Category: hiring

Generation Jones…What about us?

Zandvoort, start of bike ride in dunes.

I’m currently writing from our Airbnb in Zandvoort, Netherlands, a location we will undoubtedly return to. Not only is the town lovely, the beach spectacular (9km long), the eateries delicious, the dune-winding bike trails amazing, and the coffee from our favourite Café (Blue Zone Espresso) top notch… the people are lovely. I’m also impressed by the very obvious age variety; young children through retirement everywhere we go. And, of course, I’m intrigued by the high percentage of Generation Jones, or Jonesers (born between 1955-1965). I’ve been wondering how many live and work in Zandvoort, and how many commute into larger business centers i.e. Haarlem or Amsterdam.

Why am I so intrigued by this? As I continue to investigate various aspects of remote work, I am drawn to the working contexts of the Gen Jones demographic (that’s me). So much is being written about how the millennials are shaping the future of work, but I want to stand up and shout ‘what about me?’ How are those in my generation shaping the future of work? (Just a note, I’m not a strong believer in labelling people…I’m simply using the terms for a talking point.)

Millennials entered into an environment where it is not uncommon to expect flexible work hours and remote work arrangements. My generation has come through the years of raising these same millennials (my husband and I raised a gen x and a millennial, both amazing!), instilling in them a mindset that encouraged them to think and innovate, not be bound by tradition. We Jonesers have spent much of our lives working the 9-5 routine, and, quite frankly, we’re not satisfied to continue working within those boundaries as we consider moving toward potential retirement. And here lies the tension, many of us simply don’t want to retire, but nor do we want to continue with the same, tired, 9-5 routine.

Research is showing that many of us will migrate to freelancing as we approach 65-ish, for multiple reasons: freedom, finances, not wanting to stop working, wanting to continue contributing to a workforce we spent our lives building into. But what if we really like what we do…is the only option to leave fulfilling jobs and take freelance gigs? What if the organizations we work for took proactive steps to prevent the potential, and reported, brain drain, and offer options for flexible or remote work options? What if organizations transitioned my Joneser compatriots into roles that not only engaged us in the on-going success of the business, but also facilitated the opportunity to mentor those amazing young people following in our footsteps? What if we actually created environments where a

Not ready to ride into the sunset!

younger generation taught and inspired us trailblazers, while we shared our journeys of success, and failure, as a foundation for the past informing, (not controlling), the future?

I am sure some organizations are doing just that…I want to hear from them. I want to learn how they are making it happen, and why others are not innovating in this manner. And I want to hear from my fellow GenJonesers…what does the future of work look like for you?

It’s not just millennials who are shaping the future of work…it’s all generations! Together, we can make ‘work’ the thing we do with intentionality, efficiency, and passion.

 

Self-efficacy and initiative…how do I interview for those?

In a previous blog, I used Bandura’s definition of self-efficacy… ‘a personal judgment of how well one can execute courses of action required to deal with prospective situations’. Also discussed was the competency of taking initiative. Based on the suggestion that when one has higher levels of self-efficacy, they are more likely to take initiative, we could safely conclude…if an individual does not have the personal confidence (self-efficacy) to deal with a given situation, they will be hesitant to take the initiative to begin a process that does not come with managerial direction.

Based on that conclusion, here are some questions you might ask in an interview to determine if the candidate has what you are looking for regarding these two competencies.

1. Tell me about a time when you intentionally took on a task or activity that required you to stretch the limits of your strengths. (First of all, you are looking for an awareness of strengths and self-awareness. Secondly, you want to hear the candidate describe a situation that was out of their comfort zone, perhaps even risky. How did they approach it, and what was the outcome?)

2. Describe a time when you had to clarify your ‘why’, your end goal, in order to gain motivation for growth. (Effective growth comes when it is tied to a purpose, rather than doing something for the sake of doing it. Listen for clarity of direction and intentionality.)

3. We all make mistakes. Reflect on a time you were in the wrong. How did you handle it, and what did you learn as a result? (This is all about taking responsibility for mistakes, doing something about them, and gaining confidence as a result of learning from them.)

4. Tell me about a time when you stepped up, without being specifically asked, to head up a new initiative. (Stepping up when asked is one thing, but putting your hand up for a task without being approach to do so demonstrates initiative and courage. Listen for how the person made the determination to take on such a task.)

