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
Mental health is top of mind for all employers. When we are faced with someone struggling with anxiety, depression or other main stream challenges, there is a lot of information out there to help us help them.
But when our valuable employee seems to be very sick, perhaps paranoid or delusional, what to do is not taught in HR or business school.
And if someone we love is struggling, we worry about upsetting them and hurting the relationship. So we stay silent.
Over the years, I’ve learned a few tricks so I’m going to give a crash course Wednesday of next week. Click below to learn more and register for the webinar.
CLICK HERE TO REGISTER
Here’s what we’ll cover.
- Are they being difficult when they refuse to go for help?
- Are they in denial?
- What should you be saying?
- What should you NOT be saying?
Join us to find out how to help the person in difficulty.
After I’ve shared some information, there will be a Q & A.
For people who know someone who is sick and refuse to believe they need help, this information can save a life.
For the rest of us, it’s just really good to know when dealing with someone who doesn’t believe there’s anything wrong with them.
HERE IS THAT LINK AGAIN! Join us and share it with others.
May all those you care about be brain healthy!
Monique Caissie’s facilitated dialogue “Demystifying Mental Illness” tackles the taboos and is appreciated by organizations that are ready to improve their professional and personal lives. Monique draws from 30 years of crisis intervention work to empower others to have more productive dialogues and improve collaboration in the workplace. You can download a brochure on these services here.
Published on HuffPost.
Anger or anxiety disables our thinking brain. We need to re-calibrate what we are thinking in order to reclaim our emotional balance. That being said, when someone is putting pressure on us or elevating our blood pressure, stepping back and approaching things differently can help improve the outcome. Continue reading
(Published in Huffington Post)
When we think of the best teams, many people aim for collaboration as the most desirable trait in the members and the leaders. While a collaborative approach targets the best win/win scenario that everyone can hope for, there are times where leaders need to step away and adopt a more directive stance.
If we are naturally collaborative, we may have a hard time taking over and controlling the situation.
Here are 3 times when we need to be aware that collaboration is not always the panacea the Buddhists monks may be alluding to. Continue reading
So you think you are observant. Everyone seems to be getting along. After all, they come to work everyday and smile when you walk by. If people weren’t communicating well, you’d know! Right?
Today, I decided to do a quick video to share my thoughts on this.
Smart leaders don’t only delegate to others, they have a habit of quickly analyzing each situation as it crosses their desk. We need to stop and ask ourselves if that is really our problem to solve.
Recently, I was coaching someone who is being groomed for a leadership position in her organization. She was telling me about this older man who keeps speaking to her about problems as though she should be fixing them. She tends to react as though it is her responsibility. She now realizes that she has to discern between what is her responsibility and when it is appropriate to delegate. Continue reading
This article was also posted on Huffington Post
“I won’t work for someone who is not honest.” Jack said. “I have to trust them or I won’t give them my best. After all, I am always honest and they can take my word to the bank!”
How noble to be truthful. That being said, how it is managed and expressed can be problematic.
In this recent conversation, Jack is telling me how unlucky he’s been, working for all these dishonest companies, he’s thinking of leaving his current employer. He is complaining to me how people should appreciate his deep integrity. Continue reading
Yesterday, between moments of writhing in pain under my skilled physiotherapist’s hands, the conversation, as it often does, turned to what we expect from our relationships.
During her dating years, a terrific guy friend got annoyed at her bellyaching and told her to stop looking for the perfect guy to marry. There is no perfect guy! He said:
“Find the guy who has flaws you can live with.”
How brilliant is that?
This article has been published in Huffington Post.
Have you ever worked in a group? In my academic studies, I found it interesting that the concept of Storm and Stress could be found in both the earlier studies of task group conflicts and family dynamics.
Anyone who has been around a touchy adolescent girl and her mother when they trigger each other can easily spot the extremes of emotion occasionally getting expressed. Similarly, this tension can appear in immature groups. After a time of forming, leadership gets questioned and conflict can erupt with similar extremes of emotions, especially when the group has a diversity of personality or opinions. Conflict is a normal part of the growing pains of a group.