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

By Leave a Comment

Asking for a Raise to Improve Your Professional Development

Professional Development is a topic that I cover in all of my projects. Have you wanted to ask for a raise yet you told yourself that it was not a good time speak to your boss?  If so, this article will show you how to feel more confident and improve your professional development.   I always use the expression, “You Get What You Tolerate!”  This is a perfect time to use these 5 words again.  Instead of wondering if you “should” have that tough conversation, remind yourself of all the great things that you bring to the company.  If you don’t toot your own horn, who will?

A Great Resource to Support Your Professional Development

My friend and colleague, Linda Swindling writes a very impressive blog on employment issues. Linda was very gracious to grant me permission to share her articles with you.

A recognized authority on negotiations, workplace issues and strategic communication, Linda Swindling, JD, CSP is an author, a “recovering” employment attorney, and a Certified Speaking Professional. To book Linda to speak at your event contact Zan Jones by email or phone at (214) 536-6666.

5 Professional Development Strategies to Ask for A Raise

  1. Be prepared to hear “no.” Sometimes bosses need to percolate on a new idea, like a raise. You have been thinking about asking for several months but your request is brand new information to them.

  2. Know your strategy if you are turned down. For instance, you might say, “I appreciate your point of view or the financial state of the company right now. What do I need to do to earn consideration for a raise or promotion in the future?” Then, work on any areas identified and show your progress. 

  3. Assess what you bring to the organization. Showing up and doing your job is expected. Evaluate how you add to the organization’s bottom line, improve processes or reduce cost. Reminder: Don’t be a jerk. Make sure you aren’t seen as a negative presence. Your boss knows that complainers and whiners cost the company time and money.

  4. Look forward. Help your boss see the value you can add in the future. You already were paid for the work you did in the past. Focus on solutions you can bring in the upcoming year. Remember to give supporting information to help your  boss “sell” or justify increasing your pay to his or her boss, human resources and other leaders.

  5. ASK. Be prepared, take a deep breath and ASK. Don’t stop yourself because you think you might be turned down or you don’t have the perfect words. Your boss may think you’re content with the money you’re making. You have to let him or her know you want more compensation and you are willing to work for the increase.  

Linda also wrote, “One critical point is often ignored: We are responsible for our own careers. No one has the vested interest you have in your work, family and financial career – no one.”

I want to hear from you!
CLICK HERE to send me your questions about asking for a raise.  What is your experience on what worked and didn’t work?

Interested in More Resources to Watch Your Career Grow?
CLICK HERE to check out my new Premier on line Coaching Program – Communicate with Impact. Participants work with me on their own professional development.  We have a phone laser session before and after the course to set goals for your own success.  Our time together is customized to your needs.

Until next time,

This is Joyce Weiss, Communication Strategist and Coach

I share powerful techniques on tackling tough conversations to build employee engagement, accountability, and improve my client’s quality of life.

Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, and on line professional growth coaching.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

P.S. Check out Linda Swindling’s website for more resources about negotiation.

By Leave a Comment

How to Deal with a Workplace Bully: Video Interview with Terry Brock CSP, CPAE

Are you a leader or employee who works with a workplace bully?  Do you want to learn easy ways to deal with this person?  Great! This article will provide 3 techniques that you can use immediately to resolve conflict in the workplace.

Workplace Bullies Create Stress for ALL of Us

This bully could be your colleague or boss.  
The bully can also exhibit traits of narcissists which causes MANY communication and relationship issues.  
The narcissist can exist at home or work and suffer from the “I” syndrome.  
They are the drama kings or queens  who feel the world exists just for their needs.

Video Interview with International Hall of Fame Social Media Marketing Speaker – Terry Brock

My colleague and friend Terry Brock interviewed me on how to deal with these difficult people.  Terry is a syndicated columnist with business journals and author of Klout Matters.  He brings a passion for technology, a sense of history and real world business strategies.  You can reach him at 407.363.0505 and Terry@TerryBrock.com.  Enjoy the video and start thinking about who creates stress for you at work or home.  It could be a workplace bully.

How to Deal with Workplace Bullies and Narcissists

Set boundaries with bullies and narcissists.
People fear workplace bullies.  No one may have tried to stop these harmful behaviors.
Believe me when I say that they impede on your time and self-respect!

What if the Workplace Bully is Your Boss?

I suggest that you wait until the next day to have the tough conversation so you can create a results oriented discussion.  You can always start with one of my favorite expressions:  “I was caught off guard”
along with “I don’t want” and “I do want.”
“I was caught off guard when we spoke yesterday.  I don’t want to cause stress.  I do want to have an important discussion to improve communication in our department.”  If your boss is listening to you, this could be a great way to continue the conversation.  If your boss has numerous bullying behaviors it may be hard to obtain the results that you want.