5. Managers don’t always provide the support and leadership their team members need. Describe a time when you took the initiative to ask for support, or offer a suggestion for receiving feedback. (This is a reality. Many individuals complain about not receiving support or constructive feedback; however, not many take the initiative to ask for it. Listen for both the commitment that support and feedback are desired, and how they were requested.)

6. You have been working remotely for company ABC for three months. Even though you are part of a team, you are feeling somewhat isolated. What would you do about this. (A not uncommon reality of working remote. Because those you are interviewing may not have experienced remote work previously, this type of situational question will not only identify a challenge they may face, but get them to immediately start thinking about how they would deal with it. You want to hear specific action the candidate would take, the personal responsibility, to remedying this challenge.)

 

 

 

Self-leadership ~ a competency worth growing

Let him who would move the world first move himself.”
― Socrates

In our research, 58% of respondents stated that to be successfully as a remote worker it’s important to be disciplined. We defined discipline as showing a controlled form of behavior or way of working. Respondents agreed that discipline is about the long commitment in the same direction, doing something because it is the right thing to do, not because it felt like it. As I consider the practice of discipline, I’m learning that self-leadership and discipline are closely connected.

Sue Stockdale, a British polar adventurer, athlete and motivational speaker, wrote a insightful article regarding this topic. Her 3 suggestions for becoming more disciplined were:

  1. Be clear about what’s important
  2. Imagine yourself at the end point and work backwards
  3. Short term pain vs. long term gain

Let’s consider self-leadership as being the fuel that enables us to be disciplined, to stay in the game for the long haul. A definition of self-leadership shared in an article by Charles C. Manz is helpful…

A comprehensive self-influence perspective that concerns leading oneself towards performance of naturally motivating tasks as well as managing oneself to do work that must be done but is not naturally motivating.

The question is, how do we develop self-leadership? Here are five practical suggestions:

1. Take time to learn and grow your strengths: I am a strong proponent of knowing our individual strengths , and taking responsibility for growing them. Realizing individual uniqueness and ability is important, as is recognizing that our strengths are most effective when used in collaboration with other’s strengths. If you are serious about discovering your strengths, click here to start the journey.

2. Be aware of, and grow your emotional intelligence (EI): EI measures your ability to recognize and manage emotions in yourself and others. A TedX talk by Ramona Hacker not only explains EI, but provides some great insights regarding how to grow your EI. Also, this free on-line tool will help assess your EI level, and pose questions to walk through some growth steps. The great news about EI is that no matter where you score today, you can grow to new levels!

3. Collaboration: by collaborating with others we are privileged to learn from their expertise. Another benefit of collaborating is having our weak areas and blind spots uncovered; as the Proverb says…“Iron sharpens iron.”

4. User Manual for ‘me’:

Knowing others is intelligence; knowing yourself is true wisdom. Lao Tzu, Chinese Taoist Philosopher.

It’s difficult to grow in self-leadership if you don’t know yourself, or know where to start. On a recent web conference I was introduced to the idea of creating a User Manual on ‘me’ to share with my team or co-workers. It basically summarizes who I am, how I operate, my ideal work environment, what I excel in, and even where I am not so strong. When looking at developing and growing in self-leadership, this is an important tool. In a video produced by Kevin Kruse, the audience is encouraged to create such a manual on a semi-regular basis…perhaps at significant milestones in life.

5. Turn discovery to action: Self-discovery is most valuable when you do something about it. What’s your action plan. How will this learning enable you to lead yourself AND contribute to the growth and success of others? Self-leading cannot be self-serving…it can’t be motivated by a desire for personal power. Rather, the discipline that results from self-leadership should contribute to the greater good of the teams and organizations you are part of.

How do we pull it all together? In a nutshell…know who you are and what you love doing. Consider what motivates you intrinsically and use that knowledge and passion to turn work that is not naturally motivating into something meaningful. Finally, use that motivation as the impetus to inform your disciplined approach to committing to excellence in the long run.

Trust…how do I interview for that?

Trust…

If you say you’re going to do it…do it
If you didn’t do what you said you’re going to do…own it
If there were barriers that keep you from doing it, communicate that, once barriers are removed, if possible …do it
If you don’t know how to do it, ask for help, then do it

In my previous blog  we looked at the competency of trust, or trustworthiness. What is trust and how do we develop, earn, and keep it. Trust, in all areas is vital, but our research respondents shared that when working in a remote or virtual context is foundational to effective communication and collaboration.

That being so, what kind of interview questions will help identify the level of trustworthiness evidenced in the lives of the candidates. Here are some suggestions to get you started.

