Each month, Leader’s Career Corner highlights accomplished leaders whose careers, insights, and experiences offer valuable lessons for professionals looking to grow, lead, and make a meaningful impact.

Few people embody those qualities more completely than Leona Savoie, President of Savoir Advisory; a respected industry leader whose career has been defined by expertise, advocacy, mentorship, and a deep commitment to helping others succeed.

Over nearly three decades, she has helped deliver some of the GTA's most complex residential, mixed-use, commercial, and institutional developments, while earning a reputation for bringing equal expertise, authenticity, and humanity to everything she does. Today, as President of Savoir Advisory, she continues to guide developers, investors, and public-sector partners through the complexities of the development process, drawing on a career built at some of the industry's most respected organizations.

But what truly sets Leona apart is not simply the scale of the projects she has led. It's the impact she has had on the people around her. Throughout her career, she has been a passionate advocate for mentorship, collaboration, and the elevation of the next generation of industry leaders. While she is widely recognized for her strategic thinking, industry expertise, and ability to navigate complex challenges, those who know her best often speak first about her generosity, authenticity, and willingness to invest in others.

As Chair of CREDA's Canadian Government Relations Task Force and Toronto Chapter, Leona has become one of the industry's most respected voices, helping advance conversations around housing supply, economic growth, and the future competitiveness of the development sector. Her leadership and dedication have been recognized through numerous accolades, including the 2026 CREDA President's Award and the BILD Chair Award of Merit in 2017.

Yet despite her impressive accomplishments, Leona remains grounded in a simple philosophy: that great leaders can be both highly effective and deeply human. She reminds us that success is measured not only by what we build but also by the relationships we cultivate, the people we mentor, and the reputation we leave behind. In an industry that often moves at a relentless pace, she continues to demonstrate that it is possible to lead with integrity, inspire confidence, have fun along the way, and still deliver exceptional results.

We are honoured to feature Leona's insights in this edition. Her reflections on leadership, career growth, reputation, and lifelong learning offer valuable lessons for professionals at every stage of their journey and serve as a reminder that the most successful careers are built not just on technical expertise, but on trust, curiosity, and the ability to bring out the best in others.

1. From your experience as a hiring leader, what qualities or behaviours make a candidate stand out at the entry, mid, and senior career stages?

Entry Level

At the entry level, curiosity and a willingness to learn are often what distinguish high-potential candidates from their peers. This is especially true in smaller organizations, where versatility and initiative are highly valued. Strong candidates actively look for opportunities to challenge themselves, take on new responsibilities, and expand their skill sets rather than waiting to be directed.

Reliability is another critical trait. Employers want to know they can depend on you to follow through on commitments. If circumstances change and a deadline cannot be met, communicating proactively and well in advance demonstrates professionalism and accountability.

Finally, a positive attitude can have a significant impact. Technical skills can be developed over time, but people naturally gravitate toward colleagues who bring energy, optimism, and a collaborative spirit to the workplace. Being someone others genuinely enjoy working with can open doors throughout your career.

Mid-Career

By the mid-career stage, expectations shift from learning and contributing to owning outcomes. Employers look for professionals who take responsibility for projects, decisions, and results rather than simply completing assigned tasks.

Experience should also translate into stronger judgment and decision-making. At this point, candidates are expected to solve problems independently, or with minimal supervision, while demonstrating sound reasoning and confidence in their approach.

Another key differentiator is the ability to anticipate challenges before they become larger issues. The most effective professionals think proactively, identifying risks and opportunities early rather than reacting after the fact.

Collaboration also becomes increasingly important. Particularly in industries like development and real estate, success often requires working across teams, disciplines, and stakeholder groups. Mid-career professionals should be able to demonstrate their ability to build relationships, align priorities, and achieve results through collaboration.

Senior Career

At the senior level, success extends well beyond the responsibilities outlined in a job description. The most effective leaders develop strong professional networks, maintain a broad understanding of their industry, and stay informed about the macroeconomic and microeconomic factors that influence business performance. They think bigger than the role itself and understand how external forces can impact organizational outcomes.

Building trust becomes equally important. Senior leaders must establish credibility with clients, colleagues, partners, and other stakeholders. Trust forms the foundation of influence, leadership, and long-term success.

This is also the stage where giving back becomes increasingly valuable. Strong leaders invest in mentorship, sponsor emerging talent, and advocate for others' growth and development.

