Celine Dion is giving fans an honest look at her life with stiff person syndrome.
In a new documentary, the famous singer experiences a scary medical crisis during a physical therapy session, and it’s all caught on camera.
In 2022, Dion revealed she had been diagnosed with stiff person syndrome. In the documentary, “I Am: Celine Dion,” she shares that she had been dealing with symptoms of this rare, progressive neurological disorder for 17 years.
“I need my instrument. And my instrument was not working. So we started to elevate the medicine,” Dion, 56, said after struggling to hit certain notes during her 2018 and 2019 tours.
Though she completed her 2018 tour, Dion had to postpone several dates from her 2019 tour due to the “common cold” before the pandemic shut it down.
Her tour resumed in 2022, but she had to keep canceling and rescheduling shows. It wasn’t until she announced her diagnosis that she officially canceled the rest of her appearances.
“I can’t lie anymore,” Dion says in the documentary. “From a sinus infection to an ear infection to whatever. Sometimes I would point my microphone toward the audience, and I would make them sing it. There are moments where I cheated and I tapped on the microphone like it was the microphone’s fault.”
LONDON, ENGLAND – JULY 05: Celine Dion performs live at Barclaycard Presents British Summer Time Hyde Park at Hyde Park on July 05, 2019 in London, England. (Photo by Samir Hussein/Redferns)
In the documentary, there’s a part where Dion shows a very personal moment. She’s lying on a massage table doing exercises for her physical therapy when her foot suddenly starts to cramp. Soon after, her whole body tightens up and she can’t move or talk to the people around her.
The camera keeps recording as another person from her medical team rushes in with a nasal spray called benzodiazepine. They give it to Dion, who’s in so much pain that she’s crying, even though she can’t move. It’s really hard to watch this part of the video.
Once the spasms have subsided – they typically last anywhere from 30 minutes to an hour – Dion is able to sit up and speak.
“Every time something like this happens, it makes me feel so embarrassed,” she says. “I don’t know how to express it, you know, to not have control over yourself.”
Her physical therapist speculates the attack was brought on by being “overstimulated” from an earlier singing session.
“If I can’t get stimulated by what I love, then I’m going to go on stage, and you’re going to put the pulse oximeter on me and turn me on my back?” she wonders.
Dion hopes that one day soon she’ll be able to return to the stage.
CEO Asks One Question That’s an ‘Instant Red Flag’ If Interviewees Try to Answer It
Interviews are dreaded by many job seekers, particularly the infamous “curveball” questions used by recruiting managers and CEOs. The CEO and creator of JKR Windows, an American window installation company, Jefferson K. Rogers, has drawn notice for his unusual interview technique: a trick question intended to weed out unsuitable applicants.
“Impossible” Question: An Assessment of Sincerity and Coachability
Rogers posted his unique approach to interviews on his TikTok channel. He asks a question that he is certain the interviewee will be unable to respond to right away. Although the exact question is still unknown, Rogers stresses that there is no “right” response. The twist is this: The CEO is more interested in the candidate’s approach to the unknown than in knowledge.
What He Looks For:
Sincerity: Is the applicant willing to acknowledge when they don’t know the solution?
Openness: Are they amenable to picking up new skills?
Coachability: Are they open to direction and instruction?
A candidate who tries to make up an answer, in Rogers’ opinion, is showing signs of a potentially troublesome personality—someone who is resistive to learning or hesitant to acknowledge their shortcomings.
Divergent Responses on Social Media
Although Rogers describes this technique as a useful means of determining fit, TikTok users had a variety of reactions.
Supporters: Some argue that the strategy is advantageous because it shows a candidate’s coachability and willingness to learning.
Critics: According to others, it’s a bad strategy that could stop competent applicants from attempting to solve a problem or show their resolve by trying to provide a response. Furthermore, others consider the approach to be manipulative, arguing that it puts a particular response ahead of a true comprehension of the role.
Different Methods for Evaluating Fit
Although the “impossible question” generates discussion, there are alternative methods to assess a candidate’s fit for a role:
Behavioral Interviewing: Highlighting the candidate’s prior experiences and how they responded to particular circumstances can provide important context for understanding how they solve problems and approach new tasks.
Skills-Based Evaluations: An applicant’s suitability for a position can be determined immediately by testing pertinent abilities such technical proficiency, communication, and critical thought.
Fit Between the Work Style and Values of the Company: An interview’s questions and exchanges can reveal whether a candidate’s work style and values complement the company’s culture.
The success of any interview technique ultimately depends on the particular position and business. Although Rogers’ deceptive question might be useful to his organization, it’s crucial to think about other approaches to guarantee a thorough interview process that draws in and selects the top candidates.
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