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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5 Easy Secrets to Coach Your Team: Part 2

This week is part 2 in the five-part series: 5 Easy Secrets to Coach Your Team.
Last week the topic was about strategies to use a code of conduct.
Here’s the link for you if you missed it.

Team Coaching Secret #2:  The Team Will Not Be Happy All of the Time code of conduct |complainers; generations in the workplace

  • At times team members will be put on the spot
  • Direct communication (with respect) is part of the Code of Honor
  • The code will protect everyone on the team from abuse as long as bold honesty, accountability, and support exit.

Thoughts From Joyce

It’s important for you to have a trained coach or consultant to conduct your code of conduct because there may be times that pushback is prevalent – especially if you have bullies or rude people on your team.  Everyone is responsible to call out team members when the code is broken. 

  • Remember, the code is made by the team. 
  • Everyone must play by the same rules.
  • Team members are willing to stand up and defend the code.

Pushback must be stopped immediately because the team already agreed with each other by creating the code of conduct.  This is where a coach or trained consultant can jump right in before things get out of hand. It could be a good coaching moment with the person who pushes back.  He or she needs to think outside the box and realize that egos are not part of the code. This is the only way that the strategy will succeed.

Leaders can deal with the person who pushes back. It could be a red flag that the angry team member is not a good fit for the company.  It’s not all about you.  It’s about the code. 
You will find more information about this in the next 3 blog posts.

I want to hear from you!

CLICK HERE to learn more about creating your own code of conduct. Ask me how it works to see if it’s a right fit for your organization.

What’s your experience when you created a code of conduct with your team?

Feel free to call me at 248.681.5831 if you want to explore options on how I can come to your organization and facilitate a meeting (face to face or virtually) for you to create your own code of conduct. This is the perfect exercise for any board meeting or retreat.

Human resource professionals find this exercise a time saver for them.

Let’s Stay Connected

Please share your thoughts about this week’s post. How does it resonate with you?
You can share your thoughts in the comment section or send me a private email HERE.

Until Next Time,
Joyce Weiss, M.A., CSP, CVP
Conflict Resolution and Communication Coach
Queen of Conflict Resolution

P.S. Please share this post on your social media so other growth-minded people can control their inner stress and improve morale at work.

P.P.S. I work with human resource and business professionals so that they feel heard and respected which means they feel confident speaking their voice without losing their cool.

P.P.P. S.  Here’s the link from part 1 if you missed it.

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5 Easy Secrets to Coach Your Team: Part 1

Do you want to learn a powerful secret from my team coaching toolbox?  If so, you are in the right place:  Create Your Team’s Code of Conduct.

This is part 1 of a 5-part series on creating your code of conduct.
Make sure and look for parts 2-5 in the next few blog posts.

This article contains an exciting exercise that I use in my training sessions on Resolving Conflict and Employee Engagement.  Clients enjoy using this strategy.  They implement the ideas during and after the session.  I hope that you see the value of using this powerful training secret.  It can help you reduce conflict in the workplace and improve your working condition.

 You may be asking yourself, “What is a code of conduct?”  A code of conduct is a powerful set of rules that govern the internal behavior of any team.

 Team Coaching Secret #1:  Strategies to use a Code of Conduct

  • The rules are made by the team.code of conduct |team coaching
  • Team members are willing to stand and defend the code.
  • Each team member is personally responsible and accountable for his or her behavior.
  • It allows everyone to do their best work.
  • Everyone must play by the same rules.
  • The team agrees to put in the time and energy – not just show up for work.
  • Everyone helps finds the unique talents of team members.

Thoughts from Joyce

Here are examples of my client’s code of conduct that we created together:

  • Everyone needs to come to the meeting on time.
  • No side conversations during the meeting.
  • Cell phones are turned off.
  • Everyone needs to participate.
  • The team supports members when harassment occurs and confronts bullies and other difficult people.

The idea is for the entire team to come up with its own code.  Leaders can’t persuade others what direction to take.  I’ve seen miracles happen when this exercise is done right.  The team can change the code to fine-tune their goals. 

