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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Do You REALLY Want to Improve Morale?

photo the office superboss

This is the 2nd post about the gems that I learned from the MI Lean Consortium Conference.
The information for this post comes from an incredible LEAN leader and author, Jamie Flinchbaugh.
Employee engagement helps reduce conflict in the workplace…only when programs are put in place after a lot of planning with the entire team.

 

 

 


 

Employee Engagement Works When…

  • Everyone buys into the program, not just the leader or a few people
  • Leaders become teachers and walk their talk
  • Problems with the program are dealt with immediately

3 Important Ideas That Impact Change

  • Behavior is how we act
  • Action is what we do
  • Results are what we get

Build Tension with Change…NOT Stress

  • What is the current reality?
  • What is the vision of the ideal state?

The gap creates tension.  This will help the team forward.  Now discuss what changes need to be made
to get the results that you ALL want.

How to Build Positive Tension

  • Eliminate fear
  • Eliminate comfort
  • Make sure that there is space for learning and making mistakes

 Joyce’s Opinion on Successful Employee Engagement

Respect is NOT about being nice

“Be Direct with Respect ” is our company trademark that has changed the environment for my clients.
The idea is to give your opinion to anyone in a respectful way.
It takes practice to learn communication skills that work!
The GAP is where people learn new behavior for themselves and others.

Click here to find out how you and your team can take an ON Line Master E-Course
Communicate with Impact.
You will be in touch with Joyce for 2 months while you practice
new skills to get the communication results that you deserve.
Learn how to deal with negativity, bullies, time wasters, and boundaries.
You take the class from the comfort of your own home and the class is personalized to fit your needs.

OK, It’s YOUR Turn!

Please share how your company encourages employees to share their opinion to make positive
change in your company.

Was this helpful?
Please send me any comments that you may have on this subject.
Place your comments in the comment box at the end of this post.

Loyal readers like you help us find more people who could benefit from these posts.
Feel free to share these ideas. Just make sure and give credit to:
Joyce Weiss Training & Development LLC > www.JoyceWeiss.com

Please let others know about these ideas on reducing conflict at the workplace and home.
There may be someone in your life who is experiencing some stress…
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 others have tough conversations so they get a better night’s sleep.

Remember…You Get What YOU Tolerate!

PS  Click here to find out how you and your team can take
an ON Line Master E-Course Communicate with Impact.

 

 

 

 

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Employee Engagement Rocks!

cartoon booste office moraleI just attended a very productive few days at the
MI Lean Consortium Conference in Traverse City MI.
I will be sharing some of the “gems” that I learned in the next few blog posts.

LEAN Thinking: Eliminate waste and maximize profits

Andy Dillon, State of MI Treasurer was one of the keynote speakers.

He told us how MI has saved money and increased productivity by using LEAN concepts.

Here are key ideas from his speech:

  • People do things wrong for so long that they don’t know if the system is broken
  • Know your weaknesses and hire people who can fill those gaps
  • Everyone needs to be trained in LEAN in order for it to be successful
  • Leaders not only have to buy into the LEAN concepts…they have to be part of the change

Mr. Dillon and his team spoke to numerous state employees and REALLY heard what was needed
to get more employee engagement. As a result morale and productivity went up after employees
had a chance to share ideas on how to improve things for both citizens and themselves.

The idea is…don’t ask for input unless you will do something about it!

You may be wondering…Joyce, what is your interest in LEAN Thinking?
Once there is change, there is conflict.
I will be assisting LEAN consultants on how to manage conflict.

It takes a while for people to like and understands LEAN thinking.
There will always be the naysayers who complain and try to derail the process.
LEAN consultants use several tools to help change and I will help make the process move forward.

I will be learning about the concepts and start taking courses through the MI Lean Consortium
because I see such value and the results are over whelming.

Please share if you use LEAN Thinking concepts and how they have helped.
Also share frustrations that you have experienced and we can start an interesting conversation
on how to move forward.

Below is a link to the Mi Lean Consortium.
Their philosophy is “Making MI the Benchmark for Economic Success.”
Michigan Lean Consortium website

 Was this helpful?

Please send me any comments that you may have for this blog post.
Place your comments in the comment box at the end of this post.

Loyal readers like you help us find more people who could benefit from these posts.
Feel free to share this post. Just make sure and give credit to:
Joyce Weiss Training & Development LLC > www.JoyceWeiss.com
Please let others know about these blog posts on reducing conflict at the workplace and home.

There may be someone in your life who is experiencing some stress…
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 others have tough conversations so they get a better night’s sleep.

Remember…You Get What YOU Tolerate!

PS  Check out my short interview on The Leaning Edge Radio Show about
communicating ideas between employees and ways to eliminate wasteful
conversations with host and MLC Chair, Debra Levantrosser.  
The Leaning Edge Radio Show with Debra and Joyce

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What is the Most Important Part of a Strong Team?

photo donkeys on back

The answer is … TRUST.
Trust is an Important Part of Building Strong Teams

Have you heard your team complain about the lack of trust?
If a horse can trust a goat on its back, surely your team can trust each other to help with the workload!
Building trust on teams is continuous work.

