Yesterday’s Teams365 post explored four key differences when working remote – Autonomy, Skills, Connections with others and the Matrix.

In today’s post, I wanted to share four additional differences when working remote – focus, motivation, and inner drive, to relationship building and visibility.

In general, many things get magnified in the remote space – from clarity, or lack of clarity, around communication, processes, roles, goals; to what we actually see on the screen. This means that we may need to be more intentional in sharing information, checking assumptions and confirming that our messages were understood in the way they were communicated.

Motivation - When working remotely, a lot of us need to rely on our own inner motivation and self-direction to get things done. For those who like to work autonomously, it’s great! Being clear on what we need to excel as a team member, leader or business owner is key.

As I wrote yesterday, “No person is an island” and we do want to make sure we are clear on our strengths, and style preferences. It’s also key to note that when we over leverage our strengths, that they can become a blind spot. In the remote space this may mean that they get over magnified. So, if I have a love of learning I may keep learning, rather than getting work done. What are the strengths you are able to leverage? What’s important about your work? What drives you? What do you need to be aware of in case it gets over magnified?

For more on Motivation and Remote Work, check out some of the episodes of the Remote Pathways Podcast. 

You’ll also want to check out Week 6 of the 52 Weeks of Remote Work.

What is important for you about motivation in the remote space?

Context - One of the major challenges in the remote space is that we see each other usually only through the small window of the screen. As I write in Effective Virtual Conversations, a great activity to undertake is “what’s outside your screen”? What can we do to share more about the context of our work? That might include:

• Sharing a little more about your desk
• Sharing what’s outside your window
• Talking about what is a priority in your work
• Sharing more about the way work is done, or preferences are in your location (especially if you are a virtual team)

What context pieces are important to share?

Visibility and proactivity - Visibility and proactivity is key in the remote space. Some remote workers feel that their careers get stuck because they aren’t visible like those in an office space. I would invite a perspective that visibility is less about where you are, but how you approach work. What are you doing to be visible, to bring people together, to connect with peers and other stakeholders, to be proactive in connecting on a regular basis with your boss and team?

Regular co-working sessions may provide an opportunity for learning more and connecting with your peers, as well as hearing what you are working on. These sessions may run for an hour, half day or more. 

What is important for you to explore around visibility? What do you need to be more proactive about?

Focus - For many remote workers, productivity can actually increase when moving to work in the remote space. A study by Stanford Business School, headed by Professor Nicholas Bloom found a 13% increase in productivity by those who WFH (Work From Home). You will find a copy of the original publication here at Prof. Bloom’s site.
 
For another interesting article on the same topic check out Scott Mautz’s Inc article.

Even though there are differences with remote work, it’s still important to focus in on the basics of high performance. Be sure to check out the posts I have written on the Six Factors of High Performing Teams. How are we being clear about the ROLES, GOALS, PRACTICES of our work, in addition to connecting in with our vision and mandate, and being clear bout what success will look like?

Tomorrow, we’ll explore another remote working ingredient for success – managing boundaries!

See you then,
Jennifer

​For the last few months, I’ve been enjoying the creative process of bringing my focus on remote work out into the wider world via the Remote Pathways Podcast. If you haven’t stopped by for a listen, please do! You can listen in here.

​In the Remote Pathways Podcast we explore the people, places and practices of remote work today. The podcast spans the ecosystem of remote work, which I bring to life via the Digital Dozen™, twelve different types of remote workers. From those who are attached to, and lead, larger corporate teams in the business sector, to solopreneurs, those who Work From Anywhere, mobile Sales Professionals, as well as project managers who lead global teams. Remote work has never been so diverse.

Regardless of the differences to the type of work we do, most of us experience similar challenges. I say this with confidence, as over the last three decades I have worn many of the different hats in inhabiting a variety of roles in working the remote, mobile and virtual space.

