Joyce Weiss

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

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Video # 4: Does Your Organization Have A Process to Deal with Bullies?

#bullies #bulliesintheworkplace #coach #careercoach #communicationstrategist

Welcome to video #4 in the series – Protecting Yourself from Bullies in the Workplace

Does your company have a process to deal with bullies in the workplace?

This video and article describe 4 different levels of intervention.  Clients who use this process have seen positive results because leaders can address the bully with this system. It’s never easy having these tough conversations.  Leaders who don’t know how or who sweep these meetings under the rug eventually see the morale go down the tubes.

Productive individuals have left former jobs when leaders did nothing with bullies or other difficult people.  They found jobs in organizations where leaders know the importance of direct communication and accountability.  How many of your star employees have left your company?  I hope that these strategies will stop this from happening in the future.

You will find links to the other videos that you may have missed at the end of the article.

How to stop bullies in the workplace intervention #1:  Informal Intervention

  • Talk to your bully over coffee or in your office.
  • Describe the disruptive behavior without sounding too critical.
  • The intention of this first meeting is to let the bully know that this behavior has to change.
  • If the bully gets defensive let him or her know that there are more professional ways to respond.
  • Discuss professional options.

How to stop bullies in the workplace intervention #2:  Awareness Intervention

  • Collect data about bullying behavior.
  • Discuss how the quality of work is being disrupted.
  • Most people will adjust his or her behavior during this meeting.
  • There could be a blind spot with this bully and no one ever called it to his or her attention.

How to stop bullies in the workplace intervention #3:  Authority Intervention

  • Leaders develop an evaluation plan with accountability built-in when behaviors persist.
  • Expectations need to be clear.
  • What behaviors need to be improved?
  • What actions will happen if the bully doesn’t change?
  • A timeline is presented.

How to stop bullies in the workplace intervention #4:  Disciplinary Intervention

  • Talk to human resources and share your data.
  • The bully has been warned several times.
  • He or she “shouldn’t” be surprised with the outcome due to the clear expectations and previous interventions.

More thoughts from Joyce

As a career coach and communication strategist, I have seen the danger of bullies in the workplace when nothing is addressed.  It gets complicated when the boss is the bully!  Clients address their challenges and we explore powerful strategies.  Some of these strategies will be addressed in the next few videos.  Please visit my YouTube channel or connect with me on LinkedIn where I have posted numerous stories about having tough conversations with difficult people.

Please contact me at 800.713.1926 to explore options for working with me as your private coach.  Find your voice with Joyce is one of our new taglines.
Discover blind spots and how your communication impacts the success of your career.  All sessions are conducted on the phone to fit your schedule and budget.  The good news is that it usually only takes a few sessions to improve your communication skills.

I want to hear from you

Add a comment to my blog on how your organization deals with bullies.  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.

Read More Here to learn how I can leverage my 30+ years as a career coach and communication strategist.
Kick Conflict to the Curb:  Get the respect you deserve! 😉

This is Joyce Weiss, M.A., CSP
Career Coach and Communication Strategist

 

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

P.S.  You will find the previous videos in the links below.  Be prepared to learn strategies that will take your communication skills to the next level.

Intro Video to Protecting Yourself from Bullies in the Workplace
Video #1:  Facts about Bullies in the Workplace
Video #2:  Are you a Target for a Bully
Video #3:  Why Bullying Happens

 

 

 

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3 Accountability Strategies to Stay Employed!

Would you like to learn 3 accountability strategies to help you stay employed?
What is one reason why your organization should keep you?

One of my clients asked me to talk to her high-level administrative professionals on “Empowering Yourself to Success.”  Her team is doing a GREAT job. My task was to encourage them to get to their next level of continuous improvement and dig deep discussing the 3 accountability strategies.

This blog post contains some of the content that I used in the training. I hope that you enjoy these ideas.

Make sure and share your concerns, stories, or questions about employee engagement…to reduce conflict in the workplace.

Check out this podcast on TEAM Synergy.

Accountability Strategy #1:  Doing Your Personal BEST 

The comments below are answers from my research to the question, “How do you do your personal best?”

  • “I ask for more things to do.”
  • “The more I know, the more I can contribute.”
  • “I do what I can to make my boss look good.”

I shared the platform with Olympic Gold Medalist, Mary Lou Retton.  She told me how she feels about doing your personal best.
“Champions don’t wait 4 years to make their heroic opportunity.  They create an opportunity every day.  Champions practice because they treat workouts as the Olympics.  Anyone could win in the Olympics, but could doesn’t count.”

Accountability Strategy #2:  Adding Value Accountability Strategy

  • Make sure that you contribute more than you cost.
  • Make a difference.
  • Add enough value so that something very important would be missing if you left!

What are the reasons why your organization should keep you?  Hey, if you don’t toot your own horn…who will?  Your answer may be a good one to keep during your next evaluation. 🙂

Accountability Strategy #3:  Use this post for a team meeting

Share this post with your team and ask them the same question on why the organization should keep them employed.  This is a great team exercise which I use during my training.

  • People who are modest are asked to go deep and share because we all need to know our strengths.
  • People who like boasting about themselves are asked to be very honest and share their talents.
  • The team will let them know if they are just bragging.
  • Be careful with this one because at times conflict can come out of these transparent exercises.  Conflict is great when things get resolved and communication goes deep.
  • You know where to find me if you want me to help you discuss these important issues and hold each other accountable.

