In this Part One episode of A Minute with Maxwell: Mission in Motion, host Heather Maxwell sits down with Sue Owen, President and CEO of the Canadian College of Health Leaders, to explore what it really takes to lead in one of the most complex systems in the country: healthcare.

From five generations in the workforce to rapid advances in AI, today’s leaders are navigating a landscape that is not just busy—it’s fundamentally complex, interoperable, and ever‑changing. Drawing on nearly three decades in health leadership and national engagement across Canada, Sue shares why traditional models of leadership development are no longer enough—and what must evolve if we’re serious about building sustainable, people‑centered systems.

Through a practical, system‑level, and deeply human lens, Heather and Sue explore:

• The new reality of healthcare leadership: Why today’s leaders must be “chameleons” who can hold strategy, innovation, and human connection at the same time—while planning five years ahead in a system under fiscal restraint.
• Five generations, one workforce: How different expectations, work styles, and career stages are colliding—and what this means for culture, conflict, and leadership capability across Canada’s health systems.
• AI, data, and interoperability: Beyond the hype, what responsible AI adoption looks like in healthcare—from clinical note‑taking tools to agentic AI—and why governance, privacy, and risk management matter as much as innovation.
• Reimagining leadership development: How the Canadian College of Health Leaders is shifting from “one-and-done” programs to micro‑learning, micro‑credentialing, and learning passports that meet leaders where they are—in busy, high‑pressure roles.
• Equity, diversity, and inclusion as core leadership work: Why EDI, Truth and Reconciliation, and intersectionality can’t be side projects—and how they’re being embedded into refreshed leadership capabilities and course offerings.
• Health human resources and workforce fatigue: The realities of a tired, aging workforce—from long‑term care to community care—and how strategic HR, succession planning, and leadership development can support long‑term sustainability.
• Uncomfortable truths: workplace violence and psychological safety: The conversations that still aren’t happening often enough—bullying, gaslighting, racism, othering—and why creating psychologically safe, relational workplaces is mission‑critical.
• Relational care and community at work: Moving beyond task‑based care to relational care—for patients, residents, and staff—and how initiatives like “best friend at work” and communities of practice can transform retention and well‑being.
• Good news and innovation in action: From nursing homes without walls to predictive analytics and wound‑care technologies, Sue highlights the innovation, creativity, and dedication that rarely make headlines—but are quietly changing the system.

This first episode in a two‑part conversation is a thoughtful call to action for healthcare leaders, policymakers, educators, and boards across the country: if we want a sustainable health system, we must invest in leaders who can navigate complexity, champion equity, and create workplaces where people can truly thrive. Stay tuned for Part Two, where Heather and Sue go even deeper into the uncomfortable truths and future state of healthcare leadership in Canada.

About Maxwell Management Group:

This podcast is brought to you by Maxwell Management Group, a national executive search and education firm specializing in the continuing care and healthcare sectors. For nearly two decades, they’ve partnered with organizations to build values‑driven leadership, vibrant workplace cultures, and purpose‑led employer brands.

Learn more: maxwellmanagementgroup.com

Chapters:

0:00 – Introduction to Mission in Motion and today’s guest, Sue Owen
1:53 – Sue’s background and 28‑year journey with the Canadian College of Health Leaders
2:37 – First job, rejection, and what early experiences teach us about leadership
4:09 – From kinesiology to health administration: Sue’s path into healthcare leadership
7:23 – The current state of healthcare leadership in Canada: aging populations, fiscal restraint, and complexity
9:24 – AI, interoperability, and what strategic adoption really requires from leaders
11:40 – CCHL’s strategic priorities: micro‑learning, micro‑credentials, and the “learning passport”
15:52 – The LEADS Leadership Framework, its refresh, and building a faculty‑style model for development
20:30 – Health human resources: workforce fatigue, overtime, and the shift to strategic HR
25:09 – Uncomfortable truths: workplace violence, bullying, racism, and gaslighting in healthcare
27:28 – Intersectionality, safe spaces for hard conversations, and what leaders often don’t know—yet
30:50 – Relational care, empathy, and building psychologically safe workplaces
36:27 – The future state: managing generations, investing in AI, and measuring what matters
38:44 – COVID‑era narratives, long‑term care realities, and the dedication of frontline workers
42:43 – Innovation and good news stories across Canada’s healthcare system
44:25 – Final reflections and looking ahead to Part Two

In this episode of A Minute with Maxwell: Mission in Motion, host Heather Maxwell sits down with Jodi Hall, CEO of the Canadian Association for Long Term Care, to unpack one of the most urgent challenges facing Canada today: how we staff, support, and sustain the future of long-term care.

