Denise McIntyre

What Our Clients Are Saying About the Connections Leadership Journey® Attend our Connections Leadership Journey beginning October 17, 2024 and experience this comprehensive program. Real experiences, real growth. Discover how CLJ has transformed leaders and teams! #LeadershipJourney #FacilitatorCertification #UnlockPotential #TransformativeLearning #OpenEnrollment #Empowerment #LeadershipDevelopment #SkillsBuilding #ProfessionalGrowth

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The Canadian Concept of Teamwork vs. the American Workplace According to the speaker, Matt Adolphe, the Canadian concept of teamwork differs significantly from the American workplace in terms of how it values individual contributions and approaches conflict. In Canada, teamwork emphasizes supporting the team as a whole, while in the U.S., it focuses on highlighting the strengths of individual members Adolphe suggests this difference stems from the cultures' divergent views on conflict. The American workplace encourages debate and sees conflict as a healthy part of idea generation, while the Canadian workplace prioritizes avoiding conflict and maintaining harmony. To illustrate this difference, Adolphe provides the example of Sidney Crosby, a famous Canadian hockey player. When Crosby re-signed with the Pittsburgh Penguins, he accepted a pay cut, explaining that this would allow the team to acquire stronger players and improve their chances of winning a championship Adolphe believes this demonstrates a humble approach to teamwork where individual interests are secondary to the team's success. Adolphe contrasts this with the American approach, where individuals are expected to boldly showcase their skills and accomplishments. He notes that in his experience, American audiences expect speakers to establish their credibility by highlighting their achievements and experiences, whereas Canadian audiences tend to prefer a more modest approach Adolphe argues that this emphasis on teamwork and conflict avoidance in Canada leads to a more indirect communication style. For example, he observes that Canadians tend to shy away from direct disagreements, even in casual conversations about the weather. Instead, they opt for more subtle ways of expressing their opinions to avoid causing offense or disrupting team harmony. Adolphe acknowledges that while this indirect approach may seem inefficient, it fosters a sense of respect and trust among colleagues. He believes that in the long run, this approach leads to more effective collaboration and stronger team https://lnkd.in/gZ_vTUfD

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Have you heard about Contributorship™? It's more than just a buzzword – it's a mindset that transforms how we view and approach work within organizations. Think about it this way: Your organization thrives because of its people – those individuals who dedicate their time, skills, and expertise to drive initiatives forward. Traditionally, we've labeled them as employees, but in recent years, there's been a shift in terminology. We now recognize these individuals as "individual contributors" – those who may not oversee others but play a vital role nonetheless. But what does it truly mean to be a contributor? It's about more than just showing up; it's about actively bringing value to the table. However, not all contributors are created equal. Some merely meet the baseline, while others go above and beyond, demonstrating exceptional engagement and dedication. In my two decades of experience managing contributors and advising on performance management, I've identified 13 key skills and attributes that set exceptional contributors apart. These qualities form the backbone of what I call the Contributorship™ paradigm – a framework for maximizing productivity and employee engagement within organizations. So, what are these skills and attributes? You can find the full list on TheSteeleMethod.com under the "For Employees" section. But it doesn't stop there. If you're curious about how embracing Contributorship™ could benefit your organization and its employees, I invite you to connect with me on LinkedIn. Let's start a conversation and explore the possibilities together. Your journey towards a more engaged and productive workforce begins now.

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Organizations by Design Inc welcomes Eliza von Baeyer, PhD! Women's Leadership Series September 17, 2024 As a facilitator, coach, and organizational psychologist, I'm passionate about creating healthy workplaces. But healthy organizations don't just happen. They require embracing diversity and prioritizing equity, inclusion, and belonging. This includes recognizing the transformative power of the feminine leadership style. Here's what I bring to the table: Lifelong Learner: I join workshops not just to teach, but to learn alongside participants, soaking up their experiences and insights. Diversity Champion: I understand the importance of fostering an environment where all voices are heard and valued. Feminine Leadership Advocate: I believe in harnessing the power of the feminine style to create positive change. In this Womens Leadership Series with Nicole. Together, we'll delve into these concepts and equip you with the knowledge, framework and tools to build a more balanced and fulfilling work environment in your role a a female leader.

