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After a day of outdoor work getting through my list of spring activities for the cottage, today's quote seemed very appropriate. What have you done to defuse today? Enjoy! Jennifer Jennifer Britton Potentials Realized 
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 Today we reach the W in the a-z of Virtual and Remote Team Leadership. As virtual and remote team leaders having a wealth of skills and experiences to draw on can be invaluable. Given the need to lead across distance and ever changing contexts it can be useful to have a broad base of skills to draw up on. Many of us are Jacks or Jills of All trades. The ability to lead confidently in uncertainty and across issues we are often unfamiliar with is key. our ability to empower our tem members to take the lead and advise on issues is also critical. Questions to Consider: When you think of your skill base as a team leader, what broad skills do you bring to the table? What experiences really help you lead effectively? What new skills would you like to add to your mix? What new leadership experiences would help you round out your style? Have a great weekend, Jennifer Jennifer Britton Potentials Realized | Coaching Team Leaders Team and Leadership Development | Coaching | Retreats. Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2009) Follow us on Twitter @Teams365 Phone: (416)996-8326  Today's team building tip gets you as the team to have a conversation about what three adjectives best describe the team right now.
Activity: Make a list individually and collectively of your three adjectives What do you notice? Enjoy the conversation, Jennifer As is typical with leadership in remote and virtual team spaces, there is often an untempt thread that gets left out or forgotten inadvertently. We actually jumped over two very important letters in our journey - that of V and W.
Today we've going to look at the importance of values and vision for Virtual and Remote TEam Leaders. From the High Performance Literature we know that teams that excel have a shared vision. From my experience they are also very clear on how their values are translated into action. While different team members will likely bring different individual values to the table, it is critical for the team itself to be consistent with support of the collective team values. IN my work as a coach I find that while most team members can list off their values, what is more challenging is to have alignment across the team around what the values look like in action. For example, what does respect look like on the team? Or customer service? Conflict can often emerge when values are not being consistently demonstrated. Activity: Discuss what values look like in action on your team. Vision is also another area which is critical for success in high performing virtual teams. Having the shared vision across the team, where people can articulate what it means and looks like from their location and role. Activity: Revisit your team vision. What does it mean for each person, at each location? How do they feed into it? What support do they need? Ill be back later this week with W in the a-z of virtual and remote team leadership. Have a great Wednesday Jennifer Jennifer Britton Potentials REalized Coaching, Training and Facilitation (416) 996-8326  After almost six weeks we are at the Z in the Virtual and Remote Team Leadership a- z. I hope that you have enjoyed the journey! Tomorrow I will do a quick recap of our 26 posts around the posts I've done in this ever evolving field.
Today's post is all about ZOOM! Just as a camera has multiple lenses and perspectives, it can be useful for virtual and remote team leaders to zoom in on issues and opportunities in different ways. Consider these varied realities of virtual team leadership: 1. Each staff members local level realities and priorities are different 2. Each team member wants support in different ways While we may see this diversity in an intact team, the volume is amped up on it in a virtual and remote setting. Matrix realities create a series of additional concerns, opportunities and relationships. Where do you need to zoom in at the moment? What could benefit from a new lens or perspective? Have a great Tuesday, Jennifer Jennifer Britton Potentials Realized | Coaching Team Leaders Team and Leadership Development | Coaching | Retreats. Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2009) Follow us on Twitter @Teams365 Phone: (416)996-8326  As we start to wind down our a-z of virtual and remote team leadership I wanted to thank you for joining us for some, or all, of the posts. Over the last six weeks we've been looking at various characteristics which make virtual and remote team leaders X-CEL (excel). We explored factors such as building trust and connection, and being clear with expectations.
We also saw other factors that made virtual and remote team leaders X-Cellent (Excellent) including using coaching skills, asking questions and toubleshooting. As you think about your own work, what is going to help you and your team X-Cellerate (Accelerate) your results and relationships? Have a great start to the week, Jennifer Jennifer Britton, MES, CPT, PCC Potentials Realized Supporting Team Leaders to do their best work, one conversation at a time Coaching Skills Training | Teamwork | Leadership Author of From One to Many: Best Practices for Team and Group Coaching(Jossey-Bass, 2013 Phone: 416-996-8326 Connect with us on Facebook or Twitter  Today's Quote comes from Aristotle reminding us that repetition makes perfect. What are the areas you regularly undertake as a leader? What habits has it developed for you? Do these habits help or hinder you?
Enjoy the rest of your Sunday, Jennifer Jennifer Britton Potentials Realized Contact us to discuss bringing a team development session, or a coaching or facilitation skills training program to your organization. Phone: (416)996-8326  Enjoy your weekend. How have you been DOING and in ACTION with your team this week? How are you APPLYING things?
Jennifer Jennifer Britton Potentials Realized Contact us to see how we can support you through Facilitation Skills Training, Coaching Skills or a Team Development session  When I kicked off the Teams365 blog in January of 2014 I had no idea how long I'd keep the blog running for. Now more than 840 posts later I realize just how much great writing has been created over time. For a while Friday's always marked a series called "Six Leadership Questions a Day". I've taken a break from that for a month or so now, and wanted to share with you some of my favorites in the series hat take us back to last year.
The intent with the Six leadership Questions a Day series was to give you an opportunity to build your own databank of questions, an essential skill for any team leader (remote or other): Here are five of my favorite past Teams365 Six Leadership a Day posts: Teams365 #794: Six Leadership a Day - Remote Workforce. Click here to read Teams365 #710 - Six Questions on Goal Setting. Click here to read. Teams365 #774: Six Leadership Questions on Trust. Click here to read. TEams365 #738: SIx Leadership Questions on Delegation. Click here to read. Jennifer Britton Potentials Realized | Coaching Team Leaders Team and Leadership Development | Coaching | Retreats. Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2009) Follow us on Twitter @Teams365 Phone: (416)996-8326  Today's team building tip gets you to think about how you, and your team is responding to change. Change is inevitable for most of us today and we all face change in a different way As I wrote in the Teams365 #504: Roger's change model identified six different stages or ways people may approach the change process:. You may have members on your team who are innovators (those that are eager to create change), early adopters (those who embrace the change early on), early majority (those who get on the bus relatively early), late majority (those who slowly adapt/get on the bus with change) and the laggards (those who resist change). Being aware of who will be advocates for change on the team is just as important as recognizing those who might need more support, conversation/attention throughout any change process. HAve some discussion this week about how everyone approaches change and what support they will value and welcome.
Best wishes, Jennifer Jennifer Britton, MES, CPT, PCC Potentials Realized Supporting Team Leaders to do their best work, one conversation at a time Coaching Skills Training | Teamwork | Leadership Author of From One to Many: Best Practices for Team and Group Coaching(Jossey-Bass, 2013 Phone: 416-996-8326 Connect with us on Facebook or Twitter |
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