Management Success Tip #133: Managing Your Remote Team: Keep Your Eye on the Goal

Image courtesy of Stuart Miles / FreeDigitalPhotos.net

Working remotely is no longer uncommon. Like it or not, many of the members of your team – if not all, are telecommuting.

How do you get people to work together, to collaborate, to accomplish company goals, when they aren’t even in the same country, much less the same building?

One of the keys, according to Kevin Eikenberry (Remarkable Learning, Leadership Tip, Jan. 2014), is to have clear goals:

What is the team trying to accomplish? Do they all know, and can they all consistently describe, the goals? What are you doing to remind people of these goals and keep them in front of them? While this is always important, it is especially so when people are not in consistent contact with each other. As a leader you must make sure the goals are clear and everyone is focused on moving towards them.”

Dictionary.com defines a goal as “the result or achievement toward which effort is directed; aim; end.”

Which means, that you have three goal-oriented issues to define, discuss with, and remind your remote team of:

– What is the result we’re looking to achieve?

– What is the effort required?

– What is the direction/s in which we should be aiming?

Explore these questions with your remote team regularly, and you’ll have a much easier time of keeping them together, collaborating, and effective.

Advertisements

Management Success Tip #132: Overcome Resistance to Change: Understand What’s In the Way

Image courtesy of Stuart Miles / FreeDigitalPhotos.net

You’re excited about the new software you want to implement, department-wide. Or you’re totally enthused about the new game plan marketing has developed to propel the success of your project. Or you’ve discovered a terrific new way to engage customers.

Off you go, putting the new whatever into effect, expecting nothing but great results, when HALT. You run up against a wall you truly did not expect: employee resistance. Oh, the surface, your employees may be nodding their heads and feeding you the party line: “Great idea, boss” – but underneath, you can hear their rumbles, and more importantly, nothing much is happening. Some of your employees are going with your new flow, some are even well-motivated, but a surprising number aren’t.

What’s up with that?

Resistance to change. Simple as that. Employees rarely adopt change with the zeal and gusto you’d like.

Why are they resisting?

Here are eight possible reasons, succinctly put forth by Dr. Ross Wirth:

“Inertia – comfort with the status quo

Timing – conflicts with other initiatives and/or priorities

Surprise – proper groundwork has not been done so people are caught off guard (need for  change not established)

Misunderstanding – benefits not properly understood

Cultural pressure – some who may want to change are held back by others in the  organization

Self-interest – conflicting personal priorities

Differing assessment – conflicting agreement over the value of the benefits associated  with the change

Difficulty of change – organizational momentum and individual resistance.”

Figure out which of these reasons might apply, and respond to them. The resistance that has blocked your success will, in all likelihood, melt away.