Joyce Weiss

I work with organizations and individuals who want to kick conflict and chaos to the curb - Queen of Conflict Resolution and Communication Coach

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Lean Culture and Resolving Conflict in the Workplace

I had the privilege of co presenting a program for the MI Lean Consortium.  G.S. Clarke shared his knowledge on measuring, analyzing, and changing an organization’s existing culture focusing on thought patterns and behaviors.  I continued the discussion on how to deal with resistance during change.   The members asked great questions and they shared their best practices using Lean.

MI Lean Consortium is a diverse network of knowledgeable Lean professionals who come together to share innovative practices.  The organization aims to create a lean culture in MI to ensure sustainable competitive advantage, which could translate into healthier businesses that offers more job opportunities leading to economic growth in the state.

I’m so impressed with this group and will be become a member soon.

Check out some of the main ideas that we discussed on resolving conflict in the workplace especially while convincing naysayers about the benefits of cultural change.

  • When you change culture, you will get conflict
  • We need to convince leaders that they will be able to do what they want to do after lean processes are implemented
  • Front line employees will see how their working condition will improve when waste in time and resources are reduced
  • Everyone has to be responsible for lean every day.  It is not a passing fad and takes a long time to implement
  • The role of Lean leaders is to create change based on learning
  • It is more important to be effective than right

It is NOT an easy task to deal with people who are resistant to change, but it is possible…once we learn how to improve communication skills.

Lean consists of the following:

  • Philosophy:  Long term thinking
  • Process:  Eliminate waste
  • People and Partners:  Respect, challenge, people
    Problem Solving:  Continuous improvement and learning 

    Here are a few more ideas on lean:

  • Signs of good leadership include high morale and consistent achievement of objectives within the group…growing people while still doing tasks to accomplish greater results.
  • A lean company forbids its people to do what they did yesterday.
  • Learning and experimenting are expected and required for every job.
  • Leaders provide the emotional safety for those who are willing to risk and shrink the comfort zone.

If you want more information about the MI Lean Consortium or on
resolving conflict in the workplace
feel free to contact me and I will introduce you to the fine people at MI Learn Consortium

 

Check out the 2 videos from Debra Levantrosser Setman who is the co founder of MI Lean Consortium and Phil Berry who sits on the Board of Directors on what they learned from the program


Debra Levantrosser Setman, Les Sutherland, Joyce Weiss, G.S. Clarke, Phil Berry

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Until next time, Remember…YOU GET WHAT YOU TOLERATE!

Joyce Weiss
Conflict Resolution Consultant and Accountability Coach

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New Facts About Stress to Reduce Conflict in the Workplace

The MI Insurance  Accounting and Systems Association (IASA) asked me to present a keynote speech on my signature program…Take the Ride of Your Life (Shift Gears for More Balance, Growth and Joy).  IASA offers members continuing professional education, conferences, publications and seminars.   The members were open to learning new facts about stress to reduce conflict in the workplace.  We had an open dialogue.  They were an ideal group of people to work with on this subject.

I have included some of the main ideas for you to use for your own work/life balance and conflict issues.

  • Balance is important to all generations
    Work centric:  Those placing a higher priority on work than family.
    Family centric:  Those placing a higher priority on their family.
    Dual centric:  Those placing the same priority on their jobs/family.
  • Understand how each generation views their work life balance differently.  Discuss these differences in meetings.
  • Making time for ourselves is a necessity…not a luxury.
  • Set boundaries in order to make time for the things you want to do.
  • Include work/life balance in your mission statement.
  • Acting like a victim or blaming others will not make positive change.  The idea is to look at life differently.
    Remember, you get what you tolerate!
  • There is good news and bad news about burnout
    The bad news is that we allow burnout to wear us down.
    The good news is that is is time for us to make changes in our life when we start burning out.

Please let me know if you want  more information on this program.
Let me know if you want me to call you to discuss how we can bring this topic to your team… to improve conflict the workplace.

Check out Michelle Goss, an IASA audience member share ideas she learned from the  Take the Ride of Your Life Program:

 

What is your most pressing issue about stress in your life?  Please let me know since I enjoy connecting to my readers.

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Let us hear your thoughts in the comment box below.
Feel free to share these tips with your team – just be sure to give Joyce credit when you share or publish.
Sign up at the RSS feed on the blog site to be included in future blog posts from Joyce on conflict in the workplace.