With Canada now at a historic demographic turning point—more seniors than children—this conversation explores what it truly means to build a long-term care system that is resilient, modern, and centered on dignity. Drawing on national data, policy insight, and frontline realities, Jodi outlines why workforce shortages, infrastructure gaps, and system fragmentation are no longer future concerns—they’re already here. 

Through a deeply practical and policy-informed lens, Heather and Jodi explore:

• The demographic tipping point: Why Canada’s aging population is reshaping healthcare, workforce planning, and national priorities—and why long-term care must now be seen as critical infrastructure.
• Workforce shortages and retention challenges: With tens of thousands of vacancies across the country, the conversation breaks down why recruitment alone isn’t enough—and how retention, culture, and career development play a defining role.
• Leadership gaps in care environments: Why long-term care leadership roles are increasingly difficult to fill, and what needs to change to build the next generation of leaders in the sector.
• Infrastructure and modernization needs: From outdated buildings to growing waitlists, why Canada may need to nearly double long-term care capacity—and what that means for funding, timelines, and care quality.
• Technology, AI, and workforce enablement: How innovation can reduce administrative burden, improve communication, and support care teams—without replacing the human element at the core of care.
• National strategy and government collaboration: Why a coordinated, Canada-wide workforce and infrastructure strategy is essential—and what success could look like over the next five years.
• Redefining success in long-term care: A future where staffing is stable, care is high-quality, infrastructure is modern, and long-term care is seen as a respected, desirable career path.

This episode is a powerful call to action for policymakers, healthcare leaders, and organizations across the country: solving workforce sustainability isn’t just one priority—it’s the foundation that everything else depends on.

About Maxwell Management Group:
This podcast is brought to you by Maxwell Management Group, a national executive search and education firm specializing in the continuing care sector. For nearly two decades, they’ve partnered with organizations to build values-driven leadership, vibrant workplace cultures, and purpose-led employer brands.

Learn more: maxwellmanagementgroup.com

Chapters:

0:00 – Introduction to Jodi and Mission in Motion
2:39 – Canada’s Demographic Shift: Why This Changes Everything
6:55 – National Priorities: Workforce, Infrastructure, Innovation
9:25 – The Reality of Staffing Shortages in Long-Term Care
12:19 – Recruitment vs. Retention: What Actually Works
23:03 – The Leadership Gap in Long-Term Care
24:46 – Workplace Culture, Burnout, and Psychological Safety
26:52 – Infrastructure Crisis and Capacity Challenges
31:34 – Technology and AI as Workforce Enablers
36:33 – A National Workforce Strategy: What’s Needed
40:06 – What Success Looks Like for the Future of Care
42:49 – Final Thoughts: Long-Term Care as Nation-Building

In this episode of A Minute with Maxwell: Mission in Motion, host Heather Maxwell sits down with leadership development expert Stacy Lademar to explore what it really takes to develop leaders that people actually want to work for—especially in the senior living sector, where leadership directly impacts resident experience, team stability, and turnover.

Drawing on her journey from retail executive trainee on Fifth Avenue to manager of learning and development for major brands like Walmart and Royal Caribbean, and later into senior living during the pandemic, Stacy shares the hard lessons she learned about trying to “do it all,” the power of delegation, and why promoting your best individual contributor without support is often a setup for failure.

Through practical stories from the floor—like assistant buyers in tears over untrained managers, or a star chef turned struggling culinary director—Stacy shows how lack of people-skills training quietly erodes culture, performance, and retention, and what organizations can do differently.

Key themes they explore include:

• From top performer to first-time manager: Why so many organizations promote high achievers into leadership without giving them the tools to succeed—and how this leads to confusion, frustration, and avoidable turnover.
• High-potential and new manager programs: How identifying emerging leaders early, and offering targeted training in feedback, delegation, emotional intelligence, and expectation setting, can transform both performance and engagement.
• Feedback as a gift—not a threat: Using simple frameworks like What Went Well / Even Better If / Must Be Better and the FBI model (Situation, Behaviour, Impact) to make feedback specific, normal, and safe—for both positive reinforcement and constructive coaching.
• The critical role of one-on-ones and psychological safety: Why early and ongoing one-on-ones help new leaders build trust, become “safe spaces” for their teams, and surface struggles before they become performance issues.
• Delegation, clarity, and follow-through: Practical advice for leaders who are used to doing everything themselves—how to let others do things “their way,” ensure understanding, and follow up without micromanaging.
• Time management and the 80/20 rule: How journaling your time, then reviewing it with your supervisor, reveals where your energy really goes—and how to refocus on the 20% of activities that drive 80% of results.
• Trust as the foundation of leadership: Why trust—built through honesty, consistency, and admitting when you don’t know—is the core trait that separates leaders people endure from leaders people choose to follow.

