider resignation. There are times that it may be appropriate to take matters into your own hands.

This episode is a must listen for anyone navigating termination or feels it coming. In addition, Best Culture Solutions offers advice and resources for those finding their next steps. Remember, you're not alone, and sometimes an ending can lead to a new and fulfilling beginning.

 

"Your employment relationship is a two way economic transaction, and so you need to demonstrate to them what value you bring them in order for them to bring value to you in return."

Key Moments

01:20 Dealing with conflict constructively and demonstrating value.

05:20 Understand market value and quantify your impact.

06:37 Challenges of valuing your worth in salary.

10:25 Calculate time saved, demonstrate value, show future impact.

12:50 Ensure strength before engaging, offer compensation analysis.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

How to Negotiate a Pay Raise

Are you considering taking the leap to a new job for better pay, or wondering if your current employer might match your worth? During this conversation, we bring you some powerful insights on asking for that pay raise.

Three key takeaways to unlock a successful negotiation:

**Know Your Value in Numbers**: Don't just highlight your good work; quantify your contribution in dollars and cents. How have your projects boosted profits or efficiency?

**Market Value is Gold**: Understand the market value for your role. Research payscales considering factors like company size, industry, and your job specifics.

**Alternative Compensation**: If the pay scale is rigid, consider negotiating for supplemental compensation for extra projects or responsibilities you're willing to take on.

Negotiation can be a win-win when done right. For more strategies and Tim’s insider tips, make sure to listen to this episode in full. Your bank account might thank you!

 

"If you know that you need to make that change and you're thinking about reaching out to a recruiter, don't waste any time. But don’t just say, ‘hey, can you get me a job?’ Demonstrate your value to them and how you can help an organization." Key Moments

02:23 Reaching Out to Recruiters When It’s Time for Change

05:48 Exploring Career Options with Specific Recruiters

09:32 Demonstrate Value Over Need

10:17 Effective and Proactive Networking

13:36 Confidentiality and Ethics in Recruitment

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

When to Reach Out to a Recruiter

There is no reason to hesitate to reach out to recruiters when you are considering a job change. They are there to help job seekers navigate the complexities of job searching and career transitions with a proactive mindset. During this conversation, Katie and I talk about the value of moving away from the conventional job search approach by becoming more strategic and timely in decision-making. We dive into what to do when you recognize that it's time for a professional change, how to effectively connect with recruiters, and the nuances of both internal corporate recruiters and third-party agencies.

Understanding when to initiate contact with a recruiter is crucial, particularly when experiencing unease about job security or pondering a career shift. Acting swiftly is key. There is no sense in taking time once you feel like you need to pivot. Put feelers out early so that you can start exploring options before reaching a state of urgency. This ensures ample time for the industry's recruiting processes.

Once you connect with a recruiter consider how you will work with them. Building a connection with recruiters involves more than just asking for a job; it's about demonstrating value and expressing how one can contribute meaningfully to potential employers. It is essential for candidates to be forthright, detailing their expertise and desired field. This helps ensure recruiters are pairing them with suitable opportunities. Candidates should openly share their professional intentions and seek positions aligning with their skills.

The distinction between corporate and third-party recruiters is a nuanced aspect of the job search. While both types prioritize confidentiality and client success, third-party recruiters are more often driven by placements. That means they may act with more immediacy on behalf of candidates. Using platforms like LinkedIn enables candidates to research and connect with industry-specific recruiters or those associated with desired companies. This is never a bad way of expanding your  job search network.

Make sure to listen to this episode in full if you are a business professional considering a career move or feeling the onset of change. We dive into when to reach out to a recruiter and how they can help craft your strategic career pathway.

Key Moments

03:10 Offer career transition help to terminated employees.

07:15 Collecting company items.

09:56 Delegate transition security measures.

14:23 Be clear and concise when announcing departures.

17:23 Proper planning leads to successful career transitions

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

More Essentials for Terminating an Employee

There are enough complexities when it comes to terminating employees that it was worth another conversation. Jody and I continue to explore strategies and best practices for handling this side of managing a business. 

Setting up career transition help as a crucial part of the termination process. While it’s not legally required, providing assistance to terminated employees in finding their next job reflects positively on the company’s reputation and can even offer legal protection in case of litigation. Offering career coaching and help with resume preparation can ease the transition for the departing employee. It also demonstrate the organization's commitment to supporting their workforce even during difficult times. 

A crucial consideration is the implementation of a security plan when terminating an employee. Business owners and managers should stay vigilant about potential security threats post-termination. There are times when it may be necessary to coordinate with security personnel and, if necessary, utilize a private investigator to keep an eye on the individual. It safeguard the company against potential risks and ensure the safety of the workplace and its employees. 

Additionally, make sure to promptly cancel the employee’s IT account and securing access to their emails and files. This proactive measure prevents data breaches and misuse of confidential information. It also allows for a smooth transition in roles and responsibilities, safeguarding the organization’s intellectual property and operational continuity.

This episode is full of insights offering guidance for business professionals navigating the process of employee termination. Make sure to listen for more about strategies for terminating employees and understanding the best practices when faced with this situation. 

"In order to terminate effectively, you can not be so focused on being liked. You need to be respected and understood."

Key Moments

00:00 Terminate with Intention to Ensure Continued Team Success.

03:54 Handling Employee Departures

07:37 Effective Termination Practices

09:52 Understanding Severance in Employment Termination

11:29 Best Practices for Employee Termination

14:16 Getting the Message Across During Tough Conversations

16:56 Keep Communication Aligned; Offer help, be clear, stay respectful.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

How to Terminate an Employee

Learning how to terminate an employee is a challenging yet essential aspect of building a winning culture in business. 

 

Terminating an employee is a tough task. It's crucial to focus on delivering the news effectively and offering support. Remember, it's about the employee, not you. Whether for economic reasons or for performance issues, there needs to be a structured plan. By preplaning, you will be able to determine what is owed to the employee, prepare necessary documentation, and choose an appropriate date for the termination. 

Firing someone should  involves empathy and decisiveness. Preparing tailored messages for each situation is crucial. When dealing with terminations due to economic reasons, leaders must communicate the decision clearly, express gratitude for the employee's contributions, and offer support for the ensuing transition. Conversely, for performance-related terminations, the focus remains on addressing the issue sincerely, thanking the employee for their service, and extending a helping hand for their next steps. Understanding these distinctions is crucial for effective communication during employee terminations.

The conversation around termination should be quick and to the point. It's about delivering the necessary information and providing support during the transition. Focus on empathy and clarity, while avoiding emotional entanglements. Being succinct and direct with the message ensures that the person being terminated receives the necessary information and support. Provide clarity and help the affected individual navigate the transition, rather than seeking validation or understanding from the terminated employee. Practicing empathy and maintaining professionalism during these challenging discussions is crucial for fostering a respectful and supportive work environment.

Navigating employee terminations can be complex. Make sure to listen to this episode for more on how to cultivate a compassionate approach to employee terminations. If this is something you would like more support with, Best Culture Solutions is ready to lend their expertise in managing this process with compassion and efficiency. Reach out to our team for additional guidance on handling terminations or facilitating employee transitions. 

"Understanding what is happening in your community is vital to [career advancement] because the best way to get considered for new opportunities, new situations is simply by being able to provide value to people."

