Эпизоды
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"Rate results, not personality. Measurable goals create clarity and eliminate the drama."
Notable Moments
02:03 – Common complaints about performance evaluations
04:15 – Why rating personality traits is subjective and flawed
06:54 – Jody’s real-world example of objective goal-setting
09:59 – The value of goal-based evaluations
13:35 – Why tardiness and similar issues must be addressed in real-time
14:59 – The power of evaluation discussions
17:49 – A clear framework for monthly check-ins and progress
18:42 – How to introduce a new review system to your team
20:10 – Getting help with building your evaluation system
Performance reviews don’t have to be awkward or ineffective. In this episode, Tim and Jody unpack the flaws of traditional evaluation models, especially those based on subjective personality ratings. They investigate the better alternative of goal-based evaluations. Tim explains why focusing on measurable objectives improves clarity and eliminates unnecessary conflict. The episode covers how to structure and roll out a new evaluation process, what to communicate with your team, and how leaders can make reviews a helpful conversation rather than a dreaded formality.
Read the blog for more from this episode.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: [email protected]
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“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: [email protected]
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Пропущенные эпизоды?
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"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: [email protected]
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“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: [email protected]
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“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: [email protected]
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"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: [email protected]
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"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: [email protected]
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.
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"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: [email protected]
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.
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"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: [email protected]
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.
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"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: [email protected]
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.
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"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 Moments00:53 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: [email protected]
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"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: [email protected]
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 [email protected]. Together we can come up with your best culture solution.
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"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: [email protected]
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"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: [email protected]
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"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: [email protected]
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"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: [email protected]
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"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: [email protected]
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"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: [email protected]
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"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 Moments05:08 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
ResourcesThe 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: [email protected]
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"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: [email protected]
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