World at Work
World at Work is a podcast that caters to professionals on both sides of the table, the job seeker and the employer hoping to find the best candidate for a role. Tim Dyck shares insights he’s picked up during over a decade of work in the hiring industry. Now, through his firm Best Culture Solutions, he coaches executives through leading teams and recruiting, while teaching job seekers how to interview well and land roles that they love. Creating a winning work culture is at the heart of everything Tim and his team are doing. You’ll learn how to do the same in your organization.
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Challenges with Fractional Leadership
08/19/2025
Challenges with Fractional Leadership
"The more time you give for something to happen, the greater the scope creep that occurs." Notable Moments [00:01:34] Mike introduces the common misconception that fractional leadership always takes a long time. [00:02:52] Rethinking six-to-twelve-month agreements—asking “what if” it could be faster. [00:05:22] How two-week sprints provide structure, focus, and accountability. [00:07:36] Using sprints to continually assess fit between leader and organization. [00:09:44] Why a beginner’s mind is critical to avoid assumptions. [00:11:42] The difference between sprint-based work and traditional retainer models. [00:12:17] Tim shares his first experience at Buc-ee’s—and connects it to designing for customer needs. [00:14:44] Resources from Mike: FindMyCatalyst.com/fractional and the Find My Catalyst podcast. Fractional leadership often carries the assumption that meaningful progress requires six to twelve months. In this episode, Tim Dyck and Mike Simmons explore why that belief can hold organizations back. They discuss the benefits of short, focused sprints, how to prevent scope creep, and why continually assessing fit between leaders and organizations leads to better outcomes. Along the way, they share practical frameworks, reflections on leadership assumptions, and even a surprising Buc-ee’s story. for more from this episode. Connect with Mike Simmons: Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Dealing With External Allegations About An Employee
08/12/2025
Dealing With External Allegations About An Employee
"If it has nothing to do with the workplace, it’s not your place to address it as an employer." Notable Moments 00:03:05 – How to handle allegations unrelated to the workplace 00:04:54 – Using proper legal channels for non-work issues 00:07:59 – When a code of conduct changes your responsibility 00:10:46 – Offering EAP support without enforcing consequences 00:13:44 – Why uniforms and name tags come off after hours Tim Dyck discusses how employers should handle allegations about an employee’s behavior outside of work. He explains when such concerns warrant action, how a code of conduct can change the rules, and why offering support without enforcement can make a difference. From legal considerations to protecting workplace trust, Tim outlines a thoughtful, practical approach. for more from this episode. Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Should You Hire Someone with a Black Mark on Their Record
08/05/2025
Should You Hire Someone with a Black Mark on Their Record
"It's not about what you did yesterday. It’s about what you’ve learned and the skills you bring to tomorrow." Notable Moments 00:01:28 – Story of a candidate held back by a past mistake. 00:02:31 – Why second chances matter in hiring. 00:05:21 – Asking about black marks during interviews. 00:09:21 – Concerns managers have about hiring someone with a record. 00:13:55 – Handling internal team perceptions after a promotion. 00:15:59 – Overcoming past mistakes and moving forward. Everyone makes mistakes, so should a past “black mark” keep someone from being hired or promoted? Second chances can lead to your strongest hires. In this episode, Tim Dyck and Jody Maberry discuss hiring candidates who have past mistakes or “black marks” on their record. They explore why it’s crucial to look beyond past errors, how to assess whether someone has truly learned from those experiences, and strategies for addressing concerns within a team when hiring or promoting someone with a complicated history. The conversation emphasizes resilience, accountability, and growth as key factors that often turn past missteps into future strengths. Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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The Benefits of Offering Career Transition Services
07/29/2025
The Benefits of Offering Career Transition Services
“It’s not a silver bullet, but every little bit helps when you’re navigating a tough transition. It’s about doing the right thing, with empathy and intention.” Notable Moments [01:27] – What are career transition services? [03:40] – The step-by-step support offered to exiting employees [05:45] – Why organizations should invest in transition services [08:29] – How empathy improves difficult conversations [13:53] – The role of decency and dignity in terminations [16:09] – Why support changes everything for the departing employee [17:45] – How transition services benefit long-term organizational reputation [19:20] – Reframing job loss as an opportunity In this episode, Tim Dyck explains the value and process of career transition services. These services help organizations plan respectful and effective offboarding while supporting former employees in their next steps. From mitigating legal risk to boosting company reputation and showing genuine care for people, Tim outlines why leaders need to rethink how they handle tough departures and how Best Culture Solutions can help them do it right. for more from this episode. Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Why Leadership Visibility Matters and How to Get It Right
07/15/2025
Why Leadership Visibility Matters and How to Get It Right
“Don’t let fear of being misunderstood stop you from doing the right thing. Just show up, follow through, and the trust will follow.” In this episode, Tim Dyck explores how leaders can become more visible in the workplace without unintentionally undermining team members. He shares strategies for building trust, communicating intentions clearly, and handling the challenges of being seen, especially if leadership visibility is new for your team. Learn why patience, consistency, and active listening are your most powerful tools in those early months of leading from the front lines. Read the blog for more from this episode. Notable Moments: [01:00] Why visible leadership can feel uncomfortable [03:30] Addressing skepticism and building trust [05:00] Avoiding the perception of undermining managers [07:10] The 90-day no-sweeping-changes rule [09:55] What to do when your visibility causes tension [11:35] Healthy turnover and leadership alignment [14:00] How to point out the good and make it stick Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Build Culture By Getting Off of the Carpet
07/08/2025
Build Culture By Getting Off of the Carpet
