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

Are You Ready for Four Tips to Stop Taking Things Personally?

Taking things personally is something that most of us experience. This post reminds us that we must stop thinking that difficult people or bullies know what we are all about. They don’t! We need to stop ourselves from feeling hurt when others put us down or use sarcasm. It is usually all about THEIR issues!

Don Miguel Ruiz is the author of “The Four Agreements.” It’s a powerful book with simple ideas for complicated times. Let me know which agreement “speaks” to you.

taking things personally

Taking Things Personally Tip #1

Agreement #1 is to Be Impeccable with Your Word.

I feel we need to stand up for what we believe in, especially during tough conversations. This is the time for us to stand up for ourselves and use our voices. It’s not healthy to hold on to our thoughts because we will react negatively – either erupt like a volcano or get an ulcer!

Coaching clients finally feel comfortable when they learn how to speak up for themselves. It’s rewarding as a coach to see clients get tough and brave – without losing their cool in only a few sessions. 

Taking Things Personally Tip #2

Agreement #2 is Don’t Take Things Personally. 

Once we learn this tip, our lives become less complicated. Mean-spirited people have issues and try to influence us with their rude or nasty behavior. This is when we need to tell ourselves that it has NOTHING to do with us. I know it’s easy to say. But, it’s possible.  Trust me on this one. 

Bullies used to make me feel unconfident. Until I learned that they don’t have power over me. I am responsible for how I feel, not these rude people. These days I look forward to the challenge with bullies. It’s a game for me. Hey, I better be a role model for clients and my loyal readers. 

Taking Things Personally Tip #3

Agreement #3 is Don’t Make Assumptions.

I know what some of you are thinking! Joyce, be real here – we all make assumptions. Of course, we do. This doesn’t make it right. Assumptions get all of us in trouble. How many times have you had the first impression of someone and found out later that your assumption was wrong? Again, this reminds us that we can do better than that.

Taking Things Personally Tip #4

Agreement #4 is Always Do Your Best.

I’m writing to the choir right now. You do your best because you are reading this blog post. My readers are professionals who strive to become the best version of themselves.
Does this sound familiar? Thought so. 🙂

We all have friends, colleagues, or family members that need to read articles on constant learning and growing professionally. You can always share any of my posts with them. They may be ready to hear the message.

Let’s Stay Connected

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

You are my loyal readers and are always welcome to contact me for a 20-minute exploratory session on any frustration or conflict you want to resolve. Let’s start a great
discussion to discover how you can stop feeling stuck anywhere in your life.

Are you ready to discover how you react before, during, and after conflict?
Do you want to reduce your inner stress by discovering blind spots and what triggers set you off? 

Send me an email, and let’s discuss how the Conflict Dynamic Profile can help you resolve your conflict and improve relationships.

Until Next Time, Be Well and Happy!

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. As a result, other growth-minded people can reduce their high drama and inner stress.
We made it easy for you. The shareable social media links are below.

P.P.S. Subscribe to our updated YouTube Channel HERE. You’ll find over 200 short videos about resolving conflicts.

Thanks for reading, and remember: You get what YOU tolerate!

 

 

 

 

By Leave a Comment

Video Interview with Brennan O’Leary on Sucesses and Challenges at Work

I had the pleasure of interviewing Brennan O’Leary, Senior HR Professional at Willis Towers Watson on the successes and challenges at work. Brennan is in charge of onboarding and new employee training.

He is the ultimate interview guest. And shares numerous strategies that work as a Senior HR Professional. Additionally, he has a great sense of humor that creates a PERFECT interview.  Enjoy the video and please add your comments to continue the conversation.

 

What challenges at work do your colleagues experience?

Our work is driven by clients. They expect a quick turnaround. There are times when client projects come in all at once. As a result, this leads to exhaustion for our colleagues. And we know that this is the business we are in and that we need to deliver. We do what we can to help out colleagues deal with burnout.  

 How does leadership help colleagues deal with challenges at work?

Consulting can have erratic hours. We need a balance. Our leadership gives colleagues the opportunity to get balance. They know it isn’t easy at times. 

Everyone works at home. Before we had happy hour and social community outreaches. The team enjoyed these events and appreciated our efforts. This has stopped since we are working at home. Our culture has helped us get through a tough year. We still have the work. Yet we are not getting together face to face. 

At times colleagues take on too much. Leadership encourages them to stand up for themselves. Some don’t know how to set boundaries.

