About this Episode

Welcome to today’s episode of The Communication Solution podcast with Casey Jackson, John Gilbert and Danielle Cantin. We love talking about Motivational Interviewing, and about improving outcomes for individuals, organizations, and the communities that they serve.
In this episode, we discuss the importance of effective communication in organizations and how it can lead to improved retention, recruitment, and overall workplace culture. We also introduce the concept of “Be the Change,” a training program designed to help individuals develop a mindset and skillset for better communication.

In this episode, we discuss:

• The power of effective communication in organizations.


• The importance of making employees feel valued and understood.


• The relationship between recruitment, retention, and workplace culture.


• The “Great Resignation” phenomenon and its impact on organizations.


• Creating an infrastructure and communication web that meets employees’ needs.


• The role of authenticity and genuineness in communication.


• Aligning personal values with organizational values.


• The concept of “Be the Change” and its focus on mindset and heart-set.


• The intentions in the MICA (Motivational Interviewing Competency Assessment) and their impact on communication.

You don’t want to miss this one! Make sure to rate us or share this podcast. It would mean so much to us!
Thank you for listening to the communication solution. This podcast is all about you. If you have questions, thoughts, topic suggestions, or ideas, please send them our way at casey@ifioc.com. For more resources, feel free to check out ifioc.com.

Transcribe

Hello and welcome to the communication solution podcast with Casey Jackson and John Gilbert. I’m your host, Danielle Cantin. Here at the Institute for Individual and Organizational Change, otherwise known as IFIOC, we love to talk about communication. We love to talk about solutions and we love to talk about providing measurable results for individuals, organizations, and the communities they serve. Welcome to the communication solution. That will change your world. 

Hello changemakers. It’s Danielle Cantin here, the facilitator of the communication solution podcast with Casey Jackson. How are you, Casey? Awesome. I cannot stop thinking about a podcast that we did around why you named this podcast, the communication solution instead of motivational interviewing or something around that topic.

We really dove into how the communication solution, Can can help bolster all different kinds of organizations and to me coming from the business world and working with so many founders and leader leadership teams. There’s something that I feel very passionate about, which is. How do these companies actually help take care of their workforce?

So a lot of times businesses are so focused, so focused on the end client, the end customer. And what I’ve seen through all of your trainings of different organizations is the power. That even if that’s not your intention going into it, the end result is this beautiful workforce, this team culture that in theory, visionaries think intellectually, I should say, yeah, take care of your team and they’ll take care of everything else for you.

What are you actually doing it? Are you actually giving your team? The environment, the tools, the trust to do and be that for you. So you can tell I get really fired up talking about this because it’s, I’ve never seen anything like what you train the results that, that flow out from these organizations.

Can we dive in a little bit about. About retention, about recruiting, about building that team that then uses the tools to, to kind of pass the love on right. To your ultimate end consumer. Yeah. I think, you know, for me, it’s easy to talk about it when I start from an individual perspective and then talk about how my brain.

Expanded into more of a macro level or organizational perspective or, or, you know, the social perspective on it. I think what it makes sense, if you’re thinking about a company or a corporation, profit or nonprofit, you have to be financially viable. You just, that is literally basic arithmetic. 1 plus 1 equals 2.

Like, if we’re not, we’re not making money, we can’t be around anymore. You know, on some level, and then it’s a matter of how much money do we want to make? I think it gets into as well, too. So how do we incentivize? How do we motivate? How do we engage our workforce? You know, all the things that we can do for being a social worker.

I’m startled by my own professional development of how much appreciation. I’ve developed around data and research, in terms of just looking at the science of how things work. And if you just research, and most people know this is, it’s not always about salary. You know, people have said they’ve done research over and over and over again, that people to feel like they’re fulfilled in their job and that they actually love going to work.

People will take a pay cut to have something that improves their basic quality of life because of how much time we spend in our chosen profession on any given day, it’s a ton of time, on any given day, on any given week. And so if it’s something that feeds you and nurtures you and you feel better about the work that you’re doing, it doesn’t matter what the industry is.

You know, this is this, you know, we touched on it last time. It was the kind of phenomenon with the kind of where people talk about the Google work experience or the ebay work experience that people just felt like, oh, my gosh, this just it feeds me like this. This is this aligns with my lifestyle and not every company can do that.

But what it comes down to is it’s not creating that structure per se. It’s how do you engage the workforce from an internal perspective instead of an external HR? Management perspective, you know, yes, the benefit packages are amazing and those are going to get good for recruitment, but that isn’t necessarily going to create retention.

And I think this was the, the great resignation was just a phenomenon, you know, post covid covid post covid that just really rocked the, you know. The corporate world, and the nonprofit world is, you know, what do we, we hear about it consistently in the health care arena. Like you can’t pay me enough to stay in this workforce because none of this aligns with my values.

This is just actually going against my value set. So how do you. Create an infrastructure. How do you create a communication web where people feel that from an internal perspective that their needs are getting met and not only are their needs getting met, it feels like it’s a growth mindset environment.

So we can read books on this. We can watch podcasts on this, but how do you actualize it? That’s my obsession. And that’s why, that’s why I teach what I teach because it’s like, how do we actualize, how do we take these philosophical and yeah, it sounds good. And yeah, I’m inspired when I listened to this.

But how do we operationalize it and measure it and improve it because that in and of itself sounds fairly sterile. But this is again where I’m obsessed with M. I. with motivational and the communication solutions that I’ve come up with because we were able to do is we can catalyze this, we can measure it, we can provide feedback and people can actually.

Feel the improvement in the quality of their own life while the bottom line is improving at the same time. And that’s just, to me, it’s the Holy grail. It’s, you know, unlocking that, that ultimate combination. Yeah, it’s in what I love about it too, because it’s, am I right? Motivational interviewing, like, oh, it’s a, if you focus on the skill piece of it.

It can feel like, oh, I’m not being myself and I’m just implementing a tool and I’ve never seen you do that. Every, every time you do it, it’s a conversation. And when you’re in that room training, these organizations, there isn’t a single topic that comes up. Where you aren’t able to, communicate in a way that is 100 percent authentically you and opens the door to something greater for that other person.

That’s it. There’s an authenticity that moves beyond technique. And, you know, it’s not surprising in one of the podcasts we talked about this with, you know, the latest research from Dr Miller and Moyers. You know, what improves outcomes and that authenticity and genuineness. So it’s not, yeah, there’s ways to teach that, but it’s also, there’s the embodiment of it that you, you can’t technique your way to authenticity.

There’s no technique in that. That has to be a mindset shift. You know, and being able to give people feedback about how is that being perceived and received, on both sides. So, yeah, it is, you can’t technique into most of these things, but that’s what people continue to get trained on is technique.

And so bridging these concepts in a way to pull it together to that improves actual hard outcomes, like retention and, and, and productivity. Yeah. I think about, benefits too. Right. Cause cause you’re looking for employment and it’s just like, well, what’s the benefit package or look ongoing.

Everybody puts in their budget, ongoing professional development. And it’s usually a very small little line item. And it’s like, what if you actually brought in the kind of training that revolutionizes somebody’s world and makes them as a person just feel like. Wow. I got something out of this that isn’t even tied to this organization.

It’s something that can improve all of my relationships and loves in