People management skills become essential as responsibilities grow. True leadership often reveals itself during periods of uncertainty. The ability to remain calm, decisive, and composed while navigating challenges helps create confidence and stability for those around you. There is also a real skill in diffusing difficult conversations with professionalism and empathy, while understanding when assertiveness is necessary.

Finally, senior leaders must remain open to new ideas. Experience is valuable, but adaptability and a willingness to consider alternative perspectives are what enable leaders to continue evolving throughout their careers.

2. When you review candidates, what signals beyond the résumé tell you someone is ready to grow and take on bigger responsibilities?

One of the strongest indicators of future growth potential is self-awareness. Candidates who can openly discuss setbacks, reflect on lessons learned, and explain how those experiences shaped their development often demonstrate a level of maturity that cannot be captured on a résumé.

The questions candidates ask during an interview also reveal a great deal. Insightful questions demonstrate preparation, critical thinking, and genuine engagement with the opportunity. They show that the candidate has done their homework and is actively evaluating how they can contribute to the organization.

I also pay close attention to whether someone is genuinely curious about the business itself, not just the role they're applying for. Candidates who want to understand the company's challenges, goals, and broader strategy often have a stronger long-term perspective and leadership mindset.

Authenticity matters as well. The strongest candidates do not come across as salespeople trying to deliver a perfect performance. Instead, they communicate honestly and naturally. Their enthusiasm feels genuine rather than rehearsed, which helps build trust and credibility from the outset.

3. What is one mistake you commonly see candidates make during interviews, and how can they avoid it?

One of the most common mistakes candidates make is focusing too heavily on listing their responsibilities rather than demonstrating their impact.

Almost anyone can describe what they were assigned to do in a role. What truly sets candidates apart is their ability to explain what changed because they were there. Employers want to understand how you solved a problem, influenced a decision, improved a process, increased efficiency, supported a client, or helped a team achieve success.

Using specific examples that highlight measurable outcomes makes a much stronger impression than simply outlining day-to-day responsibilities.

It's also important to remember that interviews are conversations, not interrogations. The strongest interviews feel like a two-way discussion where both parties are learning about one another. Candidates who engage thoughtfully, ask questions, and create a genuine dialogue often leave a more memorable and positive impression.

4. If you could offer one piece of advice to professionals looking to break into your field or advance within it, what would it be?

Build a reputation before you build a résumé.

Your reputation is shaped by how you treat people, whether you follow through on commitments, and whether others can trust you when the stakes are high. While technical skills may help open doors, it is your integrity, relationships, and consistent execution that create lasting career opportunities.

Never stop learning. The real estate industry continues to evolve, and the professionals who remain curious, adaptable, and open to new perspectives are the ones who continue to grow. Eventually, everyone reaches a point where technical expertise alone is no longer enough. The next stage of development comes from broadening your industry knowledge, expanding your perspective, and developing a deeper understanding of how the business operates as a whole.

Finally, remember that every interaction matters. The industry is often much smaller than people realize, and your reputation will frequently arrive before you do. The relationships you build, the way you conduct yourself, and the impression you leave on others can have a lasting impact on your future opportunities.

Throughout her career, Leona Savoie has learned that professional growth is about far more than technical expertise or job titles. Her perspective is rooted in a simple but powerful belief: lasting success is built on trust, accountability, curiosity, and the reputation you earn over time.

Whether you're just starting your career, stepping into larger responsibilities, or leading teams and organizations, the qualities that create lasting impact remain remarkably consistent. Be reliable. Stay curious. Take ownership. Build meaningful relationships. Learn from setbacks. And never stop investing in your own growth and the growth of others.

Leona's perspective is a powerful reminder that leadership is not defined solely by the projects we deliver or the positions we hold. It is reflected in how we show up for colleagues, how we navigate challenges, how we mentor the next generation, and how we conduct ourselves when no one is watching.

In an industry where expertise matters, Leona believes reputation remains your most valuable asset. Technical skills may open doors, but integrity, authenticity, continuous learning, and a genuine commitment to people are what create enduring careers and meaningful opportunities.

Perhaps her most memorable advice is also her simplest: build your reputation before your résumé. The opportunities that follow will often be a reflection of the trust, credibility, and relationships you've built along the way.

In a world focused on achievements, Leona reminds us of a simple truth: people may remember what you accomplished, but they will never forget how you made them feel. Build trust. Stay curious. Invest in others. The career you build will be measured not only by what you achieve, but by the impact and imprint you leave behind.