Joyce Weiss

I work with organizations and individuals who want to kick conflict and chaos to the curb - Communication Strategist and Master Coach

  • Home
  • Services
    • Kick Conflict to the Curb – 6-week Virtual Course
    • Standing Up to Dangerous Bullies in the Workplace
    • Healthy Conflict at Work for HR and Business Professionals
    • Private Coaching Sessions for Employees and Managers
    • Reduce Inner Stress: Onsite and Virtual Workshops
  • Why Hire Joyce
    • Testimonials-Resolve Conflict at Work
    • About Joyce: Conflict Resolution Coaching
    • In the Press | Manage Conflict in the Workplace
    • Reduce Stress in the Workplace | For Media, Press & Bloggers
  • Articles & Videos
    • How to Manage Dangerous Bullies at Work
    • Communication Strategies to Resolve Conflict in the Workplace
    • Personal Growth Strategies to Manage Inner Stress
    • Team Building Strategies to Reduce Conflict at Work
    • Verbal Communication Strategies to Sharpen Your Career
  • Blog
  • Books: Relieve Inner Stress
  • Contact

February 23, 2021 By Joyce Weiss Leave a Comment

A Powerful Interview with Kristie Stocker About Leadership and Purpose

Hey, Dear Readers of Kick Conflict to the Curb Weekly Update! 🙂

Are you ready to learn information that you can share at work about leadership and purpose?

I met our guest speaker at a National Speaker’s Association meeting a few years ago. I knew our paths would cross because she was full of energy, leadership skills, and so much fun.  Pop some popcorn and learn from Kristie Stocker – success coach and leadership speaker.

Here’s the video.

Here are the Questions that I asked Kristie About Leadership and Purpose:

{You will find more details on the video – this is the readers’ digest portion. :)}

1.  The word purpose is thrown around all the time, it seems a bit “woo”. Is it really that important to weave into the business world?
Kristie’s Answer:  “Purpose for the team AND company is necessary.”

2.  Can someone’s purpose change?
Kristie’s Answer:  “Yes! Different life experiences, situations, and happiness equals innovation.  Individuals and companies change their purpose due to so many factors.

3.  What happens when they don’t have a sense of purpose?
Kristie’s answer:  “Tell-tale signs like turnover, lack of engagement, no sense of community, and even mental health are all influences on purpose.

4.  What can leaders do to connect more with their purpose?
Kristie’s answer: “Don’t be afraid to ask the tough questions and go deep.”

5. How can leaders help their employees?
Kristie’s answer: “Understand motivators, personalities, pair their strengths, coach them to grow, and don’t be afraid to let them go.”

About Kristie Stocker

Kristie comes with 20 years of past experience in corporate communications for a multi-billion dollar corporation and has been coaching driven professionals since 2002 to advance their self-leadership skills to unbelievable levels.  Her clients like Bosch, Lockheed-martin Leadership Association, Institute of Management Accountants, and National Management Association know Kristie as the expert in helping them become excuse-breaking, fear-crushing, goal-exceeding leaders.

When she’s not mentoring high-achievers to be rock star leaders or hosting her leadership show, “Kristie TV” on YouTube, she’s helping clients connect with their powerful purpose.

Here’s how to get in touch with Kristie:
https://KristieStocker.com
HTTP://Kristietv.com

Let’s Stay Connected!

What are some of your questions about the interview?  Those of you who share either in the comment section below or send me an email will receive a new video (that I have not posted yet) about using props to engage your virtual meetings. It’s short and contains tips to liven up your virtual meetings.

Hey, Dear Readers, I’m here for you when you have questions about your own communication or relationship “challenges.” Feel free to send me an email. Full disclosure here:  I don’t charge anything when people send me questions or comments via email. Staying connected is what it’s all about for me.

Have a Great Week!

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

P.S. Career Advancement is like riding a bike: Shift Gears from coasting to owning the road!