Stacy also lifts the curtain on how Walmart and Royal Caribbean structured their leadership development—through intentional promotion-from-within programs, extended manager training, and open-access leadership classes—and how organizations of any size can adapt these ideas using fractional learning and development support.

This conversation offers a clear, actionable roadmap for organizations that want to stop “hoping managers figure it out” and start intentionally developing leaders who listen, clarify expectations, give meaningful feedback, and create workplaces where people—and residents—truly thrive.

About Maxwell Management Group

This podcast is brought to you by Maxwell Management Group, a national executive search and education firm specializing in the continuing care sector. For nearly two decades, they’ve partnered with organizations to build values-driven leadership, vibrant workplace cultures, and purpose-led employer brands.

Learn more: maxwellmanagementgroup.com

Chapters:

0:00 – Introduction to Stacy and Mission in Motion
2:20 – Stacy’s Journey: From Retail to Leadership Development
4:27 – The Pitfall of Promoting Top Performers
6:43 – Building High-Potential and New Manager Programs
8:42 – One-on-Ones and Creating Psychological Safety
9:52 – Feedback as a Culture, Not a One-Off
10:54 – Practical Feedback Models (WWW/EBI and FBI)
12:47 – The Power of Positive Feedback and “Catching People Doing Right”
18:06 – Traits of Leaders People Want to Work For
19:19 – Clarity, Expectations, and Job Descriptions
21:37 – Interviewing as a Critical Leadership Skill
23:33 – Onboarding New Leaders and Reinforcing Expectations
25:15 – Delegation: Letting Go of “My Way”
28:09 – Time Management and the 80/20 Rule for Leaders
29:51 – Trust as the Core of Effective Leadership
32:06 – What Walmart Got Right in Developing Leaders
33:11 – What Royal Caribbean Got Right in Developing Leaders
35:04 – How Stacy Partners with Organizations Today
35:53 – Closing Thoughts and How to Connect with Stacy & Maxwell Management Group

In this episode of A Minute with Maxwell: Mission in Motion, host Heather Maxwell continues the conversation with Mike Traub, former Vice President of Operations at Riverstone Retirement Communities, and Arta Shala, now Riverstone’s Vice President of Operations, to explore how lived experience, immigration, and frontline work shape people-first leadership in senior living.

From arriving in Canada with two duffel bags and no clear plan, to walking through a snowstorm to her first retirement home interview, Arta shares how chance, courage, and deep respect for elders led her into the sector—and why she never looked back.

Through powerful resident stories, including a Holocaust survivor whose quiet rituals spoke volumes, Arta reveals how listening beyond the surface transformed the way she leads teams, supports families, and carries forward Riverstone’s people-first culture.

Key themes they explore include:

• Immigrant experience and leadership lens: How Arta’s journey from a war-torn country to Canada shaped her resilience, empathy, and refusal to take opportunity for granted—and how that perspective informs every leadership decision she makes today.
• Frontline to executive leadership: Why starting as an office manager in a retirement home gave Arta a ground-level understanding of residents, families, and staff that now guides her as VP of Operations.
• Seeing beyond the surface in resident care: The story of a Nazi camp survivor, and how understanding hidden histories changed Arta’s approach to care, compassion, and dignity in senior living.
• People-first as a daily practice: How small moments—checking in on a withdrawn team member, asking “Are you really okay?”—reinforce the belief that “it’s a people business” where kindness, curiosity, and non-judgment are non-negotiable.
• Determination, fairness, and growth: The realities of being underpaid, having to work harder for promotions as a newcomer, and why those experiences made Arta more determined to build workplaces where people feel seen, valued, and supported.

The conversation offers an honest, story-driven look at what it means to lead with humanity in senior living—drawing on personal history, cultural transition, and everyday moments of care to shape a leadership style where people come first, and everything else follows.

About Maxwell Management Group

This podcast is brought to you by Maxwell Management Group, a national executive search and education firm specializing in the continuing care sector. For nearly two decades, they’ve partnered with organizations to build values-driven leadership, vibrant workplace cultures, and purpose-led employer brands.

