I was having a conversation with this amazing construction manager with higher than usual emotional intelligence. Since the projects he does are huge, with up to 250 people to manage, he ends up with different quirks and personalities woven into the mix.
On his current project, he talked about getting several complaints about one person who was overly aggressive. Continue reading
In reflecting on a conversation I had with a Director of Care and her direct boss at a senior’s residence, I was struck by how unaware they were that their attempts in managing communication flow was causing their current communication breakdown.
The new DoC has only been in her position since December and was promoted from within. Communication breakdown has been a terrible problem for several years. There is a history of staff not being told basic information and clients or their family members unable to get information about their loved ones. Continue reading
People always want to know how to have a better outcome with those horrible, difficult people in their lives.
I recently gave 2 keynotes on my topic of increasing collaboration.
After both of them, people came up to me to tell how one simple tool struck them.
What regularly sticks is this small piece of information I share with folks: Continue reading
At 8:05, it gets a tad saucy. 🙂
Who do you know might benefit from my services? I’d love an introduction. And if there’s anything I can help you with, I’m here to help.
Bell Let’s Talk was over a month ago. But we need to do that all year. Mental Health Stigma stops us from having frank discussions that make all the difference at work or at home.
So, in the pursuit of giving us another opportunity to talk, I did a webinar(my first) and invited folks to a conversation afterwards. Below is the video of what I taught. Continue reading
Do you care about your organization’s performance and productivity? I’m guessing “Yes”! Do you know how much of it is reliant on how well people “play nice together”?
Sometimes, when we’ve got our head down, doing the work, we forget to look up and at each other. And when we do, it can feel a little irritating. (Of course it’s not you!)
Here’s a quick video about why we should talk. Share it with those you know that also value leadership development and performance.
And then, let’s talk. 🙂
The most successful leaders are not infallible when faced with someone who “drives them crazy!” Monique Caissie’s corporate keynote or training called “CAN’T WE JUST GET ALONG?: How To Go From Conflict To Collaboration” is appreciated by all who would like more control over their professional and personal lives. Monique draws from 30 years of crisis intervention work to help others increase their confidence to feel more heard, respected and happier.
We begin every year with new resolutions and a commitment to making positive changes in our life. A fresh start! Healthier habits! Better relationships! Then it’s January 3rd …
Well for better relationships, we get to try again starting on February 14th.
In speaking with a new networking connection, I was telling her that my speaking or training aims to help people create more collaborative environments. She told me that she didn’t need my services because she didn’t have any toxic environments to fix at the moment.
She was surprised at my response. Continue reading
While networking, I asked an HR professional of a mid-sized company (150 employees) when would she hire a communications expert like me to come and train her employees. She told me she never has because there’s no budget. Then she added that all training budgets were for technical training and only the C-suite folks do retreats, team building and leadership development.
I was given some feedback about my participation in a closed Facebook group that felt somewhat harsh at first. Now, I want to point out that I deeply respect and admire the person who was telling me this. If it had been someone who I didn’t respect, I might not have taken any notice of his comment. But when he brought it up, I felt guilty wondering if I had done something wrong. (Probably because he was so apologetic for bringing it usimple feedback can be a trigger that causes you to become defensive.”p when he told me, which made it sound worse than it was.)
What is funny is that it was such a small thing, and he just wanted to nip it in the bud. I’ll tell you the story below.