The conversation about remote working and effective remote team strategies is everywhere.
Now that the whole world is working remotely, people everywhere are sharing their thoughts, perspectives and advice.
I truly believe in the power of sharing information and experiences as a way for us to learn from one another.
But not when the information and experiences aren’t backed with research and proof.
Not when the information is a one-size-fits-all approach.
Not when there hasn’t been time to dig deep on the current situation and root cause issue.
For example, I had someone post on one of my LinkedIn posts…
You might know that I’m a huge advocate for asynchronous communication.
But you might not know why that is.
Asynchronous communication is when we communicate in a delayed time. It’s sending this newsletter for example, sharing a daily standup in Slack, or even sharing a loom video update instead of requesting a meeting.
A meeting however is synchronous communication, that’s done in real-time.
Before I get started on this, I want to stress that both synchronous and asynchronous are important. No two teams are the same,but each team can and should explore both concepts.
The problem today?
Teams that have…
When you read the word intuition you’ll either roll your eyes, OR you’ll lean forward, wanting to read further.
I hope it’s the latter.
As a coach I heavily rely on my intuition in a coaching environment. We’re trained to do so.
Because it’s sometimes what’s NOT being said that needs to be explored.
And in order to coach clients to a transformational point, great coaches will lean into the stuff that’s harder to quantify, it’s even difficult to explain but it’s something that we naturally develop within our toolkit.
Whether you realize it or not, you also use…
When we think about how we can make our remote organizations more successful, we tend to immediately think of the tangible areas we can focus on like tools, technology, processes and policies.
No organization is successful without policies and processes. There is of course a difference between having policies with high visibility and those that are created and forgotten about.
But when we approach our team’s problems with a sense of ‘ticking the box’ or an underlying fear of the unknown, we don’t actually solve the problem long-term.
We put a plaster over it and hope for the best.
I always choose simplicity over complexity.
It’s not that simplicity is the easiest route, or the path with the least resistance.
Actually, it’s the opposite. When you’re working in ever-changing, ever-growing environments, it can be a challenge to simplify.
Whether that’s simplifying processes, structures, or even our own thoughts around a certain topic.
I believe there are certain topics that naturally bring an increased level of complexity.
One of those topics is The Future of Work.
When I speak to other experts in the field of The Future of Work, it can leave a sense of heaviness.
Often the more…
Can I even set boundaries when I’m ambitious?
Surely setting boundaries will prevent me from achieving my ambitious goals?
I was asked these questions recently and wanted to share my responses with you.
Ain’t nobody going to achieve their ambitious goals when:
a. They are burnt-out and overworked
b. They say YES to everything.
Setting boundaries is next-level maturity in your ambition drive and goals.
For example, I recently worked with a leader whose goal is to work his way up to director level in his department.
When we explored what needed to be done and what needed to change…
I’ve written previously about the importance of leaders ‘walking their talk’. Meaning if your team are experiencing stress and have a tendency to push the idea of ‘work/life’ balance to the side, then you need to first ensure that, as a leader, you are living by example.
It’s demonstrating to your team that you take time away from work, that you switch off at a reasonable hour. That you take a mental health day and that you prioritize sustainability in what you do.
Yesterday I worked with an amazing leader who was truly living by example but was…
You have to create a company culture that values and respects people’s TIME.
It’s amazing how many people don’t put a value on time.
You might even find you don’t value your own time enough…
When you don’t value time enough, when your team don’t, what ends up happening is we create a culture where people lack respect.
We don’t do this intentionally, but it stems from our old ways of working, that we’ve never really questioned before.
Meetings are requested too much instead of spending time communicating in other forms.
The majority of meetings can be seen to be…
I’ve worked with dozens of CEOs over the years.
Coaching them towards sustainable success and helping them navigate the ‘psychology of the remote workplace’, so that they can achieve their business objectives by having a healthy happy team.
But what’s the common trait that I see within CEOs that empowers them to succeed at building, maintaining and creating awesome teams?
Growth mindset is a term coined by Carol Dweck, she’s a Stanford psychologist, that knows what she’s talking about. …
Do you see investing in your personal development as a way to grow your business?
When thinking about investment, I think about development.
If we develop ourselves as leaders, as employees, as humans, we, in turn, are much more likely to achieve our definition of success in and outside of the workplace.
One of the most effective ways to develop ourselves and our teams is through the power of coaching.
Coaching can be seen as the best way to enhance both the performance and the well-being of individuals and organizations in ways that are sustainable and personally meaningful