I want to hear from you

Was this helpful?
Please share with your team or others who you feel would enjoy the content.
Make sure and send me the reasons why your company or clients should keep you.
I will respond and I’m sure this will be an interesting set of comments from my readers.

Stay Connected with Joyce

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! 🙂  Send me an email and you know I will get back to you. 😉

Until next time,

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

Have a great week.

Remember, YOU Get What YOU Tolerate!

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

I help others have tough conversations so they get a better night’s sleep.  Find your voice with Joyce! 🙂

 Remember to check out this podcast on Team Synergy by hitting this link

 

 

 

 

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Accountability Strategies to Build a Strong Team: Part 4

  • 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!

 

 

 

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How to Repair Generational Conflict: Part Four

This is the 4th article in my 6 part series on How to Repair Generational Conflict.  You will learn or relearn information about Generation X.  They are the latchkey and MTV generation.  They grew up with 24/7 news.  They heard about scandals including Nixon, Clinton, Enron, and OJ Simpson.  They ate breakfast or lunch looking at photos of missing children on milk cartons.  Gen X grew up skeptical and learned to be self-reliant.

Generation X:   How to Repair Generational Conflict Idea #1

Gen X Legacy in the Workplace

They bring the following to the workplace:

  • Independence – They like to do things on their own and don’t like to be micromanaged
  • Work/life balance – not like their workaholic baby boomer parents who are workaholics
  • Targeted action to get off work on time

Generation X:  How to Repair Generational Conflict Idea #2

Key Events that impacted Generation X repair generational issues

  • Dot.com boom and bust
  • Video games
  • Michael Jordan
  • Latchkey kids
  • 24-hour media
  • Challenger explosion

Generation X:  How to Repair Generational Conflict Idea #3

Gen X Traits repair generational issues

Resourceful
Independent
Skeptical
Entrepreneurial

Generation X:  How to Repair Generational Issues Idea #4

Gen X Values

  • Transparency
  • Independence
  • Work-life balance
  • Growth

I want to Hear from You

Add a comment to my blog on how you repair generational conflict at work.

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.

Until next time,

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

Have a great week.

Remember, YOU Get What You Tolerate!  

PS  Read part 1 on how to repair generational conflict HERE
Read part 2 (traditionalists) on how to repair generational conflict HERE
Read part 3 (baby boomers) on how to repair generational conflict HERE

 

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Managing Upward to Develop Your Career

One of my favorite parts of my job as a career coach is to help clients develop their career.  I was just hired to create a workshop for a client who wants me to work with her emerging leaders.  The group has been together for a few years and some of them have been promoted into leadership roles.  This blog post will cover three strategies that I will share with this impressive group.

Develop  Your Career Strategy #1:  What Leaders Have Influenced You?

Take a moment and ask yourself the following questions: Develop your career growth | Joyce Weiss
1.  Who is the most dynamic leader who has influenced you?
2.  Why did you select that person?
3.  What did you learn from this person?
4.  What challenges have you experienced as a leader or with your own leaders?

Once you answer these questions you will have a good idea on who has influenced you.  Take the positive experiences and add them to your toolbox.

Develop Your Career Strategy #2:  Assess the Quality of Your Relationship with Your Boss

  1.  What do you get from each other?
  2. Do you consistently get what you expect from him or her?
  3. To what extent do you enjoy this person’s company?
  4. How much do you respect him or her as a person?
  5. How much do you trust him or her with personal matters?
  6. What conversation do you need to have with your boss to help you develop your career?

If you are fortunate to have a good relationship with your boss, you will be able to share ideas on how to save money or improve productivity.  It’s time to get noticed.  If you don’t toot your own horn, who will?
Once you have your own team, remember these questions so you can develop an open and trusting relationship with them.

Develop Your Career Strategy #3:  Change Your Negative Self-Talk so You Can Move Forward code of conduct | develop your career growth

  1.  Change the following sentence from, “I have a mean boss” to “I need to discuss how my boss could help me be more effective.  I need to let my boss know what I need from her so I can give her what she wants.”
  2. Change the following sentence from, “I can’t motivate my people” to “I have to determine what I need to do to engage my team.”
  3. Change the following sentence from, “I don’t receive promotions” to ” I need to find out what I need to do to receive a promotion.”

People stay stuck when they constantly feed negative thoughts into their mind.  Listen to your self-talk and ask yourself what you need to start saying to yourself so you can develop your career.

Who can you speak to when you don’t have a good working relationship with your boss so you can learn what you need to do to develop your career?  We are in charge of our careers and it’s up to us to work around challenges that may be stopping our promotions or professional growth.

I want to hear from you

Add a comment to my blog on how you have developed your career.  How have you worked around a negative boss who tried to stop you from developing your career?  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.

Do you want more information on how to resolve conflict or advance your career?
Sign up for articles, newsletters, and videos here

Until next time,

Joyce Weiss, Career Coach & Corporate Communication Strategist

Have a great week.

Remember, YOU Get What You Tolerate!  

 

Contact Joyce

Joyce Weiss
6737 Oyster Cove
West Bloomfield, MI 48323

Email: joyce@joyceweiss.com
Phone: 1-248-681-5831

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