Submitted by Sal Silvester on April 4, 2011
The last three posts have been focused on overcoming challenges encountered on remote teams. Part 1 was focused on getting your virtual team aligned, Part 2 on building cohesion, and Part 3 on creating disciplined team processes.
Today's post is focused on remote team leadership.
Submitted by Sal Silvester on March 29, 2011
In my last two posts, we tackled a few challenges that remote teams face. Part 1 was focused on getting your remote team aligned. Part 2 on building cohesion.
In this post we'll focus on process.
For remote teams to maximize their effectiveness, they need to have disciplined processes in place. Here are some ideas you might consider:
Submitted by Sal Silvester on March 17, 2011
One of the fastest ways to get a new team member "up to speed" is to make the process intentional.
In many companies, HR plays a key role in "onboarding" new employees. But more must be done at the team level (from senior leadership teams to functional teams) to help new team members get acclimated to the culture and its unwritten rules (that aren't documented in employee handbooks), and to truly understand roles and accountabilities (that aren't usually accurately captured in a position description).
When teams formally spend time orienting new team members it...
Submitted by Sal Silvester on February 10, 2011
With the economy recovering and business picking up, I have been asked the following question several times by clients and potential clients in the past few weeks...
"How do we keep growing and maintain our culture at the same time?"
That is a great question.
Submitted by Sal Silvester on February 2, 2011
Things seemed to be changing quickly. In just a matter of three months, Ben was unexpectedly promoted from Consultant to Manager, Angela was hired and then quit, and now Henry was coming on board.
“So, how’s it going?” Ben's Manager Steve asked.
“Swamped,” Ben replied. “Henry’s started as of last Tuesday and so far seems to be working out pretty well.”
“Great,” Steve responded without knowing that Ben was about to continue.
“It’s nice having another resource around.”
“What?” Steve asked as he looked sharply back at Ben.
Submitted by Sal Silvester on January 21, 2011
I have found myself reading works by Napoleon Hill, an American author who was one of the earliest producers of the modern genre of personal success literature. In the early nineteen hundreds, Andrew Carnegie commissioned him to interview over 500 successful men and women in order to discover and publish their formula for success.
Submitted by Sal Silvester on January 19, 2011
Last week Dick Winters died at age 92.
He was described in a Wall Street Journal article as the leader of a valiant World War II paratrooper company that became famous a half-century later in historian Stephen Ambrose's Band of Brothers. I first read the book while I was on active duty, and then later watched the HBO miniseries (about 10 times).
Submitted by Sal Silvester on December 15, 2010
The Leadership Story
It had been almost three weeks since their last one-on-one, but having returned from India and with Angela's sudden departure, Steve was anxious to get the process started again. He reflected on how easy it was for pressing matters to get in the way of focusing on important things like coaching his people.
Ben was rushed and a bit frustrated that he had to attend this one on one. Especially today, it seemed there were so many deadlines waiting on his attention.
Submitted by Sal Silvester on November 30, 2010
You know what I am talking about.
All-staff meetings, Town Halls, Team Forums. They have many different names, and their original intent was good.
But, here's where they go wrong...
The CEO or senior leader stands in front of the group, tries to break the ice through a method in which no one responds, goes on to give an update on the business, then asks the question, "do you have any questions?"
And no one responds.
Thirty minutes of diatribe from the leader. Thirty minutes of silence from the audience.
Submitted by Sal Silvester on November 16, 2010
"Leading from good to great does not mean coming up with the answers and then motivating everyone to follow your messianic vision. It means having the humility to grasp the fact that you do not yet understand enough to have the answers and then to ask the questions that will lead to the best possible insights."
- Jim Collins, Good to Great