TRAITS podcast: Building Higher Performing Organizations

TRAITS
  • 0.0 (0)
  • MANAGEMENT
  • UPDATED BIWEEKLY

A leaders responsibility is to ensure the organization survives and thrives. Drawing on the insights of industry leaders and the TRAITS psychometric assessment tool, this podcast explores the lessons these experts offer on building higher performing organizations.

  1. FEB 10

    S2 Ep 3 | Role Fit in Leadership: Why Great People Fail in the Wrong Roles with Mike Moreau

    https://youtu.be/CQf-I6xHW9Q Why role fit in leadership matters more than experience, effort, or good intentions Role fit in leadership is one of the most overlooked — and most costly — issues inside organizations. In this episode of the TRAITS Podcast, we explore why capable, hardworking people often fail in roles that simply don’t fit how they’re wired to work. Host Mark sits down with Mike Moreau, owner of Concord Consulting, to unpack one of the most practical frameworks for understanding performance: performance orientation. Rather than focusing on personality “types” or generic leadership traits, the conversation centers on how two behavioural traits — Assertiveness and Detail Orientation — shape how people naturally approach work, risk, and decision-making Mike introduces a simple but powerful analogy: foot on the gas vs. foot on the brake. High Assertiveness pushes action and risk; high Detail Orientation slows things down to ensure accuracy and control. When these tendencies combine, they create different performance orientations — Initiators, Facilitators, and Implementers — each essential to organizational success when placed in the right role. The problem? Organizations often hire and promote based on experience, tenure, or technical skill — not behavioural alignment. The result is familiar: directors micromanaging, managers stuck in the weeds, entrepreneurs frustrated by operational bottlenecks, and high-potential employees disengaging because their role doesn’t match how they naturally contribute. Using the now-famous ship analogy, Mike explains how organizations need people at every level — from those scanning the horizon to those ensuring the engine runs smoothly. Trouble starts when people are placed too high or too low on the “mast” relative to their natural work orientation The episode also tackles a hard truth: coaching can’t fix a role mismatch. While development matters, no amount of training will make someone comfortable in work that fundamentally clashes with how they’re wired. Instead, success comes from measuring behaviour, clarifying role expectations, and intentionally aligning people to the level of work where they can excel. For leaders, HR professionals, and business owners, this episode reframes hiring, promotion, and succession planning. The takeaway is clear: role fit in leadership isn’t about changing people — it’s about placing them where they can perform best. Show Notes: In this episode, you’ll learn: How to identify future leaders earlier — without guesswork What performance orientation really means Why role fit in leadership matters more than experience How assertiveness and detail orientation shape work behaviour Why coaching can’t fix a role mismatch How misaligned leadership slows organizations down Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter

    23 min

  2. JAN 27

    S2 Ep 2 | The Human Equation: Leadership Lessons from Engineering with DeWayne Fliss

    https://youtu.be/H9EaCf6VsgI?si=OMLb1P2A9JiPu6gt How systems thinking and engineering logic shaped DeWayne Fliss’s leadership philosophy—and the lessons that inspired the next step toward TRAITS. Leadership Lessons from Engineering: The Human Equation In Season 2, Episode 2 of The TRAITS Podcast, host Mark Frentz continues the conversation with DeWayne Fliss, founder of Concord Consulting, to explore how an engineer’s approach to solving complex systems evolved into a framework for leading people. This chapter of DeWayne’s journey reveals how leadership lessons from engineering became the building blocks of the TRAITS philosophy. After years in civil engineering and construction, DeWayne began noticing something his training hadn’t prepared him for: the human side of performance. Projects failed not because of design flaws or budget miscalculations—but because of breakdowns in communication, motivation, and trust. The variables weren’t structural; they were behavioural. In this episode, DeWayne explains how engineering principles—precision, systems thinking, and process discipline—provided unexpected insight into leadership. He discovered that, just like structures, teams require alignment and balance. A small misalignment at the top—a poorly defined role, a personality clash, or a lack of feedback—could create exponential stress further down the organization. Together, Mark and DeWayne unpack the lessons that reshaped how he viewed leadership and culture: ✅ How the logic of engineering exposed the emotional realities of leadership. ✅ Why human systems fail when leaders underestimate behavioural alignment. ✅ The importance of measuring both technical competence and natural tendencies. ✅ How feedback and accountability create structural integrity in teams. DeWayne also shares stories from his time in construction management—moments where deadlines, pressure, and people clashed—and how those experiences revealed a pattern: leaders who understood human behaviour didn’t just complete projects; they built teams that thrived long after. By the end of the episode, listeners will see how leadership lessons from engineering set the stage for the development of TRAITS. It’s a story about bridging two worlds—the precision of data and the unpredictability of people—and finding the common thread that connects both: human design. Show Notes: 00:00 – Introduction: Building on the foundations of Episode 1 03:10 – Engineering precision and the human variable 08:40 – The first leadership lessons from managing people, not projects 15:20 – When structure meets emotion: understanding human systems 23:30 – How alignment and clarity prevent performance collapse 31:45 – The importance of accountability and honest feedback 39:10 – The link between systems design and organizational success 46:00 – How these lessons laid the groundwork for TRAITS Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter

