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
Handling conflict on remote teams can be a difficult task for you, the leader. When you aren’t in the middle of the trenches, being witness to the actual issues dividing your employees, it’s essential to learn the unique steps of handling conflict on remote teams. Wayne Turmel, co-founder of The Remote Leadership Institute, discusses the challenges
How to schedule communication with remote employees — often a large dilemma for remote leaders — is a question we frequently are asked while working with various clients. While there are some general principles and few best practices, there’s only one simple answer: it depends. I know that seems like a copout, but let me share with
Sharing knowledge among your remote team is an essential technique to implement as a manager. There are a number of technology tools that you can use, such as SharePoint, that allow team members to upload important information (and ultimately, sharing knowledge) to the rest of your team. Learn other tips and techniques that you can use
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