Tim Baker HR

I Was Wrong About Leadership.

(Referencing my previous LinkedIn article “Leadership - not as big as you think!”
https://www.linkedin.com/pulse/leadership-big-you-think-tim-baker-chrl)

When I first thought about and experienced leadership, I believed it was about presence. Being visible, decisive, and confident.

But over time, I’ve realized leadership is just as much about absence. The trust you build so your team can move forward without you in the room.

We must be careful not to define leadership too narrowly, because we may systematically diminish leadership.

We are forgetting about the broader scope of leadership. The everyday moments we experience and deliver that have an impact on people's lives.

I used to think good leaders had all the answers. Now I know the best ones ask better questions.
I used to think confidence came from control. Now I know it comes from letting go.

Leadership isn’t a spotlight. It’s a ripple.
And if we’ve done it right, the impact continues long after we’ve stepped away.

What’s something you used to believe about leadership that you see differently now?

Leadership - not as big as you think! I had the privilege of hearing Drew Dudley, founder of Day One Leadership, speak at an HRPA York Region dinner event. If you ever have a chance to hear him speak or include his expertise in your company's leadership program, I highly recommend him.

Three Ways to Build Trust in a Remote Team

Leading a remote team isn’t just about managing projects; it’s about building trust when you can’t rely on hallway chats or face-to-face time.

Here are three simple ways to create stronger trust in a remote environment:

Be Transparent, Not Perfect
Share what’s really happening, even if the answer is “we don’t know yet.” People value honesty over polish.

Consistency Builds Safety
Show up the same way every time. Regular check-ins, predictable feedback, and clear expectations help people feel secure.

Assume Positive Intent
Tone gets lost in emails and Slack messages. Default to assuming the best until proven otherwise; it keeps relationships strong.

Remote work doesn’t mean disconnected work. With intention, trust can actually grow deeper than it ever did in the office.

What’s one thing you’ve done to strengthen trust on your remote team?

Culture Fit vs. Culture Add

For years, hiring managers leaned on the idea of “culture fit.”
The logic was simple: if someone fits the team’s style, they’ll thrive.

But here’s the problem: fit often becomes sameness.
It can unintentionally filter out diverse perspectives, fresh thinking, and voices that challenge the status quo.

That’s why I support the idea of “culture add.”
Instead of asking, “Does this person fit in?” we should be asking:
“What new perspective or strength could this person add to our culture?”

I once experienced this first-hand when I was approached about an Account Manager role with an EAP provider. At the time, I had not yet returned to school to formalize my HR profession. I was in operations management within the Hospitality industry. The hiring director realized the diverse and atypical perspective I would potentially bring to the team. My front-line operations and management experience would add depth to the team. This ended up being one of the most enjoyable and rewarding roles I’ve ever had. Given that most of the team came from a clinical background (social work, psychology), I was able to view situations through a different lens and bring innovative ideas to our clients.

Because cultures don’t grow by staying comfortable, they grow when we bring in people who expand our view of what’s possible.

As HR professionals, recruiters, and leaders, we have a choice:
Do we protect what already exists, or do we invite in the people who will take it further?

What’s your take — do you still use “culture fit” in your hiring vocabulary, or have you moved toward “culture add”?

AI, Burnout, and Belonging: What Has Really Shaped HR in 2025

The HR landscape is shifting quickly. Here are 3 realities I see shaping the work we do right now:

🔹 Flexibility has been redefined. Employees aren’t just asking for hybrid or remote, they are expecting autonomy in how, when, and where they work. And quite honestly, they shouldn’t have to ask for it. A culture of autonomy demonstrates trust and a focus on results, rather than control. It’s also known as “treating someone as an adult.”

🔹 AI is reshaping hiring and productivity. From applicant tracking to performance tools, AI is already changing how we make people decisions. The challenge is balancing efficiency with fairness and avoiding bias creeping into automated systems.

🔹 Burnout is everywhere. Employees feel it. HR professionals feel it. Leaders feel it. It’s becoming a systemic challenge. Organizations that ignore the symptoms risk turnover, disengagement, and reputational damage that can take years to repair. And we see employers creating terms like “quiet quitting” to shift the blame to employees

And underlying all of this is a question of belonging. Employees don’t just want a job; they want to feel part of something meaningful.

For HR and People leaders, this means shifting from being reactive (filling jobs, fixing burnout) to being proactive: designing cultures where people can thrive.

Which of these trends is hitting your organization hardest right now?

Happy Friday!

Creating the new home for TimBakerHR. Your HR & Recruitment partner.