For more information, articles, and podcasts, visit https://www.joyceweiss.com

Until the next time…Remember…YOU GET WHAT YOU TOLERATE!
Joyce Weiss
Conflict Resolution Consultant & Accountability Coach

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Reduce Conflict in the Workplace by Creating Strong Teams

I recently had the honor of being the keynote speaker for the MI Health Information Management Association (MHIMA) on the topic of Reducing Conflict in the Workplace by Creating Strong Teams.  Their theme was Soaring Higher, Faster, Stronger…Through Team Synergy.  A special thanks goes to April Martin and Marsha Allen for bringing me back and to Ginny Pitts and Denise Holstege for some great input from their interviews.

MHIMA members are dedicated to the effective management of personal health information needed to deliver quality healthcare in the public.

  • Advancing data accuracy
  • Advocating confidentiality
  • Championing new technology

Hopefully the following tips that I presented to the members can provide you with strategies to help you build strong teams:

  • The Johari Window Exercise is still an effective tool to take down barriers … improving communication skills
    1. Discuss the Arena:  Things I know about me, you know about me
    2. Discuss the Potential:  Things we don’t know about each other
    3. Discover Blind Spots:  You know about me, I don’t know about myself
    4. Remove the Facade/Mask:  Things I know about myself that you don’t
  • Ask the important question…What do you bring to the team?  Are you …
    1.  A Creator:  Endless ideas, energy, confidence, enthusiasm?
    2.  An Advancer:  Energy, promote ideas, excitement, some control, persistence, organization, make ideas real?
    3.  A Refiner:  Find flaws, willing to challenge, pushes toward completion, likes research and details?
    4.  An Executor:  Step by step you get the job done, thorough, good process thinker?
    We need creators, advancers, refiners, and executors to create strong teams and reduce conflict in the workplace!
  • Esprit de Corps happens when…
    1.  Each person is committed to each others success
    2.  The team supports each other during up and down times
    3.  The team does what ever it takes to succeed 

    If you have questions on any of these tips please feel free to call (800.713.1926) or email:  Joyce@JoyceWeiss.com

    Check out the short video below:

 

What is your most pressing issue about creating strong teams?
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Let us hear your thoughts in the comment box below.
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For more information, articles and podcasts… visit https://www.joyceweiss.com

Until our next visit…Remember that YOU GET WHAT YOU TOLERATE!

Joyce Weiss
Conflict in the Workplace Consultant

 

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Resolving Conflict in the Workplace by Using Lean Thinking

I have the honor of co-presenting a workshop on Lean Culture and Resolving Conflict in the Workplace sponsored by Michigan Lean Consortium.
Gerry Clark and Thomas Smith will be conducting the lean part of the workshop…which requires a complete transformation on how an organization collectively thinks and conducts business.

I will be addressing how changing a culture automatically creates conflict.  Participants will learn strategies on how to get people on board.

Participants will learn how to:

  • deal with naysayers
  • build trust by resolving conflict
  • stop wasting time by not dealing with conflict
  • gain control
  • use the power talk strategy
  • protect themselves when being verbally attacked
  • create solutions even during conflict

If you are not able to attend this powerful workshop, here are some questions that you can ask at your next meeting:

1.  Does your organization have top leaders who are seriously dedicated to becoming a lean learning enterprise?  If not can they at least seem seriously coachable?

2.  Are you committed to this process for the long term?

3.  What steps will you need to take to prepare yourself for this process?

4.  Are you willing to make enough of a commitment to take time to learn, to observe deeply and to participate in continuous improvement?

5.  How will you mentor others?

6.  How will your organization get the support needed for this transformation?

7.  Is your organization full of conflicting and inconsistent messages?  If so, develop a communication plan for beginning the process for sending consistent messages.

8.  What will be necessary to change the culture so that a singular consistent message develops?

Lean consists of the following:

  • Philosophy:  Long term thinking
  • Process:  Eliminate waste
  • People and Partners:  Respect, challenge, people
  • Problems Solving:  Continuous improvement and learning

Here are the details of the meeting if you are able to attend.  I would love to see you there!

Date: June 17, 2011
Time: 8:30 a.m.-2:00 p.m.