Key Moments

03:57 Organizational Culture and Community Engagement

06:03 Understanding Community Needs

08:24 Building Authentic Relationships

10:13 Navigating Opportunities as a New Hire

12:06 Building Trust in Leadership

14:59 Community Engagement and Career Growth

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Being aware of the social and business dynamics within a community can benefit employees and job seekers. Engage in the community to gain insight into the needs, strengths, and developments of the people and area you serve. Being present and building relationships can give you a competitive advantage. By understanding the community needs, social conditions, and local happenings, you can position yourself to provide value to them and a business.

Grasping a community's dynamics presents a number of opportunities for growth. Take the time to identify needs that may otherwise not be seen. By showcasing your ability to fulfill those needs you can create a path to career advancement. It's about about leveraging your strengths to address opportunities and gaps.

As you learn about the community, remember the value of authentic connections. Whether you're a new hire or a seasoned pro, building relationships and learning about your surroundings fosters trust and respect. Curiosity paves the way for meaningful contributions.

The best way to know the community you serve is to get involved and acquainted with the people. Attend local events, strike up conversations with neighbors, and particiate in causes close to home. A well-rounded understanding is the cornerstone of impactful action.

When it comes to career progression, understanding your community spells growth and influence. It can be a delicate balance of absorbing new information about the community and integrating it into your role. It's essential to approach these relationships with respect and curiosity.  Seeking to better understand how you can contribute to positive change while also recognizing existing organizational directions. 

Make sure to listen to this episode for more on understanding where your value is needed in the community you serve. Success thrives on connection, awareness, and meaningful contributions.

 

“It's having a tactful approach, owning the change, then moving forward with your best self. Leaving on good terms is going to be more valuable for you in the long run than if you walk out."

There are a various mental barriers that people face when making a change in their professional role. Some of the biggest are the nuances of recognizing when it's time to move on and how to do it effectively. Whether that change is for career advancement or to get out of a toxic environment, it helps having a transition plan in place. By planning and preparing for the change you will set yourself up for even more long-term success.

Some of the key items we touch on are:

• The importance of making a plan before making a career change or leaving a job.
• The significance of leaving on good terms and how it can positively impact your career journey.
• Ensuring the transition leaves a positive impact on your current and future workplace.
• The value of taking advantage of any benefits or perks from your current position before leaving.
• Why it is okay to take time between career transitions.

If you're eyeing a career change, resolving to leave on a high note, or curious about the dynamics of workplace transitions—this episode is a gold mine. Take a listen and share this episode with anyone you know that may be navigating a career change.  Remember, a well-planned exit can pave the way for a successful next chapter.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Key Moments

04:35 Strategize for a constructive and successful change.

08:41 Consider reasons for change, then plan deliberately.

11:54 Leave anger behind, show best self at work.

16:02 Plan for benefits before leaving a position.

18:27 Coordinating transitions with trust in leadership is crucial.

20:31 Plan for transition time between career positions.

 

"When you're a customer dealing with something, it's a huge difference when you have a passionate problem solver versus somebody who just says, 'I can't. It's beyond my control', or they just don't care."

Key Moments

02:21 Motivation Based Interviewing as an Innovative Hiring Strategy

04:11 High Performers and Self-Motivation.

07:39 3 Ways to Enable Problem Solving at Higher Level

10:20 Hiring Based on Attitude and Passion Matters.

14:56 MBI Training and Hiring Processes

22:24 Workplace Retention Challenges and Strategies

25:18 MBI is Essential for Operational and Bottom-Line Success.

27:56 Interviewers are Crucial but Don’t Expect People to Change

33:15 Importance of Continuous Learning

Connect with Carol

https://www.hireauthority.com/

https://carolquinn.com/

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 Motivation Based Interviewing

Motivation-Based Interviewing (MBI) can revolutionize the way you hire and retain exceptional talent. Carol Quinn is the creator of motivation-based interviewing. She is an ‘Attitude Revolutionist’. With Carol's guidance, companies don’t just grow; they evolve. Retaining satisfied customers and nurturing lasting loyalty takes work. You can make that work a little less challenging by using MBI to bring passionate, driven problem solvers into the organization.

Hiring right is paramount. The success of an organization rests on the quality of hires. Carol Quinn emphasizes that no amount of employee engagement investment can rectify poor hiring decisions.

Attitude & Passion Over Skills: Skills are teachable, but attitude and passion are intrinsic. Focusing on these during the hiring process can uncover true high performers. Those are the people who have the skills and bring self-motivation. They have a knack for successfully addressing obstacles through their exceptional customer service and problem-solving.

Many companies spend big $$$ on employee engagement only to ignore their shaky hiring foundation. Using MBI doesn't only improve the quality of hires—it leads to tangible results such as lower turnover, heightened retention, and a stronger bottom line. interviewer effectiveness is rarely measured. Without proper training, you might just hire a dud.

It's a transformative mindset, and for any businesses out there, it's worth considering. Think about it; it's the motivation that pushes high performers to excel beyond their comfort zones. Those are the ones propelling your business to new heights!

Listen to this episode to learn more about MBI, improve your team's hiring process, and start selecting candidates who will truly excel. Stop wasting resources on ineffective hiring and start building your dream team today.

"It's good to be open about what your potential is, and it's good to be open about learning new things."

00:00 Looming job cut leads to job mismatched professional role.

04:31 The impact of change on energy and mental health.

08:07 Keep an open mind and open communication. Offer information to employers about where one can best contribute.

13:46 Disney's "9 old men" challenged to learn.

14:50 Organizational culture shapes career paths and opportunities.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 Navigating the Workplace When Your Position is Changed

Navigating unexpected changes in your role at work can bring a number of challenges. It also has the chance to bring rewards. Changes within an organization can give employees an opportunity for growth and learning in new roles. Sometimes, a shift in your role can be a compliment, showcasing that your employer trusts you to take on new challenges.

When facing a significant change in your role or responsibilities, it's crucial to ask yourself important questions about the impact on your energy, skills, and passion. Having a keen sense of elf-awareness can guide your decision-making process.

Communicate with your employer about your strengths, interests, and concerns. Open communication can lead to opportunities for personal and professional growth within your organization. Don't hesitate to voice your skills, passions, and interests to your employer. It helps them understand where you can best contribute and may open up new opportunities aligned with your strengths.

Embrace new challenges and learning experiences. Drawing inspiration from the culture at Disney, approach change with a growth mindset and a willingness to try new things. Recognize that new roles or tasks may initially be daunting, but staying open-minded and being willing to learn can lead to unexpected growth and discovery.

Whether you are currently navigating a career change or want to proactively prepare for potential shifts in your role, this episode offers valuable insights and practical advice for managing change in the workplace. Need help navigating your own career changes? Connect with Tim at Best Culture Solutions for expert guidance and support. Remember, change can be an opportunity in disguise.

“Psychological safety is paramount to creating a high performing team and getting the most out of your experiences with that team."

Notable Moments

01:02 Surveys can reveal blind spots, improve processes, bolster safety.

04:04 Psychological safety builds high-performing, trusting teams.

09:47 Leader's mindset key; feedback aggregated confidentially.

11:22 Gather actionable feedback, ensure transparency, build trust.

15:08 Assess company culture and leadership alignment effectively.

