World at Work

"If you can’t trust your people to work without being over their shoulder, the problem isn’t remote work. It’s trust." Episode Highlights [00:02:00] Why trust is the true barrier to remote work, not location [00:04:16] Chelsea Brinkley’s story of leaving a traditional job for flexibility [00:07:50] Why hybrid models often meet the needs of both employees and employers [00:12:59] The moment a trip to Iceland inspired Chelsea to rethink her career [00:17:28] Why remote job postings attract massive applicant pools [00:19:49] Following instructions as the simplest way to stand out in applications [00:21:47] How asking for advice instead of a job can open unexpected doors Remote work continues to reshape the workplace. In this conversation with Chelsea Brinkley we explore what it takes to make it work, for both employers and employees. We discuss the role of trust in leading remote teams, why hybrid arrangements are gaining traction, and practical advice for job seekers navigating a highly competitive remote job market. Read the blog for more from this episode. Connect with Chealsea Website: www.chelseabrinkley.com Instagram: https://www.instagram.com/chelseabrinkley/ LinkedIn: www.linkedin.com/in/chelseabrinkley Facebook: https://www.facebook.com/chelseabrinkleybiz Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca

“AI is a tool, not a shortcut. It still needs your curiosity, judgment, and responsibility to work well.” Notable Moments [03:09]  How AI overviews are spreading inaccurate information [05:09]  The danger of AI hallucinations and misleading research results [08:21]  How applicant tracking systems use AI-like keyword filtering [12:37]  Risks of sharing confidential data with open-source AI tools [15:31]  How to “challenge” AI results and verify sources [19:29]  Using closed-source tools like Microsoft Copilot safely [22:17]  Why AI is here to stay and how to build responsible guardrails AI is showing up everywhere in the workplace, from job applications to research tools. Using it well requires more than just a good prompt. In this episode, Tim Dyck unpacks the opportunities and pitfalls of AI in the workplace. He shares how organizations can embrace its potential without sacrificing accuracy, confidentiality, or human judgment. From the risks of relying on flawed data to the importance of verifying sources, setting guardrails, and choosing secure platforms like Microsoft Copilot, this conversation offers practical strategies for using AI responsibly while keeping the human edge that makes great workplaces thrive. Read the Best Culture Solutions blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"You hire them right, you train them right, and you treat them right. If you don’t start with hiring the right person, you can’t afford to move forward." Notable Moments [02:01] The best move to make if no candidate wins the interview [02:59] The danger of not focusing on quality of hire [04:13] Turnover costs: 30–35% of annual salary [05:20] How rushing hires led to predictable turnover [06:34] “Pay now or pay later...with interest”: the long-term cost of a bad hire [09:10] Defining what “winning the interview” actually means [12:04] How patience led to long-term employee success [12:43] The simple hiring formula: hire right, train right, treat right What do you do when nobody wins the interview? In this episode, we dig into why rushing to fill a seat can be one of the most expensive mistakes a leader makes. We discuss the true cost of turnover, how to balance speed with quality, and why patience in hiring can transform your team for years to come. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

“If someone isn’t motivated, it doesn’t matter how much skill they have, they won’t apply themselves.” Notable Moments [02:47] Why hiring for experience alone can be a mistake [04:05] The three qualities every high performer shares [05:28] Why motivation matters more than raw skill [09:54] The Disney story that proves skills can be taught [12:57] Using motivation-based interviews to find true fit [15:41] Resource: Learn more about motivation-based interviewing [15:57] How Best Culture Solutions applies this method for clients Too often, leaders hire based on experience or by looking for a specific skillset. Unfortunately, it doesn’t take long to discover that experience or skill without motivation and passion doesn’t add up to performance. In this conversation, we dig into the three components that make someone a true high achiever, why motivation-based interviewing is a game-changer, and how leaders can better evaluate fit in any role. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca    

"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. Read the blog for more from this episode.  Connect with Mike Simmons: FindMyCatalyst.com Find My Catalyst podcast Fractional Resources Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"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. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"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: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

“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. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

“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: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

“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. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

"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: tim@bestculturesolutions.ca  

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

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

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

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

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

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

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

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

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