World at Work

“Great leaders don't wait for perfect. They make the best call they can and adjust if needed.” When a beloved attraction like Muppet Vision 3D closes, it stirs big emotions, something leaders face every day when making tough decisions. In this episode, Tim Dyck and Katie Currens explore what it really takes to lead through change. Tim shares his experience and insights on making informed decisions that may not please everyone but will serve the greatest good. Learn how to cut through the noise, lean into feedback, communicate clearly, and lead with both confidence and humility. Read the blog for more from this episode on how to decide what to change.  Notable Moments [00:01:04] Disney's decision to close Muppet Vision 3D [00:03:54] Why leaders can't please everyone [00:06:39] Story from Bob & Rick Allen on decision-making with data [00:08:54] How to lead with morale during change [00:12:19] The importance of getting out and listening [00:14:13] Making decisions with courage and humility [00:16:54] How to weigh reversibility when making tough calls Connect with Tim and his team: Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"You're not being duped if someone leaves for better pay. You're just part of their journey. Focus on what you gained while they were with you." Notable Moments 02:36 – Setting the salary range and mismatched expectations 04:49 – When candidates leave for better offers (and it's not personal) 05:35 – Questions to ask candidates taking a lower salary 07:52 – The value of short-term high performers 10:44 – What to do when a candidate asks for more than you can pay 11:13 – Why salary market analysis matters 13:35 – Where to get help with salary benchmarking In this episode Tim Dyck and Jody Maberry explore the nuances of managing salary expectations in hiring. What do you do when a candidate asks for more than you can offer or decides to take a role below their usual pay? Tim shares practical steps for assessing motivation, minimizing risk, and deciding when it's worth making the hire. Learn how to ask the right questions, handle salary gaps with transparency, and why short-term high performers can still bring long-term value. If compensation conversations ever feel awkward, this episode will help you approach them with strategy and confidence. Read the blog for more from this episode about managing salary expectations. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

“You're never overworked; you're underorganized. The org chart should help you fix that.” Tim Dyck and Katie Currens dive into the importance of intentional organizational charts. Tim explains how reactive decisions, like adding roles to solve immediate problems or merging jobs without reflection, can lead to burnout, confusion, and inefficiency. The episode explores how to design org charts around customer needs, include key voices from the front lines, and plan ahead with future-focused job descriptions. Whether you're growing a team or restructuring after a departure, this conversation offers practical steps to build a healthier, more effective organization. Read the blog for more from Tim Dyck on organizational charts.  Notable Moments [00:01:51] – Why most org charts are reactive instead of intentional [00:03:07] – The power of building org charts around customer needs [00:06:14] – Why front-line voices matter in org chart planning [00:08:05] – The risk of combining roles without self-awareness [00:10:36] – Why job descriptions should be based on the next 6–12 months [00:12:05] – Steps to rebuild your org chart intentionally [00:13:45] – How to develop job descriptions aligned with future needs Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