1. Describe a time when you needed to earn the trust of others.
Listen for humility in the answer. Did the candidate take the responsibility to earn trust vs depending on a position to demand trust.

2. Doing the right thing doesn’t always result in a win. Tell me about a time when you experienced a loss for doing the right thing in order to preserve the trust of others.
Listen for values, for the candidate to be more concerned with retaining trust (vs fav our), than potential reward or recognition.

3. Based on your values, is there any circumstance in which it is justifiable to break a professional confidence?
The answer to this can be both easily identified, and challenging. You want the candidate to acknowledge the seriousness of breaching a confidence; however, you want them to also recognize the fact that certain lines of ethics and legalities warrant the risk of breaking a trust in order to do the right thing.

4. Tell me about a time when you were given credit for something a co-worker did. How did you respond?
This question gets to the heart of meritocracy. Listen for reflections on the importance of giving credit where credit is due, for responses that reflect a level of trust where co-workers know their team mates will be their greatest champions.

Self-directed – how do I interview for that?

In my previous blog I offered suggestions for how individuals could grow in their ability to be self-directed. Being intentional about growing such skills will increase your success as a remote worker, and set you up to answer interview questions related to that important competency. What kind of questions can an interviewer ask if they want to discern the candidates proficiency in being self-directed or self-motivated? Below are some suggestions to get you started, but first, a definition. Because it is important to use the same language when discussing competencies, clarity needs to be provided for this specific context.

Self-directed involves taking responsibility for personal decisions and effectively organizing activities based on intrinsic motivation without pressure from others. Without being self-directed, remote workers stated they might not have what it takes to organize multiple contracts in order to achieve the deliverables identified.

True, this is a great competency to possess when working in a colocated setting, but our research showed that a much higher level of proficiency is required when working in a remote or virtual setting. Let’s not forget that working remote refers to individuals who are not required to physically show up at a specific location on a regular basis.

Back to the interview, the focus is to ask behavioural questions to see how a candidate handled him or herself in the past. While it is always desirable, it is not necessary that they have previously worked remote, but it is important that they can demonstrate transferable skills that will contribute to their future success. While interviewing, don’t hesitate to dig deep with follow-up questions. Sometime the secondary questions are the ones that get you to the most vital information; listening carefully to the answers provided can’t be overstated.

As noted in previous blogs, answers should provide insight into the following:
• Situation/Problem faced
• Action (what they did, how they did it)
• Result/outcome (what was the outcome of the action taken, and was it positive or negative)

Question 1

  • Tell me about a time when a goal was difficult to achieve because of the many barriers before you. How did you address the barriers? (You are looking for answers that will help you discern not only the ability to identify barriers, but will describe the action taken to either overcome, or remove the barriers. Remote work can present more barriers that colocated settings. These barriers are by no means insurmountable, however, a self-directed person will not be put off by them, but will rise to the occasion and eagerly find workable solutions.)

Question 2

  • Tell me about a time when you took the initiate to collaborate with others in order to more effectively accomplish a task. (Listen for an indication that they believe collaboration is important, why it is important, and how working with others can aid in the effective completion of a task. As well, listen for how they chose who to collaborate with. In remote settings, it takes more determination and intentionality to reach out and build a collaborative network.)

Question 3

  • Describe a time when you lacked the drive to accomplish a task. How did you work through the apathy? (Listen for the humility of acknowledging they are not perfect…it’s rare to find someone who has never lacked drive. The important aspect of this question is to learn how they dealt with the inevitable lack of drive, accomplished the task, and moved on. Once more, in a remote setting there may be more distractions that pull the individual away from a task at hand…especially if it’s a task they don’t particularly enjoy.)

Question 4

  • Describe a time when you lacked the necessary information to accomplish a task. What sources did you use to provide the missing information or learn a new skill? (This question is driving at the importance of knowing how to access learning in order to get the job done. Some people simply rely on the person in the next cubicle to provide the answer; however, when working remote, there is no one in the next office. How resourceful are they with self-directed learning?)

Question 5

  • What process do you have to ensure all commitments and deadlines are met? How do you prioritize deliverables and responsibilities? (Self-directed people are pro-active. This question will give you insight into how the individual gets ahead of the game by having process and practices in place to deal with multiple deadlines and deliverables. In remote settings, performance is measured by deliverables, not how many hours a person sits at a desk in any given day…that’s why this is such a key element.)

