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 Want to Hear a Podcast With Tips on How to Reduce Stress and Conflict in the Workplace?

My loyal readers have asked me to inform them when I’m interviewed on the radio especially on
the topic of reducing stress and conflict in the workplace.

I was honored to be a guest on the Catalyst Business Talk Radio Show.
I thank David Pace from  Business Speakers Bureau for the introduction.

Do you want to hear my latest podcast on how to Reduce Conflict in the Workplace?
If you answered, “yes”, you’re at the right place.

Check out the entertaining and informative interview that Catalyst Business Talk Radio Show Public Radio produced on
Secrets to Reduce Conflict in the Workplace.

      Click here for the podcast
Click Here  For more great business podcasts from Catalyst Business Talk Radio Show

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Until next time,
This is Joyce Weiss
and Remember…You Get What You Tolerate!

PS If you haven’t signed up for the Free Video Series on “Reducing Conflict in the Workplace”… you can do this right now
Click here to register for the Free Video Series

 

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Questions to Encourage Cooperation and Respect in the Workplace

Sometimes no matter how hard you try, you just can’t get along with a certain co-worker which creates a lot of conflict in the workplace. Maybe your personalities are just too different, or perhaps your work processes and preferences conflict. Despite this fact, you still have to work together – sometimes very closely – so you need to establish a relationship of cooperation and respect.
But cooperation and respect can be hard to maintain. The key is to get the other person to agree on this one working relationship goal, and then to work together (rather than singularly) to keep the cooperation and respect strong. Therefore, meet with the co-worker who is troubling you and together answer these seven questions. Only with this insight can you move forward toward productive results.

1.    What is our main challenge?
You need to pinpoint what specifically keeps you from having a working relationship based on cooperation and respect. Does it have to do with work styles, personalities, ethnicity/cultural differences, etc.? You need to know what you have to overcome before you can actually do it.

2.    How are we different?
Suppose that you figure out that your conflicting work styles cause the friction. The next step is to identify specifically how your work styles are different. For example, maybe you discover that while you prefer to have e-mail communications, your co-worker finds e-mail cold and impersonal and wants face-to-face meetings. At this point remember not to blame each other for the difference or defend yourself. You want to find how to capitalize on your differences.

3.    How are we the same?
Despite your differences, you likely have a few similarities. In fact, at one point in your history together, you probably did one thing – even one small project – together well. What worked then? The key is for you to build off your sameness to establish cooperation and respect.

4.    What opportunities are within our reach?
In other words, if we work together what can we accomplish together? This question gets you to think positively about the other person so you can have the motivation to work together in a way that fosters cooperation and respect.

5.    How can others in the department or company help us?
Remember that you’re not alone. Others in your department or company want you to develop mutual cooperation and respect. Identify who those people are and get their input.

6.    How can we communicate with each other better?
In order to work on your relationship, try spending some time together. This does not mean hanging out together on weekends. It simply means for you to go to lunch together once per week or agree to meet for 20 minutes every Monday to go over weekly goals. Do something to get the dialog started.

7.    How can we amaze ourselves?
Determine what would be an amazing experience for the two of you working together. Describe it in great detail. Use that vision to guide your future working efforts. Before you know it, you’ll have a solid base of cooperation and respect to build from.

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.

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

Until next time…Remember, You Get What You Tolerate!
Joyce Weiss, M.A., CSP
Conflict Resolution Consultant and Accountability Coach

P.S.  Sign up for your own FREE video series – “20 Tips to Reduce Conflict in the Workplace”  HERE

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Use Be Direct with Respect® to Reduce Conflict in the Workplace

Be Direct with Respect® Strategies

You can now go to the next level in your career development after reading this article by taking Joyce’s newest on line course which includes a coaching session on the phone.  You have the opportunity to work with Joyce on an issue that you learned about yourself during the course. Look for details about this exciting offer below the article.

Strategy 1: Eliminate Ambiguity

By being Direct With Respect®, you’ll always begin with positive statements and get right to the point. If your conversation is to point out and correct negative behaviors, describe the person’s actions, not their personality. Use language that makes an impact, yet decreases defensiveness. One good way to do this is by using “I” statements rather than “you” statements. Also, use factual descriptions instead of judgments or exaggerations.