“Success in hiring starts with understanding when your industry's people are most likely to listen.” Notable Moments 00:02 – Seasonal hiring patterns in education 00:04 – Energy industry trends and maintenance scheduling 00:06 – Resources for researching hiring patterns (news, board minutes, unions) 00:08 – Mindset and timing in professional roles like physiotherapy 00:10 – Strategic workforce planning based on project end dates 00:11 – How we help organizations align recruitment with industry timelines 00:12 – Final thoughts on navigating shifting career interests and hiring seasons When it comes to hiring, timing is everything. Seasonal trends shape job markets across industries, from education and energy to hospitality and healthcare. Leaders can get ahead by identifying project timelines, industry trends, and even board meeting minutes to build smarter recruitment strategies. For job seekers, understanding when companies are hiring gives you the chance to show up at just the right time. Whether you're solving your next people puzzle or exploring your career options, this episode is your guide to thinking seasonally and strategically.  Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"There are things that are said, there are things that are heard, and there are things that are remembered. And very rarely are all three of those things the same." Notable Moments 01:20 Why most hiring strategies break down during rapid growth 06:40 What fractional recruiting looks like in action 13:10 The key questions businesses fail to ask before hiring 20:45 How to avoid “check-the-box” recruiting and build meaningful teams 27:00 When it's time to bring in outside expertise Is your team growing faster than your hiring process can handle? You're not alone. In today's fast-moving business landscape, the pressure to fill critical roles without slowing down operations is higher than ever. What happens when your internal team can't keep up, or your recruiters aren't equipped to hire outside their comfort zone? Fractional recruiting is not just a cost-saving measure, but a smart, strategic way to build high-performing teams when internal resources are stretched. Mike Simmons is a veteran in sales, leadership, and growth strategy who returns to discuss fractional recruiting. Whether you're a business leader trying to scale without burning out your staff, or a recruiter juggling roles you're not equipped to fill, he offers clear insight and actionable advice. Fractional arrangements should never be horror stories. They should propel your business forward, with flexibility and precision. If you want to ensure your next fractional hire is a win, focus on alignment, communication, and process. Connect with Mike Simmons Mike Simmons on LinkedIn findmycatalyst.com/fractional Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Nothing becomes normal and common until somebody disrupts things and makes it normal. And sometimes there's space and room for disruption." Notable Moments 00:41 Unconventional Job Benefits Trends 05:38 Negotiating a Different Compensation Package 06:57 Evaluating Workplace Culture and Values 10:32 Employee Value Justification 14:34 Pitching Unconventional Ideas to Employers Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca Asking for what you need at work isn't just okay; it's essential. Many of us grew up thinking benefits were fixed, but the modern workplace is shifting. More people are realizing that unconventional benefits, from remote work options to flexible healthcare or extra vacation days, can make all the difference in whether a job actually fits their life. One thing I always encourage is self-reflection before making these requests. Ask yourself why this benefit matters to you and how it lines up with your values and needs. When you understand what's truly important, it becomes much easier to explain it to an employer—and to show them the value you bring in return. Benefits aren't just perks; they're an extension of an organization's culture. If you're negotiating an offer or considering asking for something a little different, remember it's not just about the request but the overall value you're offering in return. Employers want to know how supporting your needs might help everyone win. Ultimately, being clear, confident, and self-aware can open up a genuine conversation with your current or future employer. Most importantly, there's nothing wrong with asking for what matters to you. When you articulate your needs and tie them to how you'll bring value to the team, you're building the foundation for a work experience that truly supports both sides. Don't be afraid to ask the questions that matter. It could lead to a better role for you and a stronger organization for everyone.

"Are you doing this just to look good for yourself, or are you doing this because you genuinely want to make a difference for your people?" Notable Moments 04:42 Unlimited PTO: Productivity and Legalities 09:00 Managing Unlimited PTO Challenges 12:58 Competitive Compensation & Benefits Analysis 13:42 Thoughtful Compensation Strategy Assistance Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca There is a lot of discussion around whether unconventional benefits really enhance work culture, or if they are just a shiny façade. Benefits like stocked kitchens, ping pong tables, or even unlimited PTO can seem appealing, but the motivation behind them is what truly matters. Read my blog for more on ways companies can adopt unconventional benefits, while making sure they are doing it for the genuine benefit of employees.

"Every single person that is working with you is usually capable of far more than you realize." Notable Moments 00:57 Navigating Internal Job Opportunities 06:15 Highlight Relevant Experience 09:30 Objective Hiring and Open-Minded Leadership 11:16 Assess Motivation in Interviews 14:17 Value of Skills and Motivation Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca There may come a time when an internal position is posted that piques your interest. The only challenge is that it is very different work from what you've been doing. Now you're trying to figure out how to stand out when applying for a new role within your organization. It's actually a challenge I've faced personally. My biggest lesson? Communication is everything Read the blog to learn more about how leaders can create the environment where talents are recognized and nurtured. When they learn how to do this, our businesses and our people will thrive.

