Ten Effective Ways to Develop Leadership

Ten Effective Ways to Develop Leadership Skills 1. Ask your employees about their personal lives and get to know them as human beings. Show you truly care about your employees. Some questions to ask:

Read More
Ten Effective Ways to Develop Leadership Skills


BECOMING A “CAN’T MISS” SALES PROFESSIONAL Zig Ziglar said, “In the sales world, qualities such as organization, discipline, commitment combined with sales knowledge, a caring

Read More

Ten Reasons for Working Remotely

Reduced Commuting Costs. This covers gas and auto maintenance costs, no more separate wardrobes for work and for the rest of your life, and you can save on food costs as well as expensive coffee if yo

Read More
Ten Reasons for Working Remotely

Ten Ways to Get Things Done Without Auth

In today’s business environment it seems like having influence is becoming more and more important. Without influence it’s difficult to accomplish what you really need to get done. It coul

Read More
Ten Ways to Get Things Done Without Authority Using Influence

Ten Ways to Increase Your Emotional Inte

So the key to emotional intelligence is to develop your awareness of your emotions, then understand them, then how to manage them. Once you master this then you can better recognize and understand oth

Read More
Ten Ways to Increase Your Emotional Intelligence

Managing Remote Teams

Course Overview

As the amount of employees working remotely continues to rise, all leaders, from supervisors to executives need to learn new management strategies to keep these employees inspired, productive and engaged. This is a half or full-day application-based course.

Using research based content, case studies and the real world challenges faced by the workshop participant’s, this session covers the following key content areas:

  • Trust-Building It and Maintaining It
  • Creating a high yet realistic environment of accountability
  • Managing for social connectivity
  • Balancing conformity with empowerment
  • Providing performance feedback , mentoring and coaching to remote employees
  • Managing engagement-making people feel appreciated, valued and connected when they have never met you or seldom see you
  • Developing a performance partnership for execution
  • The strategy of over communications. Reducing the opportunities for misunderstanding that are magnified in a distributed team operating across global geographies and cultures
  • Fighting the war against employees developing feelings of isolation Techniques for monitoring productivity when performance is out of your line of sight

Course Objectives:

  1. Increase the attendees awareness regarding the shifts in management style and practice needed to create an environment of inclusion and engagement when manage members of a remote team.
  2. Provide managers with guidance and instruction in building and sustaining an environment of accountability when managing a remote teams without undermining trust or creating a “hovering” management style.
  3. Guide managers through developing a strategy and plan to keep engagement high with  employees who are not co-located with their manager and colleagues.
  4. Provide managers with a management model for getting quality execution from non co-located employees

Workshop Agenda

Module 1: Ouch We’re Not Co-Located: Experiential Learning Game

Using an experiential learning activity, the participants experience the actual real world frustrations and disengagement that non co-located employees have when they are ineffectively managed. The purpose of the activity is to immediately heighten the participant’s awareness about how it feels to “be on the outside when you desperately want to feel like you’re on the inside.”

Module 2: Building and Sustaining an Environment of Accountability

Creating a work climate with meaningful accountability presents challenges when managing non co-located employees. Managers who seek high levels of control and deploy stringent reporting requirements all too often create a work atmosphere that squelches high productivity, personal initiative and truthful communications. In this module, the following concepts are shared:

  • Why being “out of sight” requires different methods in managing with accountability
  • Rethinking the role trust plays in managing non co-located employees
  • Balancing conformity with empowerment and achievement
  • Creating a feedback-rich environment
  • How to effectively discuss performance when it’s impossible to be face-to-face
  • Specific actions you must implement to get non-co-located millennial workers to take ownership for their performance

Module 3: Techniques to Create High Engagement and Inspired Performance with non-Company Located Employees

When not managed effectively, non co-located employees report feelings of isolation, disengagement and frustration. Managers need to be proactive in preventing this from happening. In this module the following concepts are shared:

  • Making a solid social connection with non co-located employees-Preventing a sense of isolation
  • Doing the minor, and oftentimes neglected, cultural traditions with your non co-located employees to make them feel included
  • Building a connectivity strategy even when it’s impossible to travel to a remote employee’s location or bring them to you
  • Best practices in using technology to stay connected
  • Nurturing familiarity and inclusion through partnership assignments

Module 4: How to Get Peak Performance and High Quality Execution from Your non Company Located Team

  • The flake out problem-ways to avoid this from sabotaging your team
  • Developing performance goals and performance standards through collaboration
  • The importance of building bumping into your teammates situations
  • Using consensus decision making to foster relationships and build team camaraderie
  • Balancing productivity with empowerment-how to monitor performance while spearheading an environment of initiative and achievement

Module 5: Action Planning

Participants build action plans to use back on the job. An open forum discussion is used so that the best action items are shared with all participants.

Follow Up

30 days after the session, a reinforcement Tip Sheet will be provided to the client for distribution to attendees to promote reinforcement and application of the key workshop concepts.

1 Comment

  • John


    Like to get more info, dates, cost, location, etc

Leave a Reply

Your email address will not be published. Required fields are marked *

Quick Links

Contact Us

Zeigler Learning LLC
15825 Northstone Dr.
Huntersville, NC 28078

Toll Free: 1-800-835-6839

Email: KZeigler@KZTraining.com