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teams craft meaningful strategies Many organizations build ambitious five-year strategic plans, only to realize they're outdated within months.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: [email protected]  

"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: [email protected]  

"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: [email protected]

"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: [email protected]

"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: [email protected]  

"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: [email protected]  

"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: [email protected]    

"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: [email protected]  

"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: [email protected]  

"It's not about what you did yesterday. It's about what you've learned and the skills you bring to tomorrow." Notable Moments 00:01:28 – Story of a candidate held back by a past mistake. 00:02:31 – Why second chances matter in hiring. 00:05:21 – Asking about black marks during interviews. 00:09:21 – Concerns managers have about hiring someone with a record. 00:13:55 – Handling internal team perceptions after a promotion. 00:15:59 – Overcoming past mistakes and moving forward. Everyone makes mistakes, so should a past "black mark" keep someone from being hired or promoted? Second chances can lead to your strongest hires. In this episode, Tim Dyck and Jody Maberry discuss hiring candidates who have past mistakes or "black marks" on their record. They explore why it's crucial to look beyond past errors, how to assess whether someone has truly learned from those experiences, and strategies for addressing concerns within a team when hiring or promoting someone with a complicated history. The conversation emphasizes resilience, accountability, and growth as key factors that often turn past missteps into future strengths. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]