When done with intention, leadership surveys can transform your workplace culture. Surveys that are well-developed are rolled out with meaning help organizations gauge their work culture and leadership. Unfortunately, many people have had experiences with surveys that leave them skeptical or fearful there would be retaliation if they were too candid. That doesn’t have to be the case for your company though. Read the blog on our website for how we've found success building culture with leadership surveys. 

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

"I don't want to look back on my life with regret knowing that I wasn't happy for potentially decades and did nothing about it."

One of life's great lessons is the importance of taking responsibility and ownership of your own happiness. In order to do that you first have to acknowledge when you're not happy. The hardest part for most people is then taking action to make a change. When it seems like nothing around you is improving then it is time to take ownership for what you can control. After years of working with people as a recruiter, I have found there to be some necessary steps to take when you are not satisfied and ready to make a change.

Take ownership of your happiness. Recognize that if you are unhappy with something in your life, it is your responsibility to take action to fix it. It isn't selfish to want to be happy. Lee Cockerell recently said something that resonated deeply: "If you are unhappy with anything in your life, it is your fault." Taking ownership and responsibility for our happiness is the first step in initiating change. Don't hesitate to acknowledge your unhappiness.

Once you figure out why you are unhappy, it's time to determine what steps you can take to make a change towards a happier and fulfilling career. Take the time to define what wakes you happy. Identify what aspects of your career bring you joy and energy, and assess what changes can be made to prioritize those positive elements.

Taking action is the key to moving towards a fulfilling career. Develop an action plan to transition into a career that aligns with your happiness and fulfillment. Not sure where to begin with that? Reach out to Best Culture Solutions! That is what we are here for. If you want to find happiness it often requires you to embrace change. Stay open to exploring new opportunities, even if it means stepping outside of your comfort zone.

Are you feeling stuck in your career and seeking guidance to find a path to happiness? Reach out using the information below to take the first step towards a fulfilling career. Make sure to listen to the full episode for more valuable insights and actionable tips.

Key Moments

01:57 Balancing work, family, and finding happiness.

04:07 Take ownership of your happiness and actions.

07:31 Differentiate between "get to dos" and "have to dos" in job.

11:52 How a recruiter can help job seekers to find fulfilling careers.

15:17 Don't ignore problems, seek smart solutions at work.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

"The proper thing is to find out if this person is motivated for this role. Because if they are, what happened in the past won't matter. It will not happen again."

Key Moments

04:03 Importance of a clear interview process.

06:52 Proper interviews reveal candidate motivations.

10:12 Motivation-based interview identifies top-performing candidates.

13:55 Confident hiring process with 1 year guarantee.

Resource

Get the Book Motivation-Based Interviewing

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Trust Your Hiring Process

Setting up intentional hiring practices builds winning cultures. Never underestimate the importance of trusting your hiring process and the impact it has on creating fulfilling career opportunities. If you don’t trust your process it can impact the candidate experience. That can jeopardize the candidate experience, creating a lack of trust before they even get an offer.

Having a well-defined hiring process in place allows you to objectively evaluate candidates based on their skills, motivation, and fit for the role. It's important to stick to your process, regardless of past controversies or challenges a candidate may have faced.

Motivation-Based Interviewing is the best option for a winning hiring process. Utilizing motivation-based interviewing techniques can be a game-changer in identifying high achievers for your organization. Look for candidates who possess the right technical skills, a positive attitude, and a genuine desire to excel in the role. Carol Quinn’s book is a must-read.

Any time you are hiring for a position remember to embrace the idea of change. People evolve, circumstances change, and so do motivations. Don't judge a candidate solely based on past experiences or setbacks. A thorough interview process can reveal a candidate's current mindset and suitability for the role.

Make sure to listen to the full episode for more insights into developing a robust hiring process and fostering a positive work environment within your organization. Trust me, you don't want to miss out on a chance to learn how to create a trust your hiring process. 

 

“It's important to have clarity around what good performance looks like Just because somebody's doing something, doesn't mean that it's aligned with what the company actually needs them to do."

Key Moments

00:57 Controversial firing leads to debate over recording of the conversation.

03:41 Clarify performance issues with employees.

06:39 Hiring the right person is essential for performance.

10:26 Create a well-designed hiring process, such as motivation-based interviewing.

13:28 Stay consistent with your people strategies

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Create Performance Clarity

It is important for leaders to have strategies in place that help create performance clarity in the workplace. The more clarity the they have, the more prepared they will be when it comes to navigating challenging employment situations. For example, an employee recorded their firing, sparking a widespread debate about the employer-employee relationship. Situations like that have implications for both employees and employers. There are several ways companies can prevent potential issues and ensure a strong company culture.

It's essential for organizations to clearly define what good performance looks like and communicate this to employees. Having a well-outlined process for corrective action can ensure that expectations are clear, minimizing surprises when addressing performance issues. Create clarity around what constitutes good performance and ensure that employees understand it. Define performance metrics and communicate them clearly to align employee efforts with organizational goals.

Establish a process, such as corrective action plans, to address performance concerns constructively. This promotes a culture of accountability, offering employees the opportunity to improve under clearly defined steps.

Focus on a deliberate hiring process designed to attract, identify, and hire the right individuals for each role. Utilize motivation-based interviewing to ensure alignment between candidates' motivations and the organization's needs. A well-designed hiring process can help identify individuals who are not only a good fit for the role but also motivated to excel within the organization.

To hear more about creating a culture of performance clarity and ensuring a successful hiring process, listen to the full podcast episode. 

"The teams that created the culture where you could share ideas freely and discuss them and then make decisions off of that. Those teams perform better than others."

Key Moments

07:21 - The Tent Framework 
09:33 - Challenges in Leadership
12:00 - Lesson Learned from Setting Up Tents
12:24 - Creating a Supportive Work Environment
15:02 - The Impact of Leadership Practices
16:25 - Timeline for Seeing Results
25:06 - The Importance of Trust and Empowerment in Leadership
26:40 - Impact of Implementing the Tent Framework

Connect with Jerry

https://beyondtherut.com/

Podcast Beyond the Rut

Book Beyond the Rut

Audiobook Beyond the Rut

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Getting Your Team Beyond the Rut

Leaders that create a safe space for ideas to flow and information to be shared have teams that perform better than others. Jerry Dugan joins talk about the power leaders have to shape an organization's climate into an empowering place of growth. He explains the T.E.N.T concept, which is rooted in building and sustaining a culture based on trust, empathy, nurture, and the thrill of thriving together.

Leaders can be like tent-poles. Jerry shares that proper tent set up in the military requires staking the corners first to provide structure. They are supporting the structure while letting the team, which are like the canvas, remain adaptable and strong. By doing so, leaders set the stage for a great exchange of ideas, collaboration, and shared objectives that solidify the organization's mission and vision. The T.E.N.T framework operates similarly for teams - stake the 4 leadership practices first to create psychological safety for the team to thrive.

A leader who applies this framework is a facilitator, helping each team member explore their potential within a supportive environment. Try shifting from reactive management methods to proactive leadership strategies. This move encourages self-reliance and independence among team members. As Jerry explains, the T.E.N.T Framework is how you can ensure your employees are leading satisfying and fulfilled lives at the workplace.