“There’s no other leadership tool that builds trust, reveals blind spots, and improves decisions better than walking your business.” Notable Moments [00:03:48] – Buc-ees experience leads into leadership visibility discussion [00:05:27] – Lee Cockerell quote: “Get off the carpet and onto the concrete” [00:07:48] – Why most leaders nod… but don’t follow through [00:10:55] – Three reasons visible leadership matters [00:13:09] – The irreplaceable value of experiencing your own product [00:16:23] – Push past the awkwardness: consistency builds trust [00:17:33] – Do the frontline job: respect comes from effort, not titles [00:19:09] – Why walking your business reduces constant interruptions In this episode, Tim Dyck and co-host Katie Currens explore the importance of “visible leadership” by getting off the carpet and onto the concrete. After Tim’s recent experience at Buc-ees, they unpack how leaders who regularly interact with frontline teams gain deeper trust, uncover blind spots, and make smarter decisions. Disney’s guest-first culture includes leadership visibility, which they both experienced as Cast Members. Tim breaks it down into three key benefits: building trust, understanding the real impact of your decisions, and identifying what the business actually needs. The episode wraps with practical ways to start small, stay consistent, and overcome the initial awkwardness of being more present with your team. for more from this episode. Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Evaluating Performance Reviews
06/24/2025
Evaluating Performance Reviews
"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. for more from this episode. Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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How Do You Decide What to Change
06/10/2025
How Do You Decide What to Change
“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. 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: LinkedIn: Instagram: Email:
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Managing Salary Expectations
06/03/2025
Managing Salary Expectations
"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. for more from this episode about managing salary expectations. Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Your Organizational Charts Matter
05/27/2025
Your Organizational Charts Matter
“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. 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: LinkedIn: Instagram: Email:
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Navigating Seasonal Trends in Industries
05/20/2025
Navigating Seasonal Trends in Industries
“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. for more from this episode. Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Fractional Recruiting
05/13/2025
Fractional Recruiting
"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 on LinkedIn Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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How to Ask for Unconventional Benefits
04/29/2025
How to Ask for Unconventional Benefits
"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: LinkedIn: Instagram: Email: 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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Offering Unconventional Benefits
04/15/2025
Offering Unconventional Benefits
"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: LinkedIn: Instagram: Email: 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. 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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Applying to a New Internal Role
04/08/2025
Applying to a New Internal Role
"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: LinkedIn: Instagram: Email: 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 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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Understanding Fractional Executives
04/01/2025
Understanding Fractional Executives
"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 Connect with Tim and his team: Website: LinkedIn: Instagram: Email: 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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How to Handle Internal Interviews
03/25/2025
How to Handle Internal Interviews
"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: LinkedIn: Instagram: Email:
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Conducting Exit Interviews
03/11/2025
Conducting Exit Interviews
"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: LinkedIn: Instagram: Email: 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. 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 . Together we can come up with your best culture solution.
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The Key to Impactful Engagement Surveys
03/04/2025
The Key to Impactful Engagement Surveys
"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. for more on how to make your engagement survey more impactful Connect Tim and the Best Culture Solutions Team Website: LinkedIn: Instagram: Email:
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The Value of a Personal Board of Directors
02/25/2025
The Value of a Personal Board of Directors
"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: LinkedIn: Instagram: Email:
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Chasing Your Dream Job
02/11/2025
Chasing Your Dream Job
"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. for more about our conversation. Connect with Rob Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Getting Ghosted After Interviews
01/28/2025
Getting Ghosted After Interviews
"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: LinkedIn: Instagram: Email:
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Onboarding Mistakes and How to Avoid Them
01/14/2025
Onboarding Mistakes and How to Avoid Them
"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. 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: LinkedIn: Instagram: Email:
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Create High Impact Onboarding Experiences
01/07/2025
Create High Impact Onboarding Experiences
"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. 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: LinkedIn: Instagram: Email:
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Creating a Magical Culture in Your Business
12/31/2024
Creating a Magical Culture in Your Business
"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. 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 Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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Exploring Fractional Work
12/24/2024
Exploring Fractional Work
"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: LinkedIn: Instagram: Email:
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Critical Actions Versus Core Values
12/03/2024
Critical Actions Versus Core Values
"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: LinkedIn: Instagram: Email:
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Removing the Ick of Networking
11/26/2024
Removing the Ick of Networking
"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 Connect with Tim and his team: Website: LinkedIn: Instagram: Email: Kathi Brewer-Gouthro
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Why You Are Using Job References the Wrong Way
11/19/2024
Why You Are Using Job References the Wrong Way
"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: LinkedIn: Instagram: Email:
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Navigating Leading and Following in Leadership
11/12/2024
Navigating Leading and Following in Leadership
"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. 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 Connect with Tim and his team: Website: LinkedIn: Instagram: Email:
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