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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Spite is Punishing Yourself for Someone Else’s Actions

Have you ever been mad at a colleague for being habitually late for client meetings?
Is there someone at work who is disorganized and counts on you for finding misplaced items?
Do these behaviors stress you out internally?

If so, you will enjoy this post which is about letting go of your anger and gaining back control.

Many of you have heard me say, “You can’t put your head on anyone else’s shoulders.“  These words help my clients when they get angry at a person.

You may be extremely organized and send out client proposals immediately.  Your colleague or direct report may be a procrastinator.  You can change your actions and can’t change a person who is always late, negative, or just a mediocre worker.

Of course, if you are a leader may need to send your direct reports to workshops or classes.  You need to discipline others due to productivity issues.  Your star employees will appreciate this – big time!

Stop getting mad at a person when they can’t help being late, passive, or disorganized.  Believe me when I say these behaviors are barriers which will stop them from their own success.

Stay tuned because I am developing new coaching strategies which include knowing your triggers and how you can become less stressed by others’ actions.  I will share this new information soon!  I promise. 🙂

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#favoritequotes
#spite

I want to hear from you

Send me your favorite quotes that help you through tough situations at work. You will receive a response from me because I enjoy connecting with my loyal readers! 🙂

Please share this poster and any article that speaks to you or your company.

Loyal readers like you help us find more people who could benefit from these posts. Help us help them reduce conflict, improve leadership skills and quality of life.

Learn how I can leverage my 30+ years of communication, leadership consulting and coaching experience to help your organization address team building strategies here.

This is Joyce Weiss, Corporate Communication Strategist and Career Coach

Until next time, Remember…”You Get What You Tolerate!”

 

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Some of My Favorite Quotes on Communication

I’m excited to let you know that I’m creating a new coaching service for my clients.  You will hear more details in the near future.  I found some great quotes about communication while researching my new venture.  I hope that you enjoy them.  Please let me know which ones speak to you.  I encourage you to share your favorite quotes in the comment section.

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Once a human being has arrived on this earth, communication is the largest single factor determining what kinds of relationships he makes with others and what happens to him. – Virginia Satir, American Author
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All problems become smaller if you don’t dodge them but confront them. – William Halsey, US Naval Officer
Our lives begin to end the day we become silent about things that matter. – Martin Luther King Jr., Leader in the Civil Rights Movement
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Keep in mind that you’re more interested in what you have to say than anyone else is. – Andy Rooney, American Radio, and TV Writer
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My job is to talk; your job is to listen.  If you finish first, please let me know. –
Harry Hershfield, American Cartoonist

I want to hear from you

Send me your favorite quotes and let me know which one in this blog speaks to you.

Please share this and any article that you enjoy.

Loyal readers like you help us find more people who could benefit from these posts. Help us help them reduce conflict and improve leadership skills and quality of life.

This is Joyce Weiss, Corporate Communication Strategist and Career Coach

Until next time, Remember…”You Get What You Tolerate!”

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I Destroy My Enemies When I Make Them My Friends

How have you made friends with your “enemy?”  It’s hard to do and it’s a brilliant technique.  I constantly think how I can turn around a negative communication.  It’s in my DNA and just can’t help myself.  🙂

joyce weiss | corporate communication strategist | career coach| communication skills

Now it’s your turn to share your brilliance on how Abraham Lincoln’s quote worked for you.

#favoritemotivationalquote #AbrahamLincoln

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Why Conflict in The Workplace Research Matters: Part Three

If you are a senior level executive can you relate with any of the questions below?

  • How successfully does your organization resolve conflict in the workplace?
  • Do you have to deal with strong egos from colleagues or upper management?
  • Are your managers empowered to handle conflict in the workplace?
  • Is morale an issue that never seems to improve?

If so, this article (third in the series) contains strategies that may help you solve these challenges.
Don’t worry if you didn’t read the first two articles.  You will find the links towards the end.

Conflict in the Workplace for Senior Level Executives

I asked the following questions to senior level executives:conflict in the workplace

  • What areas can help improve communication and morale?
  • What are the barriers that stop your team from performing well?
  • How can senior level executives support managers and directors?

Here are some of their answers:

  • I’m not sure if we have the right team in place, yet firing is such an issue.
  • We need to train our managers, but we aren’t getting a training budget.
  • We have some big egos in upper management, and this is creating a lack of trust in certain departments.

Solutions to Reduce Conflict in the Workplace for Senior Level Executives conflict in the workplace

1.  I’m not sure if we have the right team in place, yet firing is such an issue.
Ask your managers to dig deep by asking their direct reports what positions would showcase their skills.
This could be an easy fix when employees find departments that are best suited for their needs.
Teach your managers and directors to have those tough conversations with mediocre employees to resolve conflict in the workplace.

2.  We need to train our managers, but we aren’t getting a training budget.
Ask your managers and directors to explore online training programs.
Purchase books about advanced management or technology and conduct book reviews at meetings.

3.  We have some big egos in upper management, and this creates a lack of trust in certain departments.
This comes up during many of my coaching sessions.  I always tell my clients that this is a tough one to solve at times.  It all depends on how open upper management is to constructive feedback.

