Katie Comtois (She/Her)

I had a great time sharing my Six Dimensions of Psychological Safety framework in part 1 of this webinar yesterday. The next one is coming up on May 28! Have you checked it out yet? Anyone who registers will get the recording of both webinars, so you get a full picture, and can even start using this roadmap to instil more team safety. I'll talk about... ✅ The three levels of team engagement ✅ Applying six safety dimensions to team culture ✅ Learning tips to accelerate inclusion and safety ✅ Involving your team in creating a safer culture https://lnkd.in/dJr83Wer #PsychologicalSafety #inclusion #TeamCulture

3

How I coach practice owners to consistently treat more private pay clients. It's one simple change that doesn't cost a thing 👇 Every practice has prospective clients with a range of means, needs, and values. That means some are looking for: ↳ expert, trustworthy advice ↳ a simple, inexpensive solution ↳ the best outcome, regardless of cost So with that in mind, you have two options. You can either: 1. Take it personally when everyone doesn't want your most "premium" solution OR 2. Have solutions available that serve the range of the market EGO is a big part of this. You've tied your personal value to what your clients choose to pursue (or not). Growth happens when you realize it's about them, not you...and set up your practice accordingly.

9

When psychological safety is secured in teams the ripple effect can be astounding. How safe do your team members feel when they are brainstorming new ideas and working on new projects?

4

Love this 3 question pop quiz from McKinsey on #psychologicalsafety. Do you know what Psychological Safety is?

2

Such a powerhouse group and inspiring conversation! This work is JUST getting started. Let Unity & Company, be your expert strategic partner in maximizing your neurodiverse workforce. #neurodiverse #strategy #spicybrain

8

3 Comments

Curious about the Culture Design Masterclass? Many people have been using the Culture Design template and wonder if it's worth taking the masterclass. Hint: Participants are often surprised about everything they were missing. Watch and see what you can expect.

21

5 Comments

Few of us enjoy making difficult choices about the workforce—especially when it comes to downsizings or terminations. However, when respect, compassion, and appropriate resources accompany those decisions, it creates stronger outcomes for all involved. The right outplacement support is one important factor to consider. #NavigateForward #HumanResources #Outplacement We’re looking at the best practices in this article: https://lnkd.in/g6Ha4BXR

6

Lame Teams, Lame Outcomes, Lame Decisions. Why Psychological Safety Audits Matter—this headline from a recent HR Reporter article hits the nail on the head. As we delve deeper into the dynamics that forge successful teams, the critical role of psychological safety cannot be overstated. Audits in this area aren't just a bureaucratic exercise; they are a necessary tool for uncovering the hidden dynamics that could be undermining your team's effectiveness. At Aristotle Performance, we regularly conduct psychological safety audits to help organizations identify the barriers that prevent their teams from reaching their full potential. These audits are invaluable because they provide a clear, actionable snapshot of the health of your team's interactions and decision-making processes. Why settle for mediocrity when excellence is within reach? By embracing these audits, organizations can start making informed decisions that foster openness and respect, paving the way for not just satisfactory outcomes, but exceptional ones. If you're ready to transform the way your team operates, let’s talk about how psychological safety audits can be the first step towards achieving outstanding performance. Feel free to share your experiences or thoughts on how psychological safety has played a role in your team's success or challenges. Article:

8

How safe do you make your new employees feel? Perhaps not surprising data here, but psychological safety is critical when a new employee joins an organisation. They need to feel safe to express ideas, take time to learn, ask questions, make (and learn from) mistakes, and challenge the status quo. So, having a culture of psychological safety across the team is essential. Read more about how to achieve this in my white paper: https://lnkd.in/d3si-9iG In the meantime, is psychological safety a part of any leadership development and onboarding training programmes you have in place? #PsychologicalSafety #Onboarding #NewHires

6

Interesting study of Psychological Safety over time, I find it's often naively treated as something which can be raised in instant and maintained with negligible effort. I also wonder if there is a 'unconscious incompetence' like factor when people join, they haven't seen enough to be aware of what will affect their safety. Snippets from the HBR article, the first is something we might expect and plan for: "Our research showed that while new hires’ psychological safety initially declined in all conditions, the trend was less severe in departments with high psychological safety." ...and consistently invest in for extended periods: "On average, newcomers joined the organization with higher psychological safety relative to their more tenured colleagues, then lost it and waited years to reach levels comparable to when they arrived." #PsychologicalSafety #Agile #StartWithNewStarts

3

1 Comment

We're close to having a v1 of fathom that is useful enough for people to pay for. We've already had feedback that it's helping L&D folks to get better insights from survey data, faster. It's all about increasing the speed and quality of decision making. That's why we exist. Did the program or learning experience have the effect or impact that we intended? If it did, show me how. If it didn't, show me why not, and how can we make sure it does in the future. Impact focused. Unlocking decisions. Eliminating admin burden.

