Hiring in industrial water is slow, specialized, and expensive to get wrong. In this conversation, executive advisor Randi Fargen explains how a two-question, 5–7 minute Culture Index survey becomes an ongoing management and coaching system—not just a hiring screen—so owners cut turnover risk, speed onboarding, and improve day-to-day communication.

From "assessment fatigue" to a usable language

Most teams dread long assessments. This survey takes minutes and measures four primary traits—autonomy, sociability, pace/patience, conformity—plus three sub-traits (logic, ingenuity, mental stamina). Leaders get a shared vocabulary for why projects stall, what information different people need, and where the team is over-weighted in "gas" (vision/growth) or "brake" (quality/process).

Objective data where interviews fail

Resumes can be embellished, references are curated, and interviews are where candidates most modify behavior. The survey provides objective, EEOC-compliant data to align role demands with how a person is wired—a first pass for "right person, right seat," followed by skills and experience checks. Trace shares a driver-hire example where data prevented a costly misfit and made the interview process smoother and more targeted.

Turnover, onboarding load, and the health check

Randi highlights research she cites with clients: 66% of employees have accepted roles they knew weren't a fit, and 50% of those left within six months—burning cash and team morale. The fix isn't one-and-done. Teams re-survey every 3–6 months to read dynamic "job behavior" shifts, diagnose disconnects early, and adjust coaching, workload, or process before problems harden.

Coaching at scale, not weaponization

Culture Index works best when deployed top-down and organization-wide (not just managers). Teams adopt simple practices—e.g., bringing pattern cards to meetings or adding patterns to email signatures—to reduce friction. A guardrail: never "weaponize the dots." Use the data to maximize strengths and support challenges; never to excuse behavior or limit someone's potential.

Industry relevance and next steps

Because industrial water roles are niche and ramp time is long, using objective behavioral data helps retain talent you've already invested in. Randi closes with a free team diagnostic offer for companies that want to "test drive" the approach and leave with actionable insights—regardless of whether they proceed further.

Listen to the full conversation above. Explore related episodes below. Stay engaged, keep learning, and continue scaling up your knowledge!

Timestamps

02:01 - Trace Blackmore shares a Legionella Awareness Month recap (most listened yet, high sharing), shout-outs to some guests, note that the CDC recognized Legionella Awareness Month, the origin story from 2020 lockdowns, a call to keep challenging what we "know"

07:52 - Upcoming Events for Water Treatment Professionals

12:51 - Interview with Randi Fargen, Executive Advisor with Culture Index

13:27 - Randi's self-intro: role and how she helps businesses ("right people, right seats")

17:02 – Hiring Win; interviews get sharper when profiles guide questions

22:13 – Cost of Turnover

33:42 - What's measured: four primary traits (A/B/C/D) + three sub-traits (logic/ingenuity/stamina)

41:06 - Gas vs. brake; turning productive tension into quality control

52:51 - Guardrail: never "weaponize the dots"; use data to support, not to excuse or exclude

01:12:21 - Water You Know with James McDonald

Quotes

"Fully exploited strengths are a far greater value than marginally improved weaknesses."

"Statistically speaking, 98% of the population has less autonomy than you do."

"The second this is weaponized; the program is dead within your organization."

"This isn't something, it's not a magic wand, it's not a magic bullet… This is a marathon, not a sprint."

Connect with Randi Fargen

Phone: 1(303) 242 0346

Email: [email protected]

Website: www.cultureindex.com

LinkedIn: https://www.linkedin.com/in/randi-fargen/

Guest Resources Mentioned

Culture Index Program

Randi Fargen (Executive Advisor) Free Team Diagnostic

Extreme Ownership by Jocko Willink

How Not to Age: The Scientific Approach to Getting Healthier as You Get Older by Michael Greger

Scaling UP! H2O Resources Mentioned

AWT (Association of Water Technologies)

Scaling UP! H2O Academy video courses

Submit a Show Idea

The Rising Tide Mastermind

446 Leveraging the Culture Index for Business Success with Danielle Scimeca and Conor Parrish

Water You Know with James McDonald

Question: What is the molar mass of water?

2025 Events for Water Professionals

Check out our Scaling UP! H2O Events Calendar where we've listed every event Water Treaters should be aware of by clicking HERE.