When we ask managers what the hardest part of their job is, inevitably, the issue of coaching from a distance comes up. Having supportive, productive and empowering coaching discussions is really hard. (That’s why teaching those skills is an industry unto itself.) But when you add the complicating factors involved when working remotely, the hard
In today’s video, we’re tackling a popular topic (for both managers AND employees): knowing (and not crossing) the line between frequent communication and micromanaging. (Because, really, the term “micromanagement” is determined by those being managed…) Click the link below and join Wayne Turmel, co-founder and product line manager of the Remote Leadership Institute, as he explains the
Newsflash: remote teams are just teams…only REMOTE. Confused as to what that even means? Relax, it’s easier than a lot of people make it out to be. Sit back, take a deep breath, and watch the video — located in the link below — as Wayne Turmel, co-founder of the Remote Leadership Institute, explains further.
Today’s hot topic, onboarding new team members quickly and effectively, can be difficult. Especially when leading a remote team. Join Wayne Turmel, co-founder of the Remote Leadership Institute, as he gives tips on how to ease a new employee into your team. When you use these simple tactics, the transition becomes smoother — making your team more
Every day, quietly, and perhaps even subconsciously, your team is yearning for appreciation and recognition. It doesn’t all need to come from you as the boss, but you are an important source of that appreciation and recognition. While this is true for all of us as human beings, the needs in some cases are even
What’s more important: that people are working on exactly what you want them working on at that exact moment (accounting), or that important tasks and outputs are done on time so that team goals are met, and other people can get their work done as well (accountability)? When asked that way, the answer is probably
Being a remote leader, you definitely want your team to feel like they can come to you for guidance or challenging questions, but in the same sense, don’t let your team become overly dependent on you. But why does this matter? And what are the warning signs you need to recognize in order to coach your remote team
Regardless of the industry or organization, managers commonly (and often mistakenly) share assumptions concerning their team’s performance. And this is especially true when working remotely, as we literally can’t see what’s occurring with our team on a daily basis. Perhaps the statements listed below sound familiar? No one takes our online meetings seriously. They’re all
Managing hybrid teams can often lead to in-house employees feeling like Jan Brady. (Who could forget the famous Brady Bunch episode in which Jan felt neglected? “Marcia, Marcia, Marcia! Why is it always about Marcia…?”) Leaders of hybrid teams often place their main focus on their remote employees, but it’s important to pay attention to
We constantly are told about how leading remotely is different from generally leading a team. That’s true, sort of…the fact is, once you quit stressing over not PHYSICALLY being with your team, there are more similarities than differences. In reality, remote leadership isn’t different from general leadership. Below, I’ve listed five key ways it’s all still about
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