Why Intentional Succession Planning is Essential for Family Businesses and Long-Term Leadership Success In this episode of the TRAITS Podcast, host Mark Frentz welcomes Roberta MacGillivray, President of BGE, a company rooted in quality air filtration in Western Canada. Together, they dive into the critical topic of intentional succession planning, exploring how organizations—especially family businesses—can prepare for smooth leadership transitions that protect culture, sustain growth, and foster strong leadership pipelines. The episode begins with Roberta’s unique story of growing up in an entrepreneurial household. She shares memories of learning at the kitchen table with her father, whose business insights and leadership style laid the foundation for her own approach to leading and building successors. These experiences bring forward the central theme: succession planning doesn’t happen by accident—it requires intention, strategy, and courage. Roberta highlights the importance of building great successors in family businesses, where personal and professional lives often intertwine. Unlike corporate environments where leadership transitions can follow more structured processes, family-run organizations face added layers of complexity. Relationships, legacy, and emotional investment all influence how leadership handovers unfold. Roberta emphasizes that without intentional succession planning, companies risk losing not only continuity but also the culture and values that make them successful. The discussion underscores the tough conversations leaders must have to ensure long-term stability. Roberta and Mark explore how facing these conversations head-on—rather than avoiding them—ultimately serves the greatest benefit to the business and its people. Leadership transitions done well create clarity, reduce uncertainty, and set both the outgoing and incoming leaders up for success. Another key element of the conversation is culture. Roberta explains how organizational culture can serve as both a guidepost and a risk factor during transitions. Identifying and developing leaders who not only possess technical skills but also embody cultural values is crucial. As she notes, fantastic leaders aren’t just defined by what they do but also by how they align with organizational purpose and people. Listeners also gain insights into the long-term perspective required in succession planning. Roberta stresses that leaders must take an intentional approach to identifying roles and future needs, while also investing in leadership development early. This means recognizing potential, nurturing it, and preparing individuals for the challenges ahead well before the transition point arrives. From her own leadership experience, Roberta demonstrates that succession planning is both a strategic business decision and a deeply human one. It requires blending analysis with empathy, structure with flexibility, and foresight with courage. The episode ends with a return to the theme of entrepreneurial families, where lessons learned at the kitchen table continue to shape leadership approaches and business resilience today. This conversation is a must-listen for entrepreneurs, HR professionals, and leaders seeking to ensure their organizations thrive across generations. By embracing intentional succession planning, businesses can protect their culture, empower their people, and secure their long-term future. Show Notes: 1:10 The origins of BGE and quality air filtration in Western Canada 6:25 At the kitchen table with an entrepreneurial parent 10:10 Building a great successor for a family business 19:20 Intentional succession planning 24:25 Tough conversations for the greatest benefit to the business 30:35 Culture and how to find fantastic leaders 40:20 At the kitchen table as an entrepreneurial parent Episode Resources & Links BGE Indoor Air Quality Solutions Connect with TRAITS:
Employee Potential: Unlock Talent and Drive Performance Employee potential is the key to unlocking sustainable growth and workplace success. In this episode, Mike Moreau, President of Concord Consulting, reveals five powerful ways to unleash employee potential using TRAITS—a psychometric assessment tool that measures personality on a scale rather than in fixed categories. Learn how understanding behavior intensity, customizing job roles, and avoiding oversimplification can help you place the right people in the right roles, boost retention, and build a high-performing culture. Show Notes: -0:00 Episode introduction -00:15 What is TRAITS? -1:00 Understanding intensity of personality characteristics -1:56 Moving beyond categorization -2:38 Benefits of measuring behaviours on a scale -5:10 Applying TRAITS in the workplace -7:54 Clarifying misconceptions -13:25 7 TRAITS that drive work behaviour -14:39 Customizing Job Roles -16:56 Avoiding Simplification -20:00 Post interview comments Resources & Links linkedin.com/in/mikejmoreau/ traits.com/how-it-works/ Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
Why great hires start long before the offer letter In this episode, recruitment expert Steve Jones dives deep into the costly pitfalls that many organizations face when hiring and shares how Behavioral Interviewing can be a game changer. Steve explains why traditional interviews often miss the real picture—leading to false positives, where candidates seem perfect on paper but don’t deliver, and false negatives, where great talent is overlooked. He unpacks the importance of crafting clear, outcome-focused job descriptions and aligning organizational design to support hiring success. Steve also reveals who makes a truly great interviewer and why understanding a candidate’s core values and behaviors is more predictive than skills alone. Whether you’re a hiring manager, HR professional, or business leader, this episode offers practical insights and actionable strategies to transform your recruitment process and build teams that thrive. Show Notes: 1:30 - Who is Steve Jones? 3:35 - Mistakes during recruitment 8:30 - What is Behavioural Interviewing? 22:05 - Value of a great job description (and proper org design) 37:15 - False positives and false negatives 43:45 - Who makes a great interviewer? 50:25 - What else is Steve Jones up to? Episode Resources & Links https://www.stevejonesleadership.com In-home assisted living Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
