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- 🇺🇸US · Careers#1905K to 30K
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2.5K to 15K🎙 ~2x weekly·144 episodes·Last published today - Monthly Reach
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5K to 30K🇺🇸100% - Active Followers
Loyal subscribers who consistently listen
2K to 12K
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On the show
Recent episodes
Should You Give a Second Chance to a New Hire
May 26, 2026
Unknown duration
Take the Time to Hire Right
May 12, 2026
Unknown duration
Navigating Psychological Safety in the Workplace
Apr 22, 2026
Unknown duration
Scaling Beyond the Messy Middle of Business
Apr 14, 2026
Unknown duration
Culture is a Strategic Advantage
Mar 17, 2026
Unknown duration
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| Date | Episode | Description | Length | ||||||
|---|---|---|---|---|---|---|---|---|---|
| 5/26/26 | Should You Give a Second Chance to a New Hire | "An apology without action is not accountability." Episode Chapters [02:30] Legal and logistical considerations in hiring [04:31] Importance of accountability when considering second chances [07:08] Why leaders force bad solutions [09:59] Signs of real accountability [11:20] Why apologies are not enough [13:29] Getting support with hiring decisions What should leaders do when a new hire fails to show up during their first days on the job? In this episode Tim Dyck and Jody Maberry discuss whether a second chance is appropriate when accountability and communication are already in question. Tim explains why leaders must balance empathy with practical decision making. The desire to simply fill a seat can lead to poor hiring choices. Ownership matters more than apologies when a hiring situation starts going sideways. There are certain things leaders should listen for when deciding whether to give someone a second chance. Listen for more on what accountability can reveal on whether the hiring situation can realistically move forward. 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 Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com | — | ||||||
| 5/12/26 | Take the Time to Hire Right | "Take the time to hire right or you will pay for it later." Episode Chapters [01:11] Why open roles create pressure [02:11] The cost of turnover [03:53] Temporary relief from a bad hire [05:03] False security of filling the seat [06:27] Motivation-based interviewing explained [07:47] How poor hires affect culture [09:15] Impact on customers and team performance [11:05] Why an empty seat can be better When a role is open and the workload keeps growing, it is tempting to hire the first qualified person who comes along. In this episode Tim Dyck and Jody Maberry explain why that decision often creates bigger problems. Tim breaks down the true cost of turnover, the ripple effect a poor hire can have on culture and performance, and why motivation-based interviewing helps identify candidates with the skills, attitude, and passion to succeed. If your team is feeling the pressure of an open position, this conversation will help you understand why taking a little more time upfront can save significant time, money, and frustration later. 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 Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com | — | ||||||
| 4/22/26 | Navigating Psychological Safety in the Workplace | "One person can erode an entire team's culture. Every day that you delay action the problem grows." Episode Chapters [02:22] Understanding psychological safety [03:30] When one person damages culture [04:50] The risk of delaying action [06:09] Impact on high performers [08:03] Misconceptions about HR [12:27] Handling difficult terminations [13:47] Relief after hard decisions [15:14] Choosing safety and support Psychological safety is no longer just a concept. It is an expectation in today's workplace. In this episode Tim Dyck and Katie Currens explore what happens when one individual begins to erode safety within a team. The conversation highlights the difficult decisions leaders must make when culture and safety are at risk. Tim explains why delaying action often creates bigger problems including increased turnover and decreased trust. They also address common misconceptions about HR and the importance of fairness objectivity and relationship building. If you are navigating a challenging team dynamic this episode offers a clear perspective on when and how to act. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions Email: tim@bestculturesolutions.ca Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com | — | ||||||
| 4/14/26 | Scaling Beyond the Messy Middle of Business | "A couple hours of strategy can save months of chaos." Notable Moments [02:41] What is the messy middle [05:04] Reactive hiring vs strategic hiring [06:25] Why culture gets ignored [09:37] Speed vs quality of hire [11:40] Cost of hiring mistakes [14:53] Building a people strategy [16:52] Structuring for future growth Many businesses reach a point around 15 to 20 employees where growth starts to feel harder instead of easier. In this episode Tim Dyck is joined by Lindsay Bridger-White to explore what she calls the messy middle. This is the stage where early success creates new complexity and what worked before no longer supports future growth. The conversation focuses on leadership evolution intentional hiring and the need for a clear people strategy. Lindsay shares a practical framework to help leaders step out of daily operations define their vision and build a structure that supports continued growth. If your business feels reactive stretched or unclear this episode will help you understand what to change next. 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 Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com | — | ||||||