Here is an example of a successful communication from a very daring client of mine, Sue.  She was upset that her ideas were discounted at a management meeting.  These are her actual words:
“I was embarrassed when I shared my ideas at the team meeting because they were strongly rejected without any explanation.  I understand that all ideas can’t be accepted by top leadership.  There is silence in many of our meetings because the team doesn’t feel listened to by leadership.”

After this strong and important comment was made, Sue was taken very seriously and she received the respect she deserved.
   

Let’s Get Real About Conflict in the Workplace

The comments above are typical of many of my clients.  All levels of an organization share their frustration and they want to resolve this conflict in the workplace.  The challenge arises when there is no trust or employees attempt to convey ideas to their leaders and nothing changes. Senior level executives need to make sure that their managers and directors communicate in a way where their direct reports feel heard.  Do a search on my blog for numerous articles on these topics.

Read the first article in the series, “Why Conflict in the Workplace Research Matters:  Part One.”

Read the second article in the series,“Why Conflict in the Workplace Research Matters:  Part Two.”

I want to hear from you

Send me an Email with your questions or comments on your frustrations and conflict in the workplace. You will receive a response from me because I enjoy connecting with my loyal readers!  🙂

Please share this and any article that speaks to you or your company.
Loyal readers like you help us find more people who could benefit from these posts.  Help us help them reduce conflict and improve leadership skills and quality of life.

Read more articles and listen to podcasts at our Knowledge Base Page, Conflict in the Workplace, here.

This is Joyce Weiss, Corporate Communication Strategist and Career Coach

Until next time, Remember…“You Get What You Tolerate!”

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Why Conflict in the Workplace Research Matters: Part Two

If you are a manager or director, do you compare your conflict in the workplace with other managers or directors?
Would you like to find out what issues other managers experience?
Do you want to learn strategies how you can resolve some of your conflicts?

If so, the next two articles are for you.  They contain information I gathered from recent workshops on Resolving Conflict in the Workplace.  Let me know your specific stress so I can write about topics that fit your needs.

Read the first article in the series “Why Conflict in the Workplace Research Matters: Part One.”

Conflict in the Workplace for Managers and Directorsconflict in the workplace

I asked the following questions to managers and directors:

  • Where do you need support from senior level executives?
  • How would you rate the productivity of your meetings?
  • What do you need from upper management to help you achieve company goals?
  • What conflict in the workplace issues do you experience?

Here are some of their answers:

  • I need more staff because my team and I are all stretched to the max.  They tell us that they can’t afford to hire, but we’re all frustrated and the customers are starting to complain.
  • Star employees are leaving because we are not addressing their training issues.
  • Many of our leaders don’t know how to conduct a meeting; consequently, many meetings are a waste of time.
  • How can we reach company goals if I have to continually put out fires for my team?

Solutions to Resolve Conflict in the Workplace for Managers and Directors

  1. I need more staff because my team and I are all stretched to the max.  They tell us that they can’t afford to hire, but we’re all frustrated and the customers are starting to complain
  • Upper management needs to know about customer complaints.
  • Meet with other managers and directors.
  • Find solid evidence on how much the company is losing by not hiring qualified employees.

      2.  Star employees are leaving because we’re not addressing their training issues.

  • Ask them to find online courses that interest them if training and continuous improvement are on their list.
  • Proact and meet with star employees to discover what the company needs to keep them motivated.

   3.  Many of our leaders don’t know how to conduct a meeting and so many meetings are waste of time.conflict in the workplace

  • Amazon has are numerous books on How to Conduct Productive Meetings.
  • Purchase a few copies and conduct book reviews.
  • Each team leader will share what new strategies they learned and discuss these gems.
  • Ask employees how leaders can improve meetings.  This constructive feedback will be very helpful if it’s done with the right intent-positive feedback and not sarcasm!

4.  How can we reach company goals if I have to continually put out fires for my team?

  • Delegate to your team leaders.
  • Train them to resolve the conflict between employees or with customers.
  • This will allow you to work on company goals and free up your time to do what you need to do.

Let’s Get Real About Conflict in the Workplace

The comments above are typical of many of my clients who are managers and directors.  All levels of an organization share their frustration and they want to resolve this conflict in the workplace.  I suggest that you conduct your own research with your employees.  Take the ideas from the articles in this series as a starting point for your own issues to discuss.

I want to hear from you

Send me an Email with your questions or comments on your frustrations and conflict in the workplace. You will receive a response from me because I enjoy connecting with my loyal readers!  🙂

Please share this and any article that speaks to you or your company.  Loyal readers like you help us find more people who could benefit from these posts.  Help us help them reduce conflict and improve leadership skills and quality of life.

Read the first article in the series “Why Conflict in the Workplace Research Matters: Part One.”

This is Joyce Weiss, Corporate Communication Strategist and Career Coach

Learn how I can leverage my 30+ years of communication and leadership consulting and coaching experience to help your organization address career skills here.

Until next time, Remember…”You Get What You Tolerate!”

Contact Joyce

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