Creating Culture in Organizations: Leadership Lessons from Chaos to Clarity In this episode of the Concord Podcast, host Mark Frentz sits down with Rick Hays to explore one of the most pressing challenges leaders face today: creating culture in organizations. Too often, leaders focus narrowly on processes, profits, or short-term fixes, while overlooking the cultural foundations that drive sustainable growth and employee engagement. Rick opens the conversation by reflecting on lessons learned through his leadership journey, including moments when it felt like “nothing needed improvement.” That mindset, while comfortable, can blind organizations to hidden risks. Through stories of collaboration and transformation at Aircom, Rick describes how a mindset of growth in leadership becomes the catalyst for cultural change. The episode highlights the “three amigos” dynamic that shaped Aircom’s leadership style and reveals why hiring is so critical when shaping culture. As Rick notes, hiring right isn’t about filling today’s gaps but building a resilient organization for tomorrow. Leaders must learn to recognize when they’ve overlooked the “missing leg of a chair” — those unseen weaknesses that eventually destabilize the business. At the core of this conversation is the challenge of creating culture in organizations. Rick argues that culture cannot simply be imposed; it emerges through intentional leadership, consistent communication, and the ability to balance openness, honesty, and uncertainty. For example, employees at Aircom went through significant change, and while it wasn’t always comfortable, the results transformed how people worked together and supported one another. Mark and Rick dive into practical strategies: How to foster growth-oriented leadership mindsets. Why organizational chaos is an opportunity to identify cultural weaknesses. The importance of leaders being transparent while also protecting stability. The role of employee trust in sustaining cultural change. Listeners will also hear powerful reflections on the importance of humility in leadership. Rick emphasizes that leaders who think culture will “just happen” without effort are missing the point. True transformation comes from deliberate action — creating clarity, protecting values, and ensuring everyone in the organization understands their role in shaping the culture. By the end of the episode, one theme is crystal clear: culture is not a side effect of strategy, it is the strategy. Leaders who prioritize creating culture in organizations unlock higher engagement, better performance, and long-term resilience. This episode is a must-listen for executives, HR professionals, and entrepreneurs who want to move their organizations from chaos to clarity. Show Notes: 1:45 Nothing to improve? 8:05 The beginnings of the three amigos 17:05 A mindset of growth in leadership 21:50 Hiring needed to get right 32:40 The missing leg of a chair 43:50 Creating culture 49:50 Openness vs. honesty vs. uncertainty 58:45 The greatest changes with Aircom’s employees Episode Resources & Links 💡 Culture is everything. Strengthen your understanding with the blog “The 7 Signs of Disengaged Employees and What You Can Do to Win Them Back,” which emphasizes the importance of clarity in workplace culture. Loved this conversation with Rick? In Episode 007, Aircom President Sean Lavin shares how the leadership foundation Rick helped build is driving real, measurable impact today. Aircom Instrumentation Ltd. Rick Hays Sean Lavin Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
How embracing T-Shaped Leadership can transform resilience, foster innovation, and drive sustainable growth in organizations. In this episode of The Business Leadership Podcast, host Mark Frentz sits down with Carmine Militano to explore the transformative power of T-Shaped Leadership in building resilience, driving growth, and navigating complex business challenges. Carmine shares his leadership journey, revealing how diverse experiences—from entering a family business to overcoming industry hurdles—shaped his ability to lead with adaptability and vision. He explains that T-Shaped Leadership isn’t just about deep expertise in one area (the vertical stroke of the "T"), but also about having a broad, cross-functional understanding (the horizontal stroke) that enables leaders to collaborate across disciplines and connect dots others may miss. A core benefit of T-Shaped Leadership is resilience. Carmine describes how diverse experiences and adaptability give leaders the mental flexibility to face setbacks, rethink strategies, and seize new opportunities. Resilient leaders, he says, are not just reactive—they’re proactive, shaping the future rather than waiting for it to happen. The conversation also covers how to identify T-shaped leaders within an organization. Carmine offers practical indicators, such as curiosity beyond one’s own role, the ability to integrate multiple perspectives, and a willingness to engage in “robust discussions” without losing focus on organizational goals. He emphasizes that developing these leaders requires intentional mentorship, opportunities for cross-functional work, and a culture that values both depth and breadth of skills. Soft skills, according to Carmine, are not secondary—they are essential. He explains that leaders who can foster open dialogue, facilitate problem-solving, and drive consensus without diluting vision are better equipped to navigate growth challenges. These interpersonal capabilities are critical for overcoming hurdles like market changes, internal resistance, and the complexity of scaling operations. Another key insight from the episode is the importance of simplicity in leadership. Carmine notes that complexity often leads to confusion and misalignment, whereas clear, simple strategies—especially those grounded in a competitive advantage—empower teams to move forward with confidence. This principle is especially relevant in an era where AI and technological change can disrupt industries overnight. Carmine also reflects on his personal growth, sharing lessons learned about fostering a meritocracy, maintaining authenticity, and becoming a “lightning rod” for positive change. These leadership qualities, he says, are not innate—they’re cultivated through a commitment to learning, self-awareness, and the willingness to take calculated risks. Whether you’re an aspiring leader, a seasoned executive, or someone navigating the challenges of organizational growth, this episode offers actionable insights into developing a T-Shaped Leadership mindset. You’ll walk away with strategies to identify, develop, and leverage leaders who can bridge expertise with collaboration—ensuring your organization thrives in a rapidly changing world. Show Notes: 2:05 - Carmine Militano’s journey in leadership 5:00 - What is a T shaped leader? 9:35 - How does experience help become resilient 11:35 - How do we identify T-shaped leaders? 14:10 - How do we develop T-shaped leaders? 15:05 - Coming into a family company 20:30 - Hurdles for growth 22:35 - Relearning muscle memory 26:55 - The importance of soft skills 29:00 - How to facilitate ‘robust discussions’ 30:25 - Simplicity is HARD! 32:05 - AI and the importance of competitive advantage 39:55 - Some personal questions… and some thoughts on becoming a lightning rod 46:05 - Fostering a meritocracy 47:55 - Some other lessons learned in Carmine’s journey 50:55 - What is proactive s...