P.P.S. Here’s a link to a past post that pairs well with this article on The Importance of Humility

P.P.P.S. If you need more clarity and direction on becoming a more confident and purposeful leader, book a FREE 50-minute leadership session with Kristie. You’ll discuss your current challenges, goals, and exact next steps you can take to be the leader you’re meant to be. Spots are limited for these sessions so book it here: https://kristiestocker.as.me/leadership50

 

 

 

Filed Under: Coaching Strategies, Collaboration Strategies, Leadership Consulting
Tagged With: career development, leadership

April 23, 2017 By Joyce Weiss Leave a Comment

How Executive Coaching Saves Time for Leaders

Executive Coaching is a topic that interests many leaders who I meet at networking events.  They always ask about benefits for either themselves or their team members. Their eyes start to brighten the moment they hear that Executive Coaching saves time!

Debra Levantrosser, hostess of The Leaning Edge Radio Show from MI Business Network invited me to speak on “Revealing Blind Spots with Lean Strategy.”  You will find more information about Debra and all the great things that MI Business Network does at the end of this article.

Listen to this link which takes you directly to the radio show:  Executive Coaching Saves Time for Leaders.

Executive Coaching Strategy #1:  What is Executive Coaching?

The main idea is for the coach to ask specific and focused questions and listen to the client who already has answers to the challenge.  Clients answer the questions.  They are thrilled when they hear their brilliance revealed on their own.  Learning new awareness saves time for the client because professional development creates positive change in the workplace.  

Executive Coaching Strategy #2:  Conducting a 360 review

This strategy is one that clients appreciate because they get solid results and positive change which will enhance the work environment.  I interview the client’s boss, colleagues, direct reports, and even customers.  They are asked questions on how the client can improve communication and the strengths of the person’s leadership.  This research is shared with the client even though no one knows who gave the statements. 

This information can help with the stability of the organization.  There is engagement from all levels of employees which creates the development of new ideas on saving time and money.

The 360 is powerful because we have data to move forward and plan how the client can take this information to grow professionally.  It helps when the coach’s communication skills are strong especially when sharing constructive feedback in a positive way.  The client needs to digest the information especially blind spots which he or she was not aware of before the 360.  Powerful stuff!

Executive Coaching Strategy #3:  The Importance of Revealing Blind Spots

Clients learn behavior about themselves such as:

  • Constantly interrupting others
  • Communicating with a low voice and not taken seriously
  • Micromanaging a team
  • Closed body language showing disinterest or defensive behavior
  • Conducting poor meetings that people resented (ouch)

When the blind spots are revealed we can set goals on how to change these patterns.  Once clients are aware of their blind spots they can start to coach their direct reports to find their own hidden areas.  The client becomes the coach.  This is a great goal to reach and will save time by communicating how these changes can improve the workflow and productivity.

Executive Coaching Strategy #4:  Looking for Patterns

This is an important key during the Executive Coaching session.  The idea is for the client to discover negative patterns and start breaking them one step at a time.  I worked with my coach, Terry Brock, MBA, CSP, CPAE-
Social Media Marketing Keynote Speaker | Speaker Hall of Fame | Co-Author,”Klout Matters”.

We had to discover why my promotional videos were not representing my high energy and direct personality.  Terry helped me discover a pattern that I didn’t see.  I was speaking loudly into the microphone and it sounded like I was yelling at the webcam and the people watching the video.  This is NOT a good thing since most of the Executive Coaches want to sound like caring and bold individuals.  Once I lowered my decibels, the real me was revealed and I didn’t sound mad or mean!  As you can see, I believe in Executive Coaching and walk my talk!

Executive Coaching Strategy #5:  Clients Need to Want Coaching

This is mandatory and I share this strategy with coaches during the train the trainer workshops.  People need to have the commitment to stretch their learning curve and be ready to have tough conversations with their Executive Coach.  Clients must make time for the process because patterns are not changed right away.  It takes constant practice.  I know all about this because it has taken me a LONG time to break my pattern yelling into a microphone.   

Here’s More About the Leaning Edge

Executive Coaching

The Leaning Edge, hosted by Debra Levantrosser, speaks with leaders, implementers, and believers in the lean philosophy to share their successes and struggles in hopes that they will help others in their lean journey.

The show focuses on the fact that lean is a mindset and a culture, not a set of process improvement tools, and shows how this approach can make your city, state and country an even stronger and more successful, stable place one organization at a time and one person at a time.