"Fractional work is an opportunity to help make an impact inside an organization as quickly as possible. Accelerate speed to impact by helping people move forward." Notable Moments 01:02 Fractional Executive Recruitment Clarity 05:55 Navigating Noise in Fractional Roles 08:41 Strategic Planning and Caution 09:55 Beware of Fake Consultancies 15:24 Fractional Executive Expertise Essentials 16:39 Finding Right Fractional Expertise 19:23 Fractional Executive Solutions Connect with Mike Simmons Mike Simmons on LinkedIn https://www.findmycatalyst.com/fractional Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca Fractional roles are shaking up the business world, offering tailored executive support without the full-time price tag. Navigating this dynamic landscape can be daunting. This week, I welcome Mike Simmons, a seasoned expert in people and processes, to demystify the world of fractional work. Mike and I have observed a considerable rise in the number of professionals offering fractional services, especially since the pandemic. Businesses are keen to tap into high-level expertise without committing to a salary-heavy full-time role. However, the surge has brought along its fair share of confusion and noise. Mike points out the perils of "fractional by convenience", or those who unexpectedly enter this space without the requisite experience, aiming to learn on the job instead of delivering impactful results. Our discussion hit home on the essence of fractional work: speed to impact. Unlike traditional roles that evolve over time, fractional experts are brought in to initiate swift, substantial progress. Mike and I stressed the importance of hiring the right person to ensure businesses move out of their strategic ruts effectively. For those considering fractional help, we encourage a proactive approach, assessing whether it's a good fit before the problems arise. We've even developed a fractional readiness assessment to guide you through this decision-making process. In the end, the key takeaway is simple: fractional work should expedite and streamline solutions via experienced professionals who are ready to make an immediate impact. If you're feeling lost in the maze of fractional offerings, remember, there's always a way to find the right support to tackle your business challenges.  

"Have a very deliberate process for filling existing roles that is the same for everybody, external, internal. Make sure that process is also going to identify the best candidate for the role and that you're developing people to be the best candidate." Notable Moments 00:53 Deliberate Internal Candidate Development 04:28 Pitfalls of Internal Promotions Without Purpose 07:04 Create a Deliberate Hiring Process for Internal and External Candidates 12:35 Developing Leadership Skills for Longterm Employee Growth 14:15 Recruitment and Strategic Organizational Culture Services A common pitfall in organizations is making internal promotions based on sentiment rather than strategy. One of the worst approaches to filling a position is promoting someone just because it felt like the right thing to do. On the flip side, organizations that focus primarily on external hiring neglect internal talent and miss the opportunity to further develop people already committed to your business. Talent coming from within the organization can bring unique advantages when the process is approached correctly. Read the blog for more on the importance of implementing a structured approach, developing your people, and how internal promotions done right can boost morale and strengthen your organization.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"In order for a survey to mean something, it has to be followed through on the results." Notable Moments 00:51 Timing of Exit Interviews 03:53 Constructive Versus Emotional Feedback 08:03 External Feedback Handling Recommended 10:07 Understanding Customer and Employee Feedback 13:41 "Boosting Retention Through Honest Surveys" Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca Avoid the cost of turnover by investing in employee feedback. When done with intention, a simple conversation could make sure your organization is one where people want to work and stay. Conducting exit and stay interviews give organizations an opportunity for improved retention, boosted morale, and a culture of genuine care. Read our blog for more about how gathering and reviewing feedback is an investment in your company's future.  To explore ways to implement these strategies in your organization, consider reaching out to Best Culture Solutions at bestculturesolutions.ca or emailing Tim directly at Tim@bestculturesolutions.ca. Together we can come up with your best culture solution. 

