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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How to Have a Tough Talk with Emerging Leaders who Ask for a Promotion When They are Not Ready

Would you like to learn a strategy on how to handle a conversation with emerging leaders who think they are ready for a promotion?
Do you know how to handle this situation when you know these emerging leaders don’t have the right skills for career advancement yet?

If so, you are in the right place.

The video below describes a tough conversation that my client had to create with one of her direct reports who is an emerging leader.
Enjoy the message and make sure and share your thoughts below.

https://youtu.be/oARXESLC5es

Emerging Leaders Story Background

As a career coach, I recently spoke to Beth – HR Director who is experiencing this dilemma with Bruce.  Bruce is a very capable manager who has much potential for growth.  She called me because she didn’t know how to handle this emerging leader.  She wanted to set him straight without stopping his desire to grow.

So Joyce, How did You Help Beth with her Emerging Leaders? 

We discussed that we all have blind spots and at times we don’t realize how others see us.  At times we think we are better than we really are and visa versa. Beth’s dilemma was that she needed to be direct and truthful while respecting his desire to grow.  Bruce thought he was ready to become a Director when Beth knew he needed to sharpen his communication skills.

Beth was thrilled that we spoke because we practiced what she would say to Bruce.

Bruce, I don’t want to curb your desire for career development.  I applaud you for this.
I do want to suggest taking a course on leadership to hone your communication skills. 
You have great potential.  Let’s discuss your next move in a few months after you take a few courses.

Bruce “got it.”  Beth did a great job and was direct while being honorable to his desire to grow.

Stay Connected with Me

Add a comment to my blog on how you had to have a tough conversation with emerging leaders who were not ready for that desired promotion.  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.

Please contact me on my cell: 248.310.6998 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 Coach and 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!  Find your voice with Joyce!

 

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Video #1 in the Series: Secrets from a Trainer on how to Engage Your Audience

#communicationstrategies #engageyouraudience #publicspeakingtips

 

Welcome to my new video series:  Communication Strategies and Secrets from a Communication Strategist on how to Engage your Audience.  Tip 1 is so easy.  Arrive early at the room where you will be giving your presentation.  Communication strategies are important topics for my loyal readers and I do my best to address valuable ideas to fit their needs! 🙂

Communication Strategies #1:  Get comfortable with the room

Check out the chairs and seating arrangements.  Do you want your audience to sit in a circle, round tables or classroom style?  It makes a difference on the formality of your style, audience size,  and topic.  Practice with the microphone to make sure it is working and that there are no speakers in the ceiling that will make squeaky sounds.  Most hotels have staff dedicated to audiovisual issues.

Communication Strategies #2:  Greet your audience

Once you feel comfortable with the room set up, stand in the doorway and greet your audience.  This one idea will increase your audience communication strategiesengagement.  You can ask them the following questions to warm them up to you:

  • Why did you sign up for your session? That is if they had a choice to select from.
  • What do you hope to learn from me today?
  • What message do your peers need to hear from me?

You will gather great information to use to show your audience that you care about them.
Ask them if you can call on them especially if they have a great idea to share.

Stay tuned for more ideas on how to improve your presentations.  All of these ideas can be used in a small workshop or even a large keynote.

Stay Connected with Me

Add a comment to my blog on what you do to make the room comfortable for you and your audience.  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 contact me on my cell at 248.310.6998 or 800.713.1926 to explore how career coaching could be a great action step for your career development.  Lately clients have called to help them improve their public speaking skills.  It only took a few sessions and they were pleased with the results.  There are many options to fit your budget and time schedule! 🙂

Until next time,

Joyce Weiss, M.A., CSP
Career Coach and 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!

 

 

 

 

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

https://youtu.be/omVREQe139M

#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

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!

 

 

 

Contact Joyce

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