How have you dealt with bullies in your life? challenges at work | bullies in the workplace

We have to be adaptable and work through the situation. The bully won’t go away. We need to figure out the best way to deal with him or her. It helps when we put ourselves in the bully’s shoes.  What’s going on in their life? See why they are acting out. 

What strategies do you use when you work with new hires to reduce challenges at work?

We have honest conversations. And give them the opportunity to speak up first. The new hire may feel intimidated if the Senior person talks first.

I love lifting others up. That’s what good leaders do. Get others involved so they have a voice.

It’s great to hear their suggestions when we ask them, “What can we do better for next year that we are not seeing?” We tell new hires that the onboarding is based on feedback from new hires. And we fix the challenges from their feedback.

We take for granted what is obvious to us because we’ve been working here for years.  The basic tasks are not obvious to new people. Such as technical issues and knowing where everything is located. Leadership communicates that after time, they will feel more confident.

We encourage them to use their voice so they feel heard.

If we met for coffee, what burning question would ask me?

What advice would you give your 18-year-old self if you had a time machine and you could go back?

I told Brennan, “Never let obstacles stop you. How dare you take that negative advice and believe it. Just continue – no matter what. And, don’t let anyone discourage you.”

I asked Brennan the same question and he replied, “Don’t be so hard on yourself. Stop dwelling on something negative that happened.  Everyone feels stupid at times. Learn from the stupid mistake. 

{Hey dear readers, do you now see why I’m sharing Brennan’s interview with you? :)}

What topics would you like me to cover in future videos?

What are the biggest challenges at work that Department Managers and Leaders will face in 4 years?

Let’s Stay Connected

Thanks to Brennan O’Leary for such an engaging interview. I will be collecting the newest information from all my interviews and sharing the video and content with you. Topics will cover the successes and challenges at work. And, you can learn from the best HR professionals in the business!

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

Let’s brainstorm any conflict you are experiencing during a complimentary 20-minute laser-focused coaching call.
Here’s my calendar. Let’s reduce your inner stress!

Until Next Time,

Joyce Weiss, M.A., CSP, CVP
Communication Coach
Queen of Conflict Resolution

P.S. Please share this post on your social media. As a result, other growth-minded people can reduce their high drama and inner stress. We made it easy for you. The shareable social media links are below. 

P.P.S. I’m the Human Resource Professional’s Partner. I coach employees and managers to feel comfortable using their voice without losing their cool – so they feel heard and respected.

P.P.P.S Are you {or your direct reports} ready to explore working with me as your private coach?

Call me at 248.681.5831 or send an email.

Discover how easy this process HERE.  Plus these packages fit with anyone’s budget and schedule.

 

 

 

By Leave a Comment

Accountability Strategies to Build a Strong Team: Part 4

https://youtu.be/4a7VBdlxxGU

  • Are you ready to learn 4 new steps to create a culture where accountability strategies and constructive feedback are the norms?
  • Do you want to explore how to attain an accountability mindset for you and your team?
  • Do want your team to agree that we are all in this together?

If you answered “yes” to any of the questions above, you are in the right place!
Welcome to Communication Skills at Work, the place where leaders learn how to kick conflict to the curb to earn the respect they deserve!

Today’s video and blog article will give you and your team 4 new accountability strategies to help your team change it’s a mindset to one of accountability and responsibility.

Sound good?  Let’s go deeper!

This is #4 in the series on accountability strategies.  Find previous article links in the series below:

Accountability Strategies part one

Accountability Strategies part two

Accountability Strategies part three

Accountability Strategy #1:  All team members accept the importance of accountability

accountability strategies

Accountability Strategy #Two:  The Team Welcomes Constructive Feedback

 

accountability strategies

Accountability Strategy #3:  Constantly Ask Yourself A Powerful Question

 

accountability strategies

Accountability Strategy #4:  Admit Your Mistakes Immediately

accountability strategies

I want to Hear From You

Add a comment to my blog on how you use accountability strategies with your team.  What challenges do you still experience with disengaged employees?  What stories or expressions help you?

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.

Stay Connected with Joyce

For more articles on creating an accountability culture please read the links below:

Accountability Strategies part one

Accountability Strategies part two

Accountability Strategies part three

Please contact me at 800.713.1926 to explore how career coaching could be a great action step for your career development.
There are many options to fit your budget and time schedule! 🙂

Until next time,

Joyce Weiss, M.A., CSP
Career Development Coach and Corporate Communication Strategist

Have a great week.