"Instead of getting information after people decided to leave, get the information before they decide to leave." Notable Moments 00:37 Survey Anonymity Concerns 06:01 In-Person Interviews Build Trust 10:09 Building Trust Through Anonymity 13:45 Boost Engagement Through Transparent Action 15:19 Improving Workplace Culture Effectively Surveys can be your secret weapon to a happier workplace. The problem for many people trying to use engagement surveys is a lack of trust in the process. Many people are skeptical about the anonymity of online surveys. They fear that there are hidden ways of tracking responses or insincere intentions. I totally get it. And well intended organizations don't want people to second-guess their input. Read the blog for more on how to make your engagement survey more impactful  Connect Tim and the Best Culture Solutions Team Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Have people that you can trust to receive their honest opinion and advice, while keeping space for you to make your own decisions, without them trying to micromanage or direct you" A personal board of directors can transform careers and lives. Like many, I hadn't been deliberate in setting up my own personal board. Yet, I unknowingly have a network of trusted advisors shaping my path. Katie compared it to the eclectic cast of the show The Big Bang Theory, where each person brings their unique flair and insights to the table. A personal board is not just about having people you trust or people that are from similar professions. A well balanced board has a dynamic mix of diverse perspectives to guide and even challenge you. This board isn't about holding meetings with agendas though. It is about leaning on the people you trust for professional or even personal guidance. As you think about your own board, be aware of how you may play a key role on someone else's board. Think of it as a dance of advice and encouragement. Setting up a personal board can provide that critical support and validation. Those are the people that can help you through changes in your organization or give you the nudge to continue pursuing your dream job even when the path gets rocky.  Offer value to your mentors, as they do for you. Recognize their guidance, implement their advice, and maintain a reciprocal relationship. In the world of career growth, the mutual respect with your personal board of directors has a way of turning advice into inspiration. Notable Moments 01:01 Pursuing Dreams Requires Perseverance 05:01 Forming a Personal Advisory Board 09:41 Choosing Board Members 11:51 Mentorship and Networking Benefits 15:04 The Value of Personal Advisory Boards 18:05 The Importance of Deliberate Relationships Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"As you build out your network, it's important to have authenticity. Don't just talk to somebody because you want something out of it." Notable Moments 00:58 "Personal Board of Directors Importance" is essential for guidance, balance, and purpose-driven leadership. 07:01 Why Best Culture Solutions' help was essential for job success. 10:25 Airtight resume significantly boosts interview rates. 16:18 Network genuinely and persist to achieve your dream job authentically. 17:06 Pursue dream jobs, but self-worth shouldn't depend on them. A lot of people talk about chasing their dream job, but don't always put in the work to land it. Twenty-three years ago, my dream came true when I worked as a Cast Member at Walt Disney World. That experience shaped the way I view people leadership and HR recruiting. Rob Midiri and I met up at Epcot in Walt Disney World, to reflect on the sometimes grueling, yet rewarding journey toward landing that ideal role.  Read the blog for more about our conversation.  Connect with Rob https://www.linkedin.com/in/robertmidiri Dreamfinder Designs Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Everything that you do deliberately to have a really strong hiring process is not only going to feed to your candidate pipeline, but it's going to make sure that you don't have to do this as often." There can be a lot of excitment when job hunting. Unfortunately, for some people the initial optimism can turn sour when it ends with silence from the employer. This recently happened with Katie's teenage son. After an interview he was told they would follow up with his training date. Several weeks later there has been no communication.  So, why does this happen? From my experience, it's often due to disorganization in communication. With the variety of platforms we now use such as emails, texts, social media, staying on top of messages has become increasingly difficult. The core issue here is the lack of organized and disciplined communication structures within companies. More importantly, I emphasized that maintaining strong follow-through practices can give employers a significant competitive advantage. When businesses stay organized and keep their word, they attract talent and build a positive reputation. On the flip side, failing to follow up leads to a ripple effect of distrust. Not just from the job seeker but also from their network, as Katie pointed out. For companies, it's about getting back to basics. During every touchpoint, outline the next steps and stick to those timelines. In my experience, when you follow up, whether it's good news or bad news, it shows respect for the candidate's time. It's also appropriate to give them feedback if requested. These simple acts can make a world of difference in how your organization is perceived. For job seekers in situations like Katie's son, remember: it's not you, it's them. Keep showing up, being diligent, and following up; you'll find a place that values your effort. Turn experiences like this into lessons and improve how we communicate, respect, and value time in professional settings. Feel free to reach out if you need guidance on navigating the recruiting maze. Noteable Moments 00:56 Communication Overload Causes Disorganization 05:47 Transparency in Recruitment Process 07:39 Effective Interview Follow-Up Strategy 10:41 Letting Go of Unreciprocated Efforts 15:11 Positive Reputation Boosts Job Referrals 18:29 Reduce Turnover Through Strong Hiring 20:33 Listener Appreciation and Feedback Invitation Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Of all the things that we do to help people, two that we are most passionate about are helping organizations with hiring people right then training and onboarding them right." Onboarding is crucial, yet so many organizations overlook its importance. Have you ever been thrown into a new job with more questions than answers? In my conversation with Katie, we talk about onboarding disasters that can derail a new employee's confidence from day one. Read my blog for more about avoiding onboarding mistakes. Notable Moments 01:37 Onboarding transcends paperwork; crucial for employee retention. 05:23 Binder alone isn't effective; real-life experience needed. 08:01 Teach them then allow independence to build confidence and growth. 12:09 Poor onboarding can cause confusion and turnover. 14:03 Reach out and share onboarding experiences with Tim. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Companies that provided a good onboarding experience had 82% improved retention." Great onboarding isn't about one-off actions. It's a series of well thought out steps that make new employees feel welcome, engaged, and ready to contribute. Read the blog for more from this episode. Noteable Moments 04:12 Good onboarding boosts employee retention. 09:12 Clarify purpose and values by aligning them with daily behaviors. 13:28 Offer guidance on company norms as well as job expectations. 16:32 Ongoing check-ins empower and integrate new hires. 21:08 Irregular hiring processes cause confusion and turnover. 24:52 Overwhelm with information, but make sure to follow up later. 26:39 Reflect on feedback for opportunities to improve onboarding. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Many leaders want to be great but often misunderstand the difference between management and leadership." Treating people well isn't rocket science, but it requires intention and genuine care. As Lee put it, leadership is about guiding people to better outcomes through effective teaching and support. Read the blog for more on how to create a magical culture in your business.  Notable Moments 05:08 Misunderstanging Leadership and Management 07:31 Firing someone taught responsibility of leadership 12:18 Support others by prioritizing their needs, benefits. 15:26 Disney fosters belonging through thoughtful management. 18:47 Check-in with team daily; offer help. 22:34 Comfort builds trust; open communication improves performance. 25:09 True leadership isn't dependent on authority 29:30 Importance of identifying leaders with relational skills 33:53 Visit leecockrell.com for resources like book purchases and courses Resources The Cockerell Academy About Lee Cockerell Mainstreet Leader Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"A fractional professional has the experience, knowledge, or subject matter expertise to know how to get you out of that rut and to actually make impact instead of spinning your tires." Fractional work has the potential to transform businesses of all sizes. It is a game-changer, especially for small to mid-sized organizations that need high-level expertise without the full-time commitment. This episode dives into fractional work including information such as: Cost-Effective Expertise Strategic Focus Speed to Impact Fractional work provides an incredible opportunity for companies to scale intelligently and affordably. At Best Culture Solutions, whether you're seeking fractional HR services or need help finding the right fractional executive in other areas, we're here to support you. Contact us to explore how fractional work can elevate your organization. Notable Moments 00:41 Lack of people strategy can be costly.  05:58 Fractional CFO manages small business cash flow. 08:02 Fractional CXO professionals accelerate strategic business impact. 10:42 Fractional roles drive quick impactful results due to structure, knowledge, and drive Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"If you hire the right people, they are going to want to be part of your brand. But make no mistake, having your critical actions in place when they get onboarded is vital." Clarity and consistency in your company's values can transform your organization. When we started implementing critical actions at Best Culture Solutions, we faced some resistance. However, after rolling out our critical actions our team adapted, service quality soared, and customer feedback became overwhelmingly positive. Listen and check out the blog for more on how critical actions helped our team get clarity in their roles and interactions. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Suspend an expectation that there's going to be a transaction. You don't know where it's going to go." Networking does not have to feel icky. Unfortunately many people see networking the way Kathi Brewer-Gouthro once did. When she first had to dive into networking,  she felt stuck in a “rigorously unproductive” mindset. Networking always seemed to focus on schmoozing, which felt unnecessary and uncomfortable. When Kathi was faced with a career transition she knew it meant she had to also update her network. That prompted a needed change her approach. Over time she reframed her assumption that networking is just about who you know. It's about genuine connections and a mutual exchange of value. It started to click for Kathi when she picked up a copy of "The 20-Minute Networking Meeting" by Nathan Perez and Marcia Belanger. Before reading that book, she had a handful of awkward, zero-value conversations. After embracing their structured approach, things changed dramatically. Each networking “meeting” had a: Strong first impression Clear overview of my career Genuine discussion points Respectful, timely ending Sincere follow-up within 24 hours Since implementing this structure Kathi has had dozens of successful, enriching conversations. The conversations have not only broadened her horizons, they also made networking feel authentic and purposeful. Networking does not need to make you cringe or feel uncomfortable. Instead of avoiding it, equip yourself with the right tools. Approach conversations with genuine curiosity and value-driven intentions. You may be surprised at how organic and rewarding those connections can become. Looking for help with your own career transition? Reach out to our team at Best Culture Solutions.  Notable Moments 01:02 Networking is essential, not just passive engagement. 05:39 Networking requires active effort and learning. 09:22 Using a 20-minute networking structure for intentional connection. 11:45 Take the time to prepare, stick to schedule, follow up afterward. 14:20 Networking enhances comfort and success in career transitions. 17:58 Your network can provide opportunities and supports career development. 21:33 People value genuine connection and support. Connect with Kathi Kathi on LinkedIn Email Kathi Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca Kathi Brewer-Gouthro  