Sometimes a role as a leader can feel like wrangling cats. However, getting everyone pulling in the same direction is good for productivity and is the key to your organizational culture. Tune in to the full episode of World at Work to gain valuable insights from Jerry Dugan. Don't miss out on this opportunity to elevate your leadership skills and create a positive work environment for your team.

“You do have experience. You're getting it. You might not have done it in a professional setting, but the whole point of school, the whole point of your studying, the whole point of doing all this is to get that professional exposure to gain the skills."

Key Moments

00:52 Start creating a resume for practice and future use. Many college students lack awareness and feel inadequate.

05:04 Resumes should list achievements and skills gained in school or high school.

08:45 Focus on ways education and industry experience that has helped find passion, expertise, and voice .

10:49 Vocational settings help gain practical skills and clear career goals.

13:29 Include class experience on resume.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Standing Out as a Student

Students should never underestimate the skills they are gaining in school. As professionals, we can help them recognize ways to own it and showcase their achievements. The value of hands-on experience is undeniable, and it's key to highlight it on your resume.

Finding your passion and expertise is vital for career success. Whether you're exploring in high school or transitioning to a new industry, leverage your projects and experiences to stand out. As an adult, guide students by helping them see their unique value. Empower them to acknowledge their strengths and find their voice in their chosen field.

For high school students or early career seekers, showcasing school projects on your resume can illustrate the transferable skills you've acquired. Don't shy away from highlighting your achievements. Navigate the challenges of crafting a compelling resume with professional guidance. Reach out to experts who can help you effectively showcase your unique experiences and skill set.

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“You want to be very mindful of what you're searching for to make sure it helps you find what you're looking for.”

Episode Highlights

00:00 Human resources is people strategy.

04:07 Effective job search strategies use relevant keywords.

08:57 Search for industry-specific jobs with keyword and locations.

12:17 Search engines treat terms separately, use quotation marks.

14:46 Trial and error to zero in on best fit jobs.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Keywords to Use for a Job Search

In today's competitive job market, finding the right opportunities often comes down to using the right keywords in your job search. Homing in on the right keywords can significantly impact the outcomes of your search. There are four essential factors to consider formulating your keyword search strategy.

1. Location, location, location! When searching for your dream job, start with your location preference. Whether it's hybrid, remote, or based in a specific city, clarity is key. Don't limit yourself. Explore beyond traditional city boundaries, including that dream location.
2. Industry matters! Tailor your search based on your field of interest. Whether it's education, software development, transportation, or even cruise lines like Disney, be specific about the industry you're targeting.
3. Skills & jargon! Highlight your unique skills or specific job-related jargon. For instance, if you're into pyrotechnics, put it out there! Use quotation marks for precise results and narrow down your search.
4. Job title power! If you have a well-defined job title in mind, include it in your search. Maybe you want to be an administrative assistant, software developer, or cruise line specialist. Whatever it is, make sure to be explicit in your search terms.

It's a trial and error process. Don't be afraid to experiment with different combinations of keywords and refine your search strategy. The goal is to strike the perfect balance and find your ideal job match. An effective job search strategy can make all the difference in finding your ideal role.

Make sure to listen to this episode and use these four strategies to fine-tune your approach and ultimately secure your desired job.

 

 

"You will destroy the culture and psychological safety of the workplace by not creating an environment that's free of harassment or misconduct or violence or people that are breaking your code of conduct or ethics."

Episode Highlights

00:39 Clear leadership and trust is crucial for culture.

06:32 Leaders must address issues upfront to avoid problems later.

08:14 Handling minor work misconduct.

10:21 Clear reporting and follow through is essential.

13:27 Investigating complaints, determining harassment, and taking action.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Handling Rumors of Misconduct

As leaders, it is essential to have clear processes in place for reporting and handling incidents of harassment and misconduct. It's crucial for employees to know who to turn to when faced with such situations. When they know they can go to someone that will promptly address issues related to harassment and misconduct it creates a safe and respectful work environment. Establishing a trustworthy reporting process and initiating investigations without delay are essential for a positive workplace culture.

Always take reports of misconduct and harassment seriously. Whether it's a minor issue or a serious allegation, prompt and objective investigation is necessary. Ignoring such matters can have detrimental impacts on workplace culture and legal implications. That is why leaders need to familiarize themselves with their organization's policies and even the laws governing harassment and workplace safety.

Being informed about the protocols and legal obligations is crucial for handling these sensitive issues. Harassment, misconduct, and workplace conflicts all demand swift and unbiased action. In Canada, harassment is considered a safety hazard under occupational health and safety codes. Effective investigation processes are paramount to upholding legal compliance and protecting the well-being and rights of employees.

Listen to the full episode to gain crucial knowledge on handling sensitive workplace situations. We discuss actionable steps for establishing clear reporting processes, tips for conducting fair investigations, and why it is important to have an awareness of legal implications related to workplace misconduct.

“It’s really important to make sure that people are comfortable saying no to roles they don't think they should be in. Otherwise, you could actually end up with some really bad results."

Episode Highlights

00:570 Handling job promotions diplomatically.

03:37 Create a culture where people feel comfortable speaking up.

07:30 Leaders should develop talent regardless of promotions.

10:07 Leaders should demonstrate consistent behavior and a transparent promotion processes.

14:24 Identify and address culture problem through proactive stay interviews.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

What to Do When an Employee Declines a Promotion

Creating a culture of trust and honesty in the workplace is key for retaining top talent and building a winning team. It is also what allows employees the comfort to speak up when something isn’t working or doesn’t seem like a good fit. As a leader, this can also create unexpected situations, such as when an employee declines a promotion. During this episode, we talk about the effect this can have on the employee, the team, and the overall workplace culture.

When Jody was a park ranger, he observed a fellow ranger declining promotions to stay in a role he loved. There are times when an employee's decision to decline advancement may give a bad impression in the workplace.  However, when leaders create a culture where team members feel comfortable being honest about their career aspirations, things like that can happen. Employees in positive cultures know that they are supported in making decisions that align with their professional goals. Open communication is key!

It is essential to let team members know that it's okay to decline promotions if it doesn't align with their current aspirations. Encouraging honesty fosters a culture of trust and self-awareness in the workplace. When an employee declines a promotion, it's an opportunity for leaders to assess the situation and understand the employee's motivations. It's crucial to avoid making assumptions and instead create avenues for open dialogue and career development.

Having a "stay interview" is a great a tool for understanding underlying issues that may be impacting employees' willingness to accept promotions. Proactively addressing any cultural barriers is vital for building a thriving workplace. By shaping a culture where employees feel motivated to take on new challenges, they also know it's acceptable to decline opportunities that aren't the right fit. It is all about creating balanced, supportive growth!

Building a culture where team members feel empowered to make career decisions that suit their aspirations ultimately leads to a more engaged and fulfilled workforce. Let's foster an environment where open communication and career growth go hand in hand.

“I think the world rewards risk takers. Just make sure you're smart about it, and you're mitigating it properly."

Episode Highlights

01:04 Entrepreneurship should add value to your passions and professional career.

04:42 Financial preparation is necessary when taking smart risks.

10:15 Mental fitness is important. Surround yourself with the right people.

11:38 Balancing work and family time is crucial.

15:30 Regular physical activity supports business success and health.

