Applying to a New Internal Role

"Rate results, not personality. Measurable goals create clarity and eliminate the drama." Notable Moments 02:03 – Common complaints about performance evaluations 04:15 – Why rating personality traits is subjective and flawed 06:54 – Jody’s real-world example of objective goal-setting 09:59 – The value of goal-based evaluations 13:35 – Why tardiness and similar issues must be addressed in real-time 14:59 – The power of evaluation discussions 17:49 – A clear framework for monthly check-ins and progress 18:42 – How to introduce a new review system to your team 20:10 – Getting help with building your evaluation system Performance reviews don’t have to be awkward or ineffective. In this episode, Tim and Jody unpack the flaws of traditional evaluation models, especially those based on subjective personality ratings. They investigate the better alternative of goal-based evaluations. Tim explains why focusing on measurable objectives improves clarity and eliminates unnecessary conflict. The episode covers how to structure and roll out a new evaluation process, what to communicate with your team, and how leaders can make reviews a helpful conversation rather than a dreaded formality. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: [email protected]  

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

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

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

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

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

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

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

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

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