Through a deeply practical and policy-informed lens, Jodi and I 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, we break 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Infrastructure and modernization needs: From outdated buildings to growing waitlists, why Canada may need to nearly double long-term care capacity—and what that means for funding, timelines, and care quality.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.

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..

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.

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.

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.

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.

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 Derrick 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.

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

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).

Steven opens up about the pivotal moments and mentors that influenced his vision, sharing how early exposure to international development, hands-on community care work, and experience amidst healthcare turmoil helped shape his values of service, courage, and continuous learning. He reveals how he and his team transformed Tri County’s staffing from crisis to success, replacing reliance on agency workers with a robust, mission-driven team, creating a workplace where younger staff thrive, and retention is stronger than ever.

We explore the ambitious redevelopment underway at Tri County: a new 160-bed home built around nature, connection, and technology. Steven takes us inside the design process, emphasizing how feedback from residents, staff, and the wider community drives every decision, from outdoor gardens and walking trails to state-of-the-art systems designed to free staff from paperwork and foster deeper resident engagement. His vision doesn’t just focus on today’s needs; it actively prepares for the healthcare of the future, embracing intergenerational community, sustainability, and emerging technological tools.

Throughout this candid conversation, Steven shares actionable insights for senior care leaders, from the importance of self-care and humility to keeping a strategic focus during a crisis. He encourages leaders to never settle for the status quo but to innovate, learn, and build organizations that elevate everyone involved, from residents to frontline team members. If you’re passionate about building resilient communities, advancing the standard of care, or inspiring purposeful leadership in the face of challenge, this episode is for you.

Lois opens up about the experiences that shaped her values, recognizing the impact of hands-on care, learning from mentors (and less-than-great bosses), and the vital role that community and team empowerment play in long-term success. She shares candid insights into developing a people-first culture at Spring Living, scaling through acquisition while maintaining trust and personal connection, and the unique opportunities of mid-market retirement living for Canada’s aging population.

We dive deep into Spring Living’s growth strategy, the importance of fostering leadership at every level, and the ongoing work to make senior care more accessible. Lois shares practical advice for young leaders: seek mentors, stay curious, and embrace diverse perspectives. She also discusses the evolving landscape for senior care: technology, generational change, memory care, affordability, and the future of meaningful work in the sector.

Throughout this episode, Lois’s advocacy and optimism stand out. Whether she’s mentoring upcoming leaders, investing in staff development, or advocating for systemic change, Lois is shaping a brighter future for seniors and those who care for them. If you’re passionate about building teams, transforming communities, or seeking actionable wisdom on leadership, this episode is for you.

Daniel opens up about the values that have guided him through diverse roles: the importance of public service, the power of advocacy, and the lessons learned from both setbacks and successes. He shares candid reflections on leading through crisis, including the challenges of the COVID-19 pandemic, and the qualities that define true leadership: listening, adaptability, and hope. We dive deep into the pressing issues facing long-term care in British Columbia, from the staggering waitlists to the opportunities for innovation and collaboration. Daniel and Heather discuss the untapped potential of internationally educated nurses, the need for streamlined credentialing, and the promise of dual credit programs to train the next generation of healthcare workers. Throughout the conversation, Daniel’s optimism shines through. He believes in the power of community, the necessity of bold solutions, and the importance of giving everyone a voice. Whether he’s advocating for seniors, championing local hockey, or running for mayor, Daniel’s commitment to building a brighter, more inclusive future is unwavering. If you’re looking for inspiration, practical insights, and a masterclass in purpose-driven leadership, this episode is for you.

Denise’s story is one of lifelong learning, resilience, and a relentless drive to make a difference. From her early days working in a nursing home alongside her grandfather, to leading major mental health and social service organizations, Denise has seen firsthand the challenges and the opportunities facing Alberta’s aging population. We dive deep into the shifting demographics that are reshaping the province, the government’s billion-dollar commitment to transforming continuing care, and the innovative solutions being developed to support both seniors and the caregivers who stand beside them. Denise shares candid reflections on what it means to build a system that values dignity, respect, and community, and why true leadership means bringing people together, even when the path forward is uncertain.

This is more than a conversation about policy. It’s a look inside the heart of a leader, the realities of a sector in transition, and the collective effort required to ensure every Albertan can age with grace and support. If you care about the future of healthcare, the power of advocacy, or the stories that shape our communities, this episode is for you. Listen now and discover what it really means to care.