  3. JAN 13

    From Blueprints to Behaviour: The Early Foundations of TRAITS with DeWayne Fliss

    How one engineer’s search for better performance revealed the early foundations of TRAITS and a new way to understand people at work. In the Season 2 premiere of The TRAITS Podcast, host Mark Frentz sits down with DeWayne Fliss, founder of Concord Consulting and the visionary mind behind the TRAITS Assessment, to uncover the early foundations of TRAITS—and how an engineer’s fascination with systems evolved into a passion for understanding people. Long before developing one of today’s most practical tools for leadership and hiring, DeWayne was building something entirely different: bridges, structures, and careers in engineering. But beneath the blueprints and numbers, he began noticing something data couldn’t fully explain—the people. Why did some teams excel while others, with the same technical skill, fell apart? Why did some leaders inspire performance while others created resistance? That curiosity led DeWayne to study organizational behaviour and psychometrics, discovering how human tendencies, motivation, and self-awareness shaped outcomes far more than technical expertise. Those insights became the early foundations of TRAITS, decades before the tool itself existed. Throughout this episode, DeWayne and Mark explore how his experiences in engineering laid the groundwork for his people-first philosophy. They discuss: ✅ The turning point that made DeWayne question whether performance is more about personality than process. ✅ Early research on why people stay—or leave—organizations. ✅ Lessons from leading teams under pressure, where success depended on communication and trust. ✅ How curiosity about people evolved into a systematic approach to leadership and performance. Listeners will hear DeWayne describe how understanding behaviour became his blueprint for success—a way to diagnose team friction, improve leadership alignment, and drive long-term performance. His early work emphasized a timeless truth: people don’t fail because of what they can’t do, but because they’re in roles that don’t fit who they are. By the end of this episode, it’s clear that the foundation of TRAITS was never built on technology—it was built on human insight. DeWayne’s story reminds leaders that before you can optimize performance, you must first understand people. Show Notes: 00:00 – Welcome to Season 2 of The TRAITS Podcast 02:15 – DeWayne’s engineering background and the curiosity that changed everything 08:30 – The first sparks: lessons from leadership, teams, and behaviour 14:00 – Why organizational success depends on human fit 22:10 – How early research became the groundwork for TRAITS 32:45 – The shift from process-driven management to people-driven leadership 42:20 – Reflection: what self-awareness means for leaders today Episode Resources & Links Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter

    1h 3m

  4. 11/04/2025

    Ep 26: Transformative Leadership: The Power of Willingness to Change with Bob Outhwaite

    Transformative Power: Leadership Willingness to Change In this episode of The TRAITS Podcast, host Mark sits down with Bob Outhwaite, a seasoned leader with a career spanning law enforcement, oil and gas, and executive forums for top CEOs. Together, they explore what truly drives leadership willingness to change—and why this single quality often separates good leaders from great ones. Bob’s leadership journey began in the RCMP, where he learned powerful lessons about resilience, accountability, and second chances. These experiences shaped his belief that while personality is naturally resistant to change, willingness remains the greatest indicator that change is possible. From officers to executives, he’s seen that transformation doesn’t come from pressure—it begins with choice. The conversation dives deep into how leaders evolve through self-awareness and honest feedback. Bob recalls moments where direct but caring feedback challenged him to reflect, adapt, and grow—illustrating how effective feedback can spark lasting transformation. As he shares, “Willingness to change is the only indicator that change is possible.” For him, vulnerability isn’t weakness—it’s a mark of strength and emotional maturity. Listeners will gain insight into: Why trust is the foundation of feedback—and how to build it with your team. How great leaders foster psychological safety, allowing their people to express honest perspectives. The difference between leaders who only change in crisis and those who evolve through self-reflection. How to identify who’s truly coachable in hiring and leadership development. The importance of good counsel—surrounding yourself with people who tell you what you need to hear, not what you want to hear. Bob also discusses his work with forum groups—spaces for CEOs and executives to connect, share challenges, and receive unfiltered perspective from trusted peers. His story reminds us that leadership is not about knowing it all, but about being open to learn. Mark closes the episode with reflection questions for listeners: How vulnerable are you? How open are you to change? Who do you trust to give you honest feedback? How do you handle criticism or challenge? This episode will resonate with anyone navigating leadership, change management, or personal development. It’s an inspiring reminder that the willingness to change is not just an attitude—it’s a leadership advantage. Show Notes: 0:00 Introduction to the episode 2:35 – An early career in the RCMP 7:00 – Do people really change? 11:35 – The value of personal development 16:05 – Building trust with direct reports 20:10 – How do successful leaders receive support? 31:10 – A few other good tools 33:00 – Do people generally want honest feedback? 38:55 – What is ‘good counsel’? 44:10 – Bob’s forum groups Episode Resources & Links Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter

    57 min
  5. Ep. 25 Mastering Recruitment: Behavioral Interviewing with Steve Jones

    07/08/2025

    Ep. 25 Mastering Recruitment: Behavioral Interviewing with Steve Jones

    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

    1h 3m
  6. Ep. 24: From Chaos to Clarity: Creating Culture with Rick Hays

    06/10/2025

    Ep. 24: From Chaos to Clarity: Creating Culture with Rick Hays

    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

    1h 14m
  7. Ep 23: Intentional Succession Planning with Roberta MacGillivray

    05/30/2025

    Ep 23: Intentional Succession Planning with Roberta MacGillivray

    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: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter

    55 min

  8. 05/15/2025

    Ep 22: The Power of Language in Leadership – Driving Culture and Clarity with Susan McGee

    How Language in Leadership Shapes Culture, Influences Others, and Strengthens Organizational Clarity In this episode of the TRAITS Podcast, host Mark Frentz sits down with Susan McGee, a seasoned leader who has spent her career shaping organizations and influencing people through the power of words. The focus keyword—language in leadership—frames the entire conversation, as Susan shares how the way leaders communicate not only affects team morale but also drives organizational culture, clarity, and long-term success. The discussion begins with Susan’s journey into leadership, including her role at Homeward Trust, where she navigated unique challenges in the non-profit space. She highlights how leadership fit is just as critical in non-profits as in corporate environments, reinforcing that no matter the sector, the right leadership approach can make or break success. A central theme of the episode is the importance of language in leadership. Susan explains how the words leaders choose influence both individual behaviour and collective culture. She emphasizes that language must evolve alongside organizations—outdated terms and communication patterns can hold teams back from growth. By using precise, thoughtful language, leaders create clarity and reduce confusion, making it easier for teams to align with organizational goals. The conversation digs into the nuances of influencing others. Susan notes that effective leadership requires balancing persuasion with authenticity. Leaders who understand the subtle power of language can inspire action, build trust, and protect organizational culture during periods of growth. She illustrates this with real-life examples, including how language plays a vital role in systems thinking, overcoming bias, and using analytics effectively. Another key takeaway is Susan’s perspective on authenticity in leadership. She believes that authenticity isn’t just about being transparent but about choosing language that reflects values while guiding others constructively. Language becomes the bridge between what leaders believe and how teams perceive them. Listeners also gain insight into how leaders can foster robust discussions. Susan highlights the importance of creating space for dialogue where different perspectives can coexist, while leaders use language to steer conversations toward productive outcomes. At the same time, she acknowledges that simplicity in communication—though difficult—is often the most effective. By the end of the episode, Susan shares her thoughts on leadership recognition and authenticity, reminding us that the words leaders choose echo far beyond the moment they are spoken. This episode is a must-listen for anyone interested in organizational culture, communication strategies, and talent optimization. Whether you’re a CEO, HR leader, or aspiring manager, understanding the role of language in leadership can help you unlock clarity, strengthen culture, and drive sustainable growth. Show Notes: 2:10 Susan’s background 6:05 What is homeward trust? 9:55 The difference great leadership can make (fit is so important) 12:50 Are challenges any different in a not for profit? (again, fit is so important) 15:35 The nuances of influencing others; language matters! 25:25 How did language become so important to Susan? 28:40 Language changes the way we think and needs to be updated 35:15 “Help me help you help me” How do we influence others? 40:10 How can we protect culture in a high growth organization? 43:35 Some tips: Systems, Overcoming bias, Analytics 48:35 Susan’s definition of authenticity 51:50 Some recognitions for Susan  Episode Resources & Links Homeward Trust Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter

    59 min
See All (29)

About

A leaders responsibility is to ensure the organization survives and thrives. Drawing on the insights of industry leaders and the TRAITS psychometric assessment tool, this podcast explores the lessons these experts offer on building higher performing organizations.

Information