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:
- Be clear about what’s important
- Imagine yourself at the end point and work backwards
- 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.
Trustworthiness…growing the competency.
I grew up in Ireland. We lived in a town called Bangor and loved to visit grandparents in Annalong, a small fishing village. What I loved about both places was the location…right on the Irish Sea. I loved the smells, sounds, sights, and yes, the feeling of that sea salt on my lips and skin. Even now, years after immigrating to Canada, every chance I get I head to the ocean. It’s my place of refreshment, rejuvenation, and reflection. However, I have a very healthy respect for the power of the sea and the need for warning signs that both guide sea faring travellers, and bathers. Warnings that can be relied on, depended on, warnings that are constant. I think often of my grandfather sharing how he would stand at the Annalong Harbour watching for my uncle to return home after a fishing trip. At times the waves were so big, vessels would disappear from view, being tossed by the rise and fall of the sea.
For years, before the use of electronic navigational systems, sailors depended on the beacon of a lighthouse to guide them to shore, steering them away from being dashed
against treacherous coastlines and hidden rocks. They knew they could trust the lighthouse, that it was reliable, constant, a lifeline to guide them into the safety of the harbour.
Trust…a ‘thing’ we base a belief on…an action we employ when expecting people to do what they say they will do. Respondents to our research reported that trustworthiness, was a competency critical to success in the remote world. To be sure, trust is critical in all work contexts, but they suggested that in a virtual environment it becomes even more important. Sadly, many people mistake presence for progress.
Trust can be earned, and lost. Many books have been written on the topic; countless articles and blogs tout its’ value. But how do we develop it? How do we preserve it? If lost, how do we earn it back? I would offer the following three simple actions:
- 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 are 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
Ok, so not so simple! However, if you want to be a person worthy of trust you need to own it, preserve it, and value it. Are you a trustworthy person? If you’re not sure, ask those you work with, your family and friends, if they view you as a person they can trust. Warning, only ask if you are willing to act on what they tell you!
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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)
- 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.)
- 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.)
- 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.)
- 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?)
- 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.)
- 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.
Do you ever get to the point when you simply need to de-clutter? It could mean de-cluttering your home, your car, your office…or your mind. Throughout the year my mind flips from one course of study prep to the next, from classes to contracts, from strategy to application, from delivery to review. What I long for now is to let my mind be still, to reflect, to let it wander and wonder, and to learn. Actually, I think that perhaps now is the time to develop more than learn.
Have you ever considered what the difference is between training and development? For many years I have used the terms interchangeably, but now realize that while both are vital, they each have their own focus. The way I see the two is that training focuses on the skills I need to do the ‘job’ right now, while development is more about learning new skills and techniques for the future. I love the element of past, present and future that comes into play here; we consider what skills we have used to be successful in the past, tweak them for efficiency in the present, and creatively consider what skills will carry us into the endless possibilities of the future.
This idea of learning and developing took on a new meaning to me when visiting Il Duomo di Firenze in Florence. Do you know that they built the cathedral with the skills they currently had, but counted on the development of new skills to complete the dome? And…history proves their optimism paid off, the result is breathtaking!
As 2018 comes to a close (it’s been a great year!) I find myself looking back on what I have learned from past experiences, reflecting on what I am learning today, and challenging my mind as I prepare for the possibilities of tomorrow.
I really appreciate this quote from philosopher and educator Mortimer J. Adler…
“There is a strange fact about the human mind, a fact that differentiates the mind from the body. The body is limited in ways the mind is not. One sign of this is that the body does not continue indefinitely to grow in strength and develop in skill and grace. By the time most people are 30 years old, their bodies are as good as they will ever be; in fact, many person’s bodies have begun to determinate by that time. But there is no limit to the amount of growth and development that the mind can sustain. The mind does not stop growing at any particular age.”
My current development is around UX Design; I’m taking an on-line course through Interaction Design Foundation and finding my thinking being stretched once again. What are your learning and development plans for 2019?
It’s Dec 15, 8 above, and I’m sitting outside working…in Canada!
I am taking a much needed break from writing a report (a paper actually) on our research. Ok, to be honest, I just needed an excuse to take my iPad and sit on the patio of my favourite Kelowna coffee shop, Esther and Sons, and reflect on this past year of delving into the amazing world of remote work. If I were to sum it up, the words I would use are grateful, amazed, inspired, and overwhelmed!
Some highlights have been:
- meeting many of you;
- traveling to Europe and chatting with many remote workers in co-working spaces (intentionally), and in cafés (accidentally);
- hearing your experiences and adventures;
- learning so much from the experts (you!);
- experiencing amazing cafés (to name a few: Buro Espresso Bar, Robert’s Coffee, The Barn, Lucifer’s Specialty Coffee, Utrecht Onz Cafe, Amsterdam Lot Sixty One, House of Tribes, Kaafi);
- virtual conferences and conversations
- connecting with remote workers in my own continent of North America, and of course right here in British Columbia;
- the willingness of many of you to share resources, both your knowledge and connections;
- the honesty of remote workers in sharing their joys and challenges;
- and, last but by no means least, doing all this in collaboration with Nate Sawatzky (my son)…so great! (big thanks to the incredible support of our families)
So, where am I with all of this? 12 pages into a paper on our findings…being reminded how frustrating (but important) citations are in validating the research and findings.