Learn more: maxwellmanagementgroup.com

Chapters:

00:00 – Intro: Mission in Motion & Guest Introductions
00:09 – Why Mike Chose to Mentor Arta as His Successor
01:07 – Heather’s Welcome and Episode Framing
01:20 – Arta’s Unplanned Entry into Retirement Living
03:02 – First Job in Retirement & Early Culture Shock
03:13 – The Story of Mrs. Zem and Seeing Beyond the Surface
05:59 – “Be Kind”: The People-First Nature of Senior Living
06:39 – Arta’s Immigration Story: From War-Torn Kosovo to Canada
08:57 – An Immigrant Lens on Team Members’ Hidden Struggles
10:44 – Family Roots: Parents, Daughter, and Leadership Values
13:14 – Challenges as a Woman and Immigrant Leader
16:08 – Leading a Large, Diverse Team at Riverstone
22:45 – Psychological Safety, Trust, and Frontline Voices
26:55 – Mike on Retirement, Hobbies, and Ongoing Mentorship
28:11 – Mike’s Legacy: People, Properties, and Riverstone’s Growth
30:00 – Succession Planning Advice for Executives Nearing Retirement
31:32 – How Arta Defines Success and Leadership Today
34:27 – Advice to Newcomers & the Power of Mentorship
38:56 – When You Must Hire Externally: Choosing the Right Search Partner
42:01 – Final Reflections on Purposeful Careers in Senior Living

In this episode of A Minute with Maxwell: Mission in Motion, host Heather Maxwell sits down with Mike Traub, former Vice President of Operations at Riverstone Retirement Communities, and Arta Shala, now Riverstone’s Vice President of Operations, to explore what legacy leadership and people-first succession look like in senior living. 

From building Riverstone “boots on the ground,” to leading through COVID-19 without ever closing the office, to cultivating teams and residents who stay for 15+ years, Mike and Arta offer a rare, practical look at succession planning that is both strategic and deeply human.

Key themes they explore include:

• Legacy leadership in senior living: How Mike intentionally prepared his own successor—from identifying Arta’s potential to gradually expanding her responsibility—so Riverstone could grow without disrupting residents, families, or staff.
• People-first, profit-follows philosophy: Why Riverstone’s guiding principle—“We look after the people and then the profits follow”—has shaped culture, operations, and long-term success across all communities.
• Mentorship and internal promotion in action: Real stories of informal mentorship, stretch assignments, and how most support office roles (and even a former accountant) were developed into successful leaders from within.
• Leading through COVID-19 and rapid growth: How Mike and Arta stayed “boots on the ground,” supported homes that couldn’t work remotely, and maintained trust, stability, and continuity during crisis and expansion.

The conversation offers a grounded, story-rich roadmap for organizations that want to turn mentorship, internal promotion, and succession planning into everyday leadership practices—especially in mission-driven sectors like senior living.

About Maxwell Management Group

This podcast is brought to you by Maxwell Management Group, a national executive search and education firm specializing in the continuing care sector. For nearly two decades, they’ve partnered with organizations to build values-driven leadership, vibrant workplace cultures, and purpose-led employer brands.

Learn more: maxwellmanagementgroup.com

Chapters:

00:00 – Intro: Legacy Leadership in Senior Living
00:59 – Early Impressions of Arta’s People-First Management
03:03 – Mike’s Path: From Hotels to Retirement Living
05:57 – People-First, Profit-Follows Philosophy
06:39 – Growth, COVID-19 & Responsibility to Residents
12:42 – Choosing Arta as Successor & Mentorship Begins
17:15 – Culture, Connection & Stories of Long Tenure
20:21 – Inside the Mentorship: Exposure to the Executive Role
24:34 – Why Succession Planning Matters
26:30 – Arta’s Journey: Being Mentored into Leadership
29:31 – Practical, Informal Mentorship & Internal Promotion
33:37 – Outro

In this episode of A Minute with Maxwell: Mission in Motion, host Heather Maxwell sits down with clinical psychologist Dr. Rachel Toledano to explore how workplace mental health has transformed since COVID-19. They discuss the most common mental health challenges facing today’s workforce, why supporting mental health is now a business imperative, and how organizations can create psychologically safe cultures. From no-cost strategies like flexibility, trust, and daily recognition, to paid supports such as enhanced benefits and EAPs, Rachel shares practical, actionable ways leaders can better support their teams. 