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Your future is shaped by the decisions you make today.   In leadership, it’s not about how you began—it’s about how you move forward. Focus on continuous improvement and lead your organization to new heights.   Contact Beneva Group for your Top CI Talent Solution needs! Click the link in the comments.   #LeadershipJourney #ContinuousImprovement #OperationalExcellence #BenevaGroup

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An Integrated Human Resource System is crucial for organizations, providing a comprehensive set of functions and programs that share a common architecture and complement each other. This integration ensures that HR information systems and programs work together harmoniously, unlike traditional setups where functions operate independently. Learn more about integrating key HR talent management processes here: https://lnkd.in/emi8ja4Y

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These are expectations that people earn when they have proven themselves useful and valuable to an organization, a community or a team. If you haven’t earned them then they are simply entitlements. I do agree that these are good things that organizations should work to offer, though.   You don’t deserve these because you show up.   If you feel you deserve something just because and you haven’t earned it – you are falling into the trap of entitlement. If you are entitled, you are giving your power away. The other person will become in charge of whether you get the things you feel entitled to or not. The more entitled you are the less empowered you are.   If you earn the rewards and they don’t materialize, you will be well rewarded when you leave and go somewhere that recognizes them.   Don’t expect a team social if your team doesn’t get its job done.

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Our monthly WOW sessions offer members invaluable guidance on designing and implementing effective HR strategies. These dynamic sessions combine expert insights, sharing best practices, and practical tools. Attendees leave equipped with actionable plans that support their business objectives. WOW Sessions are another example of the many benefits of membership. Download this PDF to plan your next session. #AAIM

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What legacy will you leave? This is a question I often ask of leaders when we are in the midst of strategic planning. It’s an important question, but not one that’s easy to answer - because most leadership teams and boards are merely temporary stewards of a longer history in an organization. Last week, I was absolutely delighted to hang out with three of the founding members of Shakespeare In The Ruins as we talked about the remarkable legacy they created 30 years ago when they first performed Romeo and Juliet on a bootstrap budget and a dream. Could they have known that 30 years later, their wish would be thriving as Manitoba’s only Shakespeare company, selling out performances every summer under the artistic direction of Rodrigo Beilfuss and expert management of Sara Malabar? Could they have known that their dream would spark our school program and accessibility commitments - ensuring that everyone has a place in theatre (including those who haven’t always felt welcome)? Could they dream that their three public performances would lead to our partnership with Stony Mountain Penitentiary- where offenders have the opportunity to engage in the transformative experience of theatre? As we celebrated the opening night of Iago Speaks - another incredible feat - that our theatre is now running a full repertory season (we have two shows running back to back, with the same actors, 40 performances for 30 days straight) - I asked Deb Patterson, Lora Schroeder, and Arne MacPherson their thoughts on what made the organization so successful. They commented that one of the most important decisions they made was actually to step back and put the company in the hands of people who loved it. That by allowing for a changing board and staff, new life and ideas could be breathed into the company - keeping it current and agile. Ensuring it remained relevant for new audiences. It’s pretty insightful and inspiring as the current chair to hear such wisdom from these visionaries. It makes me think about decisions I’ve made in my career, to step back or out of the way, to create space for others to run. I’m curious about your thoughts on this. How do you know when it’s time to let someone else take the reigns? #legacy #strategy #theatre

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Values The following is a condensed excerpt from my upcoming book, “What’s Next- How to Make Your Next Chapter Your Best Chapter.    Our values are our unconditional beliefs about how we commit to live, demonstrated, and made credible, by our consistent conduct over time. Two words in this definition deepen and differentiate their true strength. These are unconditional and commit. Unconditional, in the context of your values, means that you cannot behave situationally or conditionally. You must live your values, no matter the situation or other peoples’ conduct or expectations. For example, you cannot claim respect as your value but respect only those who respect you in return. You cannot respect only people you like or people with whom you agree on important topics or people whose lifestyle you deem acceptable. This can be challenging. Why, you may wonder, would you respect someone who does not respect you? Or someone whose worldview is diametrically opposite to yours? Or a drug addict who defecates on your front lawn? The easy answer is this: You don’t have to. But if you don’t, or can’t, or won’t, you must acknowledge that respect is not one of your values. Instead, understand that respect is your conditional choice based on circumstances and on your judgement as to whether or not another person deserves your respect. If, though, respect is one of your core values, you must rise above another’s conduct or the situation that you deem to be disrespectful of you. You must look at others from a higher level. You may condemn the act, but you may not condemn the actor. When you encounter people whose values radically conflict with yours, you’ll experience a hard truth: Living your values can be challenging. When the conflict involves family members, friends, or close co-workers, the challenge will feel even tougher. That is why you must reflect long and hard before choosing and declaring your values. If you wish your values to truly serve you, you must remain consciously aware of them every day. When you are not conscious of them, you open the door to your hard-wired instincts – your shadow values - avoidance of discomfort and instant gratification. You’ll discover once again that those instincts can quickly override your values and cause you to behave in unintended ways. As you proclaim your values, think of yourself as the product you want others to trust. If you don’t live your values, why would anyone trust you? Do this—in writing with pen and paper  ·       Write down the names and the meanings of your values. ·       List the specific behavioral characteristics that you see as vital to demonstrating the ways you live your listed values.   This list is your starting point. More to follow.

