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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All Truths Passes Through Three Stages

This week’s post is about the importance of risk and speaking up even when you don’t know how others will react to your statement.  Clients constantly tell me that they held ideas in for years because past leaders either ignored the comments or ridiculed the ideas.

None of us like to be ignored or ridiculed.  I totally understand this concept.  I challenge all my clients to make a plan to communicate their ideas to leadership.  Once they feel comfortable with the plan, they share the ideas.  85% report back to me that not only were the ideas implemented, leadership appreciated the candor.  15% didn’t have the same positive experience about their communication-mainly because of poor leaders who either micromanaged or didn’t listen to the input from employees.

#arthurschopenhauer
#3stagesoftruth
#favoritequotes
#favoritequote

I want to hear from you

Send me your questions or comments on how you shared an idea with top leadership.  Did the conversation go well- Or were you ridiculed and ignored?
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.

This is Joyce Weiss, Corporate Communication Strategist and Career Coach

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

Read more articles and listen to podcasts at our Conflict in the Workplace Knowledge Page

 

 

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Effective Communication and Leadership Strategies

Effective CommunicationDo you know if you use effective communication strategies?
Do you know how your team honestly thinks how you conduct meetings?
What do you think the #1 reason is why teamwork fails?

I ask my leaders and their direct reports to answer this questions during training and executive coaching sessions. The number one reason is poor communication strategies at work. I’m sure that this is no surprise to you.

The following reasons were also mentioned:

  • Disengaged team members
  • Unclear goals/strategies
  • One-upmanship
  • Lack of trust
  • Everyone likes to talk, but few like to listen
  • Negativity

This article will cover three effective communication strategies to discuss with your team especially if you are a leader who wants to improve your team communication.

Effective Communication Strategy #1: Strong Leadership

Ask your team how they would you rate your own communication skills. I’m sure your team is doing well if you receive honest feedback and the score is high.
I find that leaders who don’t know how to deal with disengaged team members miss a huge opportunity because the engaged members start resenting their leader for NOT taking care of disengagement.

Effective Communication Strategy #2: Leaders Taking Control of Meetings

You read this right. Sometimes we think that our meetings are better than they really are and thanks to the feedback we can find out if this is true! The following are questions to discuss with your team:

  • Do you encourage participation from everyone?
  • Do you control side bars when people discuss their own agendas to the person next to them?
  • Are your goals and expectations clear?
  • Do you follow up to make sure tasks are getting completed?Your meetings are probably not the most productive if your team did not answer yes to these questions. Asking for and accepting constructive feedback from direct reports is the sign of a strong leader.

Effective Communication Strategy #3: Knowing How to Stop Negativity

Ask yourself these important questions:

  • Is morale low because your team talks about the same negative topics and nothing gets resolved?
  • Do you notice new direct reports starting to lose their enthusiasm because of a few team complainers?

Leaders need to take negativity seriously because their team expects them to stop the negative people from draining the oxygen in the room. I’ve written numerous articles on how everyone is responsible for team morale even though it starts with leaders.

Let’s Get Real About Effective Communication

You’re fortunate if your team gives you constructive feedback about your communication and leadership skills. In past articles, I’ve discussed the importance of uncovering blind spots that we all possess. Executive coaching is a perfect venue to delve into these issues. Clients learn about themselves and the results speak for themselves especially when team members start noticing the positive change.

You can hire someone to do a 360 interview about yourself by asking your supervisor, direct reports, colleagues, and clients to anonymously discuss your strengths and areas of improvement. Feel free to send me an email if you want to find out about this important exercise.

Check out my article on Strategic Communication Strategies to Help Employees Grow.

Hopefully, you know when your meetings, morale, or team communication are productive. At times, we are so busy doing our important tasks that we are blind to see what’s really going on with our softer skills. That’s why feedback is a 2-way street and not just for direct reports.

I want to hear from you

Send me your questions or comments on how you and your leaders deal with disengaged team members, negativity or making meetings productive.

This is Joyce Weiss, Leadership Consultant and Executive Coach

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

Until next time,

Remember…“You Get What You Tolerate!”

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A Communication Strategy That Really Worked with My Family

https://www.youtube.com/watch?v=dCOH-8Z-fs8

Would you like to learn a communication strategy to use the next time you initiate a family dinner or business meeting?

Have you ever attended a family gathering or business meeting and it seemed like the stars were lined up – where everyone spoke and had a chance to share his or her thoughts?  If so, did you ever analyze why it was such a successful time for you and others?  This article is about one of those perfect family dinners.

My story starts during an evening where everyone got along and the communication flowed as if was a well-directed play.   A cousin of mine was in town visiting his mother.  He and I enjoy lunch or coffee each time he visits her.  This time he expressed an interest in getting to know my grown children and their kids.  I invited my family to come to dinner.  They all accepted the invitation because they knew that I’m a huge fan of this cousin.

Here’s the hard part of my story.  I decided to sit back and not speak as much as I usually do because this night was about the family getting to know each other.  It was not about me interjecting my own opinion about our family history.  Remember I told you that keeping silent is a tough behavior of mine!  The good news is I’m glad that I observed the magic happening right before my eyes.

The communication strategies below can help you the next time you initiate a family gathering or business meeting.

communication strategyCommunication Strategy #1:  It helps if everyone is motivated to attend

Of course, this is tough for meetings at work but, it can be done when leaders create a positive environment for everyone.  Food and a focused agenda help.  You can invite colleagues and direct reports who you feel have the right attitude to attend the meeting.

I don’t know about you, some of our family gatherings aren’t picture perfect.  The timing may not be right or family members were tired.  Well, this time everyone was eager to be there.  It worked because my cousin reached out and my kids were thrilled that he wanted to get to know them better.