"You cannot allow the important decision that you're about to make get hijacked by somebody else's agenda." Notable Moments 01:02 Being strategic when choosing references for job applications. 05:29 Use references to verify professional history objectively. 06:40 Subjective questions risk skewed, unobjective performance evaluations. 11:22 Proper interviewing prevents agenda-driven hiring mistakes. 13:56 Assess each hiring step's purpose and effectiveness. For years, I relied heavily on job references to gauge a candidate's potential. It isn't an uncommon practice. Leaders schedule reference calls, then ask for insights into a candidate's performance, strengths, and weaknesses. You name it, it gets asked. The problem is that this rarely gives insight into the authentic performance of someone. Instead, you end up with subjective opinions, cherry-picked praises, generic answers, hidden agendas, and non-stop bias. Employers end up getting answers that are often anything but the truth. In fact, it took countless mistakes before I understood that traditional reference checks weren't telling me what I needed to know. It became clear that I needed to make a shift and stop depending on references to validate what I hoped to hear. I shifted to calling references for truth verification and relied more on a robust interviewing process. And guess what? The quality of my hires improved dramatically. We started finding candidates who truly fit our roles and culture. If you're in a challenging season of hiring, consider evaluating and evolving your process. It may be time to part with old ways and embrace new techniques. Revamping the way you use job references can help you build a stronger team, one honest step at a time! Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"The same time that you're the captain of the ship, you also have to be a good Lieutenant. And that is listening to the command of others that may or may not be on the ship." Leadership journeys are a mix of leading and following. It is incredibly important to be adaptable. Donald Forgione pushed pause on his podcast, Tailgate Talks, to join for a conversation about the true essence of leadership. Early in my leadership career, I thought it was all about being the one to direct and make every decision. As Donald highlights, effective leadership often means knowing when to let others lead.  Read our blog about how to navigate the delicate balance of leading and following. Notable Moments 01:06 Donald Forgione's career journey 04:10 Balance authority with active listening 08:01 Effective leaders rely on frontline communication and trust 10:45 Two-way accountability crucial for effective leadership 13:43 Following orders: Ethical dilemmas versus personal preferences. 18:03 Stand for ethics, not emotional partisan disputes. Connect with Donald Forgione About Donald Forgione Tailgate Talks Podcast donald@tailgate-talks.com Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