How to eliminate bias, identify the right roles, and use behavioural insights to create long-term team success. In this powerful follow-up conversation, host Mark Frentz and Jason Woodard dive deeper into one of the most overlooked aspects of leadership hiring — using behavioural traits to build high-performing teams. They begin by exposing a common leadership pitfall: positive bias toward your existing team. While well-intentioned, this tendency can blind leaders to performance gaps and development needs. Jason explains how leaders often confuse loyalty and familiarity with readiness for higher responsibility — and why this mistake can stall team growth. The solution? Objective performance tools that measure behavioural traits, potential, and role fit. Jason walks through how to shift your hiring and promotion decisions away from “what someone has done” to “what they are capable of doing.” This reframing helps identify hidden strengths and ensures leaders are positioned in roles where they can truly excel. They explore what happens when people fail to meet expectations — a critical moment that can make or break trust and morale. Jason offers practical advice on setting clear role expectations, supporting underperformers, and deciding when to realign them to a different role. The discussion moves into long-term hiring strategy, including: How long to keep an emerging leader in an entry-level role before promoting them. How to correctly identify organizational needs for future growth. How to map behavioural traits to role demands for sustainable performance. Jason emphasizes that understanding people requires going beyond skills and experience to uncover values, motivations, and natural tendencies. Tools that measure value systems are highlighted as a way to align hires with both the role and the company culture. Finally, they address succession chaos — the confusion and inefficiency that occur when leadership transitions aren’t planned properly. Jason reveals how using behavioural assessments in succession planning reduces uncertainty and ensures leadership continuity. This episode is a must-listen for executives, HR leaders, and entrepreneurs who want to hire, develop, and retain top talent while avoiding costly missteps. Show Notes: 0:50 - How positive biases towards are team hurts them 4:20 - Introduction to objective performance tools and how to use them 8:15 - The value of understanding what someone is capable of rather than what they’ve done 11:50 - When people don’t meet expectations 17:45 - How long do you leave a leader in an entry level position? 23:20 - How do you identify roles and needs correctly for long term hires? 26:25 - Where does all the complexity of a human being fit into all of this? 30:45 - Another tool to check in on value systems 39:40 - The problem with, and solution for, succession chaos Episode Resources & Links Metromont LinkedIn Jason Woodard LinkedIn ✅ Avoid hiring mistakes and build stronger teams! Get TRAITS Certified to master strategic hiring and leadership development: Enroll Now Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
Hiring the Right People isn’t just about filling a vacancy—it’s about avoiding costly mistakes, reducing turnover, and building a stronger, more resilient team. In this episode of the TRAITS Podcast, Mark sits down with Jason Woodard to explore one of the most pressing challenges in business today: hiring the right people. Drawing from decades of experience, Jason offers hard-earned insights into how organizations can sidestep common pitfalls in the hiring process, align new hires with long-term business goals, and foster sustainable growth. The conversation begins with Jason’s personal journey, highlighting his transition through different roles until he found the right professional fit. His story underscores the importance of aligning both skills and personality with a role—not just for immediate productivity, but for long-term success. A recurring theme is the owner vs. non-owner perspective in companies. Jason explains how these differing viewpoints impact hiring decisions and overall team alignment. He stresses that successful hiring isn’t just about technical ability—it’s about understanding the deeper “wiring” of an individual. While certain behaviours can be adapted for short periods and specific goals, true long-term success comes from finding individuals whose natural tendencies match the role’s demands. Jason also addresses the danger of hiring for the wrong reasons, such as being swayed by a candidate’s charm or overlooking red flags during interviews. He uses the analogy of a “new car smell” to describe how surface appeal can mask deeper performance issues. The key? Implementing a process that uncovers the candidate’s real capabilities and potential before the hire is made. The episode offers practical strategies for future-focused hiring—bringing in people not just for the company’s current needs, but for where the business is headed. Jason’s advice includes preparing interview questions that test adaptability, communication skills, and alignment with company culture. He also shares an invaluable lesson from “form setters” that can transform how organizations evaluate talent. Listeners will gain insight into easing employees into roles where they can thrive long-term, creating clear communication channels, and helping people discover strengths they may not even be aware of. Jason emphasizes the importance of knowing your team members better than they know themselves—and using that knowledge to shape career paths that benefit both the individual and the organization. This episode is a must-listen for business leaders, HR professionals, and anyone responsible for building teams. Whether you’re battling high turnover, struggling to fill critical roles, or looking to take your hiring process to the next level, you’ll come away with actionable takeaways that can save your business time, money, and frustration. Show Notes: 3:15 - The “glamour” of Metromont9:10 - AI and job loss10:45 - Jason’s background and change of roles over time to find the right fit17:30 - The difference in perspectives between owners and non-owners in a company22:15 - Change agents… The more chaos the better?!26:15 - Wiring vs. growth… Adapting behaviour can happen FOR A TIME AND FOR A SPECIFIC PURPOSE!30:10 - Finding common ground32:10 - How do you hire for a future need?32:10 - An invaluable lesson from ‘form setters’42:40 - That ‘new car smell’ that hides rotten eggs47:00 - Ideal career growth: It starts with communication to ease people into the right place long term53:10 - Knowing who people are before THEY know who they are and prepping for the interview58:15 - Some final thoughts on interview #1 Resources & Links Metromont LinkedIn Jason Woodard LinkedIn ✅ Avoid hiring mistakes and build stronger teams! Download our free guide: 5 Hiring Mistakes Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