Step into the GAP to Gain Control

The GAP technique is helpful to use when you don’t have the luxury to wait until the next day. 
Step back from the conversation and ask yourself how you want to respond.  You can ignore the comment from the workplace bully, ask a question, or even ask the bully what suggestions he or she has to move forward to resolve the conflict since this is very important to the morale at work.

Want to Learn More?
Remember that I recently launched Communicate with Impact.  This premier program helps people gain control of difficult people and improves the working condition. Sound Good?  CLICK HERE to see how others have improved their working condition.

I Want to Hear From You
How have you dealt with a workplace bully? Was this bully your boss?  If so how did you resolve this issue without being fired?  CLICK HERE to share your experience.

Until Next Time,
This is Joyce Weiss, Communication Strategist and Coach

Feel free to call me at 800.713.1926 concerning your own team, executive retreats or leadership development.

Remember…You Get What You Tolerate!

See you next week.

CLICK HERE to learn how Joyce can help your company eliminate workplace bullying

READ more articles and listen to podcasts at our bullying in the workplace knowledge base https://www.joyceweiss.com/resources/knowledge-base/bullying-in-the-workplace/

 

 

By Leave a Comment

Strategic Communication to Get Noticed More in the Workplace

Do you know how to use strategic communication with your leadership?
Do you want to learn and use a new strategy to feel heard at work?

Great!  This article will provide 2 simple techniques you can use to speak to leadership.

I recently spoke to leaders at a financial conference.  There were both emerging and experienced leaders in the audience.  We discussed how to deal with bullies in the workplace and how to resolve numerous tough situations.  I will be using more of their ideas in future articles

Strategic Communication #1:  Make The Conversation Safe

Here’s a strategy to use when you want to have a tough conversation with leaders.  If you work for a bully, you will have to rethink your approach!  This scenario came up when an emerging leader was not included in certain social gatherings and meetings.
Start out by filling in the blanks:
I don’t want:
I do want: 
For example:  “I don’t want to be disrespectful.  I do want to understand your reasoning for certain decisions.”

This will start the conversation going by asking to be kept in the loop if that’s possible.

Strategic Communication #2:  Use the Power Formula

Fill in the blanks below
I am:
when:
because:

For example:  “I am frustrated when I don’t feel “heard” because I would like to have a seat at the table and work as a productive team member.”

This strategic communication may get the attention of your leaders that you are actively interested in being part of the team and want to be included in the decision-making process.  You need to be ready for constructive feedback if and when you hear why you are not included.  Your leaders need to be aware of your desire to be part of the big picture thinking for the company. 

Want to learn more? 
CLICK HERE to check out the premier program Communicate with Impact!  It develops leadership skills and teaches strategic communication to help participants grow professionally.  Clients are supported personally by me to achieve long term and positive change.  Sound good?  Here’s the link.

I want to hear from you!
CLICK HERE to share your experiences on how you received positive attention from your leaders and you felt heard.

CLICK HERE to learn more about Joyce’s career coaching system and put your career on track to your next promotion

Until next time,

This is Joyce Weiss, Communication Strategist and Coach

I share powerful techniques on tackling tough conversations to build employee engagement, accountability, and improve my client’s quality of life. Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, and on-line professional growth coaching.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

PS  CLICK HERE If you like this post on Strategic Communication to read my article on Enhance the workplace to increase the work pace.

Read more articles and listen to podcasts at our Career Skills Knowledge Base https://www.joyceweiss.com/resources/knowledge-base/career-skills/

 

 

 

 

 

By Leave a Comment

Leaders, Are You A Work Life Balance Hero?

Work life balance is a frustration that I hear from all levels of an organization.  Are you a manager or owner who wants to help your team care for the seemingly easy tasks of home that still need to be managed either during or after work?

If so, this article will provide simple techniques you can use to help your employees feel less stressed at work.

Work Life Balance Frustrations

Home and personal lives do overlap our professional lives.  It is too difficult to separate the two.
Some typical comments that I hear in my workshops are the following:

If I work 110% I get good results.  If I work a little harder, I’ll get even more out of it.  I wonder why I’m always stressed. I told myself that once I did everything on my to do list…I will finally do what I really enjoy!

We will never enjoy the benefits of time affluence as long as success is defined who works the longest hours or sleeps the least.  I’ve seen burned out employees who don’t have the nerve to talk to their leaders.  They don’t want to sound like complainers.  I challenge them to plan the conversation so that their boss understands the unrealistic demands that they face daily.  Of course, leaders may face the same burn out or stress by their leaders!

What can managers do to help employees with their work life balance?

  • Include work life balance in the mission statement
  • Bring in on site grocery orders or cleaners to help save time for their team
  • Discuss possible solutions with the team on how goals can still be reached while changing the process
  • Hire professionals to speak on care giving or parenting
  • Be a good model and go home on time and strongly encourage your team to follow your lead
  • Bring in experts to help improve the working condition of the team

So Joyce, what else can you add on achieving work life balance?