Today’s blog post explores eight differences when working in the remote space. Consider how these impact you:

Autonomy - The paradigm of leadership when managing a remote team needs to change from an older model of control and micro-management, to one which empowers and coaches. With team members potentially multiple time zones away, and sometimes a lengthy plane ride, as leaders we need to shift our role to one of liaison, trouble-shooter and empowerer. Our team members are the ones “on the ground” with the expertise we will never have in our parachute meetings with them. What are you doing to shift the way you lead and empower your team?

Skills - Related to the shift in formal leadership, remote teams benefit when an emphasis is placed on building and equipping all team members with skills in leadership, teamwork etc. everyone on a remote team will benefit from skills in communication, decision making,  prioritization, not just the formal leader. What are you doing to equip all your team members with skills?

Connections with others - I recently hosted a community call I entitled “No person is an island”. In Effective Virtual Conversations, I started writing about the importance of remote workers being intentional in exploring what their connections are with others. In a team-based context, the work I am doing, or not, may have a significant impact on a team member half a world away.
With this in mind, it’s important that team members do get a regular opportunity to spend time with each other – formally in meetings and possibly informally in virtual co-working sessions. Building in processes in meetings and systems to help team members see the connection between their work, boosts productivity and engagement.

What are you doing to create formal and informal virtual work events to connect and collaborate?

The Matrix -  In a remote work situation it’s likely that team members may be part of multiple teams. This has implications around being very clear around roles, goals and priorities, as well as making sure that team culture is strong. If I am a member of the Toronto team, and also a special projects team, am I clear about the differences in team culture, and priorities? Spending time as a remote team clarifying how you want to work together is an essential part of high performance. I share more about this in part 3 of Effective Virtual Conversations.

There are many other differences which exist from motivation, and inner drive, to relationship building and visibility. I’ll be sure to address some of these other important distinctions in tomorrow’s post.

Looking for support to shift you in working remote? Let's set up a time to connect and discuss  your coaching, or team development needs around remote working.  Email or phone.

Best,
​Jennifer

It's Sunday which means that it's time for another Week in Review. You'll find the posts listed below.

Before we get there, a couple of exciting announcements:

First, the Remote Pathways Podcast which I am co-hosting with Michelle Mullins is going live this week. The podcast will follow the people, places and pathways of remote work. We're exploring the landscape of 12 types of remote work - from professional coaches, to project managers, sales professionals, to those attached to larger offices working remote several days a month, to remotepreneurs.

My writing around Remote Pathways and the Digital Dozen started this past summer as part of a literacy fundraiser is was part of called the Muskoka Novel Marathon. It's exciting to see how that writing set the seeds for the podcast and also a guide for new remote workers which will be published in 2020. Stay tuned.

You can check out the first episode of Remote Pathways here. more info on how to subscribe coming soon. It's already available via Spotify

The second announcement is that my annual Black Friday sales have started and are on until December 3rd. This year I am offering discounts of several of the digital products including the Conversation Sparker Cards, and 20 AReas to support Remote and Virtual Teams (ebook), as well as a 35% discount on my two annual groups - Learning Lab and Design Studio (geared for coaches, trainers, facilitators and other program designers), and the Coaching Biz Growth Lab (for coaches growing their business). I hope you'll take advantage of these savings over the next week! Check out the savings at the Potentials Realized store!

So now, onto this past week's blog posts:

Saturday's Weekly Journaling Prompt #72 - What path are you on? Read it here

Friday's Flashback - Team Wrap-up Questions - earmark for year-end conversations! Read it here

Thursday's Team Building Tip #262 - What's Getting in the Way? Read it here.

Wednesday's Systems to Scale -  Read it here

Tuesday's The Last Mile. Read it here

Monday's Effective Virtual Conversation Tip #120 -  Creating More Memorable Virtual Calls. Read it here.

Enjoy the rest of your weekend!

Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders | Remote Pathways Podcast
Team and Leadership Development | Coaching | Writing 
Phone (416)996-8326
 
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