The “Lean” philosophy refers to engaging and involving all levels of employees in the development of ideas to provide value to customers by aiming for high quality, low cost and short lead time. A specific kind of leadership style is seen in successful lean organizations which include rewarding experimentation and developing people into problem solvers.

I want to hear from you

Send me your questions or comments on what has worked with your own Executive Coaching experience.  How has it helped you save time and move forward in your career?

This is Joyce Weiss, Communications Strategist and Coach

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

PS Learn how Joyce Weiss can leverage her 30+ years of communication and leadership consulting and coaching experience to help your organization address executive coaching strategies here.

 

Filed Under: Career Development, Coaching as a Leader, Leadership Consulting
Tagged With: career development, Coaching as a Leader

November 16, 2014 By Joyce Weiss Leave a Comment

Do You Have An Ambassador at Work?

Does this sound familiar? advocate hands
You have a very successful training.  The trainer leaves and your team is back to the status quo and nothing has changed.  If so this article is perfect for you.  If not I can’t wait to find out what you do to keep the momentum going. 

  • Do you have an advocate for your projects at work?
  • Would you like to find people who believe in what you do?
  • Do you want to make a difference?

… [Continue reading]

Filed Under: Coaching as a Leader, Collaboration Strategies, Communication, Conflict and Resolution Specialist, Conflict in the Workplace, Customer Service, Focus Development, Great Leaders, How to Improve Communication in the Workplace, Leadership Consulting, Life Coaching Books
Tagged With: conflict in the workplace, effective communication, training strategies

May 11, 2014 By Joyce Weiss Leave a Comment

Discover The Importance of SILENCE

photo the office superboss Can we talk?

I just learned an important lesson about being a great trainer. I was at a dinner party with people who I never met before. There was a guest who took over the conversation. At first I thought that he was charming with his stories and jovial personality. It didn’t take long to read the body language of the other table mates. They were fidgeting in their chairs, coughing a lot, and I realized that I was NOT alone. This was a great opportunity for me to do something different in this situation…listen and not say anything.

I decided NOT to interrupt or change the subject like I usually do when others take over a conversation. I listened and asked myself if I was this kind of communicator. I asked people who knew me (a few days after this party) and they all said the same thing. “Joyce, you are a great listener and at times you do like to fill the silence.”

What did Joyce learn?

This feedback was very helpful to me. Hey, I suggest that others ask for feedback and I better do the same thing. Here is the lesson. I decided to try something new in my next training session to a group of very open and delightful sheriffs. They still heard my stories about Resolving Conflict in the Workplace. BUT, I asked them to discuss their workplace conflict issues longer than I usually do.

Miracle of miracles…the feedback from the session was the best that I ever received in 30 years of training. All I did was stop talking as much as I usually do and give participants longer time to share their suggestions in small groups.

Do you know someone who needs to develop his or her career?

Do know of colleagues or employees who would benefit from working with me on improving their communication?  Do you want to grow within your career?  Click here to find out what it is costing you NOT communicating with impact.  This Master E Course, “Top Level Leader Tune-Up:  Communicate with Impact” has a money back guarantee.  My clients stay connected with me for 2 months via email to resolve conflict in their workplace.  The Results speak for themselves.  

How about you?

Do you take over at meetings or let others take over? Pay attention to your own communication style during your next meeting. Do something totally different…either talk more or listen better. Then ask trusted colleagues how you can improve as a communicator. You will probably hear some great suggestions. Of course this is not the time to get defensive. Be open and continue breaking your comfort zone.

Let me know what you learn about yourself. The next time that you are at a party, sit back and read others who are either bored or tuned out when a strong talker takes over. Have fun and ask yourself some important questions to evaluate your own communication. Be a super model for your team and show others how to listen better, ask questions, or participate. OK, it’s your turn. I’m listening and want to hear what you learned about yourself.

“The quieter you become, the more you are able to hear.”
Zen Saying

Want to Use this Article in Your Newsletter or on Your Website?

