Dave and Wendy Ulrich believe the “soft skills” are really the “hard skills” leaders must embrace to attract and retain top talent to their organizations. In their new book, The Why of Work, How Great Leaders Build Abundant Organizations That Win, The Ulrich’s concepts are organized within a framework of seven questions: 1. What am I known for? 2. Where am I going? 3. Whom do I travel with? 4. How do I build a positive work environment? 5. What challenges interest me? 6. How do I respond to disposability and change? 7. What delights me? Listen Now and Learn! For more information and to get the book, click here.
Goal: Keep you and your employees connected in a meaningful way.
Lack of communication and the frequency of misinterpretation are perpetual sore subjects in most workplaces.
Add in distance and the challenges are only amplified.
Communicating well encompasses much more than the tools you use. It’s about how often you use them, what you say, and how you say it.
Read More Managing a Remote Team Requires Effective Communication
Goal: Find the tools that fit both the job and the people who use them.
When it comes to technology, there’s only one clear-cut prescriptive: Let the work dictate the tool. Don’t invest in the latest whiz-bang technology and then try to figure out how it will be useful. A telephone, email, instant messaging, company intranet, and a broadband connection are a minimum starting point. You can add collaboration software later and unify your communications if the investment seems worthwhile.
Guidelines for making the most of your existing equipment:
Be Tech Savvy.
Beyond the platforms and software your company uses, you need to get ahead of the curve, continually researching the newest tools for efficiency and collaboration — often just to keep up with what your savvier team members are already using.
Maybe they use IM all day long and you prefer the phone. Yes, as the manager you call the shots — but ask yourself what will make your people most satisfied and productive. Maybe it’s time you started using IM, too!
Read More Successful Remote Teams Require the Right Technology
Goal: Build a team that can work well at a distance.
“People who like to quit at 5 p.m. aren’t the people who work well remotely,” says Michelle LaBrosse, CEO of Cheetah Learning, a project-management training company based in Carson City, Nevada.
A remote team depends on people who can be productive without a boss roaming the hallways or a trusted co-worker sitting nearby. Team members must be motivated, disciplined, and flexible with their time, allowing them to connect with clients or co-workers in different time zones.
They also need to communicate clearly in writing (since e-mail and instant messaging are the new standard for daily communication) and should be willing to suggest ideas, ask for and offer help, make decisions, and collaborate.
Read More Managing a Remote Team Requires Choosing the Right People
Celebrated author, educator, and international consultant James Kouzes discusses his most recent best-selling book, The Truth About Leadership. Co-authored with Barry Posner, this book is based on 30 years of research and more than 1 million responses to their leadership assessments, and gets directly at the heart of what leaders need to know to be effective. No-Fads, Heart-of-the Matter Facts You Need to Know to be effective! For more information go to: http://www.leadershipchallenge.com/WileyCDA
Goal: Make sure you’re up for the task of remote management.
Managers who successfully run remote teams share several traits.
They work a lot, they travel — some more than half the time — and they thrive on their work and the culture they created.
“Remote managers need more energy, because a lot of what you have to do is transfer that energy to your team,” says Juliana Slye, who manages remote employees as Director of the Government Division at software maker Autodesk, based in San Rafael, California.
Read More Build a Strong Remote Team–Starting With Yourself!