Katya Cautillo Braungardt

Discover how The Emotional Culture Deck workshops, facilitated by one of Canada's only two certified consultants, can transform your team dynamics and boost productivity. Learn more about our unique approach to emotional intelligence in the workplace. 👉LEARN MORE: https://lnkd.in/g-UG3wBV #ECDWorkshops #EmotionalIntelligence #ChangeManagement #Leadership #ECD #EmotionalCulture

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What an chance to win a *free* 90-minute workshop designed to boost your team’s well-being and collaboration! Check out the offer from certified holistic life coach Rebecca Visser and see how she can help your team thrive.

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"Yes, empathy is a skill that can be learned," I responded to an attendee's question at the Women in Tech Summit last week. I had a wonderful conversation with an attendee about diversity and inclusion in work teams. Since I speak and train on empathy skills, I introduced empathy as a foundation for relating to others and the importance of empathy as a leader competency; she curiously asked, "Do you think empathy can be taught?" Actually, a different version of this question was asked several times throughout the conference. Surprisingly (but not really) though, in some shape or form, empathy was a part of all the sessions I attended. The highlights of this retail conference echo the message I gathered from the Women in Tech Summit last week. You can't really innovate and do DEI work without human components, like empathy. Ready to lead with empathy too? Drop a comment or DM me to chat more about how we can make it happen together! 👂🌟 #RetailHR #EmpathyInLeadership #DEI #AIinHR #EmployeeEngagement #womenintech #WITS24 https://lnkd.in/edFjx4D8

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Leadership Insights You Can’t Miss 🔥 The truth about leadership isn’t always pretty, but it’s always valuable. In the Beyond Management show, Netta Jenkins CEO, Aerodei is taking it to the streets to find out what leadership really looks like—unfiltered and unscripted. The commercial is live—watch it now and get ready for Episode 1, coming soon! Netta Jenkins CEO, Aerodei #BeyondManagement #LeadershipReimagined #LeadershipInAction #SuperchargedTeams

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🌞 As summer approaches, it's easy to get caught in the rush to clear our to-do lists. But what if we took the time to truly pause, reflect, and recharge? Some leaders I am working with ‘aren’t sure if they will take a holiday.’ ⛓️ 🖥️ 🙁 What value can pausing bring? 🧘‍♀️ Purposeful pauses integrated into our day-to-day routine are an effective way to tackle challenges and create space for reflection. @JaniceMarturano, writing for @Forbes, suggests they may even be the "key to becoming a mindful leader" (link in comments). A longer pause, to step away and gain perspective, is also helpful. I find that summer is a great time for me to step back, look at things from a rested and hopeful place, and really think about who I will be working with in the fall, what they need from me, and what they can offer each other. 🌟 It's a time to remember that I am more than just my role or my work. I have amazing family and dear friends that I love to engage with. 💖 It’s also a chance to set intentions for the coming year. Each year when I do this, I return refreshed and ready to go—open to the possibilities! 🚀 What do you do to reset or to pause? I’d love to hear your strategies! 🛶 We will be pausing our social media posts for the summer, so we can step back and rejuvenate. See you in September! 🍁

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We've all been there: your organization is going through change, rumours have started flying, and the helpful reassurance you try to offer backfires. I loved this article by Liz Fosslien in Harvard Business Review on "How Leaders Miscommunicate When Tensions Are High". She nails the common pitfalls--I've seen them all in my experience coaching leadership teams. Here are three of them to watch out for, along with some practical examples of how to improve communications in difficult times. 1. Lack of Clarity: Ambiguity in communication can lead to confusion and misalignment. Take time to ensure your messaging is clear and direct to maintain team focus. 👎 "We had to cancel some projects. Move on to other tasks." 👍 "Due to budget constraints, we are cancelling Project X. We will reallocate resources to Project Y, which has higher strategic importance. Team members affected by the cancellation will be reassigned with clear new objectives by the end of this week." 2. Over-reassurance: While it’s important to calm fears, over-reassurance can appear dismissive. Balance empathy with honesty to sustain trust. 👎 "There might be a change in leadership, but it shouldn’t affect you." 👍 "We are preparing for a leadership transition to bring fresh perspectives. The new leader will be introduced at our quarterly meeting, where they will share their vision and strategic plans. Your roles and responsibilities will remain unchanged during this period." 3. Ignoring Feedback: Shutting out team input during high-stress times can worsen the situation. Foster an environment where feedback is welcomed and valued. The tricky part: invite input that you will be able to implement and remember to acknowledge it. 👎 "We’re not sure what the future holds, but keep working hard." 👍 "While we finalize our future direction, our immediate focus is on sustaining our current projects and improving customer satisfaction. We are hosting a series of workshops to gather your input and will communicate the finalized strategy by the end of next month." Navigating high-tension situations is challenging, but with mindful communication, you can lead your team through it. What strategies have you found effective in high-stress moments? Link to the full article: https://lnkd.in/gaK7j_kg

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Curious, since when did senior executive leaders get paid time and a half for overtime? Is this the new standard in public service? Of course it will be offered to all leaders in the organization - right? #bestpractices #municipalhiring #strongmayorpowers #caledonhiring

