PCM and Breast Cancer Awareness: A Story of Renewal

When life suddenly shifts, it often doesn’t ask for permission.
A diagnosis, a loss, a deep fear, and in a moment, everything that felt stable can begin to tremble.

According to Process Communication Model®, such events don’t happen by chance.

They often trigger what’s known as a Phase Change : a psychological and emotional shift that reorganizes our internal motivations and priorities. It’s a process of renewal that can redefine our relationship to life and work. When everything seems fine, there’s no reason to change Phase. But when life shakes us, through illness, for instance, the shock can awaken something essential within.

And among these life-altering experiences, breast cancer is not just a medical challenge. It’s an existential shock, one that confronts us with what truly matters.

From Trial to Transformation: Laetitia Morin-Desanti’s Journey

In 2022, Laetitia Morin-Desanti, founder of the consulting and training firm Effila, learned she had breast cancer. In the middle of a thriving career, everything suddenly shifted: her rhythm, her priorities, her sense of control.

“During my treatments, I didn’t want to let go. I needed to hold on, to the work I deeply love, to my clients, to what gives me energy and meaning.”

Behind that determination was not only passion but also necessity. As an independent professional, Laetitia faced the reality that her business and income depended entirely on her. Stopping completely was simply not an option. She had responsibilities, commitments, and financial obligations to meet.
Yet her choice to keep working was not driven by denial. It was deeply human, a way to stay anchored in purpose while navigating uncertainty. Remaining connected to her clients, her projects, and her mission became both a lifeline and a source of strength.

After recovery, her vision evolved.

“I already loved my work. But after the illness, it became crystal clear: I wanted to give even more meaning to it. Supporting those returning to work after a long illness became my new priority.”

The Meeting Point Between Illness and PCM

For more than fifteen years, Laetitia Morin-Desanti has been using Process Communication Model®, which she describes as a true revelation.

“It wasn’t just another tool. It was the foundation, my starting point.”

Through this approach, she learned to recognize psychological needs, adapt her communication, and understand how each person responds differently depending on their Base and Phase. This understanding is particularly valuable when supporting people who have been through illness. In those moments, emotions, fear, and vulnerability often collide with a deep need for connection, respect, and empathy.

“We don’t all need the same thing. Some people want to be reassured, others need to understand every step, and some do everything they can to keep their social life going. This method helps me identify those needs and adjust my posture accordingly.”

The Double Challenge of Returning to Work

Returning to work after a serious illness is rarely straightforward. It’s a test: physical, psychological, social, and professional all at once:

– Fatigue and side effects remain.
– Confidence can waver.
– Others’ perceptions may shift.
– Careers, especially for women, often face hidden slowdowns.

Statistics are stark:

– One in two people will face cancer in their lifetime (National Cancer Institute).
– After breast cancer, one in two women sees her career slowed, redirected, or limited in access to responsibility roles.

But Laetitia insists on reframing the narrative:

“When someone returns after such a journey, they’re not coming back fragile. They come back stronger, more engaged, more resilient. And yet, so many organizations miss out on this incredible resource.”

Making Illness Part of Corporate Responsibility

For Laetitia, the challenge of returning to work after illness is not only personal but also organizational. She believes that companies should include post-illness reintegration in their Corporate Social Responsibility (CSR) strategies. Supporting employees through and after illness is not just an act of compassion; it reflects a company’s commitment to human sustainability and long-term well-being at work.

While visible disabilities are often acknowledged and supported, invisible illnesses such as cancer or other long-term conditions remain difficult to address. Yet, as careers grow longer and survival rates improve, helping employees rebuild their place in the workplace is becoming a vital leadership skill.

“Reintegrating someone after a serious illness isn’t only about adjusting a workstation. It’s about welcoming them without judgment, recognizing their strengths, and helping them rebuild trust—in themselves and in their professional environment.”

Three Paths Toward a More Inclusive Future

In her work today, Laetitia focuses her energy on three complementary missions:

Embedding illness recovery in CSR policies: Training companies, managers, and HR teams in PCM to adapt their communication, prevent clumsy behaviors, and build inclusive cultures.
Raising awareness among teams and leaders: Hosting workshops and conversations that break the silence, ease discomfort, and normalize dialogue around illness.
Supporting individuals: Coaching those returning to work to rebuild confidence, identity, and motivation; all through the lens of PCM, where every person’s needs are understood and respected.

A Message of Hope and Humanity

To everyone facing cancer, either personally or through someone they love, we send strength, gentleness, and hope. This month reminds us that beyond treatment and recovery, growth, purpose, and connection can be rediscovered.
As Cyril Collignon, President of Kahler Communications Group, explains:

“Knowing Process Communication Model® means knowing how to listen, recognizing when motivations shift, and welcoming the new psychological needs that emerge.”

Sometimes, it is through life’s deepest trials that human beings reconnect most powerfully with who they truly are.