Question 6

  • What book has had the most impact on your work habits? Describe your learnings. (The books people read tell you a lot about a person. In previous blogs the importance of communication is outlined; reading books is a powerful way to grow this skill. Listening to podcasts for learning is wonderful, but doesn’t contribute to growth in written communication. This question also provides the opportunity to learn if the candidate reads, AND what they choose to read and why…the ‘why’ being key. I have found that reading fiction can contribute to my creativity…many problems can be solved more effectively by putting them aside and focusing on something totally unrelated.)

These suggestions should provide a foundation for developing your interview questions. My next blog will address the topic of how remote workers can grow their trustworthiness, followed by another set of interview questions on the same competency.

Till next time…I would love your feedback and suggestion for further blog topics.

Self-directed: just do it!

Growing competency as a remote worker #2: self-directed/self-motivated

As we move through the list of ‘should have’ competencies for success as a remote worker, the second most crucial competency, as identified by remote workers, speaks to being self–directed and motivated. What does this mean?

For the purposes of this application, self-directed speaks to a state of ‘being’, while the similar, often-misused self-motivated speaks more about ‘doing’.

The dictionary explains self-directed from the perspective of having an inner drive or ability to make one’s own decisions, and organizing one’s own work rather than being told what to do by others. Other references include the idea of regulating and adapting behaviour based on needs and demands in order to achieve whatever goals or achievements have been identified.

Contrast that to ‘self-motivation’, which draws attention to the ability to follow through and carry on in the direction one needs to go, and keep going. This forward motion happens regardless of what external circumstances may be present and working against whatever momentum one might have! It truly is driven by an audience of one, the individual.

There is much written about both these areas, however, I would offer that there are three parts to this being and doing that require intentionality:
1. Searching…What specifically do I need to know to do this or accomplish that? Where do I find the answer/information? Who/what can help me access the information/skill I need?
2. Learning…following through with gathering the information needed (read a book, take a course, get a mentor, join a meet-up…)
3. Doing…once I learn the what and the how…do it, use and apply the learning.
How are you doing with self-direction and motivation? Have you recently taken on the responsibility to search for the solution to something? Did you take action accordingly? If not, what’s holding you back?

When I conduct workshops, I often have participants set immediate action plans to implement their learning by engaging in a simple exercise…you may find it helpful.
For the next two weeks, in order to grow in self-direction and motivation, consider what you should:
1. Stop doing (what’s keeping you from being self directed/ and motivated?)
2. Start doing (what actions or thoughts do you need to start doing to be more self-directed/ motivated?)
3. Continue doing (what’s working that you want to keep as part of your practice?)

Perhaps you’ve heard this proverb, every time you say “yes” to something, you’re saying “no” to something else. Consider this, the reason you may be struggling with self-direction/motivation could be because of some other commitment that is superfluous in your life at the moment. Just a thought…

In a previous blog I offered a suggestion regarding journaling to grow your written communication skills. Why not use this growth area as a topic to journal about and keep track of how much stronger you are becoming with self-direction and motivation?

One final note. Perhaps the greatest compulsion I know to being self-directed and motivated, is to be clear on my ‘why’. (Simon Sinek’s Start with Why is a must read on this topic.) When I understand why I’m doing something, the what and how become so much clearer and natural.

Ok, one more final thought. Sometimes we over think actually doing something. My son, Nathan, would be the first to admit that sometimes, the block of doing is as simple as stopping the analysis paralysis and, as the famous swoosh suggests, “just do it!”

(Watch for a follow-up blog regarding self-directed/motivated questions to ask when hiring for remote workers)

 

The start of a new day in Salou, Spain

 

Interviewing for remote work competencies…communication

My previous blog focused on the #1 competency revealed in our research regarding competencies for success as a remote worker…COMMUNICATION. In it we discussed how an individual can grow and develop this competency to improve their effectiveness in the remote industry.

This blog, part b, turns our attention to the individuals hiring remote workers. Knowing the competencies for success, it stands to reason that interview questions should be posed to determine if a candidate does indeed possess the specific competencies. This line of questioning takes the form of behavioural questions, based on the premise that past behaviour is an indication of future performance. While this is not a guarantee for successful hiring, it does help the interviewer gain insight into how candidates have handled relevant situations in past work, or volunteer, experiences.

