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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Collaboration Solutions for Strong Leaders

Collaboration solutions in the workplace are necessary more than ever before because it saves time and effort for the entire team.  Strong leaders need to know if their communication is causing barriers for the team.  They will be respected as a leader who is able to give and most importantly receive constructive feedback.

Collaboration Solutions #1:  Take the time to ask yourself:

  1. Am I the catalyst for more open and effective communication?
  2. Do my expressions convey respect in every way?
  3. Do I genuinely help others without getting in their way?
  4. Am I a role model to motivate the team during good times and challenging moments?

These questions will help you when and if your team is not open with you.  I’d strongly suggest that you conduct a 360 with your team and direct reports.  Give them a survey to fill out anonymously with the above questions.  You will be able to uncover blind spots if they exist.  When you do this exercise you can always email me with questions about the results at Joyce@JoyceWeiss.com

Collaboration Solutions#2:  Explore your team’s openness with you

  1. Do they feel comfortable to give you constructive feedback?
  2.  Is the environment open where people feel comfortable having tough conversations?
  3. Do they ask you for support when they are overwhelmed?

The answers will be telling if you are open to their comments.  If no one gives you constructive feedback it may be time to have a meeting on the importance of having a 2-way conversation to improve processes and communications. If your environment is tense and people are not collaborating with each other you need to find out why.  They need to find collaboration solutions if one department is stressed and another department is not as busy.  Create a meeting and set the tone that it is necessary for an open dialogue.  If no one talks that is an indication that trust is an issue and you need to speak to individuals to ask the tough questions.  This isn’t easy to do and it’s important to let your team know that you need their support to move forward.  Remember that some of your team may have had negative experiences with prior leaders.  You need to express your expectations about having an open culture.

I want to hear from you

How have you built trust with your team?  What challenges do you have with open communications?  
CLICK HERE to send me your questions or comments.  I enjoy responding to all of my loyal readers!

Until next time,

This is Joyce Weiss, Communication Strategist and 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.

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

VISIT our team building services page to see how we can help you and your leaders learn new strategies how to collaborate

READ MORE articles and listen to podcasts about collaboration strategies on our team building knowledge base page

Remember…You Get What YOU Tolerate!

See YOU Next Week.

PS I will let you know when we launch our new site.  You will find new videos and resources on how to improve your work and home life.  Stay tuned!

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Workplace Bullying is a Hot Training Topic

Workplace Bullying is a topic that my clients are asking me to address for their training initiatives. Bullies are really 2- year- olds disguised in adult clothing.  This article will give you 3 ideas on how to deal with workplace bullies.  I will be sharing numerous videos on bullying in the next few blog posts.  Make sure to send me your own experiences because believe me, you are NOT alone!

A few questions from Joyce: conflict suma wrestler

  • Were you bullied as a child?
  • Did you fight back or just take it?
  • Is there someone at work who is a bully to you or others?
  • Does your organization deal with bullies in the workplace?

These questions are ones that are coming up more and more when I talk to clients.  They see an increase in workplace bullying and they don’t know how to stop this conflict in the workplace. 

Workplace Bullying Idea #1:  Fear and Intimidation at Work

The mean boys or girls grow up and become even meaner as adults…especially if no one confronted this negative behavior.  Fear and intimidation become part of their daily routine even if they are in leadership roles.  Yelling, swearing, ignoring, demeaning others in front of employees, etc are all ways for bullies to control others.  It works because most people don’t know what to do.   I’ve been researching this subject lately to find new data to share with my clients.  I will write future blogs on the danger of NOT dealing with bullies.

Workplace Bullying Idea #2:  An Actual Example From a Client

Debbie called me for me to help her deal with someone on her board who was bullying her.  Debbie’s boss appreciates her and is pleased with her performance because she steadily raises money for the organization.  Her boss knows about Sean, a board member who continuously demeans her.  Debbie called me at the suggestion of her boss. Debbie has 100% support from her boss who wants her to take care of Sean on her own terms.  Sean also micromanages Debbie.  Debbie and I worked on a few techniques. 

Workplace Bullying Idea #3:  Examples That Worked for Debbie 

I don’t want to be belittled. I do want to maximize and collaborate our different skill sets, connections, and experience in raising as much money for our organization as possible.

I’m overwhelmed when I don’t get things done in a timely manner because it is not a professional reflection on our team.
I’m frustrated when I’m micromanaged by someone other than my boss because I have a proven track record of success.

 Click here for more examples of the Power Talk Formula. Is is a short video with some great techniques.

Sean folded his arms at first and did not respond.  The next board meeting his behavior changed and Debbie left a message on my voice mail at midnight because she was thrilled that she was able to turn things around.  It is a risk to speak to a bully.  At times things actually get worse especially when the are narcissists!  With practice and support, we can all discover ways to resolve these issues.

I want to hear from you!

Feel free to send me your questions or concerns either on my blog or to my email if you want more privacy. I enjoy hearing from my readers plus they get their questions answered. Let me know what topics you want me to write about concerning your own conflict in the workplace “issues.”  Let me know if you are working with a bully or if you are one yourself.  Cicero said, “Where there is life, there is hope!” 🙂

  Click here for more examples of the Power Talk Formula. 