How Business Crisis Management Strategies Can Save Your Company from Hidden Risks and Unlock Long-Term Growth In this episode of our podcast, we dive deep into Business Crisis Management Strategies with seasoned entrepreneur and business advisor, Corey Smith. Corey shares candid insights from his own experience navigating the highs and lows of business, including the unexpected “valleys” that can threaten survival—and how to spot trouble before it’s too late. From the outset, Corey reminds us that no business is immune to challenges. Whether it’s market shifts, financial setbacks, or leadership struggles, problems can escalate quickly if leaders aren’t actively scanning for early warning signs. The conversation kicks off with Corey’s personal account of a significant business downturn that tested his resilience, leadership, and decision-making skills. One of the core themes of the discussion is identifying hidden risks that quietly undermine growth. Corey outlines common “cracks” in organizations—from unclear roles to leadership blind spots—and offers practical tools for detecting and addressing them early. He emphasizes the value of strategic planning, not just as a one-time exercise, but as an ongoing discipline that keeps leaders and teams aligned on long-term goals. Listeners will gain actionable advice on transitioning from “survival mode” to a proactive growth mindset. Corey’s approach involves asking better questions—starting with the simple yet powerful “Maybe we can…”—to reframe challenges as opportunities. This mindset shift, combined with a willingness to adapt and learn, is at the heart of sustainable business success. The episode also tackles the human side of crisis management. Corey shares how collaboration with other business owners, receiving tough love, and maintaining personal well-being all contribute to effective leadership during turbulent times. He reflects on the importance of having a trusted peer network to provide perspective and challenge assumptions. For leaders wondering how to justify the cost of strategic planning, Corey offers compelling evidence: the investment often pays for itself many times over by preventing costly mistakes and ensuring teams are pulling in the same direction. He introduces his own strategic planning process, which helps organizations break down ambitious visions into practical, actionable steps. By the end of the episode, you’ll come away with a renewed understanding of why business crisis management strategies are not just about reacting to problems—they’re about building systems, cultures, and mindsets that make businesses stronger and more adaptable. Corey’s stories and advice serve as a blueprint for leaders determined to not just survive, but thrive, no matter what challenges come their way. Show Notes: 2:15 - Intro to Corey 7:45 - A significant business ‘valley’ 11:45 - How to get through survival mode when things are going pear-shaped in business? 20:35 - The value of asking: “Maybe we can…” 27:30 - What are the patterns for cracks that show up in a business? 30:27 - What is Corey’s strat planning process? 35:20 - How do you justify the cost of strat planning? 37:15 - How do you get your own mindset ‘right’ in the valleys of business? 41:35 - “We lift people up!” 43:15 - The value of tough love from other business owners 45:35 - “My dog can’t help me build my business” Episode Resources & Links RAM Elevators & Lift: https://trustram.com Corey's LinkedIn: https://www.linkedin.com/in/corey-smith-66333a84/?originalSubdomain=ca Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
How to build stronger leadership teams by avoiding over-promotion pitfalls and focusing on the right development strategies. Overcoming Leadership Challenges is one of the most critical priorities for any growing organization—and in this episode, Stephen Smith, President & CEO of Strike Group, shares a wealth of hard-earned wisdom on how to do it right. Drawing on years of leading a large, complex organization, Stephen unpacks the leadership lessons that have shaped his approach and the practical steps leaders can take to build stronger, more resilient teams. From the start, Stephen emphasizes that leadership isn’t about title or power—it’s about accessibility, clarity, and authenticity. He explains why leading from the front builds trust and inspires teams, and how leaders can make themselves truly approachable without losing authority. His “Reach” philosophy breaks down specific ways leaders can connect with their teams on a personal and professional level. The episode dives deep into a major pitfall for growing companies: over-promoting employees before they’re ready. Stephen shares how “red boxing”—clearly defining leadership boundaries—prevents setting people up for failure, and instead allows them to grow into roles at a sustainable pace. This ties into one of the episode’s central themes: scaling leadership is not about rushing promotions, but about building the skills, confidence, and decision-making ability leaders need to succeed long-term. One of Stephen’s most actionable tips is the use of a one-page plan to keep teams aligned. By simplifying strategic vision into a clear, concise format, leaders can ensure everyone—from executives to frontline staff—knows where the organization is headed and how they contribute to its success. He also talks about the importance of vulnerability in leadership, explaining why showing your human side fosters trust and strengthens relationships. Being open about challenges, and even mistakes, creates a culture where team members feel safe to share their own concerns and ideas—driving innovation and engagement. The conversation covers how to balance ambition with ability when mentoring employees, including the tough conversations leaders sometimes have when aspirations outpace readiness. Stephen provides strategies for managing these situations in a way that preserves morale while still protecting organizational performance. Authenticity runs as a thread throughout the discussion. For Stephen, leadership isn’t about adopting a persona—it’s about “being who you are” and staying consistent, even under pressure. That authenticity not only builds credibility, it also makes leadership more sustainable and less exhausting over the long haul. Listeners will walk away with a toolkit for overcoming leadership challenges that includes: Setting clear leadership pathways to avoid over-promotion Making leadership accessible without undermining authority Using strategic planning tools like a one-page plan for clarity and alignment Building trust through vulnerability and authenticity Coaching employees through ambition-versus-readiness gaps Identifying and developing the traits of great managers Whether you’re a CEO scaling a large company, an HR leader building a leadership pipeline, or a manager wanting to grow into a more effective role, this episode offers practical, experience-backed advice you can implement immediately. Show Notes: 0:00 Introduction to this episode 2:00 Who is Stephen Smith and what is Strike Group? 7:15 Leadership styles from an expert 15:20 Advantages of leading from the front 16:45 Reach: How does a leader ACTUALLY become accessible 20:00 Some tips on sharing vision with staff 24:25 Preach: Consensus vs. collaboration 25:15 The strength of a 1-page plan 27:15 Teach: creating a management training program 32:10 Helping your people by being open and vulnerable
