TRAITS podcast: Building Higher Performing Organizations

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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. Ep. 25 Mastering Recruitment: Behavioral Interviewing with Steve Jones

    JUL 8

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

    JUN 10

    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
  3. Ep 23: Intentional Succession Planning with Roberta MacGillivray

    MAY 30

    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:

    55 min

  4. MAY 15

    Episode 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

  5. APR 23

    Ep 21: T-Shaped Leadership – Unlocking Growth & Resilience with Carmine Militano

    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...

    58 min

  6. APR 4

    Ep. 20: Hiring the Right People– Part 2: How to Use Behavioural Traits to Build High-Performing Teams with Jason Woodard

    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

    52 min

  7. MAR 19

    Hiring the Right People – How to Avoid Leadership Mistakes & Build High-Performing Teams with Jason Woodard

    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

    1h 4m

  8. FEB 27

    Episode 18: Fixing Business Inefficiencies – Optimizing for Growth with Dave Bulloch

    Identifying and Eliminating Business Inefficiencies for Sustainable Growth Business inefficiencies can quietly erode profit margins, stall growth, and create unnecessary chaos within organizations. In this episode of our business podcast, Dave Bulloch joins us to break down the root causes of inefficiency and share actionable strategies for turning operational blind spots into competitive advantages. From unexpected market shifts to internal misalignment, businesses face a variety of challenges that can derail even the best-laid plans. Dave, an experienced business leader, walks us through how to anticipate these disruptions, address weaknesses without losing sight of strengths, and optimize for sustainable, long-term growth. We start with Dave’s own story—how his experience in diverse industries shaped his approach to solving complex organizational problems. He dives into the biggest blindspots that catch leaders off guard, including poor process documentation, underdeveloped team structures, and lack of clarity around competitive advantage. One of the key takeaways: growth should not be about fixing every weakness but about doubling down on what you do best. Instead of spreading resources thin, Dave emphasizes strategic focus—investing in the strengths that truly set a business apart. Listeners will also learn how to approach strategic planning in a way that energizes, rather than intimidates, their teams. Dave shares how he helps organizations overcome the common fear of looking too far ahead, using competitive advantage as the guiding star for planning and decision-making. When markets or internal realities demand a pivot, Dave’s advice is clear—go back to your core strengths before deciding on any major changes. He warns against the pitfalls of extreme growth without the necessary operational foundations, illustrating with real-world examples of companies that became lean and efficient after overexpansion. We also explore the role of organizational design in driving performance. Whether it’s redesigning workflows, creating clear accountability, or streamlining communication channels, Dave shows how intentional structure can prevent bottlenecks and boost productivity. By the end of the episode, listeners will have a toolkit of practical strategies to identify inefficiencies, harness their competitive edge, and scale without sacrificing quality or culture. If your business is growing fast—or stuck in a plateau—this conversation will help you identify exactly what’s holding you back and how to move forward with clarity. Show Notes: 3:15 Who is Dave Bulloch 8:45 Keys to handling unforeseen problems in business and economies 10:45 Biggest blindspots for businesses  14:40 Key insights regarding growing companies 16:45 Focus on strengths, not weaknesses! 18:15 Next step for growth strategies; Strategic planning 20:10 What to do when people freak out about looking ahead 22:35 Conducting the perfect pivot? Go back to your competitive advantage 24:15 Pitfalls of extreme growth 27:00 An example of becoming lean and efficient 30:15 What to do if you’re experiencing high growth; know your processes 36:35 Org designs (and redesigns) 40:45 What is missed with growth strategies Episode Resources & Links Connect with TRAITS: 🔗 Connect with us on LinkedIn 📸 Follow us on Instagram 📰 Read our BLOG 📩 Sign up to our Newsletter

    52 min
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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.

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