Location: Oakland—Macomb INCubator
Address: 6633 18 Mile Road, Sterling Heights, MI 48314

The event will be cut in half by lunch with the culture piece from 9:00 a.m.-11:30 a.m. and the conflict
resolution piece Noon-2:00 p.m. Light breakfast & lunch included.
To register, email: register@michiganlean.org Limit 50
Cost: $20 for non-members; free for members; check out www.michiganlean.org for more events!

Please let me know if you would like me to present this program to your organization.
Feel free to contact me at 800.713.1926 or joyce@JoyceWeiss.com and I will answer any questions that you may have for me.

Was this helpful?
What is your most pressing issue on keeping your company continuously learning?
If you already are a lean company, please share your successes.

Feel free to share these tips with your team – just be sure to give Joyce credit when you share or publish.

Sign up at the RSS feed on the blog site to be included in future blog posts from Joyce on this subject.

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Understanding 5 Generations to Help Reduce Conflict in the Workplace

One of my favorite clients -The Greater Lansing CVB helped me launch a powerful new program called “The New Normal:  Doing More with Less.”  It was created to help reduce conflict in the workplace. We had a packed house in the Causeway Bay Convention Center in Lansing MI.  I shared tips on how the audience could keep up with the workload without burning out.

I will share highlights in this blog on how all 5 generations in the workplace can help each other create less conflict in the workplace by improving communication skills.  Look for more ideas in future blogs.

1.  The Linkster Generation:  Born after 1995.
These are teens just entering the workforce.  Leaders need to educate them on the importance of face to face communication.  They need to educate us on how to use technology.  Include the linkster generation in company meetings and let them know that they have something to contribute. The linkster generation is 18% of the world’s population.

2. Generation Y: Born Between 1981-1995
Their top motivator is BALANCE.  They don’t like to work 9-5 like the baby boomers.  They work best when they set their own hours.  They are loyal if their work/life is balanced.  Their job turnover rate is 30%.  They are 35% of the workforce.

3. Generation X:  Born Between 1965-1980
They came home from school to an empty house because many of their parents were at work.  they force themselves to be on teams even though they would rather do things on their own.  They want to be given the tools.  They want to be trained.  They are very independent.  Reward a generation X with time off to spend time with their family.  They are the smallest generation on record.

4.  Baby Boomers:  Born between 1946-1965
Baby boomers are team players.  They are used to a 9-5 job and take work home with them.  Help them gain work/life balance and learn how to be better organized so that they can have a “life” after work.  Encourage them to become mentors.

5. The Traditional Generation:  Born between 1918-1945
They bring  great value to the organization.  Make them mentors.  They do like to learn and may need a little help with technology.  They represent only 8% of the workforce.

A question that I’m always asked is…How can we improve communication in the workplace?

A perfect example is to listen…really listen to the needs of all generations.  The baby boomers live to work and Generation X and Y work to live.  One is not better than the other.  Different equals different.  Different does not equal wrong.

  • Discuss why members of different generations in your workplace think and act like they do.
  • Discuss ideas on how doing more with less can help the bottom line.

Each generation has important information to share.  They can also learn from each other…which is the key to reducing conflict in the workplace.

I will include more information from this workshop in future blogs. It was really interesting because we had 4 generations represented in the workshop.  Conversation was extremely interesting on how work/life balance is important to ALL generations.

Below is a photo of Jennifer Hagen-Events Planner and Jan Pfeiffer, Membership Manager who both work at the Greater Lansing CVB.

Photo of Jennifer Hagen and Jan Pfeiffer
Photo of Jennifer Hagen and Jan Pfeiffer

The following video is a testimonial from Amanda Allen who works at the Okemos Convention Center and Holiday Express & Comfort Inn:

Thanks to the fine people at Greater Lansing CVB who make me feel like part of their family each time we work together.

Was this helpful? Let us hear your thoughts in the comments below. Feel free to share these tips with your team-Just be sure to give Joyce credit when you share or publish. Sign up at the RSS feed on the blog site to be included in future blog posts from Joyce on this subject.

Please hit this link for Articles on Reducing Conflict in the Workplace

Remember…YOU GET WHAT YOU TOLERATE!

Until the next time
Joyce Weiss

Contact Joyce

Email: joyce@joyceweiss.com
Phone: 248-681-5831