How leadership transitions and strategic hiring can make or break your team’s success When leadership changes happen, the ripple effects can make or break an organization. In this episode of the TRAITS Podcast, we dive into the challenges and opportunities of leadership transitions and strategic hiring with guest Chris DeCock, whose career spans the demanding restaurant industry and executive leadership roles. Chris shares how he navigated the volatile world of hospitality, where COVID-19 hit the talent pool hard, forcing businesses to rethink how they develop people internally. His insights highlight why strategic hiring isn’t just about filling vacancies—it’s about building a leadership team from the ground up, often starting with front-line staff and developing them into long-term assets. From there, we explore the value of identifying work ethic, character, and values—qualities that often fall outside personality assessments but are essential in leadership. Chris shares real-world examples of spotting leadership potential where others might overlook it. The conversation then shifts to the human side of leadership transitions—what it means for employees when a leadership change occurs, and why “people leave managers, not organizations” rings true in almost every industry. Chris emphasizes that leadership transitions must be handled with intentionality, empathy, and a clear plan for sustaining culture and performance. We also dig into the concept of employee-owned businesses, exploring the strengths and weaknesses of this model, and how it impacts leadership stability. Chris offers practical advice for leadership teams that want to “grow old together” while still bringing in fresh talent to sustain momentum. By the end of the episode, listeners walk away with actionable strategies for: Identifying and developing leadership talent internally Understanding the cultural impact of leadership changes Avoiding common pitfalls during leadership transitions Leveraging strategic hiring to maintain stability and drive performance Whether you’re a CEO, HR leader, or small business owner, this conversation provides a clear roadmap for making leadership changes without losing your best people or derailing your strategy. Show Notes: Part 1 of interview 2:25 The restaurant industry? This is terrifying! Who is Chris DeCock? 5:10 Covid killed talent… How to develop within an organization 8:00 Building an executive team from front line staff 12:40 Developing potential long term employees 16:40 Work ethic, character, and values fall outside of personality! Part 2 of interview 19:10 Employee owned businesses; strengths and weaknesses 24:40 Handling transition: bring value to employees 27:10 Growing old together as a leadership team 32:40 The strategic advantage of having the right people 36:55 “People leave managers, not organizations” Episode Resources & Links -https://hudsonscanadaspub.com/locations/?all=1 -https://www.gretabar.com/ For Greta locations, scroll down to the bottom of the page or hover your mouse over locations on the menu bar at the top of the page Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
Manager Accountability and Mentorship: How Leaders Can Take Responsibility and Empower Teams for Lasting Success In this episode of our HR and leadership podcast, we dive into the essential but often misunderstood role of manager accountability and mentorship in building thriving, high-performing teams. Our guest, Carmel Macpherson, brings a wealth of leadership experience and offers candid insights on what it truly means for managers to take full responsibility for their direct reports while fostering an environment of trust, openness, and growth. The conversation opens with Carmel’s personal leadership principles, emphasizing the importance of providing positive feedback, truly knowing your team members, and adapting leadership approaches to individual needs. Drawing from lessons in teaching, parenting, and even Star Trek, Carmel paints a clear picture of why managers must understand who they are working with—not just the work they produce. We then address a critical organizational challenge: the tendency to “promote to a lower level of competency,” where top performers are elevated without adequate preparation for leadership roles. Carmel explains how this can be avoided by focusing on accountability, mentorship, and a commitment to knowing each team member’s strengths, weaknesses, and motivations. One key insight is her assertion that the real job of every manager is twofold—ensuring team members have the tools, clarity, and support to succeed, and taking full ownership of both successes and shortcomings. She highlights the dangers of systemic personality-based bias, where certain traits are favoured over others, and explains how leaders can recognize and counteract these biases. From there, Carmel shares practical strategies for building a safe environment where honesty is welcomed, difficult conversations are encouraged, and mentorship becomes a natural extension of leadership. Her tips for understanding direct reports go beyond surface-level interactions, encouraging leaders to ask better questions, observe behaviours, and follow through consistently. The conversation also touches on how mentorship can accelerate professional growth—both for the mentee and the mentor—when built on genuine accountability. Carmel offers actionable advice for helping managers shift from a task-based mindset to a people-centered leadership approach that inspires long-term engagement and performance. By the end of this episode, listeners will have a deeper understanding of: Why manager accountability and mentorship is the foundation of great leadership How to create a safe environment that encourages honesty and openness Practical ways to better understand and develop team members How to recognize and address systemic bias in leadership decisions The mentorship habits that lead to stronger, more resilient teams Whether you’re a seasoned leader or stepping into your first management role, this conversation offers valuable lessons to help you take full ownership of your team’s success while building a culture of trust, growth, and high performance. Show Notes: 0:00 Introduction to the episode 3:00 Carmel’s personal set of rules with people; positive feedback with people 6:25 An essential lesson from star trek 8:20 Taking lessons from teaching and parenting into management: Know who you’re working with! 14:45 A way to reduce ‘promoting to a lower level of competency’ 15:35 The real job of every manager 16:05 Systemic discrimination in terms of personality 20:05 The importance of having managers take full responsibility for their direct reports 23:30 How can managers better understand their direct reports… Some simple tips 26:55 Creating a safe environment for honesty and openness 31:45 How to help managers take full responsibility in their role 42:10 Tips for getting the most out of mentorship 48:48 What most people want more than comfort…
