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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A Timely Quote about Doubt by William Shakespeare

The timely quote about doubt by William Shakespeare holds true today.

  • Do you doubt yourself?
  • Does this happen often?
  • How do you stop doubt from stressing you out?

Let’s go deeper! 

timely quote

 

Timely Quote Tip #1: Do You Doubt Yourself?

I can see many of you shaking your head up and down. Of course, we all doubt ourselves at times. In fact, this can be good or bad.  First, it’s bad if doubt stops us from moving forward.  On the other hand, it’s good if doubt forces us to feel the fear and do it anyway.

Motivational Speaker, Tony Robbins came to Detroit, over 30 years ago. I was starting out at the beginning of my career. Tony talked about doubt for an entire day. 

The next day he spoke about strategies for putting our fear into power. Imagine if you were me, eyes wide open. And willing to take any risk to get me unstuck. Was I really ready to become a  corporate speaker?   

Look for a link at the end of this article for a story that describes my experience with Tony Robbins even more. 🙂

Timely Quote Tip #2:  How Often do You Feel Doubt?

Back to Tony Robbins training.  The next day, he asked over 1000 participants to think about how often doubt stopped us. Especially,  from achieving our goals.
As a matter of fact, I raised my hand immediately. And told Tony that doubt isn’t a big issue for me. Additionally, I said, that when doubt appears in my life, I question the validity. Is this really fear or:

F: False
E: Evidence
A: Appearing
R: Real

Tony said some great affirmations and it seemed like he spoke only to me. 🙂 

Timely Quote Tip #3:  How Do You Stop Doubt from Stressing You Out?

Tony’s real message came on the last day of the training. In fact, he invited all of us who were ready to risk, to walk on hot coals. And overcome our fears. As a matter of fact, Career Coach | timely quoteI was not one of the first ones to get up and say, “I’m ready, Tony!” 

I thought I was ready. Until he looked at my eyes. He said, “not yet, you need to work a bit more on your self-doubt.” I watched others walk across the hot coals.  And saw the glee in their eyes when they were done.  I wanted that too!

So, dear readers, did I walk or not? The final answer is…YES!

It took another 30 minutes to remind myself that I trusted Tony. The biggest issue with doubt is to start trusting ourselves more.  

I use this analogy in my coaching practice. Clients who doubt themselves need to know that they are not alone. I share how I overcame certain fears in my life. This gives them hope that their coach is a human being also with fears, doubts, and conflict. 🙂

The good news is that this ‘coal walking experience” still influences me today. 

I hope it will give you that little push the next time doubt stops you from trying something new.  Ask yourself if it’s a real fear or “false evidence appearing true!”

Let’s Stay Connected

Please share your thoughts about this week’s post.

  • How does Shakespeare’s timely quote resonate with you?
  • When has doubt stopped you?
  • What do you do to stop doubt from stressing you out?
  • Have you read any of Tony Robbin’s books?

You can share your thoughts in the comment section or send me a private email HERE.

Read more about my personal story about Tony Robbin’s Fire Walk Experience HERE

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. As a result, other growth-minded people can reduce their high drama and inner stress.

P.P.S. I’m the Human Resource Professional’s Partner. I coach employees and managers so that they feel heard and respected.
This means they are confident to use their voice – without losing their cool.

P.P.S. Do you know young adults in high school or college who need to discuss their doubts, career choices, and timely issues.  A couple of my clients asked me to coach their young adults. The results were gratifying. And it only takes a few sessions.

 

 

 

 

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Joyce Weiss’s High Drama on the Bike Trail

Are you ready for a story about high drama on the bike trail?

Imagine that you actually take some time for yourself.  A bike ride sounds like a great idea.  You’re ready to feel free with the wind in your hair.  It’s time to reflect on your day.  Or you just want to have a powerful workout.

That was my intention. And I looked forward to some alone time. I pumped up the tires. Additionally, the water bottle was filled.  And put on my helmet and sunscreen. The day was mine.  I was ready to enjoy a beautiful Michigan summer day.  

Until… the high drama happened on the bike trail.  Four bike riders were heading towards me.  They took up the entire bike path.  I couldn’t go around them. This occurs all the time on bike trails.  Usually, when a group of bike riders sees someone coming towards them, they go in a single file.

Not these bike riders! They didn’t let me pass.  They started laughing at me saying, “What are you going to do little lady?”  Yes, they bullied this conflict resolution coach.

high drama

You’ll hear what I did soon.  I promise!

I’ve told this high drama story at least 10 times. In fact, I asked friends and relatives what they would do. The answers were diverse.

What Would You do if You were in my Shoes? And Experienced This High Drama?

  • Get off your bike?
  • Go into the trees and let them pass?high drama
  • Say something in a humorous way?
  • Start yelling about their rudeness?

Please respond and let us know in the comment section. 
I’ll send a copy of my book, Take the Ride of Your Life! to the first two people who comment.  

Joyce, Tell us Already.  What Did You do During this High Drama on the Bike Trail?

I reacted without thinking.  This is something that is a natural reaction during stress.  