15

2 Comments

🧠 Thriving Together: Understanding Executive Functioning in Neurodiverse Marriages 🧠 Navigating a marriage where one partner is neurotypical and the other is neurodivergent is no easy feat—especially when it comes to executive functioning. My partner and I have been there, figuring out how to balance my "importance brain" with his "interest brain" in our daily lives. In this article, I share our journey—the struggles, the tools that have helped us, and the insights we've gained. Whether you're in a similar situation or just want to understand the dynamics of neurodiverse relationships better, I hope this helps you find ways to bridge those gaps. ✨ We’re not perfect, but we’ve learned that with empathy, patience, and the right tools, a neurodiverse marriage can truly thrive. Check it out here: Thriving Together: Mastering Executive Functioning in Neurodiverse Marriages #NeurodiverseMarriage #ExecutiveFunctioning #Relationships #ASD #ADHD #MarriageGrowth #Neurotypical #EmpathyInRelationships

1

Management consulting firm DDI recently surveyed 1,826 HR professionals and 13,695 business leaders and found employees who receive coaching from their manager are “4.3X more likely to feel they have a clear development path.” Yet, 40% said they don’t get enough coaching from their manager – and 56% responded they preferred to be coached by an outside professional. #lahinsight #executivecoaching #leadershipdevelopment

13

2 Comments

🚨Hot take, friends… you are probably doing it WRONG 👎🏼 (because we see people doing it wrong everywhere!!!) Join this ~FREE~ webinar with Vanessa Alzate and me to get a little meta: evaluate your evaluation strategy! 📅 AUGUST 15th @ 12 pm EST ✏️ #KirkpatrickModel #evaluationstrategy #professionaldevelopment #continuousimprovement

3

Facilitation Tip: One of our favorite "Ground Rules" is to Build on Each Other's ideas... we do this by encouraging everyone to practice saying "Yes, and...". Inspired by the world of Improv where the whole thing is taking what you are given - the line or idea - and building upon it. We frequently do a warm up with light hearted examples - like vacations, parties or pets - to get our teams practicing this. Then when they are in their more 'serious' conversations, it's natural for them to self correct from a NO, or BUT to a Yes, and..., followed by sharing their alternative perspective or ideas that build on others' input. What are examples of how you've incorporated this into your team facilitation? We love building on ideas! #innovation #improv #ahha #sharingandbuilding #faciltitation

1

Are you a coach? Are you pursuing an ICF credential? (ACC or PCC) 🌟 Be sure to find the right Mentor Coach by asking these 4 questions! Don't just get your hours in -- get your money's worth and come out prepared! 🤓 (Pssst...If you'd like to work with me, I have groups starting NEXT WEEK and in August! Just comment or DM for deets. 👍 ) And even if I'm not your vibe, your jam, or your flavor -- these questions will help you find the Mentor who is! 🎉 ❓ What makes you successful as a coach? ❓ What makes you successful as a mentor coach? ❓ What's your success rate? ❓ What makes a successful student in your program? Read the full article (and my answers to those questions!) at https://buff.ly/4bfz4V0 💜 . . . #coacheducation #coachtraining #mentorcoaching #ICF #ICFcredential #ICFCoach #newcoach #professionalcoach #certifiedcoach #coachingcredential #coachsusana #wordswisdomwellness #notbadnotcrazynotalone #traumainformed #traumainformedcoach #traumainformedcoaching #leadershipcoach #mentorcoach #coachmentor

1

Are you a coach? Are you pursuing an ICF credential? (ACC or PCC) 🌟 Be sure to find the right Mentor Coach by asking these 4 questions! Don't just get your hours in -- get your money's worth and come out prepared! 🤓 (Pssst...If you'd like to work with me, I have a group starting NEXT MONTH! Just comment or DM for deets. 👍 ) And even if I'm not your vibe, your jam, or your flavor -- these questions will help you find the Mentor who is! 🎉 Read article at https://buff.ly/4bfz4V0 Want to work with me? Comment or DM! 💜 . . . #coacheducation #coachtraining #mentorcoaching #ICF #ICFcredential #ICFCoach #newcoach #professionalcoach #certifiedcoach #coachingcredential #coachsusana #wordswisdomwellness #notbadnotcrazynotalone #traumainformed #traumainformedcoach #traumainformedcoaching #leadershipcoach #mentorcoach #coachmentor

1

I am preparing to head to DC (as Director of the Ohio Workforce Coalition) and I will be carrying this work with me! I’ve long wanted to see my field grapple with our role in perpetuating these false narratives of skill building and employer deference being the lead answers to workforce issues. I’m grateful to Clair Minson, LCPC (she/her) who blogged that Our Field Needs a Reckoning, and to leaders like Grace Heffernan who have refused to accept business as usual and Hannah Halbert who's been questioning the skills gap for over 10 years. In particular, Clair's post outlines how these failings disproportionately affect Black and brown workers economically, and how employers can begin to correct these wrongs. This work shows that we can have impact if we choose to. We can choose to do our work differently. We can choose to say no to blaming skills for poor workplace conditions. We can choose to incentivize job creation and retention efforts in ways that foster meaningful partnerships with communities. We can choose to support the employers who are actually investing in workers rather than structuring their business model around worker churn. We can choose to invest in grassroots efforts and the on-the-ground work of reclaiming worker power in an equitable way (which means some of us need to step aside). The question is, are we willing to do so?

48

7 Comments