• Post-COVID shift in mental health: From stigma to normalization; “everyone was struggling” so the conversation opened up.
• Common workplace mental health challenges: Burnout/adjustment disorders, depression, anxiety, and especially substance use concerns.
• Evolution of EAPs and access to care: From a few in‑person sessions to ongoing, flexible, remote and tech-enabled support.
• Role of technology & AI: Tele-mental health, AI-driven matching with therapists (language, culture, identity, role-specific needs).
• Psychological safety at work: Reducing stressors like workload, role overload, and poor work-life balance; clear responsibility between employer and employee.
• Organizational responsibility & ROI: Mental health as a business imperative with clear return on investment.
• Leadership behaviors: Empathy, active listening, non-judgment, openness, and having real human conversations about struggle.
• No-cost / low-cost supports: Flex work where possible, reduced micromanagement, autonomy, trust, and everyday recognition and gratitude.
• Paid supports: Benefits for mental health, improved EAP structures, ergonomic and practical supports, dedicated mental health roles.
• Workplace culture & energy: How toxic versus positive cultures impact energy, engagement, productivity, and burnout.
• Burnout and return-to-work: Need for real accommodations and dialogue to prevent relapse, not just box-ticking.
• Using data for action: Turning engagement and satisfaction surveys into concrete, visible changes and closing the feedback loop with employees.

The conversation also looks ahead at trends like AI-driven care, tele-mental health, and holistic wellness approaches that are reshaping how we think about work, well-being, and burnout prevention.

About Maxwell Management Group

This podcast is brought to you by Maxwell Management Group, a national executive search and education firm specializing in the continuing care sector. For nearly two decades, they’ve partnered with organizations to build values-driven leadership, vibrant workplace cultures, and purpose-led employer brands.

Learn more: maxwellmanagementgroup.com

In this episode of A Minute with Maxwell – Mission in Motion, Heather Maxwell sits down with Derrick Bernardo, President & CEO of Broadmead Care in British Columbia, one of the province’s most respected continuing care organizations.

Derrick shares his leadership journey from his first role in a psychiatric hospital to leading a rapidly growing, innovation-driven non-profit that serves veterans, seniors, and younger adults with disabilities. He reflects on:

• How early exposure to interdisciplinary teamwork shaped his collaborative leadership style
• The turning point of opening his first long-term care home and learning to balance high standards with adaptability
• Broadmead Care’s evolution from a single veterans’ lodge to a multi-site organization with seven homes and expanding third‑party management up Island
• The internal culture shift behind the “You Matter” commitment and how it’s improving staff retention, psychological safety, and resident experience
• Broadmead’s Long Term Care at Home program (federally funded to 2028), using technology and home care to help seniors safely age in place and reduce ER visits and hospitalizations

Derrick and Heather also dig into:

• Common misconceptions about long-term and continuing care across Canadian provinces
• Why innovation ecosystems, partnerships and new models of care (like campuses of care and concierge-style independent living) are crucial for the future
• How Broadmead is tackling workforce challenges through creative recruitment, recognition programs (like the “You’re a Gem” award), and wellness initiatives
• Why Derek believes seniors care offers limitless career paths—far beyond nursing alone

Derrick closes with advice to his younger self—and to emerging leaders: take risks, listen first, act second, and never underestimate the power of relationships and engagement.

If you’re a leader, policymaker, or professional in the continuing care sector—or simply care about how we support an aging population—this episode offers a hopeful, practical look at what’s possible when innovation and compassion meet.

About Maxwell Management Group

This podcast is brought to you by Maxwell Management Group, a national executive search and education firm specializing in the continuing care sector. For nearly two decades, they’ve partnered with organizations to build values-driven leadership, vibrant workplace cultures, and purpose-led employer brands.

Learn more: maxwellmanagementgroup.com

In this episode of A Minute with Maxwell: Mission in Motion, host Heather Maxwell sits down with Rebecca Greenberg, a bioethicist, nurse consultant, and founder of Greenberg Consulting, to explore the often hidden reality of moral distress in healthcare, especially in nursing and long-term care.

Rebecca explains how she transitioned from bedside nursing into bioethics, driven by her early fascination with big philosophical and ethical questions. She shares a powerful story from her time as a nurse caring for a terminally ill patient whose family was not ready to choose a palliative care path, leaving staff to deliver aggressive treatment they felt was causing more harm than good.

