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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Transform Self-Doubt Into Action

What if you could help your employees or yourself to transform self-doubt into positive action?
Are you asking yourself, “Joyce, how can I do that, it seems unrealistic.  It may seem that way, yet we also have options to transform self-doubt and turn it into an action step.

I had a chance to interview Chris Felton, Author of Think and Grow YOU, on my show Kick Conflict to the Curb™. Chris told me that he used to be a professional growth junkie for years. Especially when he listened to podcasts and read profound books without applying the principles. Chris figured this out years later. He heard about a new professional growth strategy and started to apply it to his life.  

Chris discovered he could transform self-doubt – “I am too old.” “I am too young.” “I don’t have the right experience.” And started using the WHAT IF exercise in his life.

Watch the short clip from Chris’s interview about the What IF Exercise.

YouTube player

Transform Self-Doubt in Your Life

Chris changed “I don’t have the right experience” to “What if I have the right experience?” This shift to transform self-doubt into possibility helped Chris concentrate on his strengths. 

What Chris Felton’s WHAT IF exercise does is reverse that cycle and use it as a tool for possibility. Each of us has a wealth of potential inside us. The challenge lies in transforming that potential into concrete action. This is where Chris’s approach truly shines, as it can help anyone, regardless of their stage of life or experience, harness the power of their thoughts and, more importantly, put them into action.

This is not a shallow exercise in positive thinking without action. The first step is to stop our ego from keeping us stuck. The next step is to think of a realistic action step and start using this immediately.

Ask, What do I Have to Do?

The mind accepts repetitive thoughts, especially when we follow up with these words: “What do I have to do?”

Chris’s journey demonstrates that change and personal growth are feasible. More than just an intellectual exercise, it is a practical one that involves consistent and dedicated action. To break free from the constraints of self-doubt, we must challenge our negative assumptions with optimistic WHAT IFS. It’s about cultivating a mindset of possibility tempered with realism and following up with tangible steps. And remember, it’s not about achieving perfection but about making progress, however small it might seem at the time.

My Final Thoughts About How to Transform Self-Doubt

No matter how many self-help books we read, podcasts we listen to, or motivational speeches we attend, it’s all meaningless without application. The essence of real transformation lies in applying learned principles in our daily lives. That is the magic formula—turning our WHAT IFS into ‘What’s Next’ from dreams into action.

Take a page from Chris’s book and start practicing his WHAT IF exercise. As we’ve learned, the potential results could be life-changing. Finally, many professional growth junkies enjoy learning new ideas without implementing them. I always add the following formula in articles about putting thoughts into action: “Insight is 20%, and implementation is 80%.”

Watch the Entire Interview with Chris Felton

YouTube player

Let’s Stay Connected

Please comment about this week’s post.  How does it resonate with you? How can you transform self-doubt into action?

You can share in the comment section or send me a private email HERE.

You’re Invited to Schedule a Complimentary “Jam with Joyce” Coaching Session

Let’s resolve any conflict you are experiencing at work or home. So you can transform from feeling overlooked to confidently using your voice.  

Here’s my calendar
Let’s reduce your stress to find inner peace again.

I support Department Managers to inspire and educate their direct reports who are tired of feeling invisible or overlooked. And are ready to confidently use their voice – without losing their cool. The result is their input is respected and recognized and their expertise is taken seriously.

Growth-minded individuals are also welcome to “Jam with Joyce”.

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. 

Subscribe to my YouTube channel for more tips and strategies for you or your direct reports to reduce stress and conflict. You’ll find playlists on dealing with bullies, tough conversations, and interviews with thought-provoking HR Professionals and leaders.

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

 

 

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My Blueprint for Conflict: The Power of “What Don’t I Know?”

  • Are you ready to discover my blueprint for conflict?
  • Did you ever ask yourself: “Why didn’t I think of this? – after a stressful situation?
  • If so, you are in the right place.

Hi. I’m Joyce Weiss, Queen of Conflict Resolution & Communication Coach. I work with Department Managers, growth-minded individuals, and small groups tired of feeling invisible and ignored. And are ready to confidently use their voice without losing their cool. The result is their input is respected and recognized. 

This post has a short video describing a turning point in my career – and created a blueprint for conflict.

The video below is a signature story of how I learned a valuable lesson during a challenging facilitation. Hopefully, you’ll see the value of using curiosity questions after you hear my story. 🙂

You’ll find details on how you can reduce your conflict using this powerful question in the content below. Enjoy, and please share your “aha moment” after watching the video and reading this post. 

Conflicts, whether personal or professional, are an inevitable part of our lives. They arise from differences in perspectives, goals, and values or simply from miscommunication. But the real challenge isn’t the conflict itself but how we respond to it. Over the years, I’ve developed a blueprint for conflict that has revolutionized my approach to disagreements: the power of asking, “What don’t I know?”