Unlocking the Value of Remote Teams: Proven Strategies for Culture, Collaboration, and Performance In this episode of the [Podcast Name], we dive deep into the value of remote teams with Kayla Baretta, a key leader at Paper-leaf, a company known for building high-performance teams while fully embracing remote work. Kayla shares a candid look at how her organization has harnessed the power of remote teams to drive business success, build strong culture, and keep clients delighted — without relying on physical proximity. We begin by learning about Kayla’s role at Paper-leaf and how her leadership journey naturally aligned with remote-first operations. She introduces listeners to the transformative moment when Paper-leaf discovered the “magic” of remote teams — not just as a logistical solution, but as a cultural and performance advantage. One of the central themes discussed is empathy — how it’s not only valuable in client relationships but also a critical driver of internal culture. Kayla explains that empathy in remote teams must be intentional, with leaders creating opportunities for connection that go beyond the transactional nature of virtual meetings. She introduces practical approaches like “Pods” and “2 Pizza Teams” — smaller, self-contained groups that keep collaboration tight-knit and efficient. Kayla also debunks one of the biggest myths in business today: that connection requires being in the same physical space. In her experience, distributed teams can achieve even deeper connections when they intentionally address “elephants in the room” and work through challenges openly. We also discuss the challenges unique to remote work, from onboarding new hires to maintaining engagement over time. Kayla highlights that onboarding is not just an HR formality — it’s the foundation for culture, productivity, and retention in remote teams. Listeners will also hear insights on which scenarios suit remote work best, the measurable benefits to businesses adopting it, and tips for leaders who want to strengthen distributed team dynamics. Whether through virtual events, thoughtful communication strategies, or clear role definitions, Kayla’s approach shows that remote teams can be both high-performing and deeply connected. The episode closes with a look inside Paper-leaf’s strategic planning process, which ensures that even as a fully remote company, they operate with clarity, alignment, and performance focus. Kayla also shares an unusual but memorable interview experience that underscores the importance of authenticity in hiring. If you’ve ever wondered how to maximize the value of remote teams in your business, this episode offers both inspiration and practical tools to help you get there. Show Notes -0:00 Intro to this week’s episode -1:40 Who is Kayla Baretta and what does Paper-leaf do for clients? -4:45 The birth and magic of remote teams for Paper-leaf -7:20 Empathy and its value with culture and clients -9:50 Some interesting tips: “Pods”, “2 pizza teams”, and building community -13:40 Debunking a massive myth… connection doesn’t mean being in the same space -16:10 Addressing elephants tends to lead to deeper connections quickly -18:40 Other hurdles for going ‘remote’ (onboarding is key) -20:40 Greatest benefits to growing remote teams -22:40 Which situations work better or worse for remote workspaces? -24:10 Some tricks of the trade for bringing people together -27:50 Strat planning and higher performance within Paper-leaf -31:10 Some higher performance communication in an organization (it’s so much more than ‘active listening’ -40:25 An unusual interviewing experience and how to connect with Paper-Leaf and Kayla Resources & Links ✅ Hiring the right people starts with better communication! Join our Intro to Communication Styles training and learn how to improve workplace interactions: Sign Up Here Guest Information:
Strategic Planning for Business Efficiency: Polishing Your Business to Shine and Grow Strategic planning for business efficiency is a cornerstone of sustainable growth and operational success. In Episode 12 of the TRAITS Podcast, Stephen Wallace shares his journey of transforming a growing engineering firm into a "shiny business" through focused strategic planning, organizational design, and effective job descriptions. Stephen explains that a "shiny business" is like a well-maintained vintage car—each part polished and working in harmony to present an attractive, high-performing whole. This mindset goes beyond aesthetics; it embodies clarity, coordination, and efficiency in every aspect of a business, from financial systems to employee roles. The episode delves into the importance of stepping back from day-to-day urgencies to focus on strategic priorities that align the leadership team and provide clear goals. Stephen shares how his ownership group, young and ambitious, moved from informal growth to structured planning, which helped create ownership and accountability across the organization. One critical focus was developing an organizational structure with clear reporting lines and detailed job descriptions. This clarity eliminated confusion, improved communication, and increased operational efficiency. Job descriptions became tools for individual accountability and performance conversations, contributing to a more engaged and productive workforce. Stephen also shares his experience with acquisitions and how having a polished, efficient business made his company an attractive platform for growth and acquisition, illustrating the tangible value of strategic planning and organizational discipline. For leaders and HR professionals, this episode offers practical advice on creating a business that not only looks good from the outside but also runs efficiently inside—setting the stage for sustained growth, better talent attraction, and higher valuation. Show notes 2:00 Why did Stephen Wallace create a “Shiny” business? 6:10 What is a strat plan? How does it help create a higher performing business? 7:50 Taking a step back and becoming coordinated 10:20 What is a shiny business? 14:30 Why think through a ‘selling’ exit from your business? 16:00 The greatest benefit to preparing a business for sale 18:20 The value of great job descriptions 21:00 The end result of investing in strategy 25:25 Getting a higher multiple than expected (you’ve gotta do the work!) 29:20 How Stephen helps other businesses Strategic Planning Resources & Links We can help develop your Strategic Planning process to improve your organization’s performance and achieve long-term success. Contact us today or markf@concordconsulting.com. Guest information: Stephen’s email: stephen.wallace64@gmail.com Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
In this episode, we're excited to introduce a game-changing feature that will transform the way you hire. The new Compare Report combines our job modeling expertise with the TRAITS survey to provide deeper insights into candidate-job fit. Discover how this feature helps managers identify key differences, gaps, and opportunities, making the hiring process more accurate and efficient. Whether you're recruiting, promoting, or simply ensuring the right fit in your team, this tool offers actionable insights to make smarter decisions. Tune in to learn how this innovative feature can elevate your hiring strategy. Episode Resources & Links Elevate your Hiring Decisions - Try TRAITS Introduction to Communicator Training Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
