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"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: [email protected]
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: [email protected]
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"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
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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“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: [email protected]
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"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: [email protected]
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"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: [email protected]
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.
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"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. Read the blog to learn about the shift we helped leaders make.
Notable Moments
00:57 Reconsider traditional hiring practices to attract the right talent.
04:54 Skill alone doesn't guarantee success; passion and mindset matter.
08:18 Employers mistakenly assume experienced hires need no training.
11:47 Experience aids development, but requires adaptability.
14:15 Transferable skills matter more than industry experience.
18:06 Shared values cultivate successful organizational cultures.
Connect with Tim and his team:
Website: https://bestculturesolutions.ca/
LinkedIn: Best Culture Solutions, Inc
Instagram: @best.culture.solutions
Email: [email protected]
Connect with Katie
Website: https://katiecurrens.com/
LinkedIn: https://www.linkedin.com/in/katiecurrens/
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"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: [email protected]
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"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: [email protected]
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"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: [email protected]
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!
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"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: [email protected]
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 [email protected] 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!
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"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: [email protected]
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.
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"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: [email protected]
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.
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" 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: [email protected]
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 [email protected]. We can craft messages that portray your strengths and achievements in the best possible light.
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"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: [email protected]
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 [email protected].
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.
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"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: [email protected]
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.
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"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: [email protected]
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.
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“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: [email protected]
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.
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"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: [email protected]
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.
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"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: [email protected]
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.
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