Ideally, answers will provide insight into the following:
• Situation/Problem faced
• Action (what they did, how they did it)
• *Result/outcome (what was the outcome of the action taken, and was it positive or negative)

*It is worth noting that a candidate who is honest about their mistakes demonstrates a level of teachability, self-awareness, and an openness to learn from such outcomes. Sadly, some hiring managers reject candidates whose answers reflect anything less than perfection; on the flip side, some candidates refuse to share anything that may hint at weakness or vulnerability.

The following questions can serve as a foundation to determine if a candidate for remote work can demonstrate competency in the area of communication. That is, do they have the knowledge, skills, and abilities to be successful in a remote role when it comes to effective written and oral communication. As well, do they have the ability to choose appropriate channels and tools to deliver/receive the message?

Each question can serve as the foundation for deeper dives into the communication discussion, based on the particular role or context you are hiring for.

Written:
1. Tell me about a time when you were called on to explain a complex concept to someone for whom the concept was new, using only a written format. (Looking for examples of how a candidate took a complex concept and broke it down to its most simple form, without leaving out essential components, and without the benefit of verbal or non-verbal cues.)
2. Tell me about a time when you were required to document the content of a virtual meeting for distribution to those who had been on the call, and those not in attendance. (Looking for examples of how the candidate delivered concise messaging that filtered out the non-essential content, while provided essential information to both attendees and non-attendees.)
3. Tell me about a complex writing report you recently had to prepare.
(Looking for examples of how the candidate is able to clearly express ideas in writing. Look for evidence of gather, organize and presenting information in a logical, concise manner.)

Oral:
1. Tell me about a recent spoken conversation you were part of that was both effective and satisfying. What made it so? (Looking for the candidates ability to clearly articulate what thy believe to be an effective and satisfying conversation.)
2. Tell me about a time when you were called on to do a presentation on your area of expertise, with very little notice. (Looking for evidence of presentation confidence and the ability to construct an oral presentation in a manner that clearly articulated the message with minimum preparation.)
3. Describe a difficult conversation you recently had with someone who challenged your approach to a certain situation regarding something you were passionate about. What was the outcome? (Looking for an example of active listening combined with the use of oral persuasion.)

Channel & Tools:
1. Tell me about a time when you intentionally chose to communicate a particular message face to face (either virtually or in person) vs written format (i.e. email). Why did you choose this specific method of communication? (Looking for examples of the criteria used to determine the best form or channel of communication for a specific context or message.)
2. What is your favourite text based tool for virtual communication? What do you like most about it? (Looking for evidence of familiarity with virtual communication tools, and reasons for using the tool.)
3. Tell me about the communication tools used in a recent virtual meeting. How did they contribute to or distract from the success of the meeting? (Looking for examples of engagement in virtual meetings and interaction with various meeting platforms.)

Next time we will examine the second most important competency reported on by remote workers…being self-directed or self-motivated.

Growing your remote work competencies—communication

In our research around what makes remote workers great, 8 key competencies were revealed: communication, self-directed/motivated, trustworthy, disciplined, taking initiative/curiosity, adaptable/flexible, self-efficacy, and empathy. You talked to us about how each contributes to your ability to excel and thrive (and yes, survive) in your work. Great insights were provided on so many levels by those actually working as remote workers.

Since the research has been released, the question ‘what if I’m not great at a certain competency, does that mean I can’t be a remote worker?’ The answer is an unequivocal no! The wonderful thing about competencies is that you can grow and develop when intentionality and focus is applied. The next few blogs will take on a part ‘a’ and ‘b’ format. Part ‘a’ will take a look at a specific competency and provide suggestions on how to develop it. Part ‘b’, following a few days later, will suggest possible interview questions helpful to determine the extent to which a candidate possesses the specific competency.

Let’s start with the one identified as being most critical…communication. When considering this we are talking about verbal, non-verbal, and written forms, as well as discerning the proper channel when communicating a message. The simple question is, “How do I grow my communication skills so that I can be more effective in my role as a remote worker?’ Here are some ideas to get you started:

Written communication (the most important form of communication when working remote):

  • Read more…not mind numbing books, but books that challenge your thinking, and stretch your vocabulary. Authors such as Ernest Hemingway, Mark Twain, or Stephen King.
  • Make time to learn about the art of writing. A couple of suggestions would be Elements of Style by E.B. White; Draft #4 by John McPhee
  • Journal…take time to record your thoughts, and when possible, use good old fashion ink and paper. Actually writing your thoughts causes you to slow down and think more intentionally about what you’re wanting to say without worrying about someone reading your thoughts.
  • Check that your writing style is more about clarity and exactness, than beauty and emotion. (To be sure, there is a time for beauty and emotion, but for this situation being clear and concise, rules.)