Transforming Government: How Business Strategies Create Unicorn Leadership Transforming government by applying innovative business strategies is no easy feat—but Darren Elder is a true unicorn leader making it happen. In this episode, Darren, the Chief Administrative Officer of a Saskatchewan municipality, shares his unique approach to running government like a business, supplementing tax dollars through creative ventures, and leading with a high-performance mindset. Darren’s journey begins with his farm upbringing, where resourcefulness and problem-solving were essential. This practical mindset shaped his leadership philosophy in government—focusing on cash flow, strategic growth, and operational efficiency, typically seen in the private sector. He discusses the creation and rapid growth of Swift Net, a municipally owned internet provider that expanded from 500 to 5,000 customers in just 30 days. This venture exemplifies how government can innovate and serve its community in new ways, providing essential services while reducing taxpayer burden. The conversation covers the challenges of managing growth and scaling high performance within a government context. Darren shares how understanding employee capacity and leveraging talent optimization through TRAITS assessments helped him build a productive, motivated workforce. He also emphasizes the importance of placing people in roles suited to their strengths, avoiding wasted potential—illustrated by his story of transitioning a Fire Chief into a different role better aligned with his skills. Listeners will gain insight into the traits Darren values in high performers across various organizational levels—from assertiveness and flexibility in management to sociability in frontline roles. Darren’s approach highlights the blend of entrepreneurial spirit and public service dedication needed to create lasting positive impact in government. For leaders, HR professionals, and public sector innovators, this episode offers practical strategies for transforming government by adopting business-minded leadership and talent management. Transforming Government with Business Strategies Show Notes : 0:00 Have you ever met a unicorn? 2:30 Being creative with limited capital 4:20 The beginnings of Swiftnet 6:30 Running government like a business and investor 10:45 How does any organization best deal with growth and reaching high performance? 13:00 Moving great people into the right roles; Innovation wherever it exists 15:00 What to look for in higher performers 16:00 Various levels and needs in an organization 17:45 Stop putting reeboks on turtles 20:50 When communicating with people… Start with understanding who they are 23:30 Reducing latency is key! Resources & Links Compare Report Launch Event Introduction to Communicator Training markf@concordconsulting.com Swift-Net.ca Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
The Right Fit: How Using TRAITS Matches Personalities to Roles for Optimal Performance The right fit between a person’s personality and their role is critical to driving individual and organizational success. In this episode, Mike Moreau explores how the TRAITS psychometric tool provides a nuanced and scalable way to match employees with roles that best suit their natural characteristics. Mike starts by highlighting how TRAITS measures personality traits on a continuous scale, offering far more specificity than traditional categorical assessments. This precision helps organizations understand the complex interplay between assertiveness, sociability, and other traits to predict job fit. Listeners learn what happens when highly social individuals are hired and placed in roles that require assertiveness or leadership. Mike contrasts the outcomes of assertive versus sociable personalities in different organizational positions, using real examples such as two salespeople with contrasting traits to illustrate how fit impacts performance. The episode also dives into when a highly assertive person might not be the best fit for certain roles and explores strategies for identifying the ideal fit using TRAITS. Mike shares practical advice for HR professionals and leaders on leveraging these insights to reduce turnover, enhance team dynamics, and build stronger cultures. This conversation is essential for anyone involved in hiring, leadership development, or organizational design who wants to understand how to find and nurture the right fit for every role. Show Notes: 0:00 - Summary of our last interview together (with a focus on how the TRAITS tool is very specific because of it’s ability to provide a scale for each trait) 2:50 - What happens when you hire some who is really social? 6:40 - What happens when you have a director who is more assertive than sociable? 13:40 - Where is a good fit for assertive people in an organization? 15:15 - When is a very assertive person not an ideal fit for a specific role? 16:58 - Let’s switch… What happens with people more social than assertive? 22:48 - A tale of two salespeople 26:30 - Some ways to help organizations with finding an exact fit for positions Resources & Links TRAITS Blog Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
Impact of Personality: Understanding How We Affect Others to Boost Workplace Success The impact of personality in the workplace goes far beyond individual behavior—it shapes team dynamics, communication, motivation, and ultimately business success. In Episode 8 of the TRAITS Podcast, Fraser Engel shares his extensive experience helping leaders and employees understand how their personalities affect those around them and how self-awareness can become a catalyst for positive change. Fraser begins by discussing how people often have an innate sense of who they are, yet may lack full self-awareness of how their actions and communication styles impact others. He highlights the value of objective personality assessments in holding up a mirror that shows individuals how they truly come across in the workplace. A key insight Fraser shares is the balance between self-awareness and curiosity. While people may recognize their traits, the willingness to explore and adapt those traits is essential to meaningful growth and better interpersonal relationships. Fraser emphasizes that motivation to change often comes from within, and managers can facilitate this by asking questions that engage employees’ internal drive rather than imposing directives. Throughout the episode, Fraser illustrates how understanding personality impact helps leaders communicate more effectively, manage diverse teams, and reduce conflicts. He shares real-life examples, including a remarkable story of a leader who transformed from being a "bad fit" to the CEO of a company by leveraging self-awareness and coaching. Fraser also touches on the importance of mastering assessment tools and the need for proper training to realize their full benefits. He warns that without skilled facilitation, even the best tools may fail to deliver their potential impact. For HR professionals, managers, and business leaders, this episode offers practical guidance on how to use personality insights to improve communication, foster motivation, and create healthier organizational cultures. It’s a compelling reminder that the human side of business—understanding people and their impact—is the foundation for lasting success. Show Notes 0:00 Intro to the episode 2:00 Intro to Fraser Engel 3:34 How do our personalities in the workplace affect others around us? 5:00 How do we help people in our workplace understand their impact on others? 7:50 A way to help people see themselves in the mirror (and their impact on others) 12:50 Once people see themselves more clearly… how do we help motivate them to change certain behaviours? 17:08 Help for placing that mirror in front of others in an organization 19:30 Without a capable facilitator for people, the best tools can be wasted: We need training 24:00 The value of mastering the tools we are using in our business 28:10 An example: A “bad fit” to CEO of an organization 30:10 Ways to connect with Fraser Learn more about the Impact of Personality Learn More About Assessments tools Fraser Engel LinkedIn Mindworks Consulting website
