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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5 Career Skills to Make the Best of Your Job

Career Skills is a topic that I cover in every workshop or coaching session.  It’s all about feeling positive about our jobs.  Let’s face it, we are at work more than we are at home!  Some people are fortunate because they find their jobs rewarding and actually love going to work.  Others can’t wait until the weekend and constantly complain to their families about how miserable the job is for them. 

So if your work situation is less than ideal and you don’t want to change your job, here are some Career Skills strategies that may help.

Career Skills Strategy #1:  Do whatever it takes to get the job done

If you don’t like the job and find it difficult to complete projects, then the job won’t get done at all. It’ll be hanging over your head like a dark rain cloud. 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, untie your own hands. Ask yourself what you could do differently given your existing resources. There’s always a second right answer.  You could collaborate with a team member and support each other with different tasks.

Career Skills Strategy #2: Do your best to stay positive and don’t let your negativity take over 

Career Skills

How can you be positive when you dislike your job? Remember that at least you have a job. You’re paying your bills. You’re not part of the newest unemployment statistic. Find something positive to focus on to remind yourself 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.  This is not easy to do but necessary.  Others will sense your negativity.  You may not be looked upon as someone who could get a promotion. 

Career Skills Strategy #3:  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 a new perspective. And you never know… someone may say something to remind you that your job isn’t so bad after all.  Start looking for ways to improve productivity or customer satisfaction.  Share these ideas with your boss and at meetings.  This could help you feel better about your job.  Using this Career Skills strategy may get leaders to pay attention to you and your good ideas.

Career Skills Strategy #4:  Ask your boss or human services if there are different options that could match your Careers Skills and Path

Career Skills

Many of my clients have used this Career Skills strategy to develop their careers by working in a different setting in the company.  It’s always a risk to let others know that you want to make a change.  Make sure and keep your negativity intact when you have these conversations. Let leaders know that you want to remain at the company and are open to exploring other options.

Career Skills Strategy #5:  Look for ways to constantly grow

We are all a work in progress. Growth and learning are Career Skills 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. You will be more employable and will have the skills and mindset to find a better job if you decide to leave your current position.

I want to hear from you

Send me your questions or comments on how you developed your Career Skills even at a job you didn’t like.  

Read More on how to improve your career by exploring the Our Career Knowledge Base

This is Joyce Weiss, Communications Strategist and Coach

Do you want to discover how our services can help you develop your or your team’s career? Visit our Career Coaching Services page

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

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Executive Coaching Strategies for Leaders

Executive Coaching is a powerful tool for leaders to learn.  Do any of the questions below keep you up at night?

  • Do you want to start empowering employees to divide the workload evenly and fairly?
  • Are some of your teams working harder than others?
  • Do generational or cultural differences get in the way?
  • Are you getting in the middle of communication challenges between employees and acting more like a referee?

If so continue reading!  This article will give you Executive Coaching Strategies and case scenarios for you to share with your team.  Leaders who use coaching skills are great role models for their employees. 

  • They encourage team members to resolve their own conflict. 
  • They know how to hold others accountable for their actions.
  • They set boundaries so that their team understands their expectations.

Executive Coaching

 

Executive Coaching Strategy #1:  Encourage others to resolve their own conflicts

The next time you have a meeting let your team know that they need to start resolving their own conflicts. Communicate that you want them to meet with each other first before they include you.  This Executive Coaching Strategy will allow you to do the things you want and need to do and stop being the company referee!

The following are 2 case scenarios to give to your team:
How would you resolve conflict when 2 people have an issue with each other if you were a leader? 
What patterns have you witnessed concerning generational or cultural issues?

These questions will start your team thinking how they would resolve personality conflicts if they were in charge. They will also bring forward important topics that need to be addressed.

Exectutive Coaching

Executive Coaching Strategy #2:  Hold team members accountable for their actions

Leaders need to coach their team about job performance or attitude adjustment or else these negative qualities and behaviors will continue causing stress for the company.  Use your favorite coaching stories to describe the culture you want at your organization.  Share your philosophy how negative attitudes or mediocrity will not be tolerated.  Some leaders may not discipline because they fear a backlash from employees.  This one Executive Coaching strategy will help leaders and their teams discuss how things need to change and how to move forward.