Book Recommendation

Grow Your Small business by Donald Miller

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Things to Consider when Exploring Entrepreneurship 

Entrepreneurship is an incredible journey with endless possibilities. You can run a big business, explore smaller ventures, or even monetize your hobbies. Starting a business requires a lot more than just finding an answer or solving a problem. The good news is that there really is not a no one-size-fits-all approach. In fact, there are several things to consider when exploring entrepreneurship.

Financial fears are one of the biggest concerns people face when starting a business. Do not under estimate the importance of sound financial planning before diving into entrepreneurship. Calculating and mitigating risks is crucial to ensure stability during the initial stages.

Speaking of the early days, embracing cheerleaders is essential. Even silent supporters play a significant role in keeping you motivated. Your personal board of directors will be your anchor through the turbulent moments. It’s also important to take care of your mental fitness by nurturing your well-being. Finding that balance between work and personal life is key to longevity in entrepreneurship.

Physical fitness is equally crucial. In additional to physical exercise, studies have shown that successful entrepreneurs don't sit for long blocks. They chunk their time into shorter intervals. This helps them prioritize physical activity to maintain optimal health and focus.

Managing finances and cash flow is a game-changer. Check out the book “Grow Your Small Business" by Donald Miller. Knowledge is power, and books like that can be invaluable.

Don't be afraid to take the leap. Start small and embrace the journey of entrepreneurship. Make sure to listen to this episode if you are exploring the world of work through entrepreneurship.

“Just be honest. Explain that this is the right role at this time, and tell them why. If you are interested in being considered for roles in the future, then say that. Say, “this isn't me saying never.”

Episode Highlights

02:30 Deciding against promotion when it doesn’t align with personal life.

05:02 Right fit is crucial for success.

08:44 Challenge your initial reactions, reassess and communicate.

12:10 Choose what's right for you, be constructive, consider where you're at.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

What to do When You are Offered a Promotion You Don't Want

Believe it or not, there may be a time when you find yourself in a position where you are offered a promotion that you don’t want. It’s a tough situation to be in, but do not be afraid to say no to a promotion that doesn't align with your long-term aspirations or personal life. Honest conversations with your employer can lead to better opportunities that suit your skills and interests.

Always challenge yourself and question your initial reactions. Sometimes, we may need to reassess if a promotion feels uncomfortable because it's out of our comfort zone. Never say "no" right away without some reflection. It's important to consider your values, goals, and work-life balance before making a choice.

If you do decide that the promotion is not the right fit, remember to have an honest and constructive conversation with your supervisor or boss. Explain your reasons and remain positive about your commitment to growth and development. Don't forget to ask your leaders what they saw in you that made them consider you for the promotion. This will open dialogue about your strengths and interests, potentially uncovering new opportunities down the line. Sometimes, turning down a promotion can lead to even better, more aligned opportunities down the road.

The decision to accept or decline a promotion is a personal one. By staying true to yourself and your goals, you can find a path that brings you fulfillment and growth. Your happiness and well-being matter just as much as your career progression. Trust your instincts, stay open to new opportunities, and strive for that perfect work-life balance.

"When you set up a performance management system and set up those goals, do it collaboratively. Otherwise, it's going to be very hard to get buy-in from the employees and team members involved if they weren't part of it to begin with."

Organizations that are defining their culture need to be careful with the ways they operationalize it. One of the slippery slopes leaders run into is integrating culture with performance evaluations without falling into the trap of subjectivity. Making something subjective like culture become measurable is no small feat. Read the blog for more on how I recommend organizations approch it.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

“People actually appreciate standards if they're there for the right reasons or if it makes you unique or stand out."

Episode Highlights

02:59 Including specific questions in job descriptions to weed out applicants

05:08 Filtering job applicants based on qualifications and eligibility.

08:51 Effort can indicate motivation for a job.

12:12 Having a book requirement for job applications.

14:39 Doing things different in a productive way can actually increase the number of applicants.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Add Filters to Job Descriptions

Attention to detail matters in job applications. With so many people applying to any and every job, adding filters to job descriptions is a great first step for considering candidates. Incorporating them can enhance the hiring process, attract more qualified candidates, and ultimately find the right fit for your organization.

Filters are a great way to determine if candidates are paying attention to the job posting. Adding questions related to salary expectations, qualifications, and eligibility can help sift through applications and find candidates who are genuinely interested in the position.

Attention to detail is a valuable trait in job applicants. By including questions that are already answered in the job description, employers can gauge how closely candidates have read the posting and their level of enthusiasm for the role.

Applying filters also have a way of enhancing the employer's brand and attract the right candidates. While it's important not to create overly burdensome barriers in the application process, incorporating unique filters that align with the company's values or requirements can actually increase interest and showcase the organization's distinctiveness.

Listen to the episode for more ways to incorporate effective filters and optimize your hiring process. And if you need guidance on setting up filters for your organization, feel free to reach out to me at tim@bestculturesolutions.ca.

Remember, finding the right candidate is crucial for building a winning culture and creating fulfilling careers. Let's make the hiring process smarter and more efficient together.

“It’s not that you're doing something wrong. It just may not be the right fit there at that moment."

Episode Highlights

[00:05:18] There's nothing wrong with making money, but genuine motivation is important for job satisfaction and self-worth.

[00:09:49] Importance of genuine reasons for pursuing a role and the need to consider whether certain organizations or positions are a good fit.

[00:12:29] Feedback is constructive, but frustrating. Not personal, just not the right fit.

[00:14:53] Workplace commitment varies and colleagues will not always be fully supportive of your professional growth, which may indicate it's time to seek new challenges.

[00:18:13] Acknowledge and understand feelings of bitterness but be self-aware and act accordingly.

[00:20:43] Advice on professional behavior during difficult conversations and job transitions.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

What to Do When You're Been Passed Over for a Promotion

Have you ever experienced the disappointment of being passed over for a promotion that you were hoping to land? It can be tough, but it's important not to let it discourage or define you. Whether you've recently found yourself in this position or you're simply looking to gain some valuable career advice, this episode is a must-listen. Katie and I share practical steps to help you move forward, focusing on self-reflection, understanding motivations, and finding alternative paths to success.

Three key takeaways from this episode are:

• Reflect on Your Motivations: When faced with a promotion setback, it's crucial to ask yourself why you wanted that promotion in the first place. 
• Embrace Personal Growth: Getting passed over for a promotion can be disheartening, but it's also an opportunity to assess your skills, strengths, and areas for improvement.
• Take Ownership of Your Career: Instead of dwelling on the missed promotion, channel your energy into reflecting on your long-term goals and strategize ways to achieve them, whether it's within your current organization or exploring new opportunities elsewhere.

So, if you've recently been passed over for a promotion, don't lose hope! Use this setback as an opportunity for self-reflection, growth, and taking charge of your future success.

Make sure to listen to this episode for a deeper dive into what to do when you've been passed over for a promotion. Let's empower each other to navigate career challenges and create fulfilling paths.

 

"Different ideas are not a bad thing. Where they become a bad thing is when people either avoid them or they deal with them in a way that is not very constructive."

Episode Highlights

[00:02:52] Focusing on the mission while respecting others’ opinions.

[00:06:11] Hire motivated leaders that address conflicts constructively and embrace diversity training.

[00:08:03] Train for clear expectations and address situations effectively.

[00:10:15] Have policies in place as a proactive measure, to prevent incidents and promote team cohesion and conflict resolution.

