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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Working Together to Build Trust in the Workplace

Bob, a top leader in his company came to me to figure out why his team was not working together.   He told me that no one gave him input and he was wondering if trust was an issue.  We worked together for 3 months to work on his communication skills.  This article describes 3 strategies that Bob used to improve his communication skills which supported his team to begin working together.

Working Together Strategy #1:  Define what trust means to the team

 

working togetherThe American Heritage Dictionary defines trust as – “the firm reliance on the integrity, ability, or character of a person or thing.”  No wonder why there’s a challenge with people working together.  It’s hard enough to rely on only one of these characteristics.

Bob asked his team the following questions:

  • What does trust mean to you?
  • How can I gain your trust as your leader?

This exercise was eye opening to everyone because each person required distinctive characteristics to gain his or her trust.  Bob called me right after he conducted this exercise and expressed how people were starting to speak more openly with each other.

Working Together Strategy #2:  Understand who is on your team

My clients have seen great results after we conduct a training using different assessments.  It’s important to identify the different behavioral styles because we are all wired differently.  Bob asked me to give each team member the DISC assessment which uncovers 4 behavioral styles.

  • Directors may want authority, challenges, freedom, logical approach and difficult assignments.
  • Interactors may want social recognition, people to talk to, freedom from details, and a chance to motivate.
  • Steadys may need status quo, time to adjust, appreciation, and work patterns.
  • Carefuls may need security, exact job descriptions, and attention to detail.

We divided the group to find people who shared the same behavioral style to discover how they are the same.  We then divided the group with the assorted styles to discover how they could improve their communication with each other.  There was a lot of laughter and deep conversation about the distinctive styles.  They figured out in a positive way why certain groups worked well together and why others drove each other crazy.

Working Together Strategy #3:  Discuss how the team can use this information to build trust

Understanding how each person defined trust and being aware of the 4 behavioral styles brought the team closer.  Bob took advantage of this positive environment to go deeper with his team.

He asked them to brainstorm the following ideas:

  • What the team needed from each other to become more productive
  • What they needed from the executive team
  • How meetings could be improved to improve time management

The ideas were discussed with the executive team and meaningful change happened.  I realize that some of you may not trust your executive team.  An executive coach would have to work with top leaders to discuss communication issues and transparency.  Leaders need to know how they can improve to help employees start working together.  Communication is a 2-way street!

I want to hear from you

Send me an email with your questions or comments on how to improve your team so they can start working together.

Read more articles and listen to podcasts at our Team Building Strategies Knowledge Base

This is Joyce Weiss, Communications Strategist and Coach

Learn how Joyce Weiss can leverage her 30+ years of communication and leadership consulting and coaching experience to help your organization address team building strategies here.

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

P.S.  Feel free to call me at 800.713.1926 or send me an email to find out how the DISC assessment can help you or your team improve communication and career growth.

 

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Collaboration Solutions for Strong Leaders

Collaboration solutions in the workplace are necessary more than ever before because it saves time and effort for the entire team.  Strong leaders need to know if their communication is causing barriers for the team.  They will be respected as a leader who is able to give and most importantly receive constructive feedback.

Collaboration Solutions #1:  Take the time to ask yourself:

  1. Am I the catalyst for more open and effective communication?
  2. Do my expressions convey respect in every way?
  3. Do I genuinely help others without getting in their way?
  4. Am I a role model to motivate the team during good times and challenging moments?

These questions will help you when and if your team is not open with you.  I’d strongly suggest that you conduct a 360 with your team and direct reports.  Give them a survey to fill out anonymously with the above questions.  You will be able to uncover blind spots if they exist.  When you do this exercise you can always email me with questions about the results at Joyce@JoyceWeiss.com

Collaboration Solutions#2:  Explore your team’s openness with you

  1. Do they feel comfortable to give you constructive feedback?
  2.  Is the environment open where people feel comfortable having tough conversations?
  3. Do they ask you for support when they are overwhelmed?