I find that clients get better results when they have a coach help them create the code of conduct so leaders and team members are equal during this strategy session. It doesn’t take long to do this because I’ve got my secret sauce when it comes to team coaching. Just saying! 😉

Look for parts 2-5 on Easy Secrets to Coach Your Team in the next 4 blog posts.

CLICK HERE to learn more about how Joyce can help your company create team synergy through team building consulting.

I want to hear from you!

CLICK HERE to send me your questions about creating your own code of conduct. 

What is your experience when you created one with your team? 

Feel free to call me at 248.713.1926 if you want to explore options on how I can come to your organization and facilitate a meeting (face to face or virtually) for you to create your own code of conduct.  This is a perfect exercise for any board meeting or retreat. Human Resource Professionals find this exercise a time saver for them.

Do You Want to See How Your Communication Impacts Your Success at Work?

CLICK HERE to take the easy and fun Kick Conflict to the Curb Assessment. You will get your results immediately and learn more about setting boundaries to be more effective at work and in your life. Sound good?
Here’s the LINK

Until next time,

This is Joyce Weiss, M.A., CSP, CVP

Conflict Resolution Coach

You can start tackling tough conversations with bullies, different generations, and even narcissists once you learn the powerful strategies. I will do whatever it takes to help you improve your quality of life.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

P.S.  I work with Human Resource Professionals, individuals, and small groups to make sure everyone feels heard and respected so they Kick Conflict to the Curb.

 

 

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Toolbox Alert #3: A Code of Conduct Really Works!

This post is the 3rd article of a series called Creating Your Own Code of Conduct.

Toolbox Alert #1 covered the following topics:

  • The importance of a Code of Conduct
  • Challenges you may face while creating the Code of Conduct
  • An important reality check about the Code of Conduct

You will find the link to Toolbox Alert#1 HERE

Toolbox Alert #2 covered the following topics:

  • Knowing the priorities of the Code of Conduct
  • The Code of Conduct is the police officer
  • What to do when someone breaks the Code of Conduct

You will find the link to Toolbox Alert #2 HERE

This week’s article will cover the following topics:

  • Examples to get you started to create a Code of Conduct
  • Joyce’s thoughts about creating a Code of Conduct

Examples to get you started to create a Code of Conduct

The following are examples of ideas created by clients during past training sessions: code of conduct | career coach | improve meetings

  • Eating before meetings in order to focus on important issues
  • Total engagement of the entire team – no silence
  • Talkative team members sticking to the point
  • Finger pointing and blaming will not be tolerated
  • Sidebars won’t happen during meetings in order for everyone to listen to the speaker
  • Company values will be followed.  If there is a breach of the code, we need to confront others
  • Treat people how you want to be treated
  • Bullying will not be tolerated
  • Harassment will be addressed especially with sexual orientation, minorities, women, and new team members
  • Discipline will be consistent with all leaders

Joyce’s thoughts about creating a Code of Conduct

  • Everyone has to agree to the Code of Conduct or it will not work. code of conduct
  • When there is a breach the person needs to be called out.
  • We need to ask,  Is what you are doing aligned with our values? 
  • Retaliation is never part of the code.  People need to feel safe in order to respectfully tell team members when
    they break the code.
  • The entire team needs to create the Code of Conduct

I want to hear from you

Add a comment to my blog on how you created a code of conduct in your workplace. You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email with concerns that you are experiencing at work.

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.

This is Joyce Weiss
Corporate Communications Strategist and Career Coach

Have a great week.

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

 

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Toolbox Alert #2: A Code of Conduct Improves the Team

Last week was the first in a 3 part series on the importance of creating a Code of Conduct.  Read last week’s article on How a Code of Conduct Reinforces Accountability HERE.  The main concepts are that everyone in the organization needs to create the Code of Conduct and adhere to each agreed rule.  If someone breaks the code the entire team is responsible to address this issue with the person who breaks the Code of Conduct.

This week’s article will cover the following topics:

  • Knowing the priorities of the Code of Conduct
  • The Code of Conduct is the police officer
  • What to do when YOU break the Code of Conduct?