“Psychological safety is paramount to creating a high performing team and getting the most out of your experiences with that team." Notable Moments 01:02 Surveys can reveal blind spots, improve processes, bolster safety. 04:04 Psychological safety builds high-performing, trusting teams. 09:47 Leader's mindset key; feedback aggregated confidentially. 11:22 Gather actionable feedback, ensure transparency, build trust. 15:08 Assess company culture and leadership alignment effectively. When done with intention, leadership surveys can transform your workplace culture. Surveys that are well-developed are rolled out with meaning help organizations gauge their work culture and leadership. Unfortunately, many people have had experiences with surveys that leave them skeptical or fearful there would be retaliation if they were too candid. That doesn't have to be the case for your company though. Read the blog on our website for how we've found success building culture with leadership surveys.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"When you set up a performance management system and set up those goals, do it collaboratively. Otherwise, it's going to be very hard to get buy-in from the employees and team members involved if they weren't part of it to begin with." Organizations that are defining their culture need to be careful with the ways they operationalize it. One of the slippery slopes leaders run into is integrating culture with performance evaluations without falling into the trap of subjectivity. Making something subjective like culture become measurable is no small feat. Read the blog for more on how I recommend organizations approch it. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Onboarding is your biggest best opportunity to make a first impression and set people on the right path as far as what your shared beliefs, values, and behaviors are. Notable Moments 01:03 Leader discovers differing views on company culture. 04:54 Onboarding is crucial for setting shared values. 08:41 Clarify values for effective leadership and hiring. 12:02 Align customer service with principles, involve team. 13:49 Set boundaries, follow-through; improves relationships significantly. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca What would happen if you were to ask various members of your team to define your company culture? After Lee Cockrell's recent Mastermind in Orlando, a corporate leader followed up with Jody to report back something that happened when he returned to work. He asked 8 of his organizational leaders to define their company's culture and all 8 had different answers. While it may seem surprising, that lack of alignment is not at all unique.  Read our blog about how to define your culture and align your teams.  