The answers will be telling if you are open to their comments.  If no one gives you constructive feedback it may be time to have a meeting on the importance of having a 2-way conversation to improve processes and communications. If your environment is tense and people are not collaborating with each other you need to find out why.  They need to find collaboration solutions if one department is stressed and another department is not as busy.  Create a meeting and set the tone that it is necessary for an open dialogue.  If no one talks that is an indication that trust is an issue and you need to speak to individuals to ask the tough questions.  This isn’t easy to do and it’s important to let your team know that you need their support to move forward.  Remember that some of your team may have had negative experiences with prior leaders.  You need to express your expectations about having an open culture.

I want to hear from you

How have you built trust with your team?  What challenges do you have with open communications?  
CLICK HERE to send me your questions or comments.  I enjoy responding to all of my loyal readers!

Until next time,

This is Joyce Weiss, Communication Strategist and Coach

You can start tackling tough conversations with bullies, different generations, and even narcissists once you learn the powerful strategies. I will do whatever it takes to help you improve your quality of life.

Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, and on-line professional growth coaching.

VISIT our team building services page to see how we can help you and your leaders learn new strategies how to collaborate

READ MORE articles and listen to podcasts about collaboration strategies on our team building knowledge base page

Remember…You Get What YOU Tolerate!

See YOU Next Week.

PS I will let you know when we launch our new site.  You will find new videos and resources on how to improve your work and home life.  Stay tuned!

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Secrets from a Life Coach to Encourage Work-Life Balance

Do you want to learn 5 secrets from me, your personal life coach to encourage life balance at work?  If so, see if you can relate to these 3 questions.

  • Does your team complain that they have no time for themselves?
  • Is negativity starting to become part of your culture?
  • Is your team walking around like zombies because they are sleep deprived?

We all know that when there is a supportive work atmosphere, the team will be more productive.  Leadership needs to address life balance more so than ever before.  Millennials, Generation X and Baby Boomers all share the same need to make time for themselves after work. This is the new normal.  Companies that address these concerns will become the best and brightest places to work for in their industry.  But what can you do? Try these 5 secrets:

Life Coach Secret #1: Survey people to learn their needs.

Develop a work-life committee to gather information on which flexibility needs your coworkers want and report the findings. Whether they’re dealing with eldercare, childcare or continuing education, you can help give management a better grasp on what the team needs.

Life Coach Secret #2: Take suggestions under advisement.

When people’s personal needs are met, they’re able to concentrate better and be more efficient. Start by asking for one reasonable request – for example, staggering the start and end of workdays. After the company familiarizes itself with flexible schedules, tackle a new need.

Life Coach Secret #3: Make sure desires match positions.

People need to be happy with their work. Do you know someone in accounting who would rather be doing more creative work? Encourage him or her to try a project in that department! The entire company will benefit by having a happier and more productive individual.

Life Coach Secret #4: Recognize signs of burnout.

Do you work with someone who always seems tired, overreacts to minor problems, and has diminishing productivity? Gently broach the subject. He or she may need to schedule a vacation or may need to switch jobs.

Life Coach Secret # 5: Set a good example.

If you occasionally need to take time out of your workday to attend to personal obligations, don’t hide it – you’re actually setting a good example! There will always be projects that compete for your time.  Realize that some personal obligations need to take priority. When your work environment allows people to accomplish both their personal and professional goals, you’ll be rewarded with loyal, happy employees and coworkers … and increased productivity. Start setting yourself apart from the competition today!

I want to hear from you!
CLICK HERE to send me your questions about your work life issues at work.  What does your company do to ensure that employees feel balanced at home while being productive at work?

Until next time,

This is Joyce Weiss, Communication Strategist and Coach

You can gain control in your own life after working with me as your personal life coach.  I will do whatever it takes to help you improve your quality of life.

Feel free to call me (800.713.1926) concerning your own team or professional growth coaching.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

CLICK HERE to review the table of contents and testimonials for your own copy of Take the Ride of Your Life:  Shift Gears for More Balance, Growth, and Joy.  Please call me to discuss special rates when you purchase quantities for incentive or holiday gifts.

