by Wayne Turmel Ask people why they work remotely, and they will tell you it’s “for convenience” or “I can concentrate better.” What they won’t say, even when they think it, is “because the office has become a nightmare of noise and confusion and I’d rather poke my eyes out with a stick than go
Trust is a critical factor to the success of teams. The more trust exists, the easier and faster the right work gets done. Building this trust on a remote team can be especially tricky, which is why remote leaders must know how to support remote trust building, with and among their team members. Here are
It is finally here. Tuesday, June 5 is the official publication date of The Long-Distance Leader. After years of working with remote leaders and leading remotely myself, and months of writing, editing, and preparation, The Long-Distance Leader: Rules for Remarkable Remote Leadership will soon be in your hands. But only when you order a copy
I am starting this episode with a very important question for leaders. Commitment or compliance: WHICH do you want? And your answer to that question will make all the difference to which you will actually get. Check out the video to learn more. Tweet it out: True leadership garners commitment, not simply compliance. @KevinEikenberry From
When you look at high performing teams, a common factor is a high-working level of trust between the team members and with the leader. While most would agree with that assessment, fewer know how to consciously build that trust. Even fewer know how to do that with a remote team. In a world where remote
Just one team member working apart from you and the rest of your team makes you a remote leader. This is one reason why we are so excited about the upcoming release of our new book, The Long-Distance Leader: Rules for Remarkable Remote Leadership. Notice that the subtitle promises rules; and in the book, we
For years, I have helped leaders think about and clarify their expectations for the performance of others. Without this clarity or a mutual understanding of those expectations, people don’t know how to succeed in their work. As important as this is, it is just the starting point. The band of excellence is a concept that
Rude, indifferent, emotionally troubled, over-worked, and disengaged employees do more harm to your business and employee productivity than you can afford. As a manager, you deal with it all day, every day. And the effect on other team members can often determine the success of your organization. The negativity can quickly overpower team morale, collaboration,
It’s inevitable that there will be “silos” in organizations – groups that operate individually and separately from the rest of the organization. And unfortunately, this can often lead to the “Them vs. Us” syndrome. And as leaders, we need to be breaking down barriers between project teams, groups and departments so that we can be
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