1. Embracing Humility

The question “What don’t I know?” is rooted in humility. It acknowledges that our understanding is limited and that there’s always something more to learn. Before rushing to judgments or drawing conclusions, we must step back and realize that we might not have the full picture, just like I had to do during the frustrating facilitation that you saw in the video above.

2. Encouraging Curiosity

This question prompts us to become more curious. Instead of getting defensive, it encourages us to ask open-ended questions and actively listen to the other person’s perspective. How much conflict can be diffused when both parties feel heard and understood is amazing. “What don’t I know? – Makes the conversation 
safer and less judgmental.

3. Building Bridges, Not Walls as your Blueprint for Conflict

The moment we admit our lack of knowledge, we become more approachable. This vulnerability can build bridges of understanding, fostering stronger, more resilient relationships. When both parties in a disagreement are willing to ask this question, it shifts the dynamic from adversarial to collaborative.

Parting Words from Joyce

Conflicts are unavoidable. But by integrating the question “What don’t I know?” into our approach, we can transform these moments of friction into opportunities for understanding, growth, and deeper connections. Next time you find yourself in a disagreement, pause and ask yourself this powerful question. The answers may surprise you, and the resolution will be more fruitful than imagined.

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 an email HERE

Who is Joyce Weiss?

Joyce is the Queen of Conflict Resolution and works with Department Managers, Growth-Minded Individuals, and small groups tired of feeling invisible or overlooked and ready to confidently use their voice – without losing their cool. The result is their input and contribution are recognized and respected. And their expertise is in constant demand. 

Are you ready for the next level of support?

Email me at Joyce@JoyceWeiss.com.
I will send you my online calendar to schedule a “Jam with Joyce” complimentary discovery session.

What will you get from the 30-minute call?

  • Get extreme clarity on one of your current challenges
  • Understand what is necessary to get you from where you are to where you want to be
  • Create an action plan

Until Next Time, Be Well and Happy!

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.

Thanks for reading, and remember – You Get What You Tolerate!

P.P.S. If you want more ideas on the importance of humility as a leader, check out the article below.

Humility: Some Leaders Have It and Other’s Don’t – Video

 

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2 Ways to Effectively Deal with Passive-Aggressive Behavior | Video 1

Do you work or live with a person who exhibits passive-aggressive behavior?
Are you ready to find out how to communicate with this person in a productive way?

If so this video below is just for you.

Several coaching clients have discussed their challenges dealing with passive/aggressive behavior with either family or colleagues.
I need to be clear that there is passive-aggressive behavior, not people.
This makes it less personable and more manageable.

Definition of Passive-Aggressive Behavior 

Passive-aggressive behavior is expressing negative feelings indirectly instead of openly talking about them.
Additionally, they may feel angry, resentful, or frustrated. But they act neutral, pleasant, or even cheerful. Plus they find indirect ways to show how they really feel.

Do these 3 examples sound familiar to you?

1. A girlfriend was mad at her boyfriend, Bruce. She didn’t tell him that she was upset.
Her passive-aggressive behavior was blasting the volume of the music which was unbearable for Bruce to hear.
Bruce is my client and we discussed this challenging behavior. He now realizes that he needs to speak directly to his girlfriend when she shows these tendencies.

2. An aunt said the following to her niece, Kate: “Kate, I like your new haircut because it makes your face slimmer.”
During our coaching session, Kate practiced how to answer her aunt in future conversations. Kate now understands this behavior. She communicates with her aunt directly and lets her know that comments about her weight are hurtful.

3. Lisa, An HR professional discussed her frustration with a direct report, Jim who was always late to meetings. We explored Jim’s passive-aggressive behavior.
Additionally, Lisa told Jim that he is not invited to future meetings because his behavior is demoralizing to the team. Jim was given one more chance and he caught on very quickly.

Let’s Stay Connected

Please comment about this week’s post.  How does it resonate with you?

Please comment on how you deal with passive-aggressive behavior in your life.

What are your questions about this frustrating condition?

Stay tuned for the next week’s video which will cover the reasons why people become passive-aggressive, coaching questions to ask them, and how to deal with them.

Thanks for watching

You can share in the comment section or send me a private email HERE.

Let’s resolve any conflict you are experiencing during a complimentary 20-minute laser-focused coaching call.  

Let’s reduce your inner stress!

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.

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 to discover how easy this process is.

Here’s the link that describes packages that fit with anyone’s budget and schedule.

Until Next Time,

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. 

Subscribe to my youtube channel for more tips and strategies for you or your direct reports to get great results
You’ll find playlists on dealing with bullies, tough conversations, interviews with thought-provoking Department Managers and Leaders and leaders.

Be Well and Happy!
Remember, You Get What You Tolerate!