Of course! You are welcome to print this, and any other articles we send, if you use the following byline:
A recognized expert on Resolving Conflict in the Workplace, Joyce Weiss, M.A., CSP is an author, accountability coach, and a Certified Speaking Professional. To book Joyce to speak at your event or company call: 800.713.1926 or email: Joyce@JoyceWeiss.com

Visit her website at www.JoyceWeiss.com to sign up for your own FREE video series on Resolving Conflict in the Workplace.

Was this helpful?

Please send me any comments that you may have for this article. Hit the link at the end of this post to share your ideas or questions. Loyal readers like you help us find more people who could benefit from these posts to reduce conflict at the workplace and home. There may be someone in your life who is feeling stressed out…who could benefit from the inspiration and knowledge on improving their working condition or home life.

Until next time,

This is Joyce Weiss, Conflict Resolution Consultant

I help people become top level leaders who get GREAT results.
How do I do this?
I teach them to tackle the tough conversations with bullies and negative people to build employee engagement, accountability, and rock star performance…

The Result? My clients get a better night’s sleep!

Remember…You Get What YOU Tolerate!

P.S.  Do know of colleagues or employees who would benefit from working with me on improving their communication?  Do you want to grow within your career?  Click here to find out what it is costing you NOT communicating with impact.  This Master E Course, “Top Level Leader Tune-Up:  Communicate with Impact” has a money back guarantee.  My clients stay connected with me for 2 months via email to resolve conflict in their workplace.  The Results speak for themselves.  

Filed Under: Communication, Continuous Improvement, Great Leaders, How to Improve Communication in the Workplace, Improving Communication, Increase Respect in the Workplace, Leadership Consulting
Tagged With: career development, constructive feedback, how to improve communication skills

May 1, 2013 By Joyce Weiss Leave a Comment

The Job Dilemma

I read a very interesting blog post written by Tom Stanfield, a colleague of mine and wanted to share his wisdom with you.
It pertains to MI yet others will find interesting ideas on hiring quality people.  I find that many of my clients need bodies to fill positions because things change so quickly.  This causes conflict in the workplace because expectations are not met.  Employees tell me that they are confused because they were hired to work in one position and the next week they are moved into another role because the company is changing so quickly.

This is nothing new.  This Job Dilemma can be solved when leaders know where to find quality people and how to be transparent on what is expected both from the company and employee.

I’m asked the following question from leaders:  What is accountability coaching?  They usually ask the question when they are exploring the possibility of getting help from a trained consultant to improve communication and improve the flow of the company.
Click here to read my blog post to find out how accountability coaching can help your organization

Enjoy Tom’s article!

M Live Article: The Jobs Dilemma

I read an article by Melissa Anders from M Live The headline is “The Jobs Dilemma”. I must say it was a great job of reporting differing opinions without trying to drive the readers to her conclusion. Nice job Melissa Anders.

There are two sub-headlines. “If Michigan graduates so many skilled students, why can’t they find work here?” and “Online job screening: Are companies missing talented applicants?” I have never had a full-page in any newspaper fall so strongly on my greatest passion; the Talent Management of Michigan Organizations.

There were many facts stated like the mismatch between available jobs and available talent, there are thousands of unfilled jobs on-line but employers say they have a hard time finding qualified candidates, some say the wages offered are too low, some say employers’ expectations are too high, etc.

The scariest statement to me was from Doug Rothwell, President and CEO of Business Leaders of Michigan. He said, “By 2018 Michigan will need to fill 1.3 million jobs, 836,000 of those requiring post-secondary education or training. At current rates we will fall hundreds of thousands short”.

This “battle” for our State’s economy is like the battle the medical world has with cancer. We all want to conquer it, but “it” has “multiple faces” in the overview and a “singular face” with any one individual patient. I have personally learned that when dealing with health issues at the individual level, the patient needs a “patient advocate”. The patient in the “stress of battle” needs an advocate that is intimately involved with the patient but not living in the day-to-day stress of the issue. An “advocate” can help guide the patient’s decisions because they know their needs and desires deeply and are with the patient while consulting with the doctor. They are able to bring observations to both the patient and the doctor.