Strategy 2: Gain the ability to be direct and truthful

When should you be direct and speak up? As soon as you reasonably can. If you wait too long, you may forget what you needed to say, which can leave a nasty residue of resentment that can explode at the wrong time ­ or at the wrong person. While it’s difficult to know precisely when to speak up, it’s equally challenging to know when to let something drop. To gain perspective, imagine how important the incident will be in six months. If you think it will still be important, then say something immediately. If it would sound a little silly in six months, then let it drop.

Remember, though, telling the truth isn’t a license to dump your negative feelings on others.

Strategy 3: Develop positive self-talk strategies that propel your career

Once you realize you’re giving negative messages, make a conscious effort to stop and say something positive instead. Stop focusing on what you feel you don’t do well and congratulate yourself for all your strong points. Also, strive to seek out other positive people so you can support each other. Challenge yourself to break away from negative people who are only holding you down. The more positive you are, the more confident you’ll be at being Direct with Respect®. In return, others will feel more confident about your abilities, thus leading to more future success.

Be Direct with Respect® is a new way of thinking and communicating for those who are used to holding things inside. Once you implement Be Direct with Respect®, you’ll find that being direct and truthful will make you self-confident and earn you the respect you deserve. Even more important, as the concept of Be Direct with Respect® takes hold in your company, your employees will communicate better and build stronger relationships with co-workers and customers alike. Before you know it, morale will be up, profits will soar, and your company will be ready to make its mark on the business world.

Check out how you can go deeper and learn more ideas on how you can communicate with impact with
Joyce’s On Demand Course.
Like my client  Lori did after she took the course.

“Things are really going well here since people started taking the Be Direct with Respect®:  Communicate with Impact Course.
We continue to see great progress within our management team which is beginning to flow down to the staff.  I had a meeting with one of my managers this moring and she commented again on your program and how well it impacted her.”
Lori Verbrugge, Human Resource Director, Midwest Financial Credit Union

Click the link below so can get ready for radical communication improvement!
Be Direct with Respect®:  Communicate with Impact On Demand Course

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Let us hear your thoughts in the comment section below.
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Sign up at the RSS feed on the blog site to be included in future blog posts from Joyce on this subject.

Until our next visit, Remember…
You Get What You Tolerate!

Joyce Weiss, M.A., CSP
Conflict Resolution Consultant & Accountability Coach

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New Facts About Stress: Make the Most From a Job That You May Not Like

Admit it… you may not like your job. You might come home every evening after a long day and spend the next few hours complaining to anyone who’ll listen about how miserable your workplace is and how you’d love to quit – if only you had enough money set aside to do so.

But let’s also face today’s economic reality. Jobs are hard to find, and any job that pays is one you have to keep. So if your work situation is less than ideal and you want a way to love what you do without changing your job, here are some suggestions to help.

1. Show optimism and a positive outlook at all times.

How can you be optimistic when you dislike your job? Remember that at least you have a job. You’re paying your bills and providing for your family. You’re not part of the newest unemployment statistic. Find something positive to focus on to remind yourself of how life would be if you didn’t have any job at all. In order to stay positive, strive for excellence, not because you have to, but because you want to.

2. Learn from setbacks and convert challenges into success.

Many people feel that they have “bad luck” at work. Everything that can go wrong seems to happen to them, and they then like to talk about these negative experiences, which only makes them even more depressed. But when something goes wrong, rather than dwell on the setback, find out what you can learn from the experience so you can be successful next time.

3. Do whatever it takes to get the job done.

If you don’t like the job and don’t want to do it, then the job won’t get done at all. It’ll be hanging over your head like a dark rain cloud, so you might as well do it anyway. Also, if you don’t get the job done, someone else will, and then you’ll get the pink slip. If you feel that you can’t do whatever it takes to get the job done because of a lack of resources and your hands are tied, then untie your own hands. What could you do differently given your existing resources? There’s always a second right answer.

