Posts Tagged remote
Communicating via technology is not only expected but required for most positions today. As our teams become more separated, not just via computers at our desks but even across the globe, we have to learn how to work and lead using technology. Integrating technology expands the work location options, where some jobs allow remote computer access as a means of off-site support, and some encourage a better work-life balance. Therefore, working from home is promoted 1-2 days per week, while others are 100% remote positions. I started looking at these full-time telecommuting jobs (100% remote), trying to detect any expectation adjustments between off- and on-site positions. The truth was there was no difference in the job descriptions except to be comfortable with remote work. However, for the people in charge, it means working and leading in a whole new way. Instead of standing in the room with someone and shaking his or her hand, interactions are completely non-physical. The question must be asked: How can we lead when we don’t actually meet? I believe we can still practice the core fundamentals of leadership face-to-face or otherwise.
First we have to go back and look at the requirement for a good remote team member before we can lead the team. I mentioned that remote work or telecommuting requires people who are comfortable with that type of environment. That means the person doing the job will be essentially on his or her own. She/he must be ready to learn new skills and processes (sometimes with little to no support) and keep motivated without someone literally standing over his or her shoulder. That second part is the harder part. For me working at home sometimes can be more of a distraction than a blessing. There are so many little to-dos that take my attention as well as the big focus-getters like family. Leaders need to look for qualities and characteristics that demonstrate strong personal motivation and self-starting for team members who will work remotely.
Leaders also have to be strong personal motivators, but with a remote team they have to figure out how to motivate others, too. The advancements in technology help in this area. Video communication tools like Microsoft Lync or Skype give the opportunity to put a face to the name. Also, voice communication gives people the chance to see/hear the conversation instead of completely relying on emails. As mentioned in many other blogs, emails have a way of being misconstrued or misunderstood. Bottom line, being a leader is just being a leader – the fundamentals do not change. Even though the team may not sit in the same room, it is possible to get people to communicate; it may just take a little more effort. Therein lies the key. Communication is critical no matter what the environment of the team. One last point: In my opinion, leaders’ expectations of performance and professionalism should not be sacrificed at the altar of technology.
The Professional Development Team