Leading in a Remote Season
Hey entrepreneur,
What a season of learning we are in. There’s nothing like a total surprise out of left field to energize your actions. Many of us now find ourselves with a workforce that has been isolated from the office. As leaders, we likely had established at least what we thought was a routine and best practice in terms of leading our teams. And for many of us, that meant “managing by walking around,” or at least being able to call people into an office or a meeting for a face-to-face exchange. Subconsciously even, most learn to “read’ the non-verbal messaging between our team members and adjust accordingly.
Absent our normal safety nets of shared space, routine meetings, and managing by walking around, how are you leading your team members during this season of remoteness?
To paraphrase Aristotle and Thomas Jefferson: “There is nothing so unequal as the equal treatment of unequals.”
Leading people effectively from afar takes a different skill level for leaders. Meeting people where they are emotionally is a requirement. Some people may love quarantine and become far more effective in time management and an ability to focus. Others may go stir crazy when not able to interact with other humans. This can lead to depressed moods, poor time management and overall poor performance.
Our tool of choice for understanding the behaviors of ourselves and others is the DISC Profile. Using the DISC Profile gives insight into what best practices may look like when leading from afar. For instance, and generally speaking, we make these assumptions:
A High D or High C dominant leader may not consider a team member at home, newly remote, may be struggling personally without human connection. So, it is just as important for these leaders to schedule non-work check-ins with team members.
A High C dominant team member may be totally fine working remotely, unfazed by the lack of human interaction. In cases like these, it is equally important to watch for signs of isolation from the High C and make sure the team member does not separate too far from the pack.
High I dominant team members need the most interaction. Make sure there is plenty of Zoom time that is not just business-oriented. Happy hours, game nights and general chit chats are most important with this profile type. Human and personal connectivity drives the High I to even better work performance.
Aware of a High S dominant profile on your team? If so, check in on them and make them feel safe expressing any emotion or struggle they may have. High S folks are so compliant and such good team members they will often put their own needs last.
Remember, managing remotely is not one size fits all. Each team member has unique needs, and it’s up to you as a strong leader to recognize and adjust to each communication style.