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

Until next time,

This is Joyce Weiss, Communication Strategist and 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.

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.

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/

Do you need creative gift ideas for your friends or relatives?  Click here to explore Joyce’s products that are perfect for anyone who likes books on professional growth and inspiration. joyce on bike 208x280

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Discover My Proven & Powerful Team Coaching Secret

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

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 by 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 honor?”  A code of honor is a powerful set of rules that govern the internal behavior of any team.

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

  • The rules are made by the team
  • 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 has to play by the same rules
  • Everyone agrees to put in the time and energy – not just show up for work
  • The team helps finds unique talents of other team members

Team Coaching Secret #2:  The Team Will Not Be Happy All of the Time

  • At times team members will be put on the spot
  • Confrontation 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.

Team Coaching #3:  Priorities When Using A Code of Honor

  • The code and mission come first
  • The needs of the team come second
  • The needs of the individual come third – it’s not all about you!
    Good luck with this one if you have a narcissist on your team.

 Team Coaching Secret #4:  The Code of Honor is the Police Officer

You may have to have the following conversation when a team member breaks the code:  “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 is not about being mean or blaming you. It is about sticking to what we decided to do.”

 Team Coaching Secret #5:  What to do When You or Someone Else Breaks the Code

  • Take a deep breath
  • 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

 Thoughts from Joyce

Examples of code of honors are the following:

  • Everyone 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 the bully

The idea is for the entire team to come up with it’s 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. 

Click here to discover a unique professional development strategy.  It is a powerful on-line coaching Master E-Course:  Communicate with Impact.  Clients work with me on line for 2 months to resolve conflict in their workplace.  They get total support with me by practicing powerful, proven, and practical strategies.

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 honor.  What is your experience when you created one with your team?  Feel free to call me at 800.713.1926 if you want to explore options how I can come to your organization and facilitate a meeting for you to create your own code of honor.  This is a perfect exercise for any board meeting or retreat. 

Do You Want to See How Your Communication Impacts Your Success at Work?
CLICK HERE to take the easy and fun Communicate with Impact Quiz. 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, Communication Strategist and 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.

Click here to discover a unique professional development program.  It is a powerful on-line coaching Master Program:  Communicate with Impact.  Clients work with me on line for 2 months to resolve conflict in their workplace. 

This personalized 4 week coaching program will help executives to emerging professionals
> Resolve conflicts
> Build communication skills
> Strengthen working relationships
> Using personal scenarios and exercises to address real life issues, participants will work at their own pace
It includes additional online coaching for the month after while practicing the life skills learned. They get total support with me by practicing personalized, powerful, proven, and practical strategies. 
Here’s the link

PS Read more articles and listen to podcasts at our Team Building Strategies Knowledge Base https://www.joyceweiss.com/resources/knowledge-base/team-building-strategies/

 

 

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Strategic Communication Strategies to Insure That Employees Grow

Do you want Strategic Communication Strategies to ensure that individuals grow professionally?
Do you want more group cohesion and ideas on how to convert challenges?
Do you want to build trust to make your team as open as possible?
If so, you are in the right place to resolve conflict and interpersonal issues! Get started by finding answers to the questions that matter. 

Strategic Communication Strategies #1:  Ask Individuals for Their Input

  1. What would you do first if you became the owner of this business?
  2. What do I need to know about your work that I may not know?
  3. What do you need to know about the business that you don’t already know?
  4. What seems to work well here?
  5. What doesn’t work so well?
  6. What opportunities do you see that we’re really not exploiting?
  7. What problems do you see ahead that we’re not discussing?
  8. What do customers/members say to you about our product or service?

Strategic Communication Strategies #2:  Get Feedback from Colleagues and Leadership about Team Members

Clients have asked me to conduct 360 interviews with individuals who they want to promote or who need professional development.  Below you will find a few key questions which will reveal how others see the team member.  Once I interview from 5-10 key individuals I create a report to share with the coaching client.  I make sure that he or she will not know who responded and always look for patterns.

 1.   What are the strengths of _____?
 2.   What 3 things does_____ need to do to make a promotion?
 3.   What does ____ need to stop, continue and change?

I have many more revealing questions which I share with the coaching client.  If you decide to do this make sure that the person who conducts the interviews is trustworthy.  Feel free to contact me to find out how I can help you interview your employee’s leaders, colleagues, and clients.  I create a report and share this with the employee.  I always spin the information that all the information is helpful.  I discuss how we ALL have blind spots if the client tells me that he or she does not agree or trust the people who I interview.

I want to hear from you!

CLICK HERE to send me your questions about conducting 360 interviews for your team.  What is your experience with 360 interviews?  How have they helped and what have been some of the obstacles?

Until next time,

This is Joyce Weiss, Communication Strategist and 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.  360 interviews are powerful tools to move your organization forward.  This is a great time to discover the benefits if you have never conducted them in your organization.

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 for more information on Encouraging Cooperation and Respect in the Workplace

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

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

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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