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"Chasing success? Be fast, bold, disruptive, focused, certain, flexible, anticipatory, and young at heart!" - Futurist Jim Carroll Two days ago, I found myself in Saskatoon, Saskatchewan, where I was the closing keynote speaker for the annual meeting of Protein Canada. (The song by the Guess Who might resonate in your mind!) The organization is at the forefront of industry efforts to position Canada in the fast-emerging global plant-based protein industry. There is no doubt that we are seeing a seismic shift in consumer behavior as new dietary alternatives take hold, as global food demand continues to increase, and as new forms of opportunity and disruption envelope the industry. I took the audience on a tour of tomorrow that was broken into these key themes. Aligning to Velocity: anticipate faster agricultural, retail, consumer behavior, and other forms of change that will open up new potential markets and opportunities - and focus on having the agility to move at the speed demanded by relentless change. Rethinking Bold: we expect the global population to grow to 9 to 10 billion by 2050, but the available arable land for farming is estimated to be but 1/2 of what it was in the 80s. That means the opportunity is vast, and big, bold thinking is required to chase the massive opportunity. Step up to the plate! Disrupting Before Disruption: this means taking the steps today to align to tomorrow - recognizing that major new changes are coming to the business models that define success, and the key methodologies and concepts that drive industries forward Discounting the Insanity: the future has become part of the culture wars, and you are often caught up in the middle of it. Ignore it - keep focused on the opportunity, not the noise. Ignoring Uncertainty. We're living through an era of relentless economic volatility, with constant talk of recessions and pullbacks. Ignore it - focus on the long-term reality that global food production has to double to keep up with demand. Reinventing to the Tune of Scientific Exponentiation: agriculture is all about science, and world-class innovators reinvent and align to the speed of science. Be of a mindset that you will continually explore the opportunity to get involved in new markets and new product opportunities. Aligning to the Machines That Think: we are on the edge of a massive productivity explosion with the arrival of autonomous farm vehicles, a world of 24-hour farming, and significant new methodologies. The Arrival of Generational Transformation: much of tomorrow's future will be defined by the kid playing Farmville today., Embrace their thinking, encourage their innovation, let them disrupt and grow! #Success #Innovation #Boldness #Disruption #Focus #Certainty #Flexibility #Anticipation #Agility #Future https://lnkd.in/ggZV5c9a

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THIS made me think about pizza very differently 🤯 ⬇️ About 14 years ago I was sitting in training for my first restaurant job at one of Canada's best sports bars, Boston Pizza International Inc. I can still feel the energy of that experience and hear the corporate training crew tell us: “Be an order maker, not an order taker." I love this phrase. Back then, I thought about it when suggesting menu items to tables. For the last decade, I've thought about it when making recommendations in meetings. Now, I’ve been thinking of this phrase in a different way. Why? You can't make a good menu recommendation without understanding what people are craving. Fast forward to today. Here's a picture of us applying this concept as we think about Leadership Development at Softchoice in 2025. What phrases have stuck with you throughout your career? How have you redefined them? Did you have fun reading this? Follow me for more stories, I’ve got one about razor burn coming up next! 🤠

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To become a "Rock Star facilitator," start by facilitating small meetings or workshops to build confidence and practical experience. Volunteer your facilitation skills with community groups, non-profits, or professional organizations to broaden your exposure. Regularly seek and act on feedback to continuously refine and improve your facilitation style. This hands-on experience, coupled with a commitment to learning, will help you grow into an effective and impactful facilitator.

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Here's a great video from my colleague and fellow team coach, Alyson Keller (PCC, ICF) on the power of mindset.

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Really loved this recording this episode. Over his 20-year career across circus arts, clowning, and leadership development, Michaud (sounds like Me Show) Garneau has embraced reinvention. If adapting and thriving in diverse environments is a hallmark of modern leadership, Michaud is a shining example to learn from. He’s the founder of Weird Is Nrml, a company now focused on public speaking and presentation coaching. Michaud blends his background in theatrical clowning and devised theater to help leaders present ideas authentically and powerfully. He’s also been an active and inspiring member of The People People Group community. In our conversation, Michaud shares: ☝️ How his journey from performing arts to corporate coaching shaped his unique approach ✌️ The importance of pausing to engage your audience (and why silence is powerful) 🤟 Practical tips for delivering impactful presentations ✌️✌️ How to frame feedback for executives by understanding their lens 👋 Why “bringing your full self to work” may not be realistic or safe …and much more. Listen now 📺 YouTube: https://lnkd.in/gzwZ2t84 🟢 Spotify: https://lnkd.in/gFwU2xPJ 🍎 Apple: https://lnkd.in/gFpjrGSR 🔗 Everywhere Else: https://lnkd.in/gPeJkCb8 🗝️ Key Takeaways 🥡 💪 The power of vulnerability: Michaud’s background in clowning taught him the value of showing vulnerability to build trust and connection. By reflecting the audience’s emotions, he creates safer spaces for authentic communication—a skill he now helps leaders develop. ⏸️ Pause to connect: One of the simplest and most effective ways to improve presentations is learning to pause. Silence gives the audience time to process ideas and makes your words more impactful. Michaud suggests practicing by counting “one Mississippi” to build this muscle. 🖼️ Frame feedback for impact: When addressing executives, understand their priorities. For example, if discussing culture challenges, highlight how they impact revenue or team performance. Framing feedback through their lens increases buy-in and action. ⏰ Leadership development requires time: Michaud challenges organizations to invest deeply in leadership development. While quick workshops can inspire, lasting change comes from ongoing practice and support. 🎊 Celebrate effort, not just outcomes: Reflecting on his own experiences, Michaud underscores the importance of recognizing effort over innate talent—whether you’re mentoring a team member or applauding a child’s drawing. Work with Michaud: If you’re a leader looking to refine your public speaking or a team seeking presentation skills training, reach out to Michaud at WeirdIsNrml.com or find him on LinkedIn.