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Tapping into the Power of Critical Conversations: A Personal Journey Have you ever found yourself in a situation where a conversation could make or break a relationship, a project, or even your career? I certainly have. Let me share a story that underscores the importance of mastering the art of critical conversations. A few years ago, I was leading a project team that was struggling with communication issues. Tensions were high, and misunderstandings were frequent. One day, a critical conversation with a key team member went south, leading to a significant setback. I realized then that my approach to difficult conversations needed a serious upgrade. That's when I signed myself up for "Mastering the Art of Critical Conversations". This course was a game-changer for me. It provided me with the tools and techniques to handle high-stakes conversations with confidence and clarity. The course covers topics like: 💡 Understanding the dynamics of critical conversations: Learn how to navigate the complexities of high-stakes interactions. 💡 Building emotional intelligence: Develop the ability to manage your emotions and understand others'. 💡 Effective communication strategies: Master the art of listening and speaking in a way that fosters mutual respect and understanding. 💡 Conflict resolution: Gain skills to resolve disputes and find common ground. After completing the course, I was able to turn around the dynamics within my team. We started having open, honest, and productive conversations. If you find yourself in situations where critical conversations are inevitable, I highly recommend this course. It’s not just about improving your communication skills; it’s about transforming your professional relationships and achieving outstanding results. Learn more about this course and consider taking the first step toward mastering the art of critical conversations. https://lnkd.in/gffVATgt #ProfessionalDevelopment #Leadership #CommunicationSkills #CriticalConversations #CanadianManagementCentre

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As the experts in the causes of workplace conflict, we work one-on-one with individuals who want to strengthen their conflict resolution and leadership muscles. You have what it takes to become the support pillar of your team – and now you have the knowledge 💡 Book a consult 👉 https://lnkd.in/d6aJxyJ3 #conflict #conflictcompetent #oneononecoaching #competentleadership

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"Innovation, by definition, entails new and non-obvious solutions to a problem, as well as meeting customer needs that previously were not even recognized. So, it stands to reason that many of the most significant and valuable innovations will come from combining very different perspectives and expertise. That is a major reason why external innovation from collaboration with other companies proves so effective. Moreover, our research suggests that going further, and actively engaging in collaboration with companies in other industries, has the potential to amplify that effect." More on innovation in this article "Unlearning to Innovate" from the Ivey Business Journal which explores how organizations can boost their innovation capabilities by shedding outdated knowledge and assumptions. #innovation #learning

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One of the biggest developmental needs for organizational leaders is to help them become more effective coaches for the people they lead. But, to become an effective coach as a leader requires both vertical and horizontal development. Read more ➡️ https://heyor.ca/g1Ygab

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What’s your plan to improve the company culture in 2025? If providing development opportunities is not part of your plan, then let’s talk about the possibilities and how they can impact your culture. • CliftonStrengths • Leadership Programs • Cohort Learning Circles • Workshops • Team Engagement events • Coaching Groups If providing development opportunities is part of your plan, then let’s talk about the topics that support your culture or help you enhance culture changes. • Elevating Team Engagement • Leveraging CliftonStrengths  • Building Trust • Creating an Environment of Accountability • First-time People Leaders • And more I am happy to discuss strategy and possibilities with you (whether or not, we are the right answer for you). [email protected] #engagement #culture #hr

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Effective leaders excel at inspiring and motivating their teams through clear communication. By articulating the "why" behind tasks and goals, they foster a sense of investment among employees. This approach drives higher engagement, productivity, and morale.

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