 

 

“Terrific stuff Joyce! You are an endless source of Practical ideas and great inspiration for getting everyone involved in turning around potentially negative situations.  The bicycle analogy is something we can all relate to in our own life.  It is truly an inspiring message.” Bill Zehnder, President, Bavarian Inn Restaurant, Frankenmuth, MI  

 

 

 

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Discover My Proven & Powerful Team Coaching Secret

Do you want to learn a powerful secret from my team coaching tool box?  If so you are in the right place:  Create Your Team’s Code of Honor.

This article contains an exciting exercise that I use in my training sessions on Resolving Conflict and Employee Engagement.  Clients enjoy using this strategy.  They implement the ideas during and after the session.  I hope that you see the value by using this powerful training secret.  It can help you reduce conflict in the workplace and improve your working condition.

 You may be asking yourself, “What is a code of honor?”  A code of honor is a powerful set of rules that govern the internal behavior of any team.

 Team Coaching Secret #1:  Strategies to use a Code of Honor

  • The rules are made by the team
  • Team members are willing to stand and defend the code
  • Each team member is personally responsible and accountable for his or her behavior
  • It allows everyone to do their best work
  • Everyone has to play by the same rules
  • Everyone agrees to put in the time and energy – not just show up for work
  • The team helps finds unique talents of other team members

Team Coaching Secret #2:  The Team Will Not Be Happy All of the Time

  • At times team members will be put on the spot
  • Confrontation is part of the Code of Honor
  • The code will protect everyone on the team from abuse as long as bold honesty, accountability, and support exit.

Team Coaching #3:  Priorities When Using A Code of Honor

  • The code and mission come first
  • The needs of the team come second
  • The needs of the individual come third – it’s not all about you!
    Good luck with this one if you have a narcissist on your team.

 Team Coaching Secret #4:  The Code of Honor is the Police Officer

You may have 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.”

 Team Coaching Secret #5:  What to do When You or Someone Else Breaks the Code

  • Take a deep breath
  • 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

 Thoughts from Joyce

Examples of code of honors are the following:

  • Everyone come to the meeting on time
  • No side conversations during the meeting
  • Cell phones are turned off
  • Everyone needs to participate
  • The team supports members when harassment occurs and confronts the bully

The idea is for the entire team to come up with it’s own code.  Leaders can’t persuade others what direction to take.  I’ve seen miracles happen when this exercise is done right.  The team can change the code to fine tune their goals. 

Click here to discover a unique professional development strategy.  It is a powerful on-line coaching Master E-Course:  Communicate with Impact.  Clients work with me on line for 2 months to resolve conflict in their workplace.  They get total support with me by practicing powerful, proven, and practical strategies.

CLICK HERE to learn more about how Joyce can help your company create team synergy through team building consulting.

I want to hear from you!

CLICK HERE to send me your questions about creating your own code of honor.  What is your experience when you created one with your team?  Feel free to call me at 800.713.1926 if you want to explore options how I can come to your organization and facilitate a meeting for you to create your own code of honor.  This is a perfect exercise for any board meeting or retreat. 

Do You Want to See How Your Communication Impacts Your Success at Work?
CLICK HERE to take the easy and fun Communicate with Impact Quiz. You will get your results immediately and learn more about setting boundaries to be more effective at work and in your life. Sound good?
Here’s the LINK

Until next time,

This is Joyce Weiss, Communication Strategist and Coach

You can start tackling tough conversations with bullies, different generations, and even narcissists once you learn the powerful strategies. I will do whatever it takes to help you improve your quality of life.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

Click here to discover a unique professional development program.  It is a powerful on-line coaching Master Program:  Communicate with Impact.  Clients work with me on line for 2 months to resolve conflict in their workplace. 