Personality Assessment for Hiring: Accelerate Success by Unlocking True Employee Fit Personality assessment for hiring is a powerful tool for building successful teams and accelerating business growth. In this episode, Sean Lavin, President of Aircom Instrumentation, shares firsthand insights on how using personality assessments dramatically reduces turnover, improves communication, and strengthens company culture. Sean discusses the challenges of rapid growth and the impact of hiring the right people for the right role, highlighting how traditional hiring methods can miss critical insights. He explains how personality assessments like TRAITS provide managers and leaders with objective data that helps them see beyond resumes and interviews to the real person. A compelling story illustrates how an initially poor fit became a fantastic employee once placed in the right role, emphasizing the importance of self-awareness and aligning roles with natural tendencies. Sean also compares hiring to dating, pointing out the difficulty of truly “seeing” someone on a first encounter, which is why objective assessments are invaluable. He explains how these tools speed team integration, improve communication, and foster stronger leader-employee relationships. This episode offers practical advice for leaders and HR professionals to leverage personality assessments for hiring, reduce costly turnover, nurture leadership, and build a thriving organizational culture. Whether you’re scaling your team or refining hiring practices, this episode provides essential knowledge on how personality assessment for hiring accelerates success and creates lasting impact. Show Notes - Accelerating Success 1:25 - Introduction to Sean Lavin, president of Aircom Instrumentation 3:00 - Is it valuable to know ourselves better as managers and leaders? 6:15 - Failure leads to insight in business 9:15 - How can better hiring affect turnover? 10:38 - How can leaving people alone in an ideal role affect turnover? 14:15 - A great story that shows how someone who isn’t a fit can become a fantastic fit in a business 18:05 - Hiring and dating are similar… It’s difficult to see the real person on a first date 22:25 - Knowing a hire’s personality can greatly speed success and helps with communication in a business 27:05 - Self awareness leads to better relationships and communication 29:05 - Discovering company values that already exist in your business Links Aircom Instrumentation Ltd. LinkedIn Sean Lavin LinkedIn Mark's email
Psychometric Assessments Myths: Truths That Drive Better Hiring and Talent Management Psychometric assessment myths often create barriers for organizations wanting to improve hiring and retention. In this episode, Mike Moreau, President of Concord Consulting, debunks the top 7 myths surrounding psychometric assessments in business, revealing how these tools offer precise, valuable insights beyond simplistic stereotypes. Mike explains how TRAITS uses a unique, scale-based measurement that captures the nuances of individual personality traits, making these assessments far more accurate and actionable than many traditional tools. He discusses the role of psychometric assessments in improving employee fit and highlights real examples where these tools helped companies avoid costly hiring mistakes. This episode also clarifies which types of companies benefit most from objective assessments, and why understanding these myths is essential for HR professionals and leaders aiming to leverage talent optimization effectively. Show Notes 0:00 Introduction to Mike and TRAITS. 3:50 Objection #1: I don’t need generalizations… I need specific help for my business and the people who work here. 9:55 Objection #2: These tools are too simplistic… Can this really tell me anything? 16:14 Objection #3: Isn’t this simply putting people in boxes? 20:45 What type of company does an objective assessment fit best? Resources & Links Traits.com concordconsulting.com info@traits.com mike@traits.com markf@concordconsulting.com Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter
Rapid Growth Strategies: How to Scale Success Without Losing Control Rapid growth presents unique challenges for businesses, especially when scaling from a small team to hundreds of employees in a short period. In Episode 5 of the TRAITS Podcast, Joel Cawthorn shares his insights and experiences leading Star Tech through an extraordinary growth phase—from 100 to 250 employees—and the lessons learned along the way. Joel dives into the critical role of strategic planning and culture alignment in managing high growth sustainably. He emphasizes that culture isn’t just a buzzword—it’s a competitive advantage and the backbone of scaling success. Without a strong culture aligned with your business strategy, growth becomes chaotic and unsustainable. One of the most significant hurdles Star Tech faced was staffing—finding the right people quickly and efficiently. Joel describes how hiring systems evolved from informal processes to structured HR roles that prioritize job descriptions, vetting, and alignment with company values. He also highlights how internal employee referrals became invaluable in attracting talent that fits the culture, particularly when skilled tradespeople are scarce. Managers emerged as pivotal players in this growth journey. Joel explains the traits that make a successful manager during rapid growth: assertiveness to handle tough conversations, high sociability for effective communication, results orientation, and the ability to maintain accountability without favoritism. These leadership traits ensure teams stay productive and aligned even as the company scales. Psychometric assessments, specifically TRAITS profiling, played a vital role in identifying candidate and employee fit. Joel shares how profiling helped avoid costly mismatches by matching individuals’ natural traits with job requirements. This approach not only improved hiring outcomes but also supported internal development and succession planning. Joel offers practical advice for other companies facing rapid growth: invest early in scalable systems and processes, implement disciplined strategic planning with quarterly priorities, and continuously nurture a culture that attracts and retains top talent. As workforce demographics shift and competition for skilled employees intensifies, organizations that master these strategies will be positioned for long-term success. This episode is a must-listen for business leaders, HR professionals, and anyone responsible for navigating growth challenges. Joel’s experience and practical insights illuminate how companies can scale successfully without losing their soul or operational effectiveness. Show Notes 0:00 - Intro to episode 1:41 - Introduction to Joel and Startec 3:57 - Challenges of growth in the HR department 5:16 - How were hiring problems solved in a high growth environment? 7:02 - How culture is essential to sustainable growth 7:56 - What is an everyday Maverick? 10:50 - What to do about turnover during high growth 11:40 - How to identify people who aren’t a fit 13:00 - What is the place for psychometric assessments in high growth companies? 17:03 - An example of someone who wasn’t a fit and left happy! 19:25 - The role of a great manager in successful growth 20:52 - What are the personality TRAITS that are essential for managers? 24:40 - Advice for other companies going through faster growth 26:45 - The value of strategic planning to prepare for fast growth 30:20 - Some help for companies looking for more help Resources & Links Learn More About Tools to Support Rapid Growth TRAITS: https://www.concordconsulting.com/tools/ Strategic Planning for your organization: https://www.concordconsulting.com/consulting/ From our Library https://traits.com/how-do-i-find-the-right-balance-in-managing-others/ Guest Links Website: startec.ca LinkedIn: https://www.linkedin.