Use the following guidelines to build trust on your team:

  •  Attract and keep a team made up of the most outstanding people in the industry.
  • Create and maintain an atmosphere of mutual trust and respect.
  • Listen to the people who do the work.
  • Build and maintain a spirit of “all for one and one for all.”
  • Encourage every team member to take risks and never be afraid to make mistakes.
  • Hold team members accountable for results.Click here for an article on Tips to Create a Winning Team

Click here for more information on Tips to Create a Winning Team

 

Was this helpful?

Let us hear your thoughts in the comment section below.

Feel free to share these tips with your team – just be sure to give Joyce credit when you share or publish.
Joyce Weiss Training and Development LLC > www.JoyceWeiss.com

Sign up at the RSS feed on the blog site to be included in future blog posts from Joyce on this subject.

 

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So, Do You Think You Have a Strong Team?

cartoon oops fb out of time

Skip the morning donuts and see your team get stronger!

Many people “think” that they have a strong team, yet reality does not always match this perception!
There are usually hidden agendas and conflict in the workplace.
Employees and leaders need to have an open forum to make sure that the team is as strong as possible.

You probably know that my role in all of this is to stir up conflict.
That’s right, I’m not kidding.
I find that some people don’t have these important communication skills.
I help people have tough conversations and give them the tools to improve conflict in the workplace.
There are many reasons why people don’t like to be open.

Check out this article link:  Tips to Create Winning Teams

Do you see constant improvement as part of your team culture?

Here are more ideas how to make your team even stronger:

  • Leaders and people at all levels have opportunity to show what they can do.
  • Most work is done by small teams of peers, led by people who are knowledgeable about specific areas.
  • People are continually challenged – as well as supported – in ways that enable them to meet those challenges.
  • Managers coach instead of dictate.
  • Status is replaced by ability and valuable involvement.
  • Rewards are based on actual contribution.

How do you make sure that your perception matches your team’s reality?
Specifically how do you create an open environment for people to talk to each other?
Please send me how you do this in the comment section below.

Was this helpful?

Let us hear your thoughts in the comment section below.

Feel free to share these tips with your team – just be sure to give Joyce credit when you share or publish.
(Joyce Weiss Training and Development LLC >  www.JoyceWeiss.com)

Sign up at the RSS feed on the blog site to be included in future blog posts from Joyce on this subject.

For more information, articles and podcasts, visit Joyce’s website

Until next time,
This is Joyce Weiss, Conflict Resolution Consultant
and remember…
YOU GET WHAT YOU TOLERATE

PS  Remember to check out this article link:  Tips to Create Winning Teams

 

 

 

 

 

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What to do with Those “Falling Star Employees!”

cartoon good attitude its freeMany of my loyal readers have asked me to write about how to deal with “middle stars” and  “falling stars” on their team to reduce conflict in the workplace.

The biggest conflict is how NOT to burn out your “superstars” because they do what they do so well. At times leaders stop asking the “falling stars” because they under perform.

Are you asking yourself…”Joyce tell me all ready what do I do with these unmotivated people?”
Ok, here is how I have helped my clients get control of this issue.

Hit this link to share an important yet short video on “The Importance of Feeling Committed to Your Job” with your team.

Who are the “middle stars?:

  • Some days they are great and other days they are not so great.
  • They are inconsistent.
  • They may not want to be “superstars” and only want to do their work and go home.

Here’s some ideas on how to deal with “the middle stars.”

  • Are your expectations clear when you communicate with them?
  • Do they know how they will be held accountable?
  • Are they facing obstacles that are stopping them?
  • Can they be mentored by a “superstar?”

Remember, every person will not be a “superstar.”

  • These people can either move up and improve or move down and become a “falling star.”
  • You have to decide if they can be saved.
  • You can give them the tools and training.

Who are the “falling stars?”

  • This is usually not a large group.
  • Their impact WILL take up your valuable time.
  •  They fail to carry their fair share of the work.
  • They are uncooperative.
  • They are chronically late.
  • They are just getting by.
  •  They need to improve or be replaced

You are not doing your job if you are not taking care of this group!

You can involve both of these groups to see if they want to grow

  • Invite them to meetings and ask for their input.
  • Delegate easy tasks to see if they follow through.
  • Ask them to give short presentations to their team.

I coach my clients to tell every new employee that “dead weight” will not be tolerated.

Remember, you get what you tolerate!

Identify these people and either train them or find others who can take your company far into the future.

Concentrate on taking the “falling stars and middle stars” to the next level.

Recognize your “superstars” so they don’t disengage.

This will help you reduce conflict in the workplace immediately.

Your “superstars” will get the positive attention that they deserve and your “middle and falling stars” will learn what they need to do to continue being part of the team…or not.

Raising the bar of your organization will help you be successful in the future.

Was this helpful?
Please share how you handle your disengaged employees in the comment section below this blog post.
Feel free to share any of Joyce’s blog posts with your team or others who you feel will benefit from the ideas…
Just be sure to give Joyce Weiss credit for the information.

Until next time,
This is Joyce Weiss, Conflict Resolution Consultant

I help others have tough conversations so they get a better night’s sleep!

Remember…You Get What YOU Tolerate!

Remember to check out this link to share this short yet  important video on
“The importance of Feeling Committed to Your Job” with your team.

 

 

Contact Joyce

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