This personalized 4 week coaching program will help executives to emerging professionals
> Resolve conflicts
> Build communication skills
> Strengthen working relationships
> Using personal scenarios and exercises to address real life issues, participants will work at their own pace
It includes additional online coaching for the month after while practicing the life skills learned. They get total support with me by practicing personalized, powerful, proven, and practical strategies. 
Here’s the link

PS Read more articles and listen to podcasts at our Team Building Strategies Knowledge Base https://www.joyceweiss.com/resources/knowledge-base/team-building-strategies/

 

 

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A Book Recommendation on How Leaders Can Improve Outcomes

The greatest danger of most of us is not that our aim is too high and we miss it, but that it is too low and we reach it.  Michelangelo

Are you a leader who wants to improve outcomes and morale with your team?

Great!  Leaders can improve outcomes after they visit this post which includes an interview with Steve Lishansky , author of The Ultimate Sales Revolution.  Steve has successfully taught fundamental human dynamics that elevate and accelerate exceptional results to thousands of top professionals and leaders in over 40 countries around the world.
You can reach him at 978.369.4525 and steve@optimizeintl.com.  Here’s the link at amazon to review and purchase The Ultimate Sales Revolution.

Here’s this important and informative video interview with Steve Lishansky

The following is a summary of my interview with Steve Lishansky:

What Makes People Successful?
A universal driving force is creating value.  If you want to sell yourself better you need to understand that people don’t want to buy you.  They want to buy value.  Successful people ask questions to reveal the real needs of others.  This is not just in a sales situation.  This also occurs when communicating with your team. 

Great Questions for Leaders to Ask

  • What do you want to accomplish?
  • How will this be beneficial to you when you accomplish these goals?
  • What are the most important results you desire?
    These three questions will help the other person delve deeper on what he or she wants to accomplish. 
    In a sales situation, price is never an issue if value isn’t clear.  The same thing happens in workplace communication.  Leaders need to ask questions to reveal what the person really wants. 

What’s the Greatest Source of Miscommunication?

  • The first source of miscommunication is YOU.
  • The 2nd source is THEM.
  • The 3rd source is YOU and THEM

Something gets lost in translation between you and the other person when communication occurs.
People don’t tell us what really matters many times because they haven’t thought it through well. Leaders can elevate the communication by finding out the meaning of employees’ communication.  This builds the relationship for working together.   

Compare Your Best and Most Challenging Relationship

You may be able to resolve issues with team members after you answer the following questions which were taken from The Ultimate Sales Revolution.

  1. Considering your most successful relationships
  2. How well do you know what is most important to them?
  3. What is it?
  4. When you are discussing how you are going to fulfill what is most important with them, what is the rational of discussing results/outcomes with them versus discussing specification and actions?
  5. Consider your most difficult and challenging relationships
  6. How well do you know what is important to them?
  7. What is it?
  8. What must you do to increase the discussion and focus on results and outcomes with them versus discussing specification and actions?
  9. What makes your best relationship work so well?
  10. What makes your challenging relationship so difficult?

Thoughts from Joyce on Why Deep Conversations are So Important

Make sure and ask important questions if you want to improve your relationships with your direct reports and colleagues.  You may need to change your communication strategies to encourage trust, respect, and caring.  I suggest that you elevate your dialogue with others even if you think the relationships are positive.  Most of us think that our communication is good and it’s the other person’s issue if there is a miscommunication.  This is not true.  It starts with us.  These ideas will improve outcomes once you start implementing them.

I want to hear from you.
Please send me your comments on how you have you successfully changed a challenging relationship.  How did you communicate with him or her to make these successful changes?

Until next time,
This is Joyce Weiss, Communication Strategist and Coach

I share powerful techniques on tackling tough conversations to build employee engagement, accountability, and improve my client’s quality of life.
Feel free to call me (800.713.1926) concerning your own team/executive retreats, workshops, and on line professional growth coaching.

Remember…You Get What YOU Tolerate!

See YOU Next Week.

PS.  If you like this post on communicating deeper with others to get great results, here’s an article on ‘Got Personality Issues at Work?”

CLICK HERE to learn how you can experience one of Joyce’s customized workshops for your company. https://www.joyceweiss.com/services/workshops/

Contact Joyce

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