Communication Strategy #2:  Leaders need to sit back at times and let the conversation flow

Leaders usually start the conversation, ask questions, and follow his or her agenda.  The magic happens when leaders don’t give their opinion but, observe and listen to others.  People are open when they want to be there and when they feel valued.  The quiet ones feel more comfortable and contribute when they see the leader relaxed and not micromanaging the meeting.

Of course, I wanted to interject a story here or there and I chose not to.  Instead, I let the family make their own conversation.  Again, this was not easy but so enjoyable to watch.

Communication StrategyCommunication Strategy #3:  Ask questions about others that show you are interested in them

This communication strategy is so basic yet is one of my secrets to success.  My grandkids always hear me express how important it is for them to ask questions to others.  Making other people feel important is something  I find missing from many communications.  I know you know what I mean.  It’s usually all about the speaker – a one-sided conversation.

Back to my story:  Each person asked questions about the other person during the entire dinner.  The result was that everyone felt appreciated. The laughter and positive atmosphere were apparent and I was smiling internally during the entire evening.

Now for some reality

The communication strategy is simple yet so hard to do when there’s a narcissist or bullies at the event.  You know I had to bring these two characters up since they seem to follow me and my loyal readers around. 🙂    It’s still possible to use the communication strategy.

Just remember to concentrate on the people who you want to speak with during the event.  You read this correctly.  Ignore the bully or narcissist.  They will either get the idea and move to another target or try to sabotage your communication. At least you tried to stop the bully from taking over.

You need to remain in control.  Don’t let these negative behaviors stop you from enjoying others.   Remember, “You get what you tolerate!”  Tell yourself that you are in control and that you’re not going to let the “negativos” ruin your time.  Believe me when I tell you this is very hard to do.  It’s also possible because I’ve worked on this behavior many times in my own life.  My clients thank me for supporting them to gain control with these toxic people.

I want to hear from you!

Send me your questions or comments on what is and what isn’t working with your family or business gatherings.

This is Joyce Weiss, Communications Strategist and Coach
I provide personalized coaching and Premier Programs for individuals and groups.

Learn how Joyce Weiss can leverage her 30+ years of leadership consulting and coaching experience to help your organization address and discover communication strategies HERE

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

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An Important Video on Working with a Bad Boss

working with a bad bossDo you have experience working with a BAD Boss?
Do you want to quit your job because your boss yells or ignores you?
If so, the information covered in the video and article below will show you that you are NOT alone!

Watch the video to show you what others experience with a Bad Boss. Then read the article that follows for specific stories.

The Video Content on Working with a Bad Boss

I interviewed several leaders for my newest program called Managing Upward.  I asked them the following questions:
1.  How have you used an experience with a bad boss so you don’t become like him or her?
2.  What would you do if you were the president or CEO of the company?
3.  What tough conversations do you need to have with your manager?

Every person who I interviewed had a horror story to share.  They described bosses who ignored certain people, yelled at employees who didn’t agree with him or her, and didn’t make an effort to get to know the team.

Question #1  on Working with a Bad Boss:  How have you used an experience with a bad boss so you don’t become like him or her?

The following is an answer from one of my interviewees.  “My former boss never appreciated our hard work.  As a result of this experience, I bring in food and serve hot dogs every Friday for lunch.  Each employee decides what kind of food to bring in when it’s his or her birthday.  My team is very appreciative of this special attention.  They even bring in donuts on their own to thank the team for covering for them when they have an appointment with a doctor.”

Question #2 on Working with a Bad Boss:  What would you do if you were the President of your company?

Here’s what one interviewee shared with me.  “I would create opportunities for next level management training.  I would help employees prepare to get to the next level.  My former boss didn’t believe in continuous growth and development.  I learned some valuable lessons while working with a bad boss.  This is very important to me and my employees tell me that they stay at our company because they know how much management believes in them.”

Question #3 on Working with a Bad Boss:  What tough conversations do you need to have with your boss?

Here is an answer from my interviews:  “My CEO is not very good.  The only time when I hear from him is when we have a problem.  I am feeling stronger with my communication and want to share my concerns with him.  I ask myself what is the worst thing that can happen to me? I will have the tough talk the next time we receive positive feedback from our customer.  I will start by sharing the information with him.  I will then discuss how I learned about the importance of positive reinforcement after attending your workshop :).  Hopefully, he will listen.  I am ready to have this important conversation since the morale is sinking quickly.”

Joyce’s Thoughts On Working With a Bad Boss

We all have options.  We can go to a trusted leader to discuss our workplace conflicts about working with the bad boss.  Many of my clients have successfully been transferred to another department in order to keep them from leaving the company. Some of my clients decided to leave because their stress level was too high. They needed to get out of dodge before they really became sick.  I usually don’t encourage clients to leave the company because their next boss may be even worse!  Do your best to have tough conversations with them.  It is a risk.  Ask yourself what the worst thing that could happen to you.  Plan the conversation.  Research previous articles on Communicate with Impact about Be Direct with Respect®.

Check out my article on Strategic Communication to Get Noticed More in the Workplace to give you strategies to practice and use even when working with a Bad Boss.

I want to hear from you!
CLICK HERE to Respond to send me your questions about working with a Bad Boss.  Please share your experiences on how you resolved these issues.

Until next time,

This is Joyce Weiss, Communication Strategist and Coach

You can start tackling tough conversations with a bad boss, 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.

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 learn how Joyce can help your company eliminate destructive conflict in the workplace

Read more articles and listen to podcasts at our Conflict in the Workplace Knowledge Page https://www.joyceweiss.com/resources/knowledge-base/conflict-resolution-in-the-workplace/

Contact Joyce

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