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

By Leave a Comment

Accountability Strategies to Build a Winning Team! Part one

https://youtu.be/4-9eHdQFJnA

  • Do you want to learn accountability strategies to use immediately?
  • Are you tired of your team blaming others, making excuses or playing the denial game?
  • Would you like to experience a team that honors ownership, accountability, and responsibility?

If so, you are in the right place!  By the time clients contact me to create a training or coaching session, they have tried everything to move their team from acting like high school students to a force of success – with no avail!
The five accountability strategies below will get you started.  There will be more strategies in the next few blog posts.

Accountability Strategy #1: Know your Culture 

It’s time to change a negative culture now!  Share these next blogs with your team to see where your gaps are to change a blaming environment where people point fingers to a culture of team problem-solving.

Accountability Strategy #2: Understanding the Old Definition of Accountability

Ask your team for its own definition of accountability.  This is a great step to know the action steps your team needs to take to move forward.

accountability strategies

Accountability Strategy #3:  A Better Definition of Accountability

Teams need to know the importance of collective and personal accountability.  We are in this together will help build trust and improve morale.

Accountability Strategy

Accountability Strategy #4:  Encourage a Positive Mindset

Accountability strategy #4 is very important!  A positive mindset is mandatory to make a permanent change.  Hold team members accountable when they blame or play the victim.

accountability strategy

Accountability Strategy #5: Get Rid of the Victim and Blame Game

The sign of a strong team is how it deals with stress and challenges.  Celebrate when desired results are achieved.

accountability strategy

I want to hear from you

Add a comment to my blog on how you measure accountability at work.  Which accountability strategy speaks to you?

You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email with concerns that you are experiencing at work.

Check out my NEW Testimonial Page on JoyceWeiss.com at the link below:
You may know some of my clients! 😉  
Here’s the link 

Until next time,

Joyce Weiss, M.A., CSP
Career Coach and Corporate Communication Strategist

Have a great week.

Remember, YOU Get What YOU Tolerate!

 

By Leave a Comment

No More Food Fights! Team Strategies

get new employees

Are you tired of employees or co-workers complaining about each other?

Do you want to develop an environment of Esprit de Corps where people get along and RESPECT in the workplace is part of your culture?
Search my previous blog posts on “conflict in the workplace” where you will find tips on how to remove barriers and build strong teams.

Now that your team is removing obstacles, the following tips will help build a positive environment.

 

Team Strategies #1: Esprit de Corps team strategies | repair generational conflict

  • Each person is committed to each others’ success
  • The team supports each other during up and down times
  • The team does whatever it takes to succeed

Team Strategies # 2:  Know the Strengths and Weakness of Each Team Member

There are numerous communication/team assessments on the market.  My clients are always fascinated with the results of Inscape’s DISC Workplace Profile. My group engagement skills help each team member interpret and apply the DISC assessment to improve team communication.

Teams learn the following information after taking the DISC:

  • How to reduce stress/tension with team members who are different than you
  • Create respectful ways to communicate with direct reports, colleagues, and leadership
  • Know your team’s tendencies, work preferences, and desired environment
  • Change, “Why does this person do that?  It’s so irritating!” to “I now understand why this person acts like this and I will figure out how to respond in a productive way.”
  • Take your professional development to a higher level through communication empowerment

I want to hear from you

Add a comment to my blog on how you stop food fights with your own team strategies.  What stories or expressions help?
You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email with concerns that you are experiencing at work.

Let me know if you want to discuss how to receive your own DISC assessment for you or your team.  It’s easy and cost effective considering all the valuable information that you will learn about yourself and your team.  Call me at 800.713.1926 for more information.

Until next time,

Joyce Weiss, M.A., CSP
Career Coach and Corporate Communication Strategist

Have a great week.

Remember, YOU Get What YOU Tolerate!  

 

By Leave a Comment

Action Steps 6-10 How to Reduce Conflict in the Workplace

Hello loyal readers!
This blog post has action steps 6-10 to reduce conflict in the workplace.  You will find a link at the end of action steps 1-5 just in case you missed last week’s article.  Let me know which ones “speak” to you!

Action Steps 6-10 to Reduce Conflict in the Workplace

6.  Set up a Mentor Program where all generations help each other using their unique talents, skills, and perspectives.

7.  Encourage all 5 generations – Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Edge to share ideas since they bring a fresh perspective to the team. Conflict in the workplace |Collaboration strategies

8.  Ask all generations to help each other with face to face communication and social networking skills.

9.  Ask your team what opportunities will open up when everyone is accountable with each other.

10.   Start a discussion with your colleagues about what you and they are doing to commit fully to their job for an interesting discussion.

I want to hear from you

Add a comment to my blog on which action step works for you!  What stories or expressions help you?

You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email
with concerns that you are experiencing at work.

Here’s a link to action steps 1-5.

Until next time,

Joyce Weiss, M.A., CSP
Career Coach and Corporate Communication Strategist

Have a great week.

Remember, YOU Get What YOU Tolerate!

PS Get the video series, “20 Tips to Reduce Conflict in the Workplace” HERE.

 

By Leave a Comment

Toolbox Alert #3: A Code of Conduct Really Works!

This post is the 3rd article of a series called Creating Your Own Code of Conduct.

Toolbox Alert #1 covered the following topics:

  • The importance of a Code of Conduct
  • Challenges you may face while creating the Code of Conduct
  • An important reality check about the Code of Conduct

You will find the link to Toolbox Alert#1 HERE

Toolbox Alert #2 covered the following topics:

  • Knowing the priorities of the Code of Conduct
  • The Code of Conduct is the police officer
  • What to do when someone breaks the Code of Conduct

You will find the link to Toolbox Alert #2 HERE

This week’s article will cover the following topics:

  • Examples to get you started to create a Code of Conduct
  • Joyce’s thoughts about creating a Code of Conduct

Examples to get you started to create a Code of Conduct

The following are examples of ideas created by clients during past training sessions: code of conduct | career coach | improve meetings

  • Eating before meetings in order to focus on important issues
  • Total engagement of the entire team – no silence
  • Talkative team members sticking to the point
  • Finger pointing and blaming will not be tolerated
  • Sidebars won’t happen during meetings in order for everyone to listen to the speaker
  • Company values will be followed.  If there is a breach of the code, we need to confront others
  • Treat people how you want to be treated
  • Bullying will not be tolerated
  • Harassment will be addressed especially with sexual orientation, minorities, women, and new team members
  • Discipline will be consistent with all leaders

Joyce’s thoughts about creating a Code of Conduct

  • Everyone has to agree to the Code of Conduct or it will not work. code of conduct
  • When there is a breach the person needs to be called out.
  • We need to ask,  Is what you are doing aligned with our values? 
  • Retaliation is never part of the code.  People need to feel safe in order to respectfully tell team members when
    they break the code.
  • The entire team needs to create the Code of Conduct

I want to hear from you

Add a comment to my blog on how you created a code of conduct in your workplace. You will receive a response from me because I enjoy connecting with my readers! 🙂  You are always welcome to send me a private email 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.

This is Joyce Weiss
Corporate Communications Strategist and Career Coach

Have a great week.

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

 

By Leave a Comment

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!”

 

 

Contact Joyce

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