[00:11:16] Behavior reinforcement is vital.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Keeping External Distractions Out of the Workplace

A pressing issue faced by many organizations is how to prevent external events and distractions from infiltrating the workplace. From hockey matches to geopolitical conflicts and heated elections, external factors can easily cause tension and distractions among employees..

At the core of a strong workplace culture is a shared mission and goal. Regardless of personal opinions or backgrounds, everyone should be united in working towards a common objective. That doesn't mean individuals can't have opinions or engage in discussions about external events. It's important to respect diverse perspectives and allow room for different opinions. But remember, when at work, the mission should always take precedence.

Creating a professional expectation is key. Employees should be reminded that while they can have individual opinions, their primary focus should be on the mission of the organization. This helps minimize distractions and maintain a productive work environment. One way to address this is through proper hiring. Use motivation-based interview questions to assess how candidates handle conflict and diverse ideas. Building a team that can navigate disagreements constructively is essential.

Another important step is setting clear expectations around how conflicts and opinions should be addressed. Encourage healthy debates and provide training on diversity and inclusion. This ensures that everyone understands the importance of coexistence and collaboration. Training not only educates employees, but it also sets clear expectations for how situations should be addressed within the organization. Meaningful diversity training can greatly contribute to a harmonious and focused workplace culture.

Remember, external distractions will always exist, but it's how we handle them that matters. By staying focused on the mission, respecting diverse opinions, and creating a culture of constructive dialogue, we can keep distractions at bay and achieve success. The key is to remember that while we may have different opinions, we are all on the same team, working towards a common goal.

Let's build workplaces where people come together, regardless of external distractions, to create winning cultures and fulfilling careers.

 

 

 “This is a great exercise for many reasons, not the least of which is that, people get to learn.  Actually, it has also made me, better at what I do."

Episode Highlights

[00:02:49] Time goes quickly when focused on creating.

[00:05:10] Not rehearsing forces me to improve and stay adaptable.

[00:09:02] Remote became prevalent during pandemic, now shifting back to in-office.

[00:11:35] Preference for remote work, flexibility and accountability.

[00:17:11] Partnerships and continued growth that come with podcast.

[00:19:50] Appreciation to listeners.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

One Year of World at Work

It's incredible how time flies when you're busy creating valuable content and engaging with listeners. Podcasting has allowed me to offer value beyond my business while also making me better at what I do. The spontaneous and unscripted nature of conversations keeps me on my toes, challenging me to constantly improve my knowledge and communication skills. It's a rewarding experience that helps me provide better insights to my clients and listener.

Throughout the past year, I've realized that the core principle of success in leadership, recruitment, and retention remains unchanged. Hiring the right people, providing proper training, and treating them with clarity, respect, and fairness is the key to winning. Although the methods may evolve, the importance of prioritizing people will never fade. It's a reminder that everything we do ultimately revolves around the people we work with.

Releasing episodes every week for the past year has taught me the power of consistency. It's remarkable how time flies in the fast-paced world of podcasting. This experience has reinforced the value of showing up regularly, delivering valuable content, and building a loyal audience. Consistency not only helps us grow as content creators but also builds trust and credibility with our listeners. It's an essential ingredient for success in any endeavor.

I'm grateful to everyone who has been a part of this wonderful podcasting journey. Your support and engagement have been invaluable. Here's to another year of creating winning cultures and fulfilling careers together.

“Once I knew what the mission and vision were, and how to execute the work, it became a little bit easier to figure out how to welcome people in as employees.”

Episode Highlights

[00:01:06] Building a strong culture, customer experience, and leadership vision in business.

[00:06:01] Consolidating tasks and outsourcing work

[00:07:18] The execution and evolution of bringing a vision to life.

[00:12:40] Ongoing job application allows for submissions for potential hires.

[00:14:33] Training programs can be empowering or micromanaging, depending on mindset.

[00:18:23] Organizational reviews and deliberate decision-making for growth.

Connect with Jamey

https://stonemaiergames.com/

Instagram: @jameystegmaier

YouTube: JameyStegmaier

Facebook: @StonemaierGames

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Building a Culture as a New Company

Strong company cultures do not happen by accident. They require deliberate actions and decisions. Jamey Stegmaier, founder of Stonemaier Games knows this firsthand. Using his lifelong passion for playing and designing board games, he built his business with the mission and vision to bring joy to tables worldwide. Building a winning culture doesn't happen overnight, but by hiring trusted individuals, consolidating tasks, and focusing on consistency, you can create something extraordinary.

Jamey shares how he became fascinated by crowdfunding platforms like Kickstarter. He found them to be a great way to connect directly with customers who share a passion for the products he would create. In the case of Stonemaier Games, board games. He was able to work as the sole full-time employee for nearly a decade by outsourcing tasks to independent contractors. However, as the business success continued he felt it was time to build a team.

Hiring employees can be scary for entrepreneurs since it means relinquishing some control over the brand. Consolidating related tasks became a priority for him as a way to improve communication and customer service. Jamey’s key decision was to hire people he already knew and trusted, even though it may not align with traditional hiring practices.

Consistency and brand alignment are crucial to business success, much like the impact you'd feel when visiting a Disney theme park. Jamey recognizes the importance of creating a culture that offers memorable customer experiences and has worked to make sure Stonemaier Games delivers that consistent brand experience.

Make sure to listen to this episode to hear more of Jamey Stegmaier's story and the deliberate steps he took to build a thriving company culture. This is a great conversation for anyone looking to build winning cultures that empower our teams and create game-changing experiences.

"You should never blindly put out the same post that you had last time. Because when you do that, all you're gonna do is you're gonna be hiring for yesterday, not hiring for tomorrow."

Episode Highlights

[00:04:05] Ensure job postings reflect future changes. Include mission/values statement.

[00:08:16] Testimonials provide valuable proof, so the discomfort of asking for them is worth it

[00:09:53] Explain your job process clearly to attract more candidates and gain trust. Transparency and accountability are key.

[00:13:31] Using masculine or feminine coded language in job postings affects the type of applicants.

[00:16:50] Recap of the six things to attract and communicate with the right talent effectively.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Too many organizations create job postings that lack the impact they should have. When you know how to write an effective job posting, you will attract top talent and engage the right candidates.

Make sure our job postings are relevant, compelling, and aligned with the future needs of the role. It is important that you attract purpose-driven individuals who are eager to make a difference and grow within our organizations. Don't just dust off an old one and reuse it. Take a moment to reflect on how the role has changed in the past and how it may evolve in the future. Be deliberate in capturing the job's current and future needs. 

People want to be part of something bigger, something that aligns with their own values. Instead of solely focusing on monetary benefits, make sure to also highlight the unique opportunities, growth potential, exposure to different clients, and chances for specialization. Show why working for you adds value to their life. Emphasize how the role allows candidates to contribute to a bigger purpose and how they can progress and improve within your organization. Appeal to their desire for meaningful work.

An effective job posting attracts the right candidates, not just anyone. By being intentional in your approach, you can create a posting that resonates with potential hires and sets you apart from other organizations.

I hope these tips help you create top-notch job postings. Remember, it's all about finding the right fit and connecting with candidates who align with your values and mission. If you need more than just luck in your recruitment endeavors, reach out to our team at Best Culture Solutions. 