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Career Development Tips: Be Your Own Best Advocate |Video

Are you ready to discover career development tips to use for yourself or your direct reports?

Certified Professional Coach, Lori Shook presented the ideas I’m sharing in this video to the World of Business and Executive Coaching Summit.

So how can you help yourself or your direct reports discover how to be their own best advocate?
Here’s a possible strategy:  Discover their internal inner board of directors.

I have used the exercise with coaching clients and the results are stellar.

Human Resource clients consider me their partner: especially when they have no time to coach:

  • Emerging leaders to grow
  • Employees who need to use their voice without losing their cool
  • Managers who need to control difficult team members

The video below gives you ideas to get you started with this unique exercise. 

Here are EASY career development tips to help you identify your internal board of directors

I call this our internal wisdom.

We all have internal voices or characters that influence our behaviors. When we name them, we will be able to use them as resources.

There are NO good or bad board members. Some will be more useful than others at different times.

Here are several of the inner boards that my clients discovered:

  • The energizer
  • Frankenstein
  • Am I good enough?
  • Risk-averse
  • Cheerleader
  • Enjoy the journey
  • Leader
  • Controller

Start by asking these questions to add to your career development tips toolbox: 

  • What is an inner voice that you really trust?
  • Which inner characters help you succeed?
  • What are the inner impulses that get in your way in important situations?

Define your board of directors and give them a name

  • Which of your inner board will help you/hurt you/stop you?
  • Invite the board members you want to use more often
  • Find ways to manage the uninvited ones
  • Take ownership of your behaviors

Look for my video next week which will cover more ideas on your Inner Board.

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.

Let’s resolve any conflict you are experiencing during a complimentary 20-minute laser-focused coaching call.  

Here’s my calendar. 

Let’s reduce your inner stress!

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 to discover how easy this process is.

Until Next Time,

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. 

Subscribe to my youtube channel for more tips and strategies for you or your direct reports to get great results

You’ll find playlists on dealing with bullies, tough conversations, interviews with thought-provoking Department Managers and Leaders and leaders, and so much more.

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

 

 

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Are We Biased “Thinking that We Know” Our Blind Spots? A Funny Story

The Importance of Knowing Our Blind Spots blind spots

Science has proven that we all have a blind spot bias and that many of us aren’t aware of this. Of course, this has negative consequences. Because at times we don’t listen to the feedback from others when they share their opinion about our blind spots. We are certain that we know our story – no blind spots.

Blind Spots are 2 words that coaches love using. It’s an important aspect to uncover blind spots for clients and ourselves too!

The Johari Window is a coaching tool that is still powerful today. Part of the Johari Window is knowing your blind spots. It’s so much fun when we get together in small teams and do this exercise. People are shocked that they didn’t see their own blind spot until a team member pointed it out in the exercise.  There are some people who deny them. That’s another blog post, I’m sure.

The story below happened at a restaurant when I was dining with friends. We were talking with our waiter, Claud, and the story’s conclusion was better than a dark chocolate dessert!

Here we go with another TRUE story.

Story:  Knowing Our Blind Spots blind spots

I gave my waiter, Claud a compliment stating that our friends enjoyed having him serve us. He thanked us and added some details to the complement. This is what he said, “Thanks. I’m training the new waiter because he stays at the customer’s table way too long. And gives guests so many details about his background in the food industry. I’ve told him that there is a fine line in being friendly and overbearing.”

Claud’s comments made sense. Until – he came back and spent 10 minutes talking to us about his resume. Are you ready for more? He brought over a chair and decided to join us while he was talking.

You may think that this is a nice moment in fine dining.

Claud had a blind spot. No, I didn’t point it out to him. He didn’t see that his actions were exactly what he was training the new waiter not to do.

Lesson About Knowing Our Blind Spots

We all have a bias about our blind spots. The lucky people who are in deep and trusting relationships or who learn from a coach benefit from this feedback.  Because they understand the importance of going deep and discovering blind spots.

Claud just told us about his mentee and how he was training him. Claud didn’t see the irony of his story.

We have to admit to ourselves that our reality is only one of the many realities that exist.

It’s important to be open to others who are brave enough to share their opinions. This may be a golden opportunity for your professional or personal growth.

Let’s Stay Connected

Please share your thoughts about this week’s post. How does it resonate with you?

You can share your thoughts in the comment section or send me a private email HERE.

What are some of your blind spots? Let’s celebrate that you know these and had the courage to go deep!

Find out how easy it is to work with Joyce as your private coach.

Until Next Time,

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. You have the shareable social media links 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?  It’s easy and fits anyone’s budget and schedule.

Call me at 248.681.5831 or send an email: Joyce@JoyceWeiss.com.
Schedule your complimentary 20 – minute discovery call HERE

Find out how easy it is to work with Joyce as your private coach

Contact Joyce

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