| 3/17/26 | Culture is a Strategic Advantage | "When culture is strong people want to stay and others want to join." Notable Moments [00:39] Defining culture in organizations [01:09] Why culture affects turnover costs [03:16] Culture as a recruiting advantage [05:49] Lessons from resignation folders [08:45] Using stay interviews and culture surveys [11:56] Chick-fil-A culture example [14:51] Disney culture habits explained Workplace culture is often discussed but rarely defined clearly. In this episode Tim Dyck and Jody Maberry explore why culture is more than a buzzword and how it becomes a strategic advantage for organizations. Tim explains that culture is built on shared beliefs shared behaviors and shared assumptions that guide how people work together. When those elements are aligned organizations attract stronger candidates improve retention and operate more effectively. The conversation also highlights the hidden cost of turnover and why losing employees often signals deeper cultural issues. Examples from companies like Disney and Chick-fil-A show how strong culture creates consistency motivation and a reputation that attracts both employees and customers. 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 Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com | — | ||||||
| 3/10/26 | Best Culture Solutions Business Updates | "Clarity helps people understand how you can help them." Episode Highlights [00:42] New website launch announced [01:09] Importance of clear messaging [02:36] Infinity Culture Solutions partnership [05:29] Why the website needed updating [07:05] Clarifying HR services offered [08:46] Transparency around pricing [12:55] Importance of strong onboarding Best Culture Solutions has launched a new website designed to bring greater clarity to how the company supports organizations. In this episode Tim Dyck explains why clear messaging matters as much as good design when updating business websites. The conversation highlights the partnership with Infinity Métis Corporation which creates opportunities for Indigenous communities while strengthening the business. Tim also shares why the updated site focuses on transparency including clearer services pricing guidance and step by step explanations of how clients can work with the team. From recruitment to onboarding to workplace investigations the goal is simple. Help organizations understand exactly how support works before the first conversation. 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 Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com | — | ||||||
| 3/3/26 | You Need to Change Your Hiring Practices | "You rebuild culture hire by hire." Notable Moments [02:45] Why hiring comes first [03:40] Motivation over skill [05:29] Hire right train right treat right [07:56] Reduce the hiring crapshoot [10:11] Hiring all stars into weak culture [11:34] Change happens hire by hire [12:32] Getting leadership buy in You may be focused on improving customer service retention onboarding or culture but if you are not changing how you hire you are only treating symptoms. In this episode Tim Dyck explains why every strategic initiative rises or falls on hiring practices. Training will not work if people are not motivated to learn. Benefits will not solve disengagement if the wrong people are in the roles. Culture will not strengthen if hiring remains the same. Tim shares why motivation matters more than skill how hiring impacts every other initiative and why rebuilding culture happens hire by hire. If you want real change in your organization this conversation challenges you to look at the very first step. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions Email: tim@bestculturesolutions.ca | — | ||||||
| 2/17/26 | Using AI for Performance Evaluations | "If you use AI to avoid conversation that is a problem." Episode Chapters [02:11] AI enters performance reviews [04:10] Surface level feedback concerns [06:43] AI writing style lacks soul [08:40] Evaluations require conversation [11:59] Privacy and personal data risks [14:16] Open source versus closed source [16:31] Thoughtful use versus laziness What happens when AI is used to draft employee reviews? Where the line is between thoughtful assistance and intellectual laziness? Performance evaluations still require genuine human connection. In this episode, Tim and Katie highlight why conversation cannot be replaced by automation and what risks exist when personal or organizational data is entered into open source tools. If you are navigating how to use AI responsibly while maintaining trust and authenticity with your team this discussion will challenge you to think carefully about how and why you use it. 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 | — | ||||||
| 2/10/26 | Preserving Your Culture During Growth | "If you grow too fast without intention your culture will change." Notable Moments [02:11] Growth puts culture at risk [03:28] Culture as competitive advantage [05:21] Hiring for culture first [06:10] Motivation based interviewing explained [08:46] Defining real culture [10:33] Culture audit components [14:51] Three pillars of culture Rapid growth can challenge even the strongest cultures. In this episode Tim Dyck explains how organizations can preserve culture during expansion by hiring for fit, clearly defining shared values, and reinforcing behaviors through everyday actions that employees and customers experience. 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 Katie Currens: Katie@onesparksolutions.com | — | ||||||