"If you look around your organization and you all look the same, you're missing out. You are missing out a whole bunch of other tools and talents and skills." – Valerie Cockerell

It is not often you hear people talk about the similarites between eadership and motherhood. Until now. Valerie Cockerell brings her wealth of experience as a leader, mother, and author of "Manage Like a Mother." She shares about the importance of emotional intelligence in leadership and how motherhood ultimately shaped her perspective as a leader.

Emotional  intelligence (EQ) in leadership is not just about having a high IQ.. EQ plays a crucial role in nurturing collective intelligence and creating an inclusive environment. Valerie emphasizes the need for organizations to prioritize EQ when it comes to cultivating strong leaders. She shares her own journey as a leader, implementing techniques like motivational-based interviewing and witnessing a shift in the gender balance within her team.

Valerie challenges the traditional hiring approach that solely relies on experience. She argues that experience is not always an accurate indicator of future success and that self-motivation is a far more crucial factor. Drawing from personal experiences, Valerie reflects on her own career choices and the confidence struggles many women face. She wishes she had known certain things when she was younger, and now she seeks to pass on her wisdom through a forthcoming book on leadership.

Throughout the episode, Valerie illustrates the parallels between being a mother and a leader. She acknowledges that these roles do not automatically complement each other but can be learned from and leveraged. Valerie encourages leaders to create a culture that embraces mistakes, fosters growth, and recognizes the unique strengths of each team member.

The insights shared during this conversation are not only relevant to mothers and women. They are things all individuals seeking to thrive in their leadership roles would benefit from the perspective on. Her message of being adaptable, recognizing diverse skills, and evolving communication styles will resonates with any professional..

Take a listen to this episode and make sure to order Valerie's new book, "Manage Like a Mother." With its release just around the corner on October 10th, 2023, we anticipate it will provide further valuable insights and strategies for strong leadership.

Connect with Valerie:

Order the book - Manage Like a Mother

Email - valerie@cockerellconsulting.com.

LinkedIn - Connect with Valerie

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Episode Highlights

[00:05:57] Connecting between leadership and motherhood.

[00:10:01] Learn from mistakes, embrace individual strengths.

[00:11:31] Different ways of achieving tasks are important.

[00:14:51] Fair and balanced feedback for workplace equality.

[00:17:37] Experience is not the best hiring criteria.

[00:21:54] EQ is the most important leadership trait.

[00:23:26] Diversity brings needed talents for effective leadership.

[00:26:48] Simple tools resonate and make transitions successful.

"If you never feel enough without something, you will never feel enough with it."

At some point we have all heard the age-old question, “is the grass really greener on the other side?” It is often brought up when someone mentions the idea of making a career change. During this episode, Katie and I talk about how to determine if that big change will truly bring fulfillment and happiness.

The phrase "the grass isn't always greener" can have an impact on people considering career transitions. While it is true that the grass isn't always greener, that phrase should not become a deterrent. Be deliberate and mindful in defining what "greener grass" would be like for you before making any hasty decisions.

Everyone should take the time to assess their personal and professional goals. That is the best way to determine if a change aligns with those aspirations. That will help you avoid making reckless or impulsive career decisions. At the same time, you do not want to be paralyzed by fear or doubts about the potential outcomes. Instead, sit down and intentionally map out what a preferable career situation would entail.

This episode draws parallels to our last conversation about moving the goal post and setting conditions in life. Katie and I both have noticed that external opinions and limiting beliefs from others can sometimes hold people back from pursuing new opportunities. Trust your instincts and create your own definitions of success.

Take a listen to this episode as we highlight the significance of being intentional and purposeful when considering career changes. By defining what "greener grass" means to you and aligning it you’re your personal goals and values, you will be able to make informed decisions that lead to greater satisfaction and fulfillment in your professional lives. The next time you find yourself contemplating a career change, remember to define what the "greener grass" looks like for you and pursue it boldly.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Episode Highlights 

[00:03:04] Important to seek happiness-not perfection.

[00:06:02] Career changes may not be understood by anyone but you

[00:08:24] Define high level values, principles, and skills to find fulfillment in business. 

[00:10:20] Multiple options lead to the right decision.

"You're better off being decisive and making it happen than you are prolonging things even further."

Have you ever found yourself at a crossroads in your career, knowing deep down that it's time for a change? Recently Katie and I have a conversation diving into our experiences with career shifts, knowing many are held back from change due to fear. Despite our unique career moves, there are three similar and valuable lessons we learned in the process.

It is important to acknowledge that making a significant career change is no walk in the park. It requires time, effort, and unwavering commitment. Whether you're starting your own business or shifting to a new role, understand that success won't happen overnight. It's crucial to be prepared for the steep learning curve and be willing to put in the work to reach your goals. Remember, anything worth achieving takes time, and the rewards will be worth it in the end.

Before jumping into the unknown, take the time to reflect on what you truly want to achieve and fix in your professional life. Dig deep and explore your passions, strengths, and aspirations. This self-discovery phase will not only help you align your career path with your values, but it will also provide clarity and confidence as you navigate new opportunities. Don't rush this process; instead, embrace it as a valuable part of your journey.

When you make a big career change and enter a new environment, it's vital to resist the urge to prove yourself immediately. Take the time to absorb the knowledge, expertise, and perspectives of those around you. By actively listening and learning from others, you can gain valuable insights and leverage the resources available to you. Remember, success comes not only from your own abilities but also from the collaborative efforts of your team.

Making a significant career change is both exciting and challenging. Take a listen to this episode to hear Katie and I really unpack the impact of these three key lessons. It’s not all reflection. We share plenty of practical advice on navigating this transformative journey successfully.

Remember, making a big change is possible, and with the right strategies, you can create the career of your dreams. 

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Episode Highlights

00:00:55] Never feel fully ready, always be preparing.

[00:03:17] Making big career changes requires hard work.

[00:07:38] Don't shift goalposts, stick with your goals.

[00:12:24] Don't obsess over minor details, take action.

[00:16:40] Importance of persevering through challenges and change.

When the applicant tracking system chooses a person for you, it's almost like a suggestion. You still have to be the one that makes the conscious decision to choose who you interview. - Tim Dyck

The first time I had to sift through a pile of resumes without the aid of an Applicant Tracking System (ATS), I was overwhelmed. Looking at the array of qualifications and experiences was like staring at a jigsaw puzzle. I had no idea where to begin. That was what lead to recognizing the value of breaking down the job requirements into core skillsets.

Hiring for certain roles is not just about ticking boxes based on previous job titles. A key part of searches is finding someone who has been able to demonstrate the necessary skills in their previous roles. I remember going through the stack of resumes, and spotting one for a chef. Many might have overlooked it, but I could see the potential. The ability to handle stress, multitask, and prioritize tasks – these were all skills necessary for the role I was filling. From that moment, I started to see the task of searching for who to interview in a different light.

The other thing to consider is the location of candidates. I have had to rule out exceptional candidates from different parts of the world due to logistical constraints. Despite their potential, it also helped me appreciate the value of using a local talent pool.