Remember, YOU Get What YOU Tolerate!

 

 

 

By Leave a Comment

A Powerful Communication Tool to Use with Supervisors

Do these questions resonate with you?

  • Has your supervisor discounted you in front of your team?
  • Are you tired of gossip and negativity?

If so, this article will give you a communication tool to start using immediately with your supervisor and team.  You will learn 2 strategies that I teach during professional coaching sessions and resolving conflict trainings.  It will be a great review for those of you who are familiar with these communication tools.

Communication Tool #1:
Expressing your concern to a supervisorcommunication tool

This case scenario is one that happens way too often.  Your supervisor discounts you in front of your direct reports.  Here’s a communication tool to use to voice your concern.

Make the conversation safe by using:  I don’t want – I do want.
I don’t want to be disrespectful.
I do want to communicate my concern about questioning my decisions in front of my team.

Next use the power talk formula:  I am – when – because
I am discouraged when my decisions are discounted in front of my team because it discredits my leadership.

Communication Tool #2:  Stop team negativity communication tool

This communication tool is perfect to use when you are sick of team gossip or negativity.  You can use this in front of your entire team or with an individual.

I don’t want to hear constant gossip and negativity.
I do want people to communicate directly to each other when there is an issue and NOT gossip with others.

I am concerned when I hear team gossip and negativity because the atmosphere at work is toxic.

Joyce’s Thoughts

There are no guarantees that you will get the results that you want after using these communication tools. These strategies are a great way to start the conversations. You will respect yourself for expressing yourself.  Hopefully your supervisor and team will respect you for being open in a respectful way.

Remember these two leadership ideas:

  • Leaders need to empower their team members to resolve communication issues on their own.
  • The team can meet with the leader only when the team attempts to resolve the issues on their own.

I want to hear from you

Add a comment to my blog on how you successfully share your concerns with your supervisor. What stories or expressions help you get through these conversations? 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.

Read my more articles about communication tools HERE.

 

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Have a great week.

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

 

By Leave a Comment

Ask Four Questions to Increase Employee Engagement

Employee engagement is an ongoing challenge for most companies.

Do you need some ideas to help increase employee engagement?

Do your colleagues or employees exhibit the following behavior during your meetings?

  • Roll their eyes?
  • Look at their watches every few moments?
  • Yawn a lot?

If so, you are not alone!  Many of my clients experience the same reactions at their meetings. There is hope once you experiment with the strategies on this blog.

Employee Engagement Strategy:  Create Synergy by Involving Everyone at the Meeting employee engagement

Ask each participant to either share the questions below with a partner or go around the table.  There must be a level of trust felt by the team or this could backfire.  Hopefully, you have a level of understanding who is on your team and how you can move forward to improve employee engagement.

  • What is something about our company that you’re feeling good about?
  • What are some questions that you’d like to ask others in this room?
  • What is something most people don’t know about you?
  • What were your favorite toys, games, and candy when you were a child?

I realize that you have time restraints and important information to cover in your meetings.  I also know that my clients see great results after they engage others.  Participants relax after they discuss the questions.  People not in the meeting hear laughter oozing from the walls and ask me what I did to create such energy.  🙂

Employee Engagement Strategy:  Listen and be Open to Complaints employee engagement |Favorite quotes | Joyce Weiss | Career Coach | Corporate Communication Strategist

You may hear complaints from your colleagues that these questions are a waste of time.  I suggest that you listen to their feedback.  I also suggest that you make your case on how you want to improve the quality of your meetings and continually improve employee engagement.  You may still hear some whining BUT if you facilitate the meeting by asking these questions, you will see the majority of your colleagues see how these ideas encourage laughter and barriers begin falling down.  Teams will be more involved and engaged.

Employee Engagement Strategy:  Thoughts from Joyce

I use these techniques during serious conflict resolution sessions because laughter and employee engagement
are both time savers.  Look for more information on the importance of laughter in future blogs.  It helps when people feel listened to and are taken seriously.  The result is that the answers to the above questions show how the team is more alike than they thought they were before the meeting.

I want to hear from you

Add a comment to my blog on how you improve employee engagement.  What strategies do you use?  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.

Learn how I can leverage my 30+ years of leadership consulting and coaching experience to help your organization address conflict resolution in the workplace here.

 

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

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

PS Do you want more questions to ask to improve employee engagement?
Read How to Help Your Team Find Opportunities HERE

 

Contact Joyce

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