| 1/27/26 | Resume Red Flags in AI Generated Content | "Use AI to review your work, not to replace it." Notable Moments [02:34] AI arms race explained [03:53] Resume exaggeration risks [04:49] Employers using AI checkers [08:58] Editing vs writing with AI [09:55] Missing measurable accomplishments [12:08] Attention to detail example [14:21] Where to draw the line AI is changing how resumes are written and how they're evaluated. It can help your resume or quietly sink it. More employers are spotting AI-generated content and questioning its accuracy. In this episode, Tim Dyck breaks down common red flags recruiters and employers find in AI-generated resumes. He shares why employers are becoming more skeptical and how candidates can use AI responsibly without sacrificing credibility or accuracy. 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 Connect with Katie: Katie@onesparksolutions.com | — | ||||||
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| 1/13/26 | Why AI Will Not Be Taking Over HR | "AI can give you information, but it can't replace judgment, accountability, or people." Notable Moments [04:50] Why HR roles are increasing [09:33] How applicant tracking systems really work [10:54] When automation misses great candidates [14:38] Risks of blindly trusting AI [18:17] Why AI still needs human judgment AI is changing how work gets done, but it isn't replacing people. When technology moves faster than judgment, the real risk isn't automation. It's assuming information equals understanding. The human side of work still matters more than ever. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions Email: tim@bestculturesolutions.ca | — | ||||||
| 1/6/26 | Five Years of Best Culture Solutions | "Five years can teach you a lot, especially when you're building something from scratch." Notable Moments [01:11] Reaching the five-year milestone [03:12] Pivotal early business moments [04:39] Hiring the right person matters [07:58] How conversations sharpen thinking [09:57] Growth from solo to team [14:32] Unexpected partnerships shape direction [16:32] Learning comfort with discomfort This episode reflects on five years of building Best Culture Solutions and the lessons learned along the way. Tim shares how the business evolved through real client needs, unexpected opportunities, and a growing understanding of people strategy. The conversation explores how hiring the right people, building strong partnerships, and becoming comfortable with uncertainty shaped the company's direction. It also looks ahead to where organizations are headed as they recognize that culture, retention, and people practices directly impact business success. 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 | — | ||||||
| 12/16/25 | What's Behind the Return-to-Office Trend | "People don't miss the office; they miss meaningful collaboration." Notable Moments [02:30] Why interaction still matters [04:39] Mental health and blurred boundaries [05:33] Siloed work challenges teams [10:21] Labels vs. real flexibility Organizations across industries are revisiting workplace expectations and calling employees back to the office. In this episode, Tim Dyck and Katie Currens explore why this trend is accelerating and what leaders often overlook when making these decisions. Their discussion hits on the human need for connection and the risks of siloed remote work. Tim challenges leaders to examine how much trust plays into their decision, reminding them that flexibility existed long before "remote" and "hybrid" became labels. Rather than choosing sides, the conversation emphasizes balance. They highlight the importance of office time for collaboration while allowing focused work to happen where it makes sense. Leaders should focus on outcomes, not optics, and create expectations rooted in trust. 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 Connect with Katie: LinkedIn: Katie Currens Email: katie@onesparksolutions.com | — | ||||||
| 12/9/25 | Should You Hire an Entrepreneur | "An entrepreneur can help you grow, pivot, and innovate…if the environment truly supports it." Episode Highlights [00:02] Why hiring an entrepreneur "depends" [00:04] Pharmacy story illustrates entrepreneurial fit [00:06] How autonomy drives performance [00:07] Red flags when evaluating entrepreneurs [00:08] Accountability and guardrails for supervision [00:09] When a role truly requires an entrepreneur [00:11] Why entrepreneurs may return to organizations [00:13] Leadership considerations when hiring entrepreneurs This episode explores times when hiring an entrepreneur is the right move for an organization and when it might backfire. Tim Dyck breaks down the conditions that make entrepreneurial candidates thrive, the red flags to watch for, and why motivations matter on both sides. Some roles don't just need reliability. They need someone who thinks like an owner. Hiring an entrepreneur can offer an organization notable growth when the role and the leader are ready for them. 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 | — | ||||||