The following words fell out of my mouth:  “You’ve got to be kidding me! You want me to get off my bike instead of the four of you riding in a single file?” These words fueled the fire. They continued laughing and started saying sarcastic comments about my attitude.

Lessons Learned From This High Drama on the Bike Trail

It took me a long time to calm down.  My heart was pumping very fast.  I felt angry and scared.  Bike riders are usually very courteous.  I was totally caught off guard this time. 

Life is about learning from mistakes.  This lesson is an easy one to recognize.  It’s NOT easy to execute. As I reflect on this high drama, silence would have been the best response.  They were jerks.  What good did it do for me to speak to them? Nothing!

Silence is a powerful tool.  It helps us stay in control. And not say something we wished we didn’t say.  It’s an act of strength.  I’m not talking about not feeling heard. This is another issue that I address in everything that I do.

Let’s Stay Connected

Please share your thoughts about this week’s post. What parts resonate with you?  How would you have responded to this high drama?
You can share your thoughts in the comment section or send me a private email HERE.

Remember, the first 2 people who comment on this blog post will receive a copy of Take the Ride of Your Life!

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.  As a result, other growth-minded people can reduce their high drama and inner stress.

P.P.S. I’m the Human Resource Professional’s Partner. I coach employees and managers so that they feel heard and respected.
This means they are confident to use their voice – without losing their cool.

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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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5 Easy Secrets to Coach Your Team: Part 3

Are you ready for part 3 in the series: 5 Easy Secrets to Coach Your Team?

Do you want to use a powerful tool to create a team coaching exercise and improve morale?

If so, this blog post is perfect for you.  This is #3 in a 5 part series on using a code of conduct as a great team coaching strategy.

You will find links to parts 1 and 2 below just in case you missed them.

team coaching | Be in control of your triggers |bullying in the workplace |communication strategies

Here’s the link to Team Coaching #1

Here’s the link to Team Coaching #2

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

  • 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 or bully on your team.

Step #3 is tough for many people to digest since egos need to be placed aside.  The idea is that everyone on the team agreed to this code and needs to follow the rules.  If they don’t like the rule, they needed to communicate this idea before people agreed to it.  It’s that easy, not easily enforced.  

Please refer to team coaching # 1 and #2 so this strategy makes even more sense to you.

The good news is that it’s everyone’s responsibility to follow the rules and call out those who don’t!  

Clients who have been successful using the code of conduct had to meet periodically to rehash what was agreed upon and deal with those who are having trouble following the code of conduct as a team.

I promise that it’s worth the effort.  I’ve seen teams thrilled that everyone agreed not to use their phones or eat meals during meetings.  This was part of the code of conduct.  Every team decides what’s best for their situation.  

The code of conduct gives every permission to add things to the list that drives them crazy. It’s extremely freeing.  This is a great place to add that bullying in the workplace won’t be tolerated.  The buy-in comes in when the team knows that once the code is created everyone needs to follow the rules.  There will be times that the team agrees to change the code – this is natural and healthy if the team can agree to disagree on certain items.

Let’s Stay Connected

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 links to parts 1 and 2 below just in case you missed them.

Here’s the link to Team Coaching #1

Here’s the link to Team Coaching #2

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5 Easy Secrets to Coach Your Team: Part 2

This week is part 2 in the five-part series: 5 Easy Secrets to Coach Your Team.
Last week the topic was about strategies to use a code of conduct.
Here’s the link for you if you missed it.

Team Coaching Secret #2:  The Team Will Not Be Happy All of the Time code of conduct |complainers; generations in the workplace

  • At times team members will be put on the spot
  • Direct communication (with respect) 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.

Thoughts From Joyce

It’s important for you to have a trained coach or consultant to conduct your code of conduct because there may be times that pushback is prevalent – especially if you have bullies or rude people on your team.  Everyone is responsible to call out team members when the code is broken. 

  • Remember, the code is made by the team. 
  • Everyone must play by the same rules.
  • Team members are willing to stand up and defend the code.

Pushback must be stopped immediately because the team already agreed with each other by creating the code of conduct.  This is where a coach or trained consultant can jump right in before things get out of hand. It could be a good coaching moment with the person who pushes back.  He or she needs to think outside the box and realize that egos are not part of the code. This is the only way that the strategy will succeed.

Leaders can deal with the person who pushes back. It could be a red flag that the angry team member is not a good fit for the company.  It’s not all about you.  It’s about the code. 
You will find more information about this in the next 3 blog posts.

I want to hear from you!

CLICK HERE to learn more about creating your own code of conduct. Ask me how it works to see if it’s a right fit for your organization.

What’s your experience when you created a code of conduct with your team?

Feel free to call me at 248.681.5831 if you want to explore options on how I can come to your organization and facilitate a meeting (face to face or virtually) for you to create your own code of conduct. This is the perfect exercise for any board meeting or retreat.

Human resource professionals find this exercise a time saver for them.

Let’s Stay Connected

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.

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 and improve morale at work.

P.P.S. I work with human resource and business professionals so that they feel heard and respected which means they feel confident speaking their voice without losing their cool.

P.P.P. S.  Here’s the link from part 1 if you missed it.

Contact Joyce

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