[Slideshare] Cracking the Remote Leadership Code - Workforce Group
- 1. Proven Strategies to help you manage dispersed and remote teams. Cracking the Remote Leadership Code
- 2. Key Remote Statistics of employees with a remote work option often plan to work remotely more often in the next five years growth (since 2010) in the number of people who work remotely at least once per week 42% 400%
- 3. Remote Leadership is different… 3 Human interaction is often laced with signs. People need signs to communicate more effectively at a multi-dimensional level. In a typical work environment, people use cues like body language, eye contact, facial expressions, voice tone, etc., to understand a person better. Most of these signs are lacking in remote teams so remote leaders need to learn how to structure communication in remote teams to account for these gaps.
- 4. 4 Leading via the lens means paying attention to the impact of the lack of proximity on remote teams and designing systems to correct for these factors while taking advantage of the opportunities remote team offers. Click here to read: Leading Through Crisis – 7 Tips for Business Leaders
- 5. • Unclear Expectations • Faulty Assumptions • Loneliness • Miscommunication • Social Isolation • Lack of sense of belonging Common Remote Challenges
- 6. How can we become Exceptional Remote Leaders?
- 7. 1. ASK Remote managers need to ask team members questions about: • Work Style • Communication Preference • Team Norms • Leadership preference Asking these questions creates an atmosphere that shows that you care.
- 8. • Be clear about your intention – What do you want as the desired outcome? • Communicate clearly - Make sure that there are no misunderstandings. Where possible, ask individuals to say their understanding back to you to validate that they are in line with your expectation. • Define and further clarify when necessary – Ensure that expectations are in line with reality during check-ins. Make sure that everyone on the team knows what is expected of them. 2. Create Clear Expectations
- 9. Paradigm 3. Invite Contributions www.paradigm.com Employees who feel their voices are heard are 4.6 times more likely to feel empowered to perform their best work. Allow people to express how they're feeling, talk about what's going on for them, and put forward their ideas. “How do I empower my team to self lead a way in which they can feel like they belong and they feel like they are connected?” Actively and explicitly invite contributions by calling on people to contribute.
- 10. 4. Create a balance When working with hybrid teams, there's this tendency for the people at the head office to feel as though their work is the most important because that's where the decisions are made. Pay attention to team distribution, ensure that all locations are treated similarly, and avoid preferences. Also, balance the contributions of team members between speaking and listening.
- 11. 5. Leverage Technolog y Leverage technology to bridge the proximity gap and make teams feel closer to each other. Research on the best online collaborative tools to use. In addition, ensure that you leverage the tools you have decided upon to the best of their capacity and not necessarily jumping on to the next best platform just because it's there. Also leverage technology to make information more accessible (by sharing folders to the cloud, using team/groups for work communication, using project management tools, etc.
- 12. 6. Consider other details When leading remote teams, you need to consider the other details such as timezone, multicultural differences, varying holidays, etc. You need to create harmonized work schedules that minimize the negative impact on everyone. You should also allow for multicultural differences when working with globally distributed teams, such as slowing down your speech when talking, using the right mix of words, avoiding words that have special meaning in a particular location (local slang), etc.
- 13. What is the Most Valued skill for remote leaders? 71% of employers say they say they value emotional intelligence over IQ.
- 14. • Stay calm under pressure. • Resolve conflict more effectively • Identify and regulate your emotions • Have an increased level of self-awareness and social awareness. • Make thoughtful business decisions • See things from a different viewpoint • Learn from mistakes and take feedback • Hold yourself accountable High EQ enables leaders to:
- 15. The 6L’s to Remote Leadership Mastery Step 4: Limber 01 0 3 05 0 2 04 Step 1: Lend Step 2: Link Step 3: Listen Step 5: Look Step 6: Learn
- 16. 1. Lend This is about lending your team a hand, getting close and having a chat.
- 17. 2. Link Staying connected with clients, maintaining existing relationships, and reconnecting with new team members to keep them motivated. Demonstrate that you place value in your people no matter where they are. The appreciation assumed is never received.
- 18. 3. Listen This involves activel listening to truly understand what team members are saying. Remote leaders need to take a step back and listen to understand, not just reply.
- 19. 4. Limber This involves merging social activities with virtual sessions to stay refreshed and re-energized (i.e., exercises or fun activities) Ask your team for suggestions on how to incorporate virtual social hour. Have a watercooler group where people can have fun, infuse fun into your activities and let people know that you care.
- 20. 5. Look Pay attention and being a bit more observant.
- 21. 6. Learn What more do you need to learn about? Location, time differences, people, background, problems, leadership? Ensure that you make everyday a school
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