| 11/18/25 | Making LinkedIn Work for You | "If you're one of the few brave people creating content, you're going to benefit from it." Notable Moments [02:44] Avoiance of toxic social platforms [03:46] Starving for content [04:48] Value of connecting [06:30] Authentic engagement is key [10:46] Share opinions confidently [14:48] Lead with value for your audience [16:26] Don't over-polish posts [17:15] "Just be" philosophy LinkedIn is a great space for professional growth, personal branding, and real connection. Unfortunately too many people avoid it because they are worried about perfection. Tim and Katie break down why LinkedIn continues to stand apart from other platforms, how it creates opportunity for both job seekers and industry leaders, and what happens when professionals stop lurking and begin contributing with purpose. Once you shift your mindset on LinkedIn, you will realize that people want you to show up in ways that reflect who you are, not what you think others expect. Read the blog for more from this episode. Connect with Tim and Katie on LinkedIn: Katie Currens Tim Dyck Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions Email: tim@bestculturesolutions.ca | — | ||||||
| 11/11/25 | What Do You Really Sell | "You're never selling your product. You're selling what it represents for people. Clarity of purpose starts with understanding what you really sell." Notable Moments 02:30 – The lesson behind Lee Cockerell's purpose statements 05:55 – Why mission statements often miss the mark 07:22 – What McDonald's and Apple are really selling 09:17 – The purpose behind Best Culture Solutions 13:56 – How purpose shapes a winning culture Discover how defining what you really sell can transform your organization's culture. Tim Dyck and Jody Maberry explore why clarity beats aspiration, how simple purpose statements motivate teams, and what it takes to turn big ideas into shared behaviors. If your team can't explain what you really sell, your mission statement might be holding you back. Simplify it. Clarity is what drives culture. 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 | — | ||||||
| 11/4/25 | Why Most Strategic Plans Fall Flat | "Most strategic plans fall flat because they're built for a future that changes faster than the plan can." Notable Moments [02:12] Why most strategic plans fail [03:39] The problem with five-year plans [05:05] Why a one-year plan works better [07:11] How to balance short-term focus with long-term vision [09:43] The real value of measurable goals [11:46] Keeping strategic plans simple and effective [13:44] How Best Culture Solutions helps teams craft meaningful strategies Many organizations build ambitious five-year strategic plans, only to realize they're outdated within months. Tim Dyck shares why traditional planning often fails and how leaders can create more flexible, measurable, and effective strategies that adapt to change. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions Email: tim@bestculturesolutions.ca | — | ||||||
| 10/21/25 | Common Mistakes When Considering a Career Change | "You should not be basing your resume on what you're doing now. Focus on the skills you have that showcase how you'd be successful in the role you want." Episode Highlights 00:02:02 – Overcoming the fear of changing industries 00:04:07 – Identifying transferable skills for your next role 00:05:23 – Writing resumes focused on your future goals 00:08:12 – How technology has changed job applications 00:09:26 – Networking the right way in a digital world 00:11:44 – Acting on advice to build genuine connections 00:13:00 – Patience and persistence in career pivots 00:14:36 – Shifting your mindset to show contribution, not desperation Thinking about changing careers but not sure where to start? In this episode, Tim Dyck breaks down the most common mistakes people make when shifting industries and what to do instead. Learn how to identify your transferable skills, reframe your resume for the job you want, and approach networking in a way that builds real connections instead of dead ends 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 | — | ||||||
| 10/14/25 | Creating Processes and Guidelines for Remote Workers | "If you can't trust your team to work unsupervised, you may have hired the wrong people or need to look in the mirror first." Notable Moments [03:37] The importance of hiring self-motivated people before implementing remote processes. [04:52] Why trust issues with remote work often stem from hiring decisions, not management style. [08:04] Setting up tools, technology, and data policies for remote employees. [09:48] Onboarding for culture, not just compliance. [11:03] Defining communication expectations and channels for hybrid teams. [13:30] How Dan Cockerell's "What It's Like to Work With Me" document inspired Tim's own approach. [16:15] The "touch people before you touch work" leadership philosophy. [18:29] Helping organizations transition from in-office to remote environments effectively. In this episode, Tim Dyck and Jody Maberry discuss how to create effective processes and guidelines for remote workers. They explore the role of trust in leadership, the importance of hiring motivated individuals, and how culture, communication, and clear expectations build successful remote teams. 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 | — | ||||||
| 9/23/25 | Hiring Remote Workers | "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 | — | ||||||
| 9/16/25 | Navigating Practical Use and Pitfalls of AI in the Workplace | "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 | — | ||||||
| 9/9/25 | What if No One Wins the Interview | "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 | — | ||||||
| 9/4/25 | Why Skill and Experience Aren't All Leaders Should Consider | "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 | — | ||||||
| 8/19/25 | 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. 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 | — | ||||||
| 8/12/25 | 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. 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 | — | ||||||
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