Knowing the priorities of the Code of Conduct

1.  The code and mission come first code of conduct
2.  The needs of the team come second
3.  The needs of the individual come third –
it’s not all about you!

It takes a while to get everyone on the page about these 3 priorities.  This is where the pedal meets the metal by making sure that everyone feels empowered to have the tough conversation with those who break the Code of Conduct.

The Code of Conduct is the police officer

The conversation below is one that a client used with a colleague.
“This is not about me attacking you.  This is about following the code.  We all agreed upon the code.  I’m uncomfortable doing this, yet I need to speak to you since it will benefit all of us.  It’s not about being mean or blaming you.  It’s about sticking to what we decided to do.”

How do you think this conversation went for my client?  The good news is that it went very well.  Both parties did not judge or criticize in a negative way.  If your Code of Conduct is done right, the results will be extremely beneficial.  If people start arguing, you know that you need to have more discussions with the entire team.

Discuss what the benefit will be for the person and the team.  Thank the person for listening.  Give a compliment when the person improves his or her behavior.

What to do when YOU break the Code of Conduct?

  • Take a deep breathcode of conduct
  • Don’t take it personally
  • Acknowledge the person
  • Listen without interrupting
  • If you made a mistake admit it
  • Ask the person how to make it right

Owning our mistakes could even be part of your Code of Conduct! 🙂

Let’s get real about the Code of Conduct

Please listen to me on this one!  It takes time to make the Code of Conduct work.  There will be naysayers on your team.  There may be bullies who feel they can ignore the code.  This is where leadership matters.  Everyone on the team needs to feel free to communicate with anyone who breaks the Code of Conduct –  not just leadership.

Next week I will include what my clients have included in their Code of Conduct.

I want to hear from you

Add a comment to my blog on how you have made a Code of Conduct work in your company.  How did you address team members when they broke the Code of Conduct?  You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email HERE with concerns that you are experiencing at work.

I will send a copy of my 2nd book – Full Speed Ahead:  Become Driven by Change to the first 3 readers who send me a comment or email.

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 on The Importance of a Code of Conduct HERE.

 

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Have a great week.

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

 

 

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Toolbox Alert! A Code of Conduct Reinforces Accountability

Lately, I have been asked to help clients create a code of conduct for their companies.  It’s easy to do during a 1 1/2 hour training.  The results are impressive because people discuss expectations and ideas from everyone on the team.  People feel heard after the code of conduct is created – unless the code is not followed by everyone and lack of trust exists in the company.

This article will cover the following topics:

  • Why the code of conduct is an important tool
  • Challenges while you create the code of conduct
  • A reality check about the code of conduct

Why is the Code of Conduct Important?

code of conductThe code is an important tool to use because accountability becomes a reality.  You probably have created a mission, values that represent your company, and a vision.  The code is a valuable addition because it is how your colleagues communicate and act.

  • The code of conduct is a powerful set of rules that govern the internal behavior of any team.
  • The code is created by everyone on the team – from top to bottom.
  • Each team member is personally responsible and accountable for his or her behavior.

Challenges Creating the Code of Conduct

code of conductThe following questions need to be answered by the entire team:

  • How should we handle this behavior when there is a breach in the code?
  • How do we have the conversation when others break the code?
  • What words do we use when others break the code?

The main idea is to align everyone’s behavior to the company’s values, mission, and vision.

An Important Reality Check About the Code of Conduct

  • The team will not be happy all of the time.
  • Confrontation is part of the code.
  • At times team members will be put on the spot.
  • The code will protect everyone from abuse if bold honesty, accountability, and support exist.

You will receive more information on how you can set up a Code of Conduct next week in part 2.  Part 3 will have examples of Codes of Conduct from my clients.

I want to hear from you

Add a comment to my blog on how a code of conduct works in your company. What benefits have you seen?  You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email HERE with concerns that you are experiencing at work.

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.

Learn how I can leverage my 30+ years of leadership consulting and coaching experience to help your organization build a positive culture HERE.

 

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Have a great week.

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

 

 

 

Contact Joyce

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