4. Be eager to share ideas with leaders and colleagues.

You can’t work in a vacuum. You need to talk with others and collaborate in order to expand your thinking and gain new perspective. And you never know… someone may say something that makes you realize your job isn’t so bad after all.

5. Look for ways to constantly grow.

We are all a work in progress. And growth and learning is something that we must initiate; we can’t expect others to do it for us. Additionally, lifelong learning will make you more competitive in the marketplace. So when the economy rebounds and you can find that new job you want, you’ll have the skills and mindset to make it happen.

Check out Full Speed Ahead: Become Driven by Change
which is a life coaching book
to help you deal with life’s stresses.

“A Straight forward, engaging and down to earth book for those desiring improvement in the quality and direction of their lives.”
Anthony Robbins, Author Awaken the Giant Within and Unlimited Power

“Joyce Weiss in Full Speed Ahead challenges the reader to deal with change on a personal and professional level as a way to maximize opportunity.  The book starts with charging your life’s battery with positive attitude and brakes with a discussion of goal-setting and prioritizing.  Each chapter has helpful worksheets that drive Weiss’ points home.  Chapter 7, covering creativity, was a personal
favorite because it identifies the mental roadblocks to creatvity and shows how on can detour around them.

Jim Pawlak, Book Reviewer for The Detroit News

Check out Full Speed Ahead: Become Driven by Change

 

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

Until next time, Remember…

“You Get What You Tolerate!”
Joyce Weiss, M.A., CSP
Conflict Resolution Consultant & Accountability Coach

 

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Improving Communication Skills Between Generations in the Workplace

Even though people in the various generations often don’t agree, there is one thing they all agree on: Respect for each other in the workplace simply doesn’t exist. Those in the older generations (the Silent Generation and the Baby Boomers) think the younger workers of today are lazy and disrespectful. On the other hand, the younger generations (Generation X and the Millennials) think the older workers are stuck in their ways and too closed-minded.

Despite these differences, people from the varying generations must work together productively for the company to succeed. If they let their generational outlooks get in the way, conflict will result.

Use the following suggestions to overcome generational differences so everyone can get along:

Know each others preferences

In a nutshell, the Silent Generation and the Baby Boomers prefer face-to-face communication. They like consensus, and they expect everyone to respect authority. They don’t like conflict and will avoid it at all costs.

Generation X and the Millennials love online meetings. They twitter each other and use e-mail the majority of the time. They’re not afraid to confront others; they want their voices heard. They dislike being on teams and prefer to work alone.

While we can’t automatically assume every single person in a particular generation behaves and thinks a certain way, knowing the generalities is a great first step. Therefore, take the initiative to learn about the other generations you work with. The more you understand their point of view and what events shaped their lives, the more you’ll be able to work with them without conflict.

Spend time with each other

Simply knowing each other’s preferences is one thing; it’s another to actually spend time learning from the person. Remember that learning and mentoring is a two- way street. Just as younger people can learn things from older people, the older generation can definitely learn from the “kids.”

As you do this, realize that you’ll likely have to make compromises. For example, a younger person can teach an older person about some new computer communication tool. The younger person will need to employ patience during the training, and the older person will need to keep an open mind to the new technology. You’ll also have to confront your own personal biases and work through them. Only then can you truly benefit from the interaction.

Be open to talking things out

The older people don’t understand what all the pierced noses and tattoos are about, while the younger people can’t comprehend how someone can be so loyal to a company. Instead of just wondering in silence, it’s time to talk it out ­ with the very people you don’t understand. As long as the conversation stays respectful and does not turn into an accusatory yelling match, it will be a healthy way to gain broader understanding of each other. The sooner you start the conversation, the quicker you’ll resolve differences.

Bridge the Gap

Generational differences can be tough. However, when you are open and honest and take the time to really listen to each other, you can overcome any perceived differences ­ real or otherwise. A little generational understanding can go a long way to boosting the company’s bottom line.

Check out the link below for more ideas to improve communication skills
Understanding 5 Generations to Reduce Conflict in the Workplace

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

Until next time, Remember…

“You Get What You Tolerate!”
Joyce Weiss, M.A., CSP
Conflict Resolution Consultant & Accountability Coach

 

Contact Joyce

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