Together, Heather and Rebecca unpack:

• What is moral distress?
• How moral distress shows up in long-term care
• Moral distress and Medical Assistance in Dying (MAID)
• Moral distress vs. burnout
• Staffing shortages, system pressures, and moral distress
• What organizations can do: supports that actually help
• Self-care, boundaries, and realistic expectations
• Hope, moral resilience, and culture change
• Advice to nurses and care professionals

Website: greenbergconsulting.ca

Social: Search Greenberg Consulting on Instagram or LinkedIn

About Maxwell Management Group

This podcast is brought to you by Maxwell Management Group, a national executive search and education firm specializing in the continuing care sector. For nearly two decades, they’ve partnered with organizations to build values-driven leadership, vibrant workplace cultures, and purpose-led employer brands.

Learn more: maxwellmanagementgroup.com

In this episode, host Heather Maxwell sits down with Jeff Renaud, a passionate leader in long-term care who is on a mission to inspire the next generation of caregivers. Jeff shares why a career in long-term care is both meaningful and rewarding, breaking old myths about the sector being low-paying or limited in opportunity. He explains how leaders can transfer passion to young professionals, helping them see long-term care as a place to grow, contribute, and make a real impact on society. If you’re a young professional, student, or healthcare leader curious about long-term care careers, this conversation will open your eyes to the possibilities.

Keywords: long-term care, long-term care careers, senior care, leadership in healthcare, young professionals, healthcare careers, caregiving, meaningful work, healthcare leadership, career advice, Jeff Renaud, Heather Maxwell

00:00 – Introduction to Heather Maxwell and guest Jeff Renaud
01:00 – Why Jeff is passionate about long-term care
03:00 – What leaders can do to inspire young professionals
06:00 – Is long-term care still “low paying”? Debunking old myths
09:00 – Meaningful careers: making a real impact in society
12:00 – Advice for students and young professionals considering long-term care
15:00 – Final thoughts and message to future leaders

In this special Holiday edition of “Mission in Motion: A Minute with Maxwell”, Heather Maxwell brings together the Maxwell Management Group team for a warm, funny, and heartfelt year-end reflection.

From coast-to-coast travel mishaps and wrong-address meetings (with muffin rewards!) to mayoral campaigns, lipstick regrets on Zoom, and the mystery of getting into a Fort Knox–style Airbnb, the team shares real stories behind a year of serving Canada’s healthcare and nonprofit sectors.

You’ll hear from leaders across recruitment, executive coaching, and education as they reflect on:

• What makes Maxwell’s coaching, education, and recruitment approach unique
• How they support new leaders during their first critical months in role
• The importance of alignment, purpose, and culture in long-term care and healthcare organizations
• Personal lessons in resilience, kindness, courage, and connection
• Hopes for the future of people & culture innovation in continuing care

Whether you’re a leader, HR professional, or part of a care team, this episode offers encouragement, insight, and a reminder that behind every strong organization is a team of humans doing their best, with humor, heart, and a Santa hat (or slightly shrunken one).

00:00 – Festive welcome & year-in-review introduction with Heather
03:05 – Jackie on what makes Maxwell’s coaching division unique
04:15 – Supporting new leaders with aligned values & executive coaching
05:10 – Anna’s “lipstick on Zoom” confession & online education vibes
06:45 – Heather on live online classes for new leaders across Canada
07:49 – Catherine’s plot twist: showing up at the wrong address
08:47 – Turning mishaps into lessons (and muffins) in recruitment
09:13 – Thank you to the West Coast team & intro to Daniel
10:24 – Daniel’s big surprise: announcing a run for mayor
12:04 – The BC road trip & the “Fort Knox” Airbnb adventure
15:06 – How Heather met Hillary at a women’s event
15:22 – Hillary’s magic wand: courage, calm, and kindness at work
16:32 – Leading with empathy and compassion in people & culture
17:17 – Sponsor segment: About Maxwell Management Group’s mission
18:51 – Welcoming Laura: the power of executive coaching
20:25 – Continuity of care for leaders and organizations
22:38 – Setting up leaders for success in their first 30–180 days
24:33 – Coaching real-world challenges: change, policies, and pets at work
27:27 – How Laura knows coaching is working
29:12 – Leaders embracing coaching as a tool, not a test
32:54 – Charlyn’s reflections on growth, mentorship, and impact
35:31 – Janice’s year as an advent calendar & Swiss army knife
37:27 – The joy of relationships with clients and candidates
39:05 – Heather’s closing reflections & gratitude for 18+ years in business

Learn more about Maxwell Management Group’s executive search, coaching, and education services:
👉 https://maxwellmanagementgroup.com