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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Easy Secrets to Successfully Coach Your Team: Part 4

successfully coach your team |code of conduct |team coachingThe code of conduct is such an underused strategy to successfully coach your team.  The reason why it’s so powerful is that Department Managers and Leaders get buy-in from the team after everyone agrees to the “rules.”

The execution is easy.  Getting people to understand the importance is not so easy because it’s new for many people and it will create uncomfortable, yet necessary change.

This is part 4 in the 5 part series.  You will find parts 1-3 below to review or just in case you missed it.

Here’s the link to Team Coaching #1

Here’s the link to Team Coaching #2

Here’s the link to Team Coaching #3

Successfully Coach Your Team Secret #4:  The Code of Conduct is the Police Officer successfully coach your team |reduce conflict at work

You may need 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. What specifically do you need to understand the rules of the code of conduct?  I’m here for you to make sure you join the rest of us.”

This is a perfect time for Department Managers and Leaders to address accountability issues with an individual who is being difficult and refusing to follow the rules. 

Do you Need Support to Successfully Coach Your Team? 

Coaching skills take years to learn and practice.  A trained conflict resolution or communication coach knows how to successfully coach your team because of experience in the field.  If you answered “yes” to the question above, you don’t have to look very far for assistance.  I’m right here. 🙂  All you have to do is send me an email with your questions or concerns.  I will answer your questions and if you need more support, we can discuss coaching options that fit anyone’s time schedule.  I will send you a calendar link to set up a FREE 20-minute discovery call with you.

This 20-minute phone call is complimentary for my blog readers – how easy is that?

I Want to Hear From You

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.

I work with human resource and business professionals so that they feel heard and respected which means they feel confident in tough conversations without losing their cool. 🙂

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 so other growth-minded people can control their inner stress.

P.P.S: You will find the links to Team Coaching Secrets #1-3 just in case you missed them:

 

 

Here’s the link to Team Coaching #1

Here’s the link to Team Coaching #2

Here’s the link to Team Coaching #3

 

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Toolbox Alert #2: A Code of Conduct Improves the Team

Last week was the first in a 3 part series on the importance of creating a Code of Conduct.  Read last week’s article on How a Code of Conduct Reinforces Accountability HERE.  The main concepts are that everyone in the organization needs to create the Code of Conduct and adhere to each agreed rule.  If someone breaks the code the entire team is responsible to address this issue with the person who breaks the Code of Conduct.

This week’s article will cover the following topics:

  • Knowing the priorities of the Code of Conduct
  • The Code of Conduct is the police officer
  • What to do when YOU break the Code of Conduct?

Knowing the priorities of the Code of Conduct

1.  The code and mission come first code of conduct
2.  The needs of the team come second
3.  The needs of the individual come third –
it’s not all about you!

It takes a while to get everyone on the page about these 3 priorities.  This is where the pedal meets the metal by making sure that everyone feels empowered to have the tough conversation with those who break the Code of Conduct.

The Code of Conduct is the police officer

The conversation below is one that a client used with a colleague.
“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’s not about being mean or blaming you.  It’s about sticking to what we decided to do.”

How do you think this conversation went for my client?  The good news is that it went very well.  Both parties did not judge or criticize in a negative way.  If your Code of Conduct is done right, the results will be extremely beneficial.  If people start arguing, you know that you need to have more discussions with the entire team.

Discuss what the benefit will be for the person and the team.  Thank the person for listening.  Give a compliment when the person improves his or her behavior.

What to do when YOU break the Code of Conduct?

  • Take a deep breathcode of conduct
  • 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

Owning our mistakes could even be part of your Code of Conduct! 🙂

Let’s get real about the Code of Conduct

Please listen to me on this one!  It takes time to make the Code of Conduct work.  There will be naysayers on your team.  There may be bullies who feel they can ignore the code.  This is where leadership matters.  Everyone on the team needs to feel free to communicate with anyone who breaks the Code of Conduct –  not just leadership.

Next week I will include what my clients have included in their Code of Conduct.

I want to hear from you

Add a comment to my blog on how you have made a Code of Conduct work in your company.  How did you address team members when they broke the Code of Conduct?  You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email HERE with concerns that you are experiencing at work.

I will send a copy of my 2nd book – Full Speed Ahead:  Become Driven by Change to the first 3 readers who send me a comment or email.

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 the first article in the series on The Importance of a Code of Conduct HERE.

 

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Have a great week.

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

 

 

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Toolbox Alert! A Code of Conduct Reinforces Accountability

Lately, I have been asked to help clients create a code of conduct for their companies.  It’s easy to do during a 1 1/2 hour training.  The results are impressive because people discuss expectations and ideas from everyone on the team.  People feel heard after the code of conduct is created – unless the code is not followed by everyone and lack of trust exists in the company.

This article will cover the following topics:

  • Why the code of conduct is an important tool
  • Challenges while you create the code of conduct
  • A reality check about the code of conduct

Why is the Code of Conduct Important?

code of conductThe code is an important tool to use because accountability becomes a reality.  You probably have created a mission, values that represent your company, and a vision.  The code is a valuable addition because it is how your colleagues communicate and act.

  • The code of conduct is a powerful set of rules that govern the internal behavior of any team.
  • The code is created by everyone on the team – from top to bottom.
  • Each team member is personally responsible and accountable for his or her behavior.

Challenges Creating the Code of Conduct

code of conductThe following questions need to be answered by the entire team:

  • How should we handle this behavior when there is a breach in the code?
  • How do we have the conversation when others break the code?
  • What words do we use when others break the code?

The main idea is to align everyone’s behavior to the company’s values, mission, and vision.

An Important Reality Check About the Code of Conduct

  • The team will not be happy all of the time.
  • Confrontation is part of the code.
  • At times team members will be put on the spot.
  • The code will protect everyone from abuse if bold honesty, accountability, and support exist.

You will receive more information on how you can set up a Code of Conduct next week in part 2.  Part 3 will have examples of Codes of Conduct from my clients.

I want to hear from you

Add a comment to my blog on how a code of conduct works in your company. What benefits have you seen?  You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email HERE 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.

Learn how I can leverage my 30+ years of leadership consulting and coaching experience to help your organization build a positive culture HERE.

 

This is Joyce Weiss
Corporate Communication Strategist and Career Coach

Have a great week.

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

 

 

 

Contact Joyce

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