One of the words I used to describe my experience was ‘overwhelmed’; let me be clear, it’s a great sense of being overwhelmed! Our focus was on learning the competencies necessary for success as a remote worker, how feedback is desired, from whom, and what support is needed. You taught me that…and so much more!
As I look at the findings, the implications for business schools, managers, HR professionals, city planners, and potential remote workers is powerful. I have so many “ how might we…” questions arising from this that narrowing down my next focus of research will be a challenge!
What do I need from you?
- I hope to have the research summarized by the end of January. If you would like a copy send directly to you, please let me know.
- If you were to identify an area of remote work that you would like to see research focused on (again, a joint industry/academia approach) what would it be?
Email me at email@example.com with both your requests and suggestions.
That’s it…back to the report fuelled by coffee and vitamin D!
And by the way…Merry Christmas to all.
One day a week I dedicate time to researching and developing (R&D) my skills and understanding of the world of remote work. I really love those days. Don’t get me wrong, I love all the other elements of my professional life, but there’s something invigorating and exciting about setting time aside to focus on learning from various sources.
Today, for example:
- I had a virtual meeting from my home office with Ayush Jain from Remote Panda;
- enjoyed a research collaboration conversation with our son in Europe, while sipping coffee at one of my favourite cafes here in Kelowna, Canada;
- continued reading chapters from ‘Work Together Anywhere’ by Lisette Sutherland and ‘Remote Revolution’ by John Elston (I highly recommend both);
- attended a farewell lunch for a colleague at Okanagan School of Business where I’m a business professor;
- set up a November virtual meeting with some of our new faculty;
- researched resources for a winter course I am teaching on Organizational Change and Development;
- and perhaps the most important activity of the day, took time to reflect and journal about what I’m learning from various experiences and people who continue to cross my path as I continue to examine the world of remote work. (I journal with an actual paper journal using a Lamy fountain pen…definitely slows down my thinking and helps me process more effectively)
Even though I love these days, they don’t happen by accident…I have to intentionally schedule them into my week.
So why am I sharing these details of my day? So glad you asked. Technology is wonderful and is essential for just about all the work we do, even more so when the nature of your job calls for technology to connect you with your clients, teams, managers and other key people. However, for me it’s vital that I make sure part of this R&D time is spent unplugged. I need to cut out the ‘noise’ and meditate on the learning to allow time for it to connect with what is important, what’s relevant, and if necessary, file it away for further consideration, or for the ‘interesting but not vital’ file.
As a remote, (or co-located) worker, how are you building intentional time into your schedule to learn, to cultivate your craft, and to ponder the amazing experiences you are having? You’ll never regret it.
“We bring forth our best selves when we are fully activated as human beings, not just as workers.”
The Remote Revolution by John Elston
It’s been a great 2 weeks of traveling in Europe learning about remote workers in the tech industry…from remote workers in the tech industry. After initial meetings with people in Kelowna, Penticton and Vancouver, I then met up in Finland with my son (who is himself a remote worker currently based in France), and visited remote workers in Helsinki, Amsterdam, Eindhoven, The Hague, Berlin, and finished up in London.
One thing I’ve been told about research is that it often creates more questions than answers…how true it is. Before heading on the trip, my research had identified various competencies demonstrated by people in the remote tech world, all confirmed through our conversations. However, we were also rewarded with some surprising new insights that will impact our learning. It will now take some time to filter through the data and make sense of what we observed, heard, felt, and experienced…I promise to get back to you on all that as the blog series continues. As well, a quick glimpse at some great coffee shop spaces totally conducive to remote work.
In the meantime, some ponderings from our travels…
• When traveling in Europe, it is possible to be on more trains, planes, busses, trams, and subways in a 2 week period than in one’s lifetime!
• Don’t ever assume you’ve figured out the ‘right’ mode of payment on any mode of transportation…will that be cash, swipe, contactless, get ticket before boarding…??
• Don’t ask for a coffee shop in Amsterdam if you truly are looking for a cup of coffee.
• When putting on 20,000 steps everyday on cobbled paths, foot massages are not considered a luxury…and they hurt! (But worth the pain)
• Never eat fish and chips by the sea without covering them with a napkin.
• Baby seagulls are the cutest things…beauty for them is truly fleeting.
• There is nothing quite so lovely as sitting outside by the Baltic Sea at 10pm, full daylight, enjoying a bevy.
• Kiitos is the most lovely word for ‘thank you’, offered by a gracious country of people.
• Freikörperkultur is a real thing quickly discovered when enjoying a German sauna!
• Appreciating and taking time for a good cup of coffee (and I do mean coffee) is a globally shared passion (at least in the places we visited).
• Having a shower in the kitchen is a wee bit strange.
• Seeing remnants of the Berlin Wall and walking through Memorial to the Murdered Jews of Europe is both awful, and awe-full…lest we forget.
• While carry-on is the way to travel, it sure curtails shoe shopping!
• Avoiding being run over by a bike in the Netherlands is a full time endeavor.
• Everyone should have the privilege of traveling and working with their son (or daughter)…amazing!