I want to hear from you

Send me your questions or comments on what is and what is not working with your organization’s communication.

Read More on Executive Coaching Strategies.

Visit our knowledge base for more articles and podcasts on Executive Coaching 

This is Joyce Weiss, Communications Strategist and Coach

Do you want to add Exective Coaching to your Leadership tool box to give you the time to do what you want and need to do?
Visit our Executive Coaching services page 

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

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Collaboration Strategies to Improve Generational Communication

Collaboration Strategies are possible even when there is so much conflict between generations in your workplace.  At times respect for each other doesn’t exist.  Yet there are numerous organizations that have figured out how to celebrate such diversity. 

Have you heard these comments at work?

  • Baby Boomers and the Silent Generation think the younger workers are lazy and disrespectful.
  • 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, the conflict will never be resolved.  The ideas in this article come from clients who have figured out this communication challenge.

Use the following 4 Collaboration Strategies to overcome generational differences so everyone can get along:

Collaboration Strategies #1:  Know each other’s 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 thrive on 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 on your team. 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.

Collaboration Strategies #2:  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. Everyone benefits when barriers are removed.

collaboration strategies

Collaboration Strategies #3:  Be open to talking things out

The older people don’t understand what all the pierced noses and tattoos are about.  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 doesn’t turn into an accusatory yelling match, it will be a healthy way to gain a broader understanding of each other. The sooner you start the conversation, the quicker you’ll resolve differences.

Collaboration Strategies #4:  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.

Collaboration Strategies 2

I want to hear from you

Send me your questions or comments on what is and what is not working with generational communication at your organization. 

Read More on Collaboration Strategies to Improve Communication Between Generations.

Visit our team building knowledge base for more resources on Collaboration Strategies.

This is Joyce Weiss, Communications Strategist and Coach

Do you want to discover how our services can help you improve your organization’s communication? 
Visit our team building service page

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

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Bullying Strategies Video to Improve Personal Relationships

Bullying Strategies is a topic that my clients constantly ask me to speak about to improve morale.  Sure bullies exist in the workplace.  My question is do you deal with a bully who happens to be your friend or relative?  If so the video and article below will give you 5 strategies to help you gain more control. You will learn how to deal with a bully who may be in your personal life.  Are you ready for 5 strategies to help you gain back control and most importantly…your respect?  These strategies will support you especially when there are disagreements about politics.

Bullying  Strategies #1:  Make the conversation safe

Start out the conversation with the bully by using “I don’t want to…I do want to…”
“I don’t want to create stress between us.
I do want to have an open and honest conversation with you.”

Bullying Strategies #2:  Use the power talk formula

“I was upset at the party when I was attacked in a critical tone of voice because I was sharing my opinion.  I was pushed and became defensive.  I was caught off guard and thought about what happened later on in the evening.  Friends don’t judge friends.  We all disagree at times and that’s what makes our relationships stronger.”

Bullying Strategies #3:  Be specific describing the bullying behavior

At times people are not aware when they roll their eyes or sound judgmental.  There are times when they know exactly how they are acting! This is the time in the conversation that you give details on the bullying behavior that caused you to become defensive.

Bullying Strategies #4:  If necessary talk about blind spots

If the person denies his or her actions, this is the time for you to talk about blind spots.  Tread carefully with this strategy.  This is an advanced coaching skill that can either bring you success or failure depending on how you spin this part of the discussion.  It’s a great tool to use when the other person is open to your feedback.  Don’t use this when he or she comes defensive and starts closing down.

I feel it’s worth the risk because this is when you can go deeper into the conversation.

Bullying Strategies #5:  Try to remember that it’s usually a weakness of the bully when he or she attacks

It usually has nothing to do with the target.  You can even ask the bully if he or she is ok since you have never experienced this behavior in the past from this person.  This will take the focus off of you.  The bully may open up or not.  The main idea is that you expressed your concern and stood up for yourself.

Thoughts from Joyce

Many of my clients share that they experience bullies more and more these days.  The good news is that there are many great books and resources on bullying.  Don’t let the bully harass you.  Set the stage immediately that the conversation will be safe, use be direct with respect®, be as detailed as possible to make your feedback clear, discuss blind spots if necessary, and remember that You Get What You Tolerate!

I want to hear from you!
CLICK HERE to send me your questions about bullies in your personal life.  Please share how you have resolved these issues.  