In my career I was given the opportunity to be the “patient advocate” for the Owner/Operator of a manufacturing company in Grand Rapids. My job was People Development Director. My responsibility was to ensure we had a well qualified, well-trained workforce available to accomplish the corporate goals in the present and into the future. I was an employee of the company, but did not have day-to-day product responsibilities that would distract my focus from Talent Management.

I believe every organization needs someone at the leadership level “driving the Talent Management bus”. If our people are our greatest resource, we need someone that has the understanding of the organizational goals and directions; someone that can project the needs 5, 10 or more years down the road. Someone that can connect to the right sources of the talent the organization will need for the future; an advocate for the entity that cannot speak for itself; the organization.

You would not put an ad on-line for your material inventory needs. Can you imagine an ad that said, “Needed 100,000# of tube stock. Anyone interested in supplying this product please call 616-123-4567”? I don’t believe you would go to Angie’s List to find an electrician to solve a major problem in your facility. Sourcing is the key to controlling the quality of any resource. We need an “advocate” to ensure we connect to the right “doctor”.

Let’s take a tip from the Corrective Action process a lot of organizations use.

1. Define your specific problem or problems. If you have more than one, separate the issues. You cannot solve a generic problem. If you are having trouble finding candidates, define what candidates. Are they Engineers? Are they Welders? Are they Nurses? You cannot solve all of them with the same solution.

2. Determine the right team to work on the problem. If you do not have the right resources in-house, “rent” them. If you were going to build a new building would you use just your staff or would you bring in contractors where needed? Your key people, along with needed outside “experts”, make a great problem solving team.

3. Determine the Root Cause of the problem, not the symptoms. Get to the Root Cause. If you can’t find the right candidates it might be a sourcing issue, or it might be your method of searching for candidates, or it might be your pay scale, etc. If you don’t find the Root Cause of the problem you cannot solve it.

4. Determine Interim Corrective Action. Determine how you can quickly control the problem. This usually means spending a little extra money, but it “stops the bleeding”.

5. Determine Permanent Corrective Action. Once you have “stopped the bleeding” determine the best method of control for the future and get your costs back in line.

I believe we need to get this conversation out of generic statements and into organizational specific statements. After all, how do you eat an elephant?

Who is Tom Stanfield?

Entrepreneurial Business Leader and Business Coach with 40+ years of management experience in automotive tier 1, automotive tier 2 and flat rolled steel processing that supplied the automotive industry; the office furniture industry and the farm implement industry. Proven vision and ability to establish a business culture that focuses on core values and achieve results. Team builder that has learned to harness the natural “flow” of talent in an organization and channel it to create stability and an upward movement of talent while focusing on the bottom line.

Thanks to Tom for giving me permission to share his article with my loyal readers.
Read more of Tom’s articles on his blog

Was this helpful?
Let us know your thoughts in the comment section below.
Feel free to share these tips with your team – just be sure to give Joyce Weiss credit when you share or publish.
Sign up at the RSS feed on the blog site to be included in future blog posts from Joyce on this subject.

Thanks for reading and remember…
YOU get what YOU tolerate!

PS
Check out this link on how Joyce can help your company reduce conflict in the workplace.
Find out how accountability coaching could be a key to your company’s success!

 

 

 

 

 

 

Filed Under: Conflict and Resolution Specialist, Great Leaders, How to Improve Communication in the Workplace, Improving Communication, Individual and Team Coaching, Leadership Consulting
Tagged With: how to improve communication skills, Leadership Consulting, personal development

  • 1
  • 2
  • Next Page »

If you like this video, please subscribe to my YouTube channel for more:

 


Need to Contact Joyce?

  • This field is for validation purposes and should be left unchanged.

Contact Joyce

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

  • Facebook
  • Instagram
  • LinkedIn
  • YouTube

Sign up for Joyce’s Weekly Blog

Kick Conflict to the Curb: Stomp Out Your Stress

We respect your privacy.

Legal Terms & Conditions

  • Terms of Use
  • Privacy Policy
  • Earnings Disclaimer

Copyright © 2022 Joyce Weiss Training and Development, LLC.


WordPress Design and Development by jhWebWorks, LLC