There's an inherent complexity in reviewing resumes manually. Remembering my initial dilemma makes me chuckle now. While it is a challenging task, manual resume review also gave me a deeper understanding of what truly matters in the hiring process. It's not just about the skills or the location, but a delicate balance of both, among other factors. Make sure to send this episode to anyone you know that is in charge of hiring so they can also be reminded of ways to approach common challenges around deciding who to interview.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Episode Highlights

00:03:37 - Understanding Applicant Tracking Systems

00:05:19 - Importance of Skillset

00:11:47 - The Impact of Location

00:13:01 - Criteria for Initial Resume Review

00:14:20 - Screening for Job Jumpers

00:16:37 - Final Pass Selection Process

00:19:44 - Seeking Help with Hiring Process

 

 

"Onboarding is your biggest best opportunity to make a first impression and set people on the right path as far as what your shared beliefs, values, and behaviors are.

Notable Moments

01:03 Leader discovers differing views on company culture.

04:54 Onboarding is crucial for setting shared values.

08:41 Clarify values for effective leadership and hiring.

12:02 Align customer service with principles, involve team.

13:49 Set boundaries, follow-through; improves relationships significantly.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

What would happen if you were to ask various members of your team to define your company culture? After Lee Cockrell’s recent Mastermind in Orlando, a corporate leader followed up with Jody to report back something that happened when he returned to work. He asked 8 of his organizational leaders to define their company's culture and all 8 had different answers. While it may seem surprising, that lack of alignment is not at all unique.  Read our blog about how to define your culture and align your teams.

 

Don't let a career break define you. Highlight the incredible work you did as a stay at home parent or caregiver, because that's just as important and valuable. - Tim Dyck

Employment gaps happen and they are nothing to be ashamed of. There is no reason to hide your employment gap on your resume. Embrace it and showcase the valuable skills and experiences you gained during that time. It is important to be upfront about them. And believe it or not, there are some fun and creative ways to communicate these gaps on your resume.

For example, if you were a stay-at-home mom returning to the workforce, you can include that period as if it were a job. List the employer as the name of your household and the position title as Stay at Home Mom. Highlight the skills you gained during that time, like managing logistics and transportation for a family of five.

There are also ways you can address negative experiences with certain companies. One strategy is to only include the years of employment instead of specific dates. That allows you to leave out short-term negative work experiences without creating an obvious gap. Ultimately, be honest and creative in a way that presents you as a valuable candidate. Employers appreciate authenticity.

Make sure to listen to this conversation for more strategies and tips around addressing employment gaps. Your career journey may have taken unexpected turns, but that doesn't diminish your worth. Be upfront about your experiences and let employers see the real you.

Episode Highlights

00:01:34 - Using Creativity and Honesty

00:07:13 - Overcoming Stigma

00:08:19 - Unwanted Experiences

00:11:34 - Seeking Professional Guidance

00:13:17 - Why Projects Fail

00:14:19 - Mitigating Employment Gaps

00:15:07 - Acknowledging Caregiving Responsibilities

00:15:21 - Embracing Individuality

00:16:17 - Owning Imperfections

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

Your colors and graphic design mean that three to five seconds are spent admiring your colors and graphic design, instead of focusing on how you can help the employer. Spend those precious seconds sharing with people how you can help them. - Tim Dyck

Many creatives feel a need to inject creativity into their resume as a way to stand out among the otherwise common resume format. A splash of color here, an intriguing icon there. The goal is for their personality to leap off the page and grab the reader's attention. Unfortunately, that creative flair is actually distracting from the qualifications and experience that you really want to get noticed for. During this episode, Katie and I dive into ways to incorporate creativity into resumes without sacrificing professionalism.

Any time you give your resume a revamp, you need to make sure your creative elements didn't compromise the readability or the format of the resume. Think about all of the volunteer activities that you participate in and any continuing education courses you have taken. Those are often a pretty solid reflection of your values and personality.

Let your personality shine through the content of your resume, not just the design. Reconsider how you approach creativity with your resume, and focus on the substance rather than the style. That way your resume tells an engaging story of who you are and what you bring to the table.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 Episode Highlights

00:02:08 - Balancing Creativity and Resume Format

00:05:47 - Alternative Ways to Show Personality

00:08:21 - The Risk of Visual Distraction

00:12:17 - The Importance of Volunteer and Community Service

"Attitude trumps experience every time. Someone who is eager to learn and willing to do what it takes will always outperform someone who relies solely on their past experience." - Tim Dyck

When I think back to the time I first started hiring, I was overwhelmed with the number of applications I'd collect. I definitely didn't have a structured approach to sift through them. By establishing a clear and objective hiring process I drastically improved my hiring success. That is why I started helping organizations level up their hiring practices by setting up full cycle recruitment processes. During this conversation with Jody we dive into the three things every hiring manager should know.

First, there should be a clear and objective hiring process in place. Having a process allows for fair decision-making and eliminates the reliance on incomplete information or emotional biases. Creating a process within your organization, even if it doesn't exist, can lead to better hiring outcomes.

Next, recognize the importance of transparency and communication with candidates about the process. Keeping them informed about the number of interviews and when they can expect to hear back goes a long way in building strong candidate relationships.
Finally, keep your hiring process on track through meaningful organization and tools. Using checklists or applicant tracking systems can ensure no steps are missed. Being organized not only saves you time but also helps you make objective decisions.

Hiring managers often prioritize experience over attitude when considering candidates. It seems to be the trap that catches many people in the cycle of unsuccessful hiring. That is why is it important to remember that experience alone does not guarantee success. The most significant indicator of someone's ability to hit the ground running is their self-motivation and willingness to learn.

Take a listen to this episode then start implementing the learnings from this episode will help you establish a clear and organized hiring process. If you would like assistance setting up a recruitment process for your company Bestculturesolutions.ca or send me an email.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Episode Highlights

00:02:03 - The Importance of Attitude



00:06:49 - Having a Clear Process



00:10:14 - Communication is Key



00:13:20 - Organizing the Interview Process 



00:13:50 - Starting a Recruitment Process from Scratch



00:14:02 - Get Help With Your Process

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

 

Have standards of leadership because people are going to refer your team or refer working for you to other people based on how they feel like they're treated, are they valued, are they equipped. - Tim Dyck

A great first step is to implement a formal referral program. That is only step one though. It is critical that your become an organization that people would want to recommend in the first place. That means treating employees with respect and valuing their input.

The next step is to ensure there are high standards of leadership. This is crucial. If our leaders aren't referable, then the whole organization won't be either. One way to check in on this is by asking for feedback. That will help you know if you are doing well.

Send anonymous surveys that ask employees how likely they are to recommend working for us to friends, family, and neighbors. It will help the employee net promoter score, which is a solid gauge of our referability. Finally, make sure to survey employees about their leaders' skills. The results are enlightening and can be a perfect guide to numerous improvements.

Connect with Tim and his team:

Website: https://bestculturesolutions.ca/

LinkedIn: Best Culture Solutions, Inc

Instagram: @best.culture.solutions  

Email: tim@bestculturesolutions.ca

Episode Highlights

00:02:08 - Creating a Referral Program

00:04:34 - Being Referrable

00:07:04 - Standards of Leadership

00:10:18 - Asking for Feedback

00:12:48 - Why People Quit Their Jobs

00:13:54 - Importance of Leadership and Referrals

00:14:31 - Engaging Employees in the Hiring Process

00:15:24 - The Power of Employee Referral Programs

00:16:37 - The Importance of a Referral Program