It’s a pipe dream to think that we can achieve total work life balance.  BUT we can always make improvements to reduce our stress.  I recently heard an international panel discuss how they achieve balance.

  • Start with the end in mind such as taking care of myself and my family
  • Create ground rules such as exercising daily
  • Don’t talk about work at home
  • All devices are not allowed at the dinner table
    These ideas work when you put them to use.  Mangers need to remind their team that improving balance will help them enjoy work more and improve productivity.  They need to have important conversations with their team in order to come up with solutions to burn out.

I want to hear from you
CLICK HERE to comment on what your leadership has done to help with your work life balance?  How have you handled burnout?

CLICK HERE to learn how Joyce can transform your life and teach you work-life balance through her personal life coaching.

Until next time,

This is Joyce Weiss, Communication Strategist and Coach

I share powerful techniques on tackling tough conversations to build employee engagement, accountability, and improve my client’s quality of life.

Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, and on line professional growth coaching.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

CLICK HERE to read another article of mine on balance

Read more articles and listen to podcasts at our Life Coaching Strategies Knowledge Base https://www.joyceweiss.com/resources/knowledge-base/life-coaching-strategies/

By Leave a Comment

A Book Recommendation on How Leaders Can Improve Outcomes

The greatest danger of most of us is not that our aim is too high and we miss it, but that it is too low and we reach it.  Michelangelo

Are you a leader who wants to improve outcomes and morale with your team?

Great!  Leaders can improve outcomes after they visit this post which includes an interview with Steve Lishansky , author of The Ultimate Sales Revolution.  Steve has successfully taught fundamental human dynamics that elevate and accelerate exceptional results to thousands of top professionals and leaders in over 40 countries around the world.
You can reach him at 978.369.4525 and steve@optimizeintl.com.  Here’s the link at amazon to review and purchase The Ultimate Sales Revolution.

Here’s this important and informative video interview with Steve Lishansky

The following is a summary of my interview with Steve Lishansky:

What Makes People Successful?
A universal driving force is creating value.  If you want to sell yourself better you need to understand that people don’t want to buy you.  They want to buy value.  Successful people ask questions to reveal the real needs of others.  This is not just in a sales situation.  This also occurs when communicating with your team. 

Great Questions for Leaders to Ask

  • What do you want to accomplish?
  • How will this be beneficial to you when you accomplish these goals?
  • What are the most important results you desire?
    These three questions will help the other person delve deeper on what he or she wants to accomplish. 
    In a sales situation, price is never an issue if value isn’t clear.  The same thing happens in workplace communication.  Leaders need to ask questions to reveal what the person really wants. 

What’s the Greatest Source of Miscommunication?

  • The first source of miscommunication is YOU.
  • The 2nd source is THEM.
  • The 3rd source is YOU and THEM

Something gets lost in translation between you and the other person when communication occurs.
People don’t tell us what really matters many times because they haven’t thought it through well. Leaders can elevate the communication by finding out the meaning of employees’ communication.  This builds the relationship for working together.   

Compare Your Best and Most Challenging Relationship

You may be able to resolve issues with team members after you answer the following questions which were taken from The Ultimate Sales Revolution.

  1. Considering your most successful relationships
  2. How well do you know what is most important to them?
  3. What is it?
  4. When you are discussing how you are going to fulfill what is most important with them, what is the rational of discussing results/outcomes with them versus discussing specification and actions?
  5. Consider your most difficult and challenging relationships
  6. How well do you know what is important to them?
  7. What is it?
  8. What must you do to increase the discussion and focus on results and outcomes with them versus discussing specification and actions?
  9. What makes your best relationship work so well?
  10. What makes your challenging relationship so difficult?

Thoughts from Joyce on Why Deep Conversations are So Important

Make sure and ask important questions if you want to improve your relationships with your direct reports and colleagues.  You may need to change your communication strategies to encourage trust, respect, and caring.  I suggest that you elevate your dialogue with others even if you think the relationships are positive.  Most of us think that our communication is good and it’s the other person’s issue if there is a miscommunication.  This is not true.  It starts with us.  These ideas will improve outcomes once you start implementing them.

I want to hear from you.
Please send me your comments on how you have you successfully changed a challenging relationship.  How did you communicate with him or her to make these successful changes?

Until next time,
This is Joyce Weiss, Communication Strategist and Coach

I share powerful techniques on tackling tough conversations to build employee engagement, accountability, and improve my client’s quality of life.
Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, and on line professional growth coaching.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

PS.  If you like this post on communicating deeper with others to get great results, here’s an article on ‘Got Personality Issues at Work?”

CLICK HERE to learn how you can experience one of Joyce’s customized workshops for your company. https://www.joyceweiss.com/services/workshops/

Contact Joyce

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