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Jordan Friesen and Anna McGregor are leading the way in supporting organizations and leaders in making space and time for meaningful conversations on mental health in the workplace. Check out their insights below in the #MindsetMonthly report. Better yet, add it to your inbox!

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Seamlessly execute organizational change by harnessing the power of The Emotional Culture Deck. Facilitated by a leading certified expert in Canada, the workshops foster a deep understanding of emotional intelligence to streamline change processes. 👉LEARN MORE: https://lnkd.in/g-UG3wBV #ECDWorkshops #EmotionalIntelligence #ChangeManagement #Leadership #ECD #EmotionalCulture

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Each level of leadership comes with its own demands and therefore requires its own role-specific leadership development. Front-line leaders require foundational leadership skills - delegating, giving feedback, basic coaching for performance tools, and knowledge on how to motivate individual contributors. Middle managers require a more robust set of leadership skills that will support the demands of being a LEADER-FOLLOWER. In my latest blog post, I unpack the role of Middle Manager, the key demands they face, and the type of competencies that must be included in the leadership development at this level. Read the article and reach out if your organization is ready to support your managers and executives with custom leadership development. 📩 #leadership #leadershipdevelopment #leadershipcoaching #middlemanager https://lnkd.in/gf6trcAM

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My goal is not to give you more responsibilities, or to give you another policy or plan for crisis. Rather, my goal is to help you rethink your values, live them out, and take your workplace from functioning to THRIVING. Curious to learn more? I'd love to chat! Reach out today: https://lnkd.in/evzRi5YD #FORTLOGServices #JohnRobertson #KeynoteSpeaker #LeadershipDevelopment #ValuesBasedLeadership

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#MondayMotivation, Episode 67 Hire for cognitive diversity to build a high-performing team. Research (link shared in comments) suggests that teams that are cognitively diverse solve problems faster while teams that have gender, ethnicity or age diversity are more creative. But it’s easier said than done; we all gravitate towards people who speak, think and behave like us. Hence, building a cognitively diverse team is tough. How do cognitively diverse teams look? Unconventional thought process, new viewpoints, confiicting perspectives and healthy debates before reaching a consensus are signs of a cognitively diverse team. Hiring a cognitively diverse team is not enough though; leaders must ensure that there is enough #PsychologicalSafety built in for each member to feel comfortable and safe in expressing their authentic selves. How to hire for cognitive diversity? Organizations often end up with like-minded teams, also called functional bias which leads to low cognitive diversity. The ways to tackle this are: 1. Build inclusive job descriptions and welcome people from all backgrounds 2. Focus on #skills and the value that a candidate will bring (instead of traditional qualifications); think transferable skills such as creative thinking, innovation, adaptability etc. 3. Build diverse interview panels to eliminate bias 4. Assess for culture add, who can enhance the team culture and not just culture fit 5. Value non-traditional backgrounds; candidates with varied experiences across industries/ sectors, ex-entrepreneurs, people who have switched career paths Hiring for cognitive diversity is as much about intelligent systems and processes as it is about intention. Have you worked in such a team before? How was your experience? #mondayvibes #growthmindset #becomeyourbestversion #cognitivediversity #unconsciousbias

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If you’re looking for a burnout prevention expert to speak through employee lunches and hit them with a 20-item to-do list of personal wellness ideas… that’s not me 😝 When I started working with teams, I quickly realized… no one needs another list 😅 It’s not that anyone is unaware that sunlight, exercise, breaks, sleep, etc. are important! It‘s that we’re working in ways that aren’t conducive to brain health and have practices in place that make it difficult to prioritize wellbeing. That’s why I focus on providing strategies based on neuroscience and management research that… ✅ help you understand WHY and WHEN given behaviours will improve your wellbeing ✅ include job factors and make work more brain-friendly, not just assign more personal wellbeing items ✅ focus on fundamentally changing how you work - not putting a band-aid on cultural elements that’ll keep chipping away at you. Want to help your team Beat Burnout? I host a free demo workshop of my signature program every month: https://lnkd.in/eP6YMkuB #burnout #burnoutmanagement #jobstress #stressmanagement #workstress #neuroscience

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