Until next time,
This is Joyce Weiss, Communication Strategist and Coach
I look forward to helping my clients resolve their communication issues either at home or work.  The result is that they stop thinking about the stress at night and get a better night’s sleep! 🙂

READ HERE If you want to find out how about my services so I can help you or your team deal with bullies.

PS  Do you want to read previous articles on Bullying Strategies?
Read more Top Tips on Bullying in the Workplace and Home

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5 Team Building Strategies to Keep Your Star Employees Motivated

Team building strategies are a very important part of any leader’s tool box.  The challenge comes when star employees leave the company.  Many of my clients have told me that they left jobs because they didn’t feel part of the team.  They couldn’t make decisions without having to go through many layers in the company.  They didn’t get support when they made smart mistakes and poor performance was not addressed.

Do these questions sound familiar?

How can I encourage people to make decisions when management is absent?
How can I encourage calculated risks so our company stays current?
How can we act as a team, instead of individuals striving for separate goals?

The answer is in one word…MOTIVATION. Motivation gives confidence, strength, and trust in your own decisions. Successful businesses know the impact of a motivated team.

Learn the 5 P’s of motivation to support dedicated people who’ll bring long-lasting results:

Team Building Strategies #1:  Permission…to make decisions and take risks.

Help people see how they’re setting up roadblocks to their success. You may hear people saying “I’m not ready yet”, or “I don’t know enough”. If I waited until I was ready to make that perfect keynote speech, I’d still be waiting!  Encourage calculated risks! These positive statements need to become standard in your workplace:

“Everyone fears new things when they are in unfamiliar territory.”
“The only way to get rid of the fear of doing something is to go out and do it.”
“There are three kinds of people – those that make things happen, those that watch things happen, and those who wondered what happened!”

Team Building Strategies #2:  Protection…even if they make a mistake.

Make sure the penalty for failure is not greater than the penalty for doing nothing. Professional growth is all about learning from our mistakes.  Make sure you stand by your team, even when they fail. If they make a mistake, ask this very important question, “What did you learn, and how would you handle it differently if this situation came up again?”  Share mistakes that you made in order to be transparent and let them know what you learned about the mistake.  

Team Building Strategies #3:  Purpose… Know the company’s goals and answers to the typical conflicts that arise.

Challenge your team by asking why and why not. This forces constant improvement.  Recognize market changes. Encourage problem-solving and brainstorming. Technology is expanding at an amazing rate, making some present techniques obsolete. Look at trends and then be ready.  Listen when your team speaks about products or processes that are not working anymore.  This seems so obvious.  My clients have left companies when leadership was stuck in the status quo and their egos.  They knew the company was sinking before leadership saw it coming.

Team Building Strategies #4:  Proficiency… Know the difference between complacency and excellence.

Encourage people to think of themselves as the owners of their own careers. Help them learn features and benefits of every product and service in the company.  Train people to listen to the client’s needs. Role play with common objections, so staff is prepared when they’re rejected. This way, everyone will be more prepared.  Make sure to be consistent and discipline or train team members who are not doing their job.  Your star employees are watching when leaders let complacency and mediocrity rule the culture.

Team Building Strategies # 5:  Pay-off… Appreciate and recognize superior work.

All people have a basic need for appreciation. Let your team know the success of the business is partly due to their efforts and achievements.  Star employees need to know that their opinion and efforts are making a difference.  Make sure to concentrate on them or else they will leave and find a company with a better culture.

When you use the 5 P’s of motivation you’ll see an increase in morale, productivity, retention, and success. These are my tried and true methods – experiment with your own, then sit back and enjoy the fabulous results!

I want to hear from you!
CLICK HERE to send me your questions about how you motivate your team.  What is your experience keeping star employees from leaving?

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. I will send your results immediately and you will 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 learn how to improve your leadership skills by communicating your important message to both star employees and those who keep you up at night! 🙂  I will do whatever it takes to help you improve your quality of life.

VISIT our Team Building Consultant Services page to see how we can help your team become even more successful.

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.

P.S.  Do you want more information about keeping your star employees motivated?
CLICK HERE to read my article on How to Deal with Mediocrity at work

VISIT our Knowledge Base on Team Building for more articles and podcasts

 

Contact Joyce

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