Leading Remote People
We have addressed the challenges of leading people remotely in this video. PeoplewithE suggest three main principles: Empathy, Expectations & Engagement and have practicle tips for each of the three.
We were challenged to address how we best can lead what we might call “remote people”, people With home office as an example.
There is an old saying on collaboration that “distance is death”. Distance can be both physical and psychological. Well, it is a reality for many of us in a normal global business world, but even more challenging now when many people have home offices. We will face the challenges and step up. In our company we have allowed one person in the office, and the rest of us are sitting at home office. And we meet our clients using Teams.
For leaders whose teams normally share an office, this can present a host of new challenges: How can one lead effectively when employees are greeting each other with instant messages rather than handshakes? When meetings are held via video rather than face-to-face?
The ‘easy’ answer is: triple the fundamentals of good leadership! Link to greater purpose, define what success looks like, run great and energised meetings, communicate clearly, ensure feedback and appreciation and leverage team members' individual and collective strengths.”
😉 Easily said, not easily done.
But great challenges also represent great opportunities. So what are the most helpful things we can do to make a difference? What will make the most difference to ourselves and our teams as we all adapt to this emerging new environment?
PeoplewithE suggest three E’s in leading remote people: Empathy, Expectations and Engagement.
Empathy: these are anxious times for many, times that are creating a lot of difficulties for many of us on a multiple of business and private dimensions. People suddenly working from home are likely to feel disconnected and lonely, which lowers productivity and engagement. More than ever: make room for talking about personal issues, worries. Make place for vulnerability, a critical factor in psychological safety. When running video meetings, clearly show that you are listening! Nod, smile, thumbs up.
Expectations: More than ever we need to be clear on what we expect from each other and the team. We may even have to redefine what Success looks like and agree on new and measurable metrics of success. As always it is important to focus on what is accomplished rather than on people’s activities and how things are done. Micromanagement was never a good idea, and even less so now, so this is a great opportunity to “unlearn”!
Engagement: Stay connected. According to a study outlined in the Harvard Business Review, 46% of remote workers said the best leaders were those who “checked in frequently and regularly.”
Sometimes even being on Teams together without it necessarily being a meeting. We sit in the “office” together. We can raise our head and say hi every now and then, or even ask for ideas or help.
Perhaps make a list of your team members with a photo of each. Keep it next to your laptop. It will
remind me: ‘Have I reached out to Lena today?’ Make sure to have touch points with everyone on your team regularly.
We have done many coaching sessions on Teams recently, and it works. Please do reach out if you want to discuss or learn more.
Despite the awful circumstances, it may prove to be valuable practice for the future.
Good remote leadership, grasp the opportunity and Thank you!
Endre