Oral communication (the spoken word):

According to one study, men speak an average of 7,000 words per day, while women speak an average of 20,000. No derogatory comments allowed! The important point here is that even though we speak, a lot, everyday, we are not necessarily getting any better at communicating. Practice only makes perfect if you are correct in what you are practicing!

  • Think about historical persons known for their oratory skills…people like Winston Churchill, Martin Luther King, Socrates, Condoleezza Rice, Cheryl Sandberg, John F Kennedy, Mr. Rogers (yes…Mr. Rogers!). Read their biographies and autobiographies, or watch them speak via recorded videos . What do you notice about the power of their words? What observations can help you speak with more clarity and persuasion?
  • Listen more, speak less (your peers, clients, and manager’s will thank you)
    Practice brevity. According to tech republic, people have the tendency to make 3 mistakes when communicating: Over explaining, under-preparing, and completely missing the point. The article sums up their advice with:
    • Map your message first
    • Lead with a headline
    • Trim away excess detail
  • Finally, ask for feedback. We all have blindspots, ask a trusted peer, family member, or friend to tell you how you are doing with your oral communication…and act on what they say.

Communication Channel (what’s the best way to send a message?)

Without a doubt, the options for how to send a message are many, however, every channel is not appropriate for every message. The following are key considerations that I have found to be most relevant.

1. What is the nature of the message?
2. Is there a need for documentation of the conversation?
3. What supporting technology is available?
4. What is the urgency of the message?
5. Is there a level of confidentiality or secrecy that needs to be preserved?
6. Is there an element of safety that could be compromised through the content of the message?
7. What is the relationship between the sender and the receiver of the message?

Communication Tools (how are you sending a message?)

Finally, the tools you use will either foster rich communication, or hinder it. If your team tends to get lost in email threads or c.c. purgatory, consider messaging apps like Slack, Wire, or Basecamp. If you’re finding your team struggling with empathy towards each other, push for video chat vs audio-only team calls. Invest in good software!

Bottom line? We can all improve our ability to communicate well; via spoken word, written word, and in choosing the proper channel. It takes time, lots of it! But the results are worth it both for personal satisfaction and for personal reputation! Ready to grow?

 

Remote work: competencies and motivation

This is my shortest blog ever…but it comes with a big report!

Over the past year I have researching what makes remote workers successful. I’m happy to have been able to collaborate with my son, @natesawatzky in the research. Both Nathan and I are so thankful for the many who let us dig into their lives as remote workers.

Today, I’m excited to share a version of the report that has been created to benefit managers, remote workers, and leaders alike. You can download the report here.

Please feel free to reach out to either Nathan or myself (Roberta) if you have any

Following interviews at The Hague

questions about the report, or simply want to talk more about remote work.

 

Post remote worker research…now what?

It’s been a while since my last blog…a case of writer’s block (blogger’s block?). To be fair I have been busy–busy doing things I fully enjoy, with a few ‘must dos’ stuck in the middle of it all. The good news is that the industry report on our research on remote workers’ competencies and motivations is in the final proofing stage. Look for it to hit the social media airwaves by the end of next week. A big thanks goes out to my colleague Sally for taking over the formatting of it…definitely not my area of strength.

I’ve been thinking about what’s next. If anything, this research experience has grown my desire to dig further into the Remote Industry (yes Laurel, remote industry). I’ve been focusing on remote workers specifically, but acknowledge that there must be true collaboration between these individuals and their manager, and team members for the most effective outcomes to be realized. So what does that look like? Good question! I’m visualizing a triangle where each side represents a member of the collaboration equation.

Most effective leaders realize that the best customer service is realized when employees are well taken care of and valued. I would suggest that applies equally in a remote industry. I would also suggest that the majority of managers want to properly support their virtual teams, but feel ill equipped to do so. That’s something that can be addressed and solved…as long as there is a willingness to do so. Amazing courses have been developed by places like Workplaceless to provide training around this, as well as training for those wanting to hone their skills as remote workers.

For now, I think the first step is to take the learning from our research and create those behavioural and situational interview questions that will help recruiters and interviewers make informed decisions regarding who they hire for remote positions. And then? Maybe address the ‘if this, then this’ process regarding the practicalities and application of how managers can support those they are appointed to oversee and develop…perhaps through the lens of a triangle?