"It's a big mistake for any employer to think that they could cut corners by hiring someone with experience." Building the perfect team takes time. You can save some time though by making sure to avoid a common hiring pitfall.  When I first started coaching hiring managers through Best Culture Solutions, the goal was to transform traditional hiring practices and cultivate winning cultures. But there were times it felt like we'd never get there. For every one step forward, it seemed like we were taking two steps back. It wasn't new to face challenges in the hiring process. However, there became a reoccuring issue that we knew we needed to help with. Leaders were hesitant to shift their focus from experience to motivation and passion. Over time and consistent implementation, we found our stride. As high performing people were hired the leaders we work with started to understand the need to shift their approach to hiring. That success is why we are so committed to hiring with a focus on the importance of mindset, self-motivation, and aligning personal goals with company values. The real breakthrough came when we embraced interviewing for passion and motivation, not just experience. Everything started to click. Retention rates improved, teams became more cohesive, and our clients started to see real, tangible results. If you're in the trenches, facing a hiring conundrum consider ways to shift what you look for in applicants. Focus on those fundamental questions of motivation and passion. Just remember that once you hire the right person, you also have to train them then treat them right. You cannot get off the hook from having to train people or mentor them regularly just because you are hiring somebody with experience.   Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Remember, in that interview process you may want the job, but they want to hire you." Notable Moments 01:32 Creating clarity in the interview process 03:31 Identify who is going to be in the room 04:13 Know their objectives  05:27 Understand your objectives 07:52 Desired next steps 11:11 Managing risk in new situations Effective communication can set you apart in any interview process. Best Culture Solutions was started with a vision of helping leaders create winning cultures and helping job seekers land roles they love. Along the way, I have had the opportunity to collaborate with a number of industry experts including Mike Simmons of Catalyst Sales. Mike's insights on using communication tools during interviews have been game-changing for so many clients. Mike has a fantastic tool for interview prep that he shared on our recent podcast episode. Read more about it here in our blog.  Connect with Mike https://findmycatalyst.com Twitter - https://twitter.com/simmons_m Linkedin - https://www.linkedin.com/in/mikesimmons/ Catalyst Sale - Link Tree - https://linktr.ee/catalystsale GAME Plan - https://catalystsale.com/game Catalyst Sale - https://catalystsale.com/  Catalyst Sale Courses - https://catalystsale.mykajabi.com/store Catalyst Sale Podcast - https://catalystsale.libsyn.com/ Initial Clarity Call - https://calendly.com/simmons_catalystsale/25min-initial Twitter - https://twitter.com/simmons_m LinkedIn - https://www.linkedin.com/in/mikesimmons/ Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca

