The clue to this blog is in the title, when people are facing pressure and uncertainty they need bosses and organisations that will support them! A key to this ‘support’ is to create what we like to call a ‘comfortable community’. This is one of our 4 C’s of high functioning teams, we’ve have posted on this topic before, you can read it here.
Ever wondered why really great leaders seem to do the right things? The answer is simple, it’s not that they have great ‘do’ goals, it’s that they operate within predetermined ‘who’ goals. When you know who you are, then you instinctively now what you must do.
Motivation theories are many and complex things. A simple search will show you that there are literally hundreds of views on the topic. Add to that the fact that we all will have individually differing motivators and you have a lifetime of study on your hands if you want to become an expert in the field.
Over the past 15 years, I have heard three common storylines being articulated around remote working, they are unhelpful yet common myths that many organisations and managers fear when teams are shifting too remote working. Let’s briefly take a look at each of them, and quickly debunk them so that you can stop worrying and get down to effective remote team working.
Let’s get specific on communication. If you are a manager of a remote working team there are three communication priorities that you need to consider every week. These three topics are born out of real world research into effective remote working and have their source in three problems that can occur when digital nomading.
What strange days we are living in! We’ve got plagues, floods, crazy leaders, and all manor of economic fragility. I don’t know about you, but the media hype certainly doesn’t help me stay calm and drink tea. Yet a little bit of me would love some splendid isolation! The thought of two weeks being locked in at home sounds like bliss compared to a punishing diary of international travel and training.
I wonder whether the fact that you’ve read beyond the title may indicate you have yet to realise your ambition? For some ‘reaching your potential’ seems to matter, for others, they probably didn’t click this far through! I don’t know why it is, but some people are simply more driven to max out on what they are capable of.
Over the last couple of weeks, my colleague Will karlsen and I have been musing on what it is to have impact, gravitas and charisma. Have a listen to our two podcasts Episodes 17 & 18 on the topic. We all know when we meet someone who could be described as credibly having any or all of the ‘impact, gravitas and charisma’ trinity.
I previously wrote about feedback in the blog post 'Three reasons positive feedback matters’. It’s clear that being able to deliver feedback in a great way is such a useful skill for anyone to have. However, I’ve certainly met lots of people who would say that they have experienced poor feedback on any number of occasions.
This weeks Squeeze podcast considers what it might mean to look after number 1, a little bit of self care. It’s an odd topic for me, even as I start writing now, I feel a strange discomfort with it. I think it must have something to do with a foundational belief I hold too, that ‘selfishness is undesirable compared to selflessness’.
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I'm Bob Bannister, owner, and trainer at iManage Performance, the specialists in training for remote workers and managers with over 20 years of experience in this sector.
As the UK has rapidly shifted towards working from home, this challenges the norms in which we work and manage We can help to fast track your remote management or team skills. Speak to us about our training options today.
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