"Go out and do the work on your own to figure your stuff out. Don't expect somebody else to figure your stuff out for you." If you're feeling stuck in your job search, don't give up. Get clarity. Navigating your career path can sometimes feel like an endless maze with no exit in sight. It's that overwhelming moment when you think, "I need a change, but where do I even start?" That's where clarity comes in. Read more on our blog here. Connect with Mike https://findmycatalyst.com Twitter - https://twitter.com/simmons_m Linkedin - https://www.linkedin.com/in/mikesimmons/ Catalyst Sale - Link Tree - https://linktr.ee/catalystsale GAME Plan - https://catalystsale.com/game Catalyst Sale - https://catalystsale.com/  Catalyst Sale Courses - https://catalystsale.mykajabi.com/store Catalyst Sale Podcast - https://catalystsale.libsyn.com/ Initial Clarity Call - https://calendly.com/simmons_catalystsale/25min-initial Twitter - https://twitter.com/simmons_m LinkedIn - https://www.linkedin.com/in/mikesimmons/ Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"Hiring people right is probably the most important thing that you do. The next most important thing that you do is training people right." Key Moments 00:57 Hiring and training are crucial for success. 05:28 Effective organizations have purpose beyond rules. 07:56 Employees need context and understanding for engagement. 11:20 Sell peace of mind beyond the product. 17:36 Online learning needs heart and personal engagement. 18:41 Suggest reaching out to Best Culture Solutions. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca   An onboarding process plays a vital role in creating a winning organizational culture. In this episode Katie and I discuss strategies to ensure a new hire's success right from day one. Here are three key takeaways from our discussion: First Impressions Matter: Your onboarding process is the best opportunity to make a lasting impression. It's not just about the rules; it's about conveying your company's mission, values, and why you do what you do. This sets the tone for how new employees perceive their role and the organization. Engage Hearts and Minds: Onboarding isn't just about ticking boxes. It should involve storytelling and personal connections to engage new hires emotionally and intellectually. Avoid the temptation to make everything an online click-through process. Human connection matters. Ongoing Training: Onboarding shouldn't be a one-and-done event. Build in regular refreshers for all employees, old and new. This ensures everyone stays aligned with the company's evolving mission and practices, fostering a cohesive and engaged team. Make sure to take a listen to the full episode for more insights and actionable advice for onboarding. If you're looking to enhance your onboarding process, don't hesitate to reach out to us at Best Culture Solutions. We're here to help!

"While I know that the experience will be different, I also know a little bit about what I can expect from the company and what their values are and what they're striving towards, and those are things that I am interested in." Key Moments 01:17 Changes between organizations are not uncommon. 05:50 Familiarity with industry, connections, and leadership changes can help transition. 09:27 Be cautious about idolizing the past experience. 12:59 Consistent pay, aligning work with passion. Podcast. 15:25 Consider moves to a job that align with personal interests and use desired skills. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca   It is not uncommon for professionals to consider returning to a previous employer. It is also not always the same experience we try to convince ourselves it once was. During this conversation Katie and I share our own experineces with this, including the complexities, benefits, and strategies for making a comeback at a former workplace. Here are three key takeaways from our discussion: Avoid Assumptions: Things might have changed since you left. Avoid assuming that everything is the same and approach the situation as a fresh experience. Some aspects may have improved, while others might be different from how you remember. Know Your Why: Reflect deeply on why you are considering a return. Ensure your motivations align with your career goals and personal values, not just past fond memories. Treat this as a new chapter rather than a continuation of the old one. Leave the Past Behind: Whether your previous experience was positive or negative, don't let it cloud your new journey. Embrace this opportunity as a distinct experience and stay focused on doing your best work. Returning to a former employer can indeed be a powerful career move if navigated thoughtfully. If you need help making that transition, feel free to reach out to our team at Best Culture Solutions. Contact me at tim@bestculturesolutions.ca or visit our website bestculturesolutions.ca.  Make sure this listen to episode 87,  to